Category: Job Ad Writing
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How to Remove Bias from Job Ads:...
Continue ReadingHow to Remove Bias from Job Ads: A Guide for Recruiters in Healthcare
Who is the best person for the job? You may already have an idea before writing your job ad, even if you’re unaware of it. This unconscious bias can unintentionally filter through and influence your potential candidates.
Bias refers to a disproportionate inclination for or against a person or idea, often unconscious, and rooted in stereotypes or assumptions we may not even realise we hold. As recruiters of medical professionals, it’s essential to ensure that your job ads promote inclusivity and reflect your commitment to a diverse workforce.
Here are five actionable tips to help remove bias from your job ads and attract a wider range of talented candidates.
1. Write for the Role, Not for the ‘Ideal’ Candidate
Job ads often cater to stereotypes—for example, healthcare roles are sometimes seen as more suited to women. To avoid this, focus on the actual requirements of the position rather than preconceived ideas about the candidate.
“Before writing your ad, get specific about what the role truly requires,” says Nicola Laver. For instance, if you’re hiring for a medical receptionist role, consider whether someone with a disability, such as being in a wheelchair, can perform the duties. Ensure the language in your ad doesn’t unintentionally exclude them.
2. Prioritise the Candidate’s Viewpoint
Research shows that job seekers prefer ads with clear, direct, and simple language. Avoid organisational jargon that may disadvantage candidates unfamiliar with your specific vocabulary.
Similarly, terms like ‘quirky’ or ‘fun’ can alienate neurodiverse candidates or those who are introverted. Instead, be specific about your organisation’s culture and workplace environment to resonate with a broader audience.
3. Keep It Concise
Overloading a job ad with selection criteria can deter potential candidates, particularly women, who are less likely to apply unless they meet all the criteria. Research shows that keeping the list of requirements to six or fewer increases the likelihood of attracting a diverse and qualified talent pool.
Focus on the essential skills and qualifications needed to succeed in the role, rather than listing every possible attribute.
4. Choose Your Language Thoughtfully
Certain words in job ads can subconsciously appeal more to men or women. For example, terms like ‘competitive’ or ‘assertive’ often attract men, while words like ‘support’ or ‘dedicated’ tend to resonate with women. Strive for a balance in your language or adjust it to attract underrepresented groups.
Examples of masculine words: independent, lead, competitive, analytical.
Examples of feminine words: responsible, connect, conscientious, sociable.
If addressing a gender imbalance in your team, consider leaning more heavily on feminine-coded words without sacrificing clarity about the role’s requirements.
5. Reassess Your ‘Wishlist’
Examine whether all criteria in your job ad are truly necessary. For example, does the role genuinely require a Master’s degree or local residency, or are these preferences rooted in convenience or assumptions?
“There is a tendency to write job ads for ‘people like us,’” says Laver. Reassessing your requirements ensures you’re not unintentionally excluding capable candidates who could excel in the role.
Final Thoughts
Writing an inclusive job ad is about considering the entire candidate marketplace, including Indigenous Australians, people with disabilities, and members of the LGBTIQ+ community. When you remove bias, you broaden your talent pool and signal that your organisation welcomes diverse perspectives and talents.
By focusing on the requirements of the role and crafting clear, inclusive ads, you can attract high-quality medical professionals who bring unique strengths to your team.
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Job Ad Writing
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Are You Reaching the Right Medical Professionals...
Continue ReadingAre You Reaching the Right Medical Professionals with Your Job Ad?
A well-crafted job advertisement should act as a magnet for top talent. If you’re advertising for healthcare roles, there are some simple yet effective steps you can take to enhance your job ad and attract the ideal medical professional.
Each part of a job ad should captivate candidates, particularly in a competitive healthcare job market, where individuals weigh many factors before deciding to apply. Below are ways to improve your job ad and draw in the best candidates.
Use an Effective Job Title
Accurately labelling the role is crucial to attracting the right candidates.
Your job title must be clear and aligned with the medical industry. Avoid using jargon, internal titles, or unnecessary buzzwords. Keep it simple and relevant to what your target audience is searching for. For example, instead of writing “Health Care Guru,” stick to “General Practitioner” or “Registered Nurse.”
Think like a candidate when crafting the job title, using terms they are most likely to search for.
