Category: Attracting Candidates
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Recruiters: Navigating Salary Discussions Successfully
Continue ReadingNavigating salary discussions is a crucial aspect of the recruitment process, especially in the competitive field of healthcare. Understanding the significance of salary, initiating discussions effectively, and exploring alternative perks are essential for successful recruitment and retention. Here are some key strategies for Australian medical recruiters.
Understanding the Significance of Salary
Salary is a fundamental factor in job satisfaction and retention. According to the Annual AusDoc.JOBS Job Seeker Study, salary and billing percentage are the most critical compensation aspects for healthcare professionals, with 78.22% of respondents highlighting its importance. Competitive compensation not only attracts top talent but also helps retain them by meeting their financial expectations and career aspirations (The Medicus Firm) .
Initiating Salary Discussions with Candidates
Initiating salary discussions can be challenging, but transparency and preparation are key. Start the conversation by understanding the candidate’s current salary and expectations. Clearly outline the salary range for the position early in the recruitment process to avoid any misunderstandings later. This approach builds trust and sets clear expectations from the beginning (LinkedIn Business) (The Medicus Firm) .
Assessing Candidate Expectations
To effectively assess candidate expectations, recruiters need to understand the market rates and the candidate’s value. The Annual JOBS Survey indicates that 60.63% of candidates negotiate their offers, highlighting the importance of understanding and aligning with their expectations. Regularly review market salary trends and be prepared to justify the offered compensation based on the candidate’s experience, skills, and market standards (Jake Jorgovan) .
Exploring Alternative Perks
When salary constraints exist, exploring alternative perks can make a significant difference. Flexible work arrangements, professional development opportunities, and comprehensive benefits packages can enhance job satisfaction and attract candidates. For instance, the McKinsey report suggests investing in continuous education and training programs as a way to retain top talent (McKinsey & Company) . The Annual AusDoc.JOBS study also highlights the importance of benefits such as flexible scheduling and additional paid leave.
Engaging with Hiring Managers
Effective communication with hiring managers is essential to navigate salary discussions successfully. Ensure that hiring managers are aware of the market rates and the importance of competitive compensation. Collaborate with them to understand the budget constraints and explore creative solutions to meet candidate expectations. Providing hiring managers with data on market trends and candidate expectations can help them make informed decisions (LinkedIn Business) .
Navigating Salary Constraints
When facing salary constraints, it is important to focus on the overall value proposition of the role. Emphasise the non-monetary benefits and the opportunities for career growth within the organisation. Highlight the supportive work environment, the potential for professional development, and the organisation’s commitment to employee well-being. These factors can often outweigh the limitations of the salary package and make the role more attractive to candidates (Jake Jorgovan) (The Medicus Firm) .
In conclusion, navigating salary discussions successfully requires a combination of market knowledge, effective communication, and creative solutions. By understanding the significance of salary, initiating transparent discussions, assessing expectations, exploring alternative perks, engaging with hiring managers, and navigating constraints, recruiters can effectively attract and retain top medical talent in Australia.
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For Recruiters
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Enhancing Your Role’s Appeal: 4 Key Strategies
Continue ReadingAttracting top talent in the medical field is increasingly challenging due to high competition and specific role requirements. To ensure your job postings stand out, it’s crucial to enhance the appeal of your roles effectively.
Here are four key strategies to help you achieve this, supported by the latest insights and data from the Annual AusDoc.JOBS Job Seeker Study.
1. Highlight Competitive Compensation and Benefits
Competitive Salary: According to the Annual AusDoc.JOBS study, 78.2% of job seekers consider salary and billing percentage as crucial factors when looking for a new job. Ensure your job ad clearly states the salary range or billing percentage to attract attention.
Call out Additional Benefits: Beyond salary, highlight other benefits such as paid training opportunities, flexible working hours, and family-friendly policies. Offering additional superannuation contributions and bonuses can also make your role more attractive.