Spend Time on the Summary
The job summary is the first point of contact between candidates and your ad. This is why it’s crucial to ensure the summary grabs attention, as it will appear in search results.
Candidates often skim summaries, especially when searching on mobile devices. To capture their attention, the summary should be concise, well-structured, and easy to read. Include specific, relevant information such as location, primary responsibilities, and key benefits that your role offers. Instead of using generic phrases like “great work-life balance,” highlight specific perks such as flexible work hours or opportunities for remote consultations.
Appeal to Your Ideal Candidates
Understanding what attracts healthcare professionals at various levels is key to writing an engaging job ad. Candidates’ preferences can differ based on their specialisation, experience, and location. Highlight elements in the ad that matter most to the specific role.
For example, flexibility in working hours might appeal to general practitioners, while career development opportunities may be more important to junior doctors or specialists.
Show Them the Salary
One aspect often overlooked in job ads is salary, but it is something highly important to candidates. Transparency around salary or a salary range can significantly boost engagement. Ads that display salary details are known to attract more applicants, so it’s worth including this information upfront.
If the salary isn’t highly competitive, consider mentioning other benefits such as professional development opportunities, flexible working conditions, or additional leave entitlements.
Choose the Right Classification
Ensure that the job is classified correctly within the healthcare sector. This will help your ad reach the right audience. Using widely recognised job titles and classifications relevant to the healthcare field will improve the ad’s visibility to the most suitable candidates.
If the salary isn’t highly competitive, consider mentioning other benefits such as professional development opportunities, flexible working conditions, or additional leave entitlements.
5 Easy Ways to Optimise Your Job Ad for Medical Professionals
- A clear, concise, and relevant job title: Stick to straightforward titles without unnecessary text, buzzwords, or internal terminology.
- Use the summary wisely: Include relevant details such as responsibilities, location, and key benefits.
- Include salary: Salary transparency often leads to higher application rates.
- Format for readability: Use short paragraphs and bolded headings to make your ad easy to read on mobile devices.
- Highlight perks that matter: Focus on benefits such as work-life balance, flexible hours, or support for continuing professional development.
If the salary isn’t highly competitive, consider mentioning other benefits such as professional development opportunities, flexible working conditions, or additional leave entitlements.
Final Thoughts
While making changes to how you write job ads may seem challenging, simple adjustments can have a significant impact. If you’re advertising for healthcare roles now, implementing these strategies will help you optimise your ad and attract the right talent.
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Job Ad Writing
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What to Consider Before Writing a Job...
Continue ReadingWhat to Consider Before Writing a Job Advertisement for Medical Professionals
A clear, concise, and well-written job advertisement can make a significant difference when hiring a new team member in the healthcare sector.
Before drafting a job description, it’s essential to take three critical steps to ensure you attract the right candidates. Carefully considering the skills required, distinguishing must-haves from nice-to-haves, and determining a suitable salary range will help you craft a job ad that resonates with medical professionals.
Here’s what to consider before writing a job advertisement.
1. Identify the Skills You Need
Whether you’re replacing a team member or creating a new position, begin by assessing your healthcare facility’s needs and ensuring the role aligns with its objectives.
Clearly define the role and what successful performance looks like. You might be looking to enhance patient care, introduce a new medical specialty, or distribute the workload more efficiently as your practice grows.
Identify both the core skills and competencies required for the role. These can be divided into two main categories: hard skills (such as medical expertise, technical abilities, or procedural knowledge) and soft skills (such as communication, teamwork, leadership, and empathy, which are crucial for healthcare professionals).
A skills gap analysis can also be helpful. Highlight the skills your current team already possesses and identify those missing. This approach will help you assess applicants based on their abilities and competencies rather than just their qualifications and experience. This method has been shown to increase the quality of hires, broaden the talent pool, and improve retention rates.
2. Decide on the Must-Haves
When recruiting, narrowing the criteria too much can limit your options. It’s important to determine which skills are essential and where you can be more flexible.
In the medical profession, qualifications are often non-negotiable, especially for roles requiring specific certifications or registrations (e.g., general practitioners, surgeons, or anaesthetists). However, within the scope of those qualifications, focusing on practical skills and relevant experience may be more valuable than additional degrees or accolades.
For example, a doctor may need to be registered with the Australian Medical Board, but beyond that, their hands-on experience in a particular specialty, communication skills, and ability to work in multidisciplinary teams might be more critical than additional academic qualifications.
3. Settle on a Salary and Benefits
Just as salary is crucial for candidates seeking a new role, it’s equally important for healthcare employers to offer competitive compensation that attracts the best talent.
When determining a salary range, it’s useful to conduct thorough wage research. Look at market surveys for similar positions within the healthcare sector and consider the current demand for medical professionals in your area.
Additionally, perks and benefits are often just as important as salary—sometimes even more so. Flexibility around work hours, options for remote consultations, and support for continuing professional development are highly valued by healthcare professionals. Mental health and work-life balance are particularly significant, and offering perks that support these areas can make your role more attractive to candidates.
Final Thoughts
Before drafting your job ad, think about the essential skills your team needs, where you can be flexible, and the salary and perks you’re willing to offer. Taking the time to work through these factors will simplify the writing process and help you attract the right medical professional for your team.
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Job Ad Writing
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Ensure Your Job Ad Is Comprehensive with...
Continue ReadingEnsure Your Job Ad Is Comprehensive with This Job Ad Checklist
Creating an effective job advertisement is crucial for attracting the right candidates, especially in the medical field. This article provides a detailed checklist to help medical job recruiters in Australia craft comprehensive and appealing job ads. Using the latest insights and data from the Annual AusDoc.JOBS job seeker study and other reliable sources, this guide ensures your job ad meets the needs and expectations of doctors, medical professionals and specialists.
Job Ad Checklist
According to the Annual AusDoc.JOBS Job Seeker Study, Australian medical professionals are diverse in terms of their roles, work environments and career aspirations. Given the different characteristics of the respondents, job ads need to consider many factors, such as stage of career (eg, fully qualified GP or GP registrar), practice type (independent GP-owned medical practices or corporate-owned) and location. Knowing your audience allows you to tailor your job ad to meet their specific needs and expectations.
Highlight Key Concerns and Motivations
- Job Title
- Be Specific: Ensure the job title accurately reflects the position, calling out profession type, location and anything else that makes it more desirable.
- Avoid Jargon: Use terms that job seekers will understand and search for.
- Salary Information
- Clearly State Salary: Indicate the salary or billing percentage. 72% of job seekers consider salary/billing percentage as a top criterion.
- Include Benefits: Mention any additional financial benefits, such as bonuses, paid training opportunities, equity partnership, or the provision of a car or housing.
- Location
- Specify Geographic Location: Provide details about where the job is located, including proximity to major cities or coastal areas. 53.6% of respondents work in major capital cities, and 30.4% in coastal areas.
- Highlight Attractive Features: Mention any desirable aspects of the location, such as lifestyle benefits or community features.
- About the Company
- Highlight Uniqueness: Briefly describe what makes your practice unique. Include recent achievements, advanced technologies
,or innovative practices.
- Highlight Uniqueness: Briefly describe what makes your practice unique. Include recent achievements, advanced technologies
- Include Key Information: Provide an overview of the practice’s mission, values
,and size.
- Include Key Information: Provide an overview of the practice’s mission, values
- About the Role
- Engaging Introduction: Start with a captivating introduction about the role.
- Role Summary: Provide a brief summary of what the role entails and its importance within the practice.
- Duties/Key Responsibilities
- Outline Responsibilities: Clearly list the main responsibilities of the role.
- Use Bullet Points: Format the responsibilities in bullet points for easy readability.
- Skills and Experience
- List Required Qualifications: Specify the necessary qualifications, skills and experience needed for the role. For example, is it a DPA or non-DPA vacancy?
- Include Preferred Skills: Mention any additional skills that are desirable but not essential.
- Culture
- Supportive Environment: Mention any initiatives or programs that promote a positive and inclusive work culture.
- Employee Well
–being: Highlight efforts to ensure the wellbeing and satisfaction of employees. If possible, look to include work
- Employee Well
- Benefits
- Comprehensive Benefits Package: Detail any benefits offered beyond salary, such as flexible working arrangements, part-time opportunities and family-friendly policies. 58% of respondents prioritise family-friendly environments.
- Professional Growth: Describe opportunities for career progression, mentorship and further training.
- How to Apply
- Clear Instructions: Provide clear instructions on how to apply, including contact details for inquiries.
- Application Deadline: Specify the deadline for applications to create a sense of urgency.