Transparent Negotiations: Work with experienced recruiters who can leverage their proficient negotiation skills to ensure fair and competitive offers, striving for mutually beneficial outcomes.
Craft a Clear Job Advertisement: A transparent and detailed job advertisement is pivotal in attracting the right candidates. By providing accurate information about the role, responsibilities, and expectations, you can ensure that potential applicants understand what the position entails. This clarity instils confidence in candidates and increases the likelihood of receiving applications from individuals whose skills align with the job requirements.
2. Emphasise Professional Development Opportunities
Career Growth: The opportunity for career progression is a significant factor for many medical professionals. Highlight clear pathways for advancement within your organisation.
Training and Mentorship: Offer structured training programs and mentorship opportunities. According to the study, many professionals value continuous learning and growth opportunities within their roles.
Support for Specialisation: If your practice supports sub-specialisations, mention this in your job ad. Opportunities to specialise can attract highly skilled professionals looking to advance their careers in specific areas of interest.
- However, don’t forget to mention other benefits such as flexible days and hours, additional paid training, sign-on bonus or other motivating offers.
Prioritise Essential Skills: In today’s dynamic work environment, certain skills such as communication, critical thinking, and problem-solving are universally valued. Actively seek out these competencies when evaluating candidate applications. Prioritising these essential skills broadens the pool of potential candidates and enables you to consider individuals with diverse backgrounds and experiences.
3. Foster a Positive Work Environment
Inclusive Culture: Cultivating an inclusive and supportive work environment is essential. The Annual AusDoc.JOBS study reveals that 60.2% of respondents work in major capital cities, but ensuring a positive culture can attract talent from various locations with many doctors willing to relocate for the right job opportunity.
Work-Life Balance: Emphasise policies that support work-life balance, such as flexible scheduling and the ability to work part-time. Family-friendly environments are highly valued, with 58% of respondents prioritising these aspects when evaluating different job ads.
Employee Well-being: Promote initiatives that support employee well-being, such as mental health resources, wellness programs, and regular team-building activities. A supportive environment enhances job satisfaction and retention.
Maintain Candidate Engagement: Candidate engagement is crucial for retaining the interest of prospective hires throughout the recruitment process. Regular communication and updates on the status of their application can significantly reduce the likelihood of candidates pursuing alternative opportunities. Strive to create a positive candidate experience by fostering open communication and transparency.
4. Leverage Comprehensive Recruitment Support
Expert Guidance: Experienced recruiters offer invaluable support throughout the hiring process. They possess extensive expertise in evaluating applications, assessing candidate suitability, and ensuring cultural alignment.
Access to a Broad Network: Recruiters maintain extensive networks and can tap into untapped talent pools. This access to a diverse range of candidates can significantly broaden your reach and attract top talent.
Efficient Sourcing and Screening: Recruiters employ thorough sourcing processes, using job boards, social media, and professional networks to identify top candidates. They streamline the selection process by presenting you with a shortlist of pre-qualified candidates, saving valuable time and effort.
Streamline the Hiring Process: A cumbersome and lengthy hiring process can deter qualified candidates from completing their application or accepting a job offer. Work with recruiters to streamline your recruitment process by eliminating unnecessary steps and minimising bureaucratic hurdles. Simplifying the hiring process not only enhances efficiency but also demonstrates respect for candidates’ time and commitment.
Conclusion
Enhancing the appeal of your medical roles requires a strategic approach. By highlighting competitive compensation, emphasising professional development opportunities, fostering a positive and flexible work environment, and leveraging comprehensive recruitment support, you can attract and retain top-tier talent.
Integrating clear job advertisements, prioritising essential skills, maintaining candidate engagement, and streamlining the hiring process will further enhance your recruitment efforts. Implement these strategies to make your job postings stand out and build a strong, capable team dedicated to providing high-quality medical care.