Conclusion
A comprehensive job ad is essential for attracting qualified medical professionals. By following this checklist, you can ensure your job ad is detailed, engaging
,and tailored to the needs of your target audience. This approach will help you attract the right candidates and fill your vacancies with top-tier talent.Tag
Job Ad Writing
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Enhancing Your Job Ad to Attract More...
Continue ReadingUnderstand Your Audience
In the competitive field of medicine, attracting top-tier talent requires more than just posting a job vacancy. To ensure your job advertisement stands out and appeals to Australian doctors and other healthcare professionals, it’s essential to craft a compelling and informative listing. Here are some strategies, backed by the latest insights and data, to enhance your job ad and attract more high-quality applicants.
Understand Your Audience
According to the Annual AusDoc.JOBS Job Seeker Study, Australian medical professionals are diverse in terms of their roles, work environments and career aspirations. Given the different characteristics of the respondents, job ads need to consider many factors, such as stage of career (eg, fully qualified GP or GP registrar), practice type (independent GP-owned medical practices or corporate-owned) and location. Knowing your audience allows you to tailor your job ad to meet their specific needs and expectations.
Highlight Key Concerns and Motivations
From the study, several key factors influence job decisions for medical professionals:
- Work-Life Balance: Flexibility in working hours and the ability to maintain a healthy work-life balance are crucial. In your job ad, emphasise any flexible working arrangements, part-time opportunities and family-friendly policies. Family-friendly environments with no on-call, after-hours or weekend requirements are prioritised by 58% of respondents.
- Location and Practice Type: The location of the job and the type of practice are significant considerations. Ensure your job ad clearly states the practice setting (eg, independent, corporate, community health services) and its geographic location, highlighting any attractive features of the area. In our experience, corporate medical practice roles are often more appealing to doctors earlier in their career, as many come with existing patient lists and non-medical technical support, such as managing the billing process.
- Location is also critical, as many doctors will be looking for job opportunities closer to home or for better paid vacancies, typically in more rural and remote areas.
- Compensation and Benefits: Salary and additional benefits such as paid training opportunities, equity partnerships and bonuses are top priorities. Provide detailed information about the compensation package and any unique benefits your practice offers. According to the study, 72% of job seekers consider salary/billing percentage as a top criterion when browsing job sites.
- Professional Growth: Opportunities for career progression, mentorship and further training are highly valued. Describe the pathways for advancement and any support systems for continued professional development. About 55% of respondents cited personal and professional growth opportunities as key factors in their job decisions.
Crafting a Compelling Job Ad
- Clear and Concise Job Title: Ensure the job title accurately reflects the position, calling out profession type, location and anything else that makes it more desirable. Avoid jargon and use terms that job seekers will likely search for.
- Engaging Introduction: Start with a captivating introduction that highlights what makes your practice unique. Mention any recent achievements, advanced technologies or innovative practices your clinic employs.
- Detailed Job Description: Clearly outline the responsibilities and expectations of the role. Use bullet points for easy readability, and include any special requirements or skills needed.
- Inclusive Culture: Emphasise the inclusive and supportive culture of your practice. Mention any initiatives or programs that promote a positive work environment and employee wellbeing.
- Support: Call out all people and resources available that will make anyone filling the role more successful, such as nurse and pathology services on site, practice management software and even parking.
- Benchmark: Look at current job vacancies in your area and what they are offering.
- Application Process: Simplify the application process by providing clear instructions on how to apply. Include contact details for any inquiries, and specify the deadline for applications.
Monitor and Adapt
Finally, continuously monitor the performance of your job ads. Collect feedback from applicants and make necessary adjustments to improve clarity and attractiveness. By staying responsive to the needs and preferences of medical professionals, you can ensure your job advertisements remain effective and appealing.
Conclusion
Enhancing your job ad to attract more applicants involves understanding the needs and motivations of your desired candidates, crafting a detailed and engaging job description, and utilising multiple channels to reach a wide audience. By following these strategies, you can increase your chances of attracting the right candidates to your practice, ensuring a successful and fulfilling recruitment process.
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Job Ad Writing
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Strategies to Mitigate Bias in Job Advertisements
Continue ReadingCreating job advertisements that attract diverse and qualified candidates is crucial in the medical field, particularly with so many medical professionals in Australia having come from overseas. Bias in job ads can unintentionally discourage certain groups from applying, leading to a less inclusive and diverse workplace.