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Talent Acquisition
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Recruiters: Strategies to Retain Your Top Candidates
Continue ReadingIn the competitive landscape of healthcare recruitment, retaining top talent is as crucial as attracting them. For Australian medical recruiters, the following strategies can enhance retention rates, ensuring that the best doctors, medical professionals, and specialists remain within their organisations.
1. Offer Competitive Compensation and Benefits
A strong compensation package is foundational. Ensure that salaries and benefits are competitive with industry standards. Transparency in these packages is also essential to build trust. Beyond salary, consider offering comprehensive benefits such as flexible scheduling, remote work opportunities, and robust professional development programs. These benefits are particularly attractive as they address the growing demand for work-life balance and continuous learning opportunities (Jake Jorgovan) (The Medicus Firm) .
2. Foster a Positive Work Environment
Creating a supportive and inclusive work environment is key to retaining top talent. This includes recognising and rewarding employees’ hard work and dedication through formal recognition programs and performance-based bonuses. Encouraging a culture of wellness by providing mental health support, stress management workshops, and fitness facilities can significantly improve job satisfaction and reduce burnout (LinkedIn Business) (Jake Jorgovan) .
3. Implement Flexible Work Policies
Flexible work arrangements have become a significant factor in job satisfaction and retention. Offering options such as remote work, flexible hours, and hybrid work models can make your organisation more attractive. Flexible work policies are especially important to younger generations of doctors who value work-life integration highly (LinkedIn Business) .
4. Streamline the Hiring Process
A cumbersome hiring process can deter top candidates. Simplifying this process not only respects the candidates’ time but also reflects an efficient organisational culture. Use clear and concise job descriptions, streamline the application process, and ensure prompt communication throughout the hiring journey. Additionally, adopting structured interview formats and reducing the number of interview rounds can expedite hiring and improve candidate experience (Jake Jorgovan) .
5. Invest in Professional Development
Providing opportunities for professional growth is crucial for retention. This can include continuous education programs, tuition reimbursement, sponsorship for conferences, and clear career advancement pathways. Investing in your employees’ development demonstrates a commitment to their long-term success, fostering loyalty and reducing turnover (LinkedIn Business) (The Medicus Firm) .
6. Leverage Technology
Integrating technology into your recruitment and retention strategies can enhance efficiency and engagement. Use AI-driven tools for resume screening, video platforms for training and onboarding, and remote collaboration tools to facilitate teamwork. These technologies not only streamline processes but also support a more flexible and dynamic work environment (Jake Jorgovan) (The Medicus Firm) .
7. Promote a Balanced Work-Life Integration
Work-life balance is a significant factor in job satisfaction. Implement policies that support this balance, such as flexible scheduling, telemedicine roles, and family-friendly benefits like on-site childcare and extended parental leave. Addressing work-life balance can help reduce burnout and increase overall job satisfaction (The Medicus Firm) .
8. Build Strong Relationships and Community Engagement
Encouraging community engagement and building strong internal relationships can enhance job satisfaction and retention. This can be achieved through mentorship programs, community health initiatives, and creating opportunities for employees to engage with their communities. These initiatives foster a sense of purpose and connection, which can be highly motivating for healthcare professionals (Jake Jorgovan) (The Medicus Firm) .
By implementing these strategies, recruiters can create a more attractive and supportive environment for their top candidates, improving retention rates and ensuring that their organisations continue to benefit from the best medical talent available.
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For Recruiters
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How Do GPs View Their Economic Future...
Continue ReadingHow Do GPs View Their Economic Future and What Are Their Biggest Concerns?
Erosion of income and government intervention are the key concerns affecting GPs’ economic future, according to the most recent Annual AusDoc Jobs job seeker survey.
Key Concerns
- Erosion of Income
- Major Concern: Nearly 62% of over 500 GPs surveyed cited income erosion as a top economic concern. They feel that their remuneration hasn’t kept pace with increasing practice costs.
- Inadequate Remuneration: One GP said, “Remuneration is totally inadequate for the years of medical education and training invested.”
- Government Intervention
- Medicare Freeze: The second-highest concern is government actions like the Medicare freeze, which has impacted GPs since 2014. The last part of this freeze was lifted only in July 2020.
- Bulk Billing Pressure: Over 55% of GPs are concerned about the expectation to bulk bill, with this figure rising to 67.4% for those in corporate practice. One GP expressed frustration, saying, “I don’t feel valued as a GP if I keep getting asked to bulk bill or forced to by the government when my colleagues in other specialties don’t.”
- Bulk Billing Issues
- High Rates: National bulk billing rates remain high at 89.3%, but this doesn’t mean GPs prefer it. One GP commented, “The government looks at the bulk billing figures and decides GPs want to do it, but it’s a contentious issue.”
- Economic Stress: GPs in lower socio-economic areas feel pressured to bulk bill. A GP from Central Coast NSW shared, “If I stop bulk billing, I might lose half my patients, but I might end up with the same income with half the patients.”
Additional Concerns
- Geographic Reclassification
- Impact on Income: Continued changes to the eligibility map mean some practices no longer receive regional or district work shortage status benefits, affecting their income. A Central Coast GP noted, “The increase for rural and remote practices affects very few people. The geographic reclassification affects about 7,000 GPs.”
- Encroachment by Other Professions
- Role Overlap: Many GPs are concerned about other professions, like pharmacists and nurses, taking on roles traditionally filled by GPs. One GP said, “Pharmacists offering the flu jab seems reasonable, but in some areas, there is clear encroachment on our role.”
Strategies to Offset Economic Fears
- Offer a Higher Fee Percentage
- Increased Share: Practices can attract GPs by offering a higher percentage of the bulk billing fee. While the average is 70%, some practices offer up to 80%, even just for an introductory period while the new doctor builds up their patient base.
- Offer Loyalty Payments
- Retention Incentives: Corporate practices could offer loyalty payments or increased commission schemes. For example, a GP’s commission could rise from 65% to 70% after three to five years with the same group.
- Share PIP Incentives
- Incentive Sharing: Through the Practice Incentives Program (PIP), practice owners receive payments for services like immunisation. Sharing these incentives with GPs can be a significant attraction.
Conclusion
GPs have significant concerns about their economic future, with income erosion and government intervention being the most pressing. By understanding these concerns and offering attractive compensation packages beyond salary, medical practices and recruiters can better attract and retain top GPs.
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Salary and Benefits
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Recognising Excellence: Steering Clear of 3 Common...
Continue ReadingRecognising Excellence: Steering Clear of 3 Common Mistakes in Employee Award Nominations
In the medical field, recognising the outstanding contributions of your employees through awards can significantly boost morale and improve retention. Crafting a successful nomination, however, requires careful attention to detail. Here, we explore common nomination missteps to avoid and outline the three Ps of an outstanding submission.
Common Nomination Missteps to Avoid
- Incomplete or Inaccurate Information
Details Matter: One of the most common mistakes is submitting incomplete or inaccurate information. Ensure that all required fields are filled out correctly and that the data provided is accurate. Double-check contact details, dates, and other critical information to avoid disqualification.
Supporting Evidence: Failing to provide sufficient supporting evidence can weaken your nomination. Include relevant documents, testimonials, and case studies that back up your claims and showcase the nominee’s achievements.
- Lack of Clarity and Focus
Clear Narrative: Nominations that lack clarity or are poorly structured can be difficult for judges to assess. Present your information in a clear, logical order. Use headings and bullet points to make the content easily digestible.
Focus on Key Achievements: Avoid overwhelming the judges with too much information. Focus on the most significant achievements and how they align with the award criteria. Highlight specific examples and outcomes to illustrate your points.