Here are some strategies to help medical job recruiters in Australia create unbiased job ads, ensuring they appeal to a broad range of candidates. These insights are backed by the latest data from the Annual AusDoc.JOBS Job Seeker Study and other reliable sources.
Focus on Role Requirements
- Clear Criteria
- List Essentials: Clearly outline the necessary qualifications, skills and experience required for the role. This helps avoid unnecessary exclusions.
- Avoid Over-Qualification: Do not demand more qualifications than the job requires, as this can deter capable candidates.
- Relevant Requirements
- Inclusive Criteria: Ensure that the criteria do not unintentionally exclude certain groups. For example, avoid requiring extensive years of experience if it is not essential for the role.
Prioritise Candidate Viewpoint
- Candidate Experience
- Engage Candidates: Write the job ad from the candidate’s perspective, highlighting what they are looking for, such as opportunities for professional growth, work-life balance and a supportive environment.
- Transparency: Provide clear information about the role, expectations and the application process to build trust and attract more applicants.
Keep it Concise
- Brevity
- Be Direct: Keep the job ad concise and to the point to avoid overwhelming or deterring candidates
- Essential Information: Focus on the most important details about the role, including responsibilities, required skills and benefits.
Choose Inclusive Adjectives
- Gender-Neutral Adjectives
- Avoid Gender Bias: Use terms like ‘they’ or ‘the candidate’ instead of ‘he’ or ‘she’.
- Avoid Stereotypes: Ensure the language used does not reinforce stereotypes. For example, use terms like ‘committed’ or ‘experienced’ instead of ‘young and energetic’, which can be age biased.
Avoid Biased Wishlists
- Relevant Requirements
- Inclusive Criteria: Ensure the criteria do not unintentionally exclude certain groups by avoiding unnecessary requirements.
- Focus on Essentials: Only include what is genuinely needed for the role to attract a wider pool of qualified candidates.
Highlight Diverse Benefits
- Work-Life Balance
- Flexible Working: Emphasise flexible working arrangements, part-time opportunities and family-friendly policies. 58% of job seekers prioritise family-friendly environments.
- Equal Opportunities: Clearly state that your practice supports equal opportunities and values diversity.
Use Diverse Imagery and Branding
- Inclusive Imagery
- Reflect Diversity: Use images in your job ads that reflect diversity, including people of different genders, ages, ethnicities and abilities.
- Brand Values: Highlight your practice’s commitment to diversity and inclusion in your branding and job ads.
Implement a Structured Application Process
- Transparent Process
- Clear Steps: Clearly outline the steps of the application process and what candidates can expect at each stage.
- Bias-Free Screening: Implement blind recruitment techniques where possible, such as removing names and other identifying information from applications during initial screenings.
Monitor and Review
- Regular Audits
- Review Regularly: Conduct regular reviews of your job ads to identify and eliminate any biased language or criteria.
- Feedback Mechanism: Encourage feedback from applicants and employees about the inclusiveness of your job ads and hiring process.
Utilise Multiple Channels
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- Wide Reach
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- Diverse Platforms: Post job ads on various platforms, including those that target underrepresented groups. According to the 2021 AusDoc.JOBS study, 62% of respondents use job boards as a primary source when looking for new job opportunities.
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- Professional Networks: Use professional networks and alumni associations to reach a broader and more diverse audience. Referrals from colleagues or professional networks are used by 62% of job seekers.
Provide Training and Awareness
- Recruiter Training
- Bias Training: Provide training for recruiters on unconscious bias and inclusive recruitment practices.
- Awareness Campaigns: Conduct awareness campaigns within your practice to promote the importance of diversity and inclusion.
Conclusion
Mitigating bias in job advertisements is crucial for attracting a diverse and talented pool of candidates. By focusing on role requirements, prioritising the candidate viewpoint, keeping the ad concise, choosing inclusive adjectives, and avoiding biased wishlists, medical job recruiters can create more effective and inclusive job ads. Regular monitoring and the use of multiple channels further support this goal, helping to build a diverse and inclusive medical workforce.
Implementing these strategies will improve applicant quality and enhance the reputation of your practice as a forward-thinking and inclusive employer.
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Job Ad Writing
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5 reasons why your recruitment ad isn’t...