- Ignoring Submission Guidelines
Read the Rules: Each award has its own set of guidelines and criteria. Ignoring these can lead to disqualification. Carefully read and follow the submission guidelines, paying attention to word limits, format requirements, and deadlines.
Tailor Your Nomination: Customise your nomination to meet the specific requirements of the award. Generic nominations that do not address the award’s unique criteria are less likely to stand out.
The Three Ps of an Outstanding Submission
- Preparation
Research: Understand the award’s purpose and criteria. Research past winners to gain insights into what makes a successful nomination. Gather all necessary information and documentation well in advance of the deadline.
Planning: Develop a detailed plan for your nomination. Outline the key points you want to cover and identify the supporting evidence you will include. Assign tasks and deadlines to ensure a smooth nomination process.
- Presentation
Professionalism: Ensure that your nomination is professionally presented. Use clear and concise language and avoid jargon. Check for spelling and grammar errors to ensure your submission is polished and error-free.
Visual Appeal: Enhance your nomination with visual elements such as charts, graphs, and images. These can help illustrate the nominee’s achievements and make your submission more engaging. Ensure all visual elements are high-quality and relevant.
- Persuasion
Compelling Narrative: Tell a compelling story that highlights the nominee’s achievements and demonstrates why they deserve the award. Use specific examples and quantify successes wherever possible.
Alignment with Criteria: Clearly show how your nomination meets the award criteria. Use the criteria as a framework to structure your submission, ensuring that each point is addressed comprehensively.
Authenticity: Be honest and authentic in your nomination. Exaggerations or false claims can be easily spotted and can harm your credibility. Focus on genuine achievements and successes.
Conclusion
Avoiding common nomination missteps and following the three Ps—Preparation, Presentation, and Persuasion—can significantly enhance your chances of success in employee award nominations. By submitting a clear, focused, and compelling entry, medical employers can effectively recognise and celebrate the outstanding contributions of their staff, thereby fostering a culture of excellence and appreciation.
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For Recruiters
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We need more GPs in cities, new...
Continue ReadingAustralia is heading for a major shortage of GPs particularly in urban centres, a new report finds.
This is being blamed in part on a government policy that diverts overseas trained doctors away from cities to rural and remote areas.
The report by Deloitte Access Economics forecasts a deficit of 9,298 full-time GPs, nearly one quarter of the workforce, by 2030.
However, the undersupply will be most severe in urban areas, which will be lacking 7,535 full-time GPs, or one-third of the workforce, according to the analysis, commissioned by the medical centre giant, Cornerstone Health.
“There needs to be the right policy settings and incentives in place to encourage doctors to practice in areas of unmet need,” Cornerstone Health CEO and founder Henry Bateman (pictured) writes on a LinkedIn post.
“I’m personally campaigning that we look at policy today – we can’t wait until 2030 to fix this important issue.”
In the report’s forward, Mr Bateman blames limitations on the number of overseas trained doctors permitted to work in urban areas.
“The diversion of overseas trained doctors to rural, remote and regional areas will have unintended consequences for patients’ access to healthcare in urban areas,” he says.
He also argues that a lack of Australian trained graduates is compounding the problem.
The report finds that 68.1% of GP services are currently demanded in urban areas however only 62.4% of GPs are in those areas.
“This will only get worse by 2030 as populations in those areas increase,” Mr Bateman says.
In 2018, the Australian Government launched its Stronger Rural Health Strategy (SRHS), which redirects doctors from metropolitan areas to rural and remote areas.
In a statement, Mr Bateman says it is critical that regulations covering the recruitment of GPs considered the fast-growing populations of outer metropolitan areas, as well as rural and regional Australia.
“A sensible first step would be to modify the Health Workforce Locator, or to reinstate the District of Workforce maps, which ensured that overseas trained doctors were able to practise where they were needed most,” he says.
For the full report, go to Deloitte Access Economics General Practitioner Workforce Report 2019
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For Recruiters
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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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Unveiling the Benefits of Salary Transparency in...
Continue ReadingUnveiling the Benefits of Salary Transparency in Job Ads
In the competitive landscape of medical recruitment, attracting top talent requires more than just a compelling job description. One of the most effective strategies to enhance job postings is salary transparency.
Here, we explore the benefits of salary transparency in job ads, supported by insights from the Annual AusDoc.JOBS Job Seeker Study.
1. Building Trust with Candidates
Establishing Credibility: When employers openly share salary information, it builds trust with potential candidates. According to the Annual AusDoc.JOBS study, 78.2% of respondents consider salary and billing percentage to be important factors when searching for a job. By providing this information upfront, employers demonstrate honesty and transparency, which are crucial for establishing a positive reputation.
Reducing Uncertainty: Candidates often feel uncertain about applying for jobs without clear compensation details. By listing the salary range, recruiters can alleviate this uncertainty and attract more qualified applicants who are confident their expectations will be met.
2. Attracting the Right Candidates
Filtering Applicants: Salary transparency helps in attracting candidates who are genuinely interested in the role and whose salary expectations align with what is being offered. This alignment can reduce the number of unsuitable applications and streamline the hiring process.
Improving Job Match: When candidates know the salary range, they can better assess whether the job meets their financial needs. This self-selection process results in applications from individuals who are more likely to be satisfied with the offered compensation, improving retention rates.
3. Enhancing Candidate Experience
Positive Engagement: Transparent salary information enhances the overall candidate experience. The Annual AusDoc.JOBS study revealed that salary transparency is a key factor in job satisfaction and decision-making. Candidates appreciate employers who respect their time and provide all necessary information upfront.
Streamlined Negotiations: Clear salary details can lead to more straightforward salary negotiations, saving time for both the employer and the candidate. This efficiency can expedite the hiring process and reduce the time-to-hire.
4. Promoting Equity and Reducing Bias
Fostering Equality: Salary transparency promotes pay equity by ensuring that all candidates are aware of the compensation range, which can help in closing gender and racial pay gaps. This practice encourages a fair and equitable hiring process.
Consistency in Offers: When salary ranges are publicly available, it ensures that all offers are consistent and based on predefined criteria, rather than subjective factors. This consistency can enhance the company’s reputation as a fair employer.
Conclusion
Incorporating salary transparency into job ads is a powerful strategy for medical job recruiters. It builds trust, attracts the right candidates, enhances the candidate’s experience, and promotes equity. By aligning with the preferences and expectations of job seekers, employers can create more effective and appealing job advertisements. Implementing salary transparency not only improves the hiring process but also positions the organisation as a credible and fair employer in the competitive medical job market.
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Salary and Benefits
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How to Attract the Right GP: Top...
Continue ReadingHow to Attract the Right GP: Top 3 Compensation Lures Besides Salary
In the competitive medical recruitment field, attracting the right General Practitioner (GP) goes beyond offering a competitive salary. While salary is important, other compensation aspects can significantly influence a GP’s decision to join and stay with a practice.
GP practices and recruiters looking to offer attractive compensation packages for GPs should consider these factors beyond salary, as found in an Australian Doctor survey of over 500 GPs. While 78% of GPs prioritise salary, other factors are also crucial in their decision-making process.
Here are the top three compensation lures for GPs, based on insights from the Annual AusDoc.JOBS Job Seeker Study and an Australian Doctor survey.
1. Flexible Working Conditions
Work-Life Balance: Flexibility in working hours, required weekend work and the option to work part-time or from home are all highly valued. Over 60% of respondents highlighted the importance of flexibility in their job criteria. This is particularly vital for younger doctors and those with families.
Family-Friendly Policies: Offering flexible schedules, avoiding on-call duties, and the option for weekend work can be significant draws. One GP noted, “Some recruitment ads say, ‘no on-call work’ or ‘no weekend work’ and for many people that would be a drawcard. But others may prefer to earn a higher percentage for working at the weekends or after hours.”