Continue Reading5 reasons why your recruitment ad isn’t delivering the right candidates
Crafting an effective recruitment ad is crucial for attracting the best candidates in any field, let alone the medical field in Australia, where there are shortages of skilled professionals. However, many job ads fall short of their potential, resulting in fewer applications and a less diverse pool of candidates. Here are some common flaws that may be holding back your recruitment ad, along with strategies to fix them. This guide is based on the latest insights and data from the Annual AusDoc.JOBS job seeker study and other reliable sources.
1. Too Much Tell, Not Enough Sell
The Problem: Many job ads focus heavily on listing the responsibilities and requirements of the role without highlighting the benefits and opportunities that come with it. This approach can make the ad seem dry and unappealing.
The Solution:
- Emphasise Benefits: Clearly state what makes your practice an attractive place to work. Highlight opportunities for professional growth, work-life balance and other unique benefits that only this role may offer. For example, 72% of job seekers consider salary and billing percentage as a top criterion.
- Showcase Culture: Provide insights into the workplace culture, support systems and any initiatives that promote employee wellbeing.
2. Too Many Words
The Problem: Long, wordy ads can overwhelm candidates and make key information difficult to find. This can deter potential applicants from reading the entire ad or applying.
The Solution:
- Keep it Concise: Focus on the essential information. Use bullet points for responsibilities and requirements to make the ad more readable.
- Clear Structure: Divide the ad into clear sections with headings, such as Job Title, Role Summary, Responsibilities, Requirements, and Benefits.
3. Too Impersonal
The Problem: An overly formal or generic tone can make the ad seem uninviting. Candidates want to feel a connection to the place where they might work.
The Solution:
- Use a Warm Tone: Write in a friendly and approachable tone. Address the candidate directly and personalise the ad where possible.
- Highlight People: Mention team dynamics, mentorship opportunities, and introduce key staff members if relevant.
4. Too Prescriptive
The Problem: Overly detailed and strict requirements can discourage otherwise qualified candidates from applying. They might feel they don’t meet every single criterion listed.
The Solution:
- Focus on Essentials: List only the most crucial qualifications and skills. Use words like ‘preferred’ rather than ‘required’ to indicate flexibility.
- Encourage Diverse Applicants: Include a statement encouraging applications from candidates who may not meet every requirement but are eager to learn and grow.
5. Too Upbeat
The Problem: An excessively positive tone can seem unrealistic and may make candidates sceptical. It’s important to strike a balance between enthusiasm and authenticity. Implementing these strategies will not only enhance job satisfaction and retention but also improve patient care and organisational success.
The Solution:
- Be Honest: While it’s important to highlight the positives, be honest about the challenges and expectations of the role.
- Realistic Preview: Provide a realistic job preview to manage expectations and attract candidates who are genuinely interested in the role.
Example of an Improved Recruitment Ad
Job Title: General Practitioner
Role Summary: Join our dynamic multidisciplinary team at [Practice Name], where we prioritise patient care and professional growth. We are seeking a dedicated General Practitioner who is passionate about delivering high-quality healthcare services to a large, existing patient base.
Responsibilities:
- Provide comprehensive medical care to patients.
- Collaborate with a multidisciplinary team, including allied health and pathology services onsite.
- Participate in paid ongoing professional development.
Requirements:
- MBBS degree or equivalent.
- Registration with the Medical Board of Australia.
- Strong communication and interpersonal skills.
Benefits:
- Competitive salary with attractive billing percentage (72% of job seekers consider this a top criterion).
- Flexible working hours to support work-life balance.
- Existing patient base.
- Opportunities for career progression and professional development.
About Us: At [Practice Name], we value diversity and inclusivity. Our team is committed to creating a supportive and collaborative work environment. We offer mentorship programs and regular team-building activities to foster a positive workplace culture.
How to Apply: Interested candidates are invited to submit their resume and cover letter to [Email Address] by [Application Deadline]. For more information, please contact [Contact Person] at [Phone Number].
Conclusion
Improving your recruitment ad involves balancing essential information with engaging content. By addressing these common flaws and implementing the suggested solutions, you can create a compelling ad that attracts a diverse and qualified pool of candidates. This approach will not only increase the number of applications but also improve the overall quality of your hires, contributing to a stronger and more effective medical team.
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Job Ad Writing