Unpaid Leave: Nearly half of those surveyed said the ability to take unpaid leave would attract them to a new role, with 48% of female GPs and 37% of male GPs valuing this option.
2. Minimum Hourly Guarantee or Fixed Daily Rates
Guaranteed Rates: More than 43% of those surveyed cited a guaranteed rate or a fixed daily rate as their key compensation consideration. One rural GP registrar in NSW said, “I feel remuneration for doctors-in-training and GPs in general is far below its value, considering the study, sacrifices and training it takes to do a good job. Our salary is comparable to many other industries where the demands and responsibilities of the job and the career path are far less.”
Corporate Practices: A minimum guarantee was particularly important for GPs in corporate practices, with more than 47% citing this as critical, compared to 41% in independent practices. One Queensland GP wryly observed, “38% goes to clinic, and then 47% goes to tax – what’s left is mine.”
3. Paid Training Opportunities
Continuous Learning: Opportunities for career growth and skill development are highly valued. Offering regular training sessions, workshops, and further education can significantly boost engagement. The 2021 AusDoc.JOBS study found that 36% of respondents prioritise opportunities to grow personally and learn new skills.
Paid Training: Paid training or subsidies for educational activities were cited by 36% of those surveyed as desirable. Female GPs, in particular, valued paid training, with 41% highlighting its importance compared to 27% of male GPs. Notably, 50% of rural GPs saw paid training as key, compared to 31% in capital cities.
Key Questions for Recruiters
To attract the right candidates, recruiters and practice owners should consider:
- What else can the practice offer besides a base salary?
- Can the practice offer flexible arrangements, such as unpaid leave or additional parental leave?
- Would a guaranteed rate of pay or a fixed daily rate attract more candidates than a base salary figure? It could be for the first 3-months while a new GP builds their patient base.
- Is the practice in a rural area where paid training or educational opportunities could be a drawcard?
Conclusion
Attracting the right GP requires a comprehensive approach that goes beyond salary. By offering flexible working conditions, professional development opportunities, and a comprehensive benefits package, medical recruiters can create an appealing and supportive environment that meets the diverse needs of GPs.
These strategies not only help attract top talent but also enhance job satisfaction and retention, leading to better patient care and a more successful practice.
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Salary and Benefits
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Navigating Change: Empowering Talent Acquisition Teams
Continue ReadingIn the demanding field of healthcare, attracting and retaining top talent is essential. For medical job recruiters, this task is even more challenging given the specialised skills required and the continued shortage of needed medically qualified doctors and other allied health fields.
As the industry evolves, talent acquisition teams and other hiring roles from practice managers to practice owners, all must adapt and leverage new strategies to succeed. This article provides insights on empowering your talent acquisition team with the latest data and metrics from the Annual AusDoc.JOBS Job Seeker Study, designed for Australian doctors, medical professionals, and specialists.
Setting Your Organisation Apart
To attract top-tier candidates, it is crucial to distinguish your organisation from others.
- Highlight Unique Benefits: Emphasise what makes your practice unique, such as advanced medical technologies, innovative treatment methods, and a supportive work culture. According to the Annual AusDoc.JOBS study, 72% of job seekers consider salary and billing percentage as top criteria. However, don’t forget to mention other benefits like flexible working hours, professional development opportunities, and a positive work environment as these were all critically important factors.
- Promote Work-Life Balance: With 58% of job seekers prioritising family-friendly environments, ensure your job ads highlight flexible working arrangements, part-time opportunities, if there is a need to work weekends, and any policies that support work-life balance.
- Diversity and Inclusion: Clearly state your commitment to diversity and inclusion. This not only attracts a broader range of candidates but also strengthens your organisation’s reputation as an inclusive employer.
Utilising Available Talent and Tools
Leveraging the right talent and tools can significantly enhance your recruitment process.
- Use Data-Driven Insights: Utilise data from sources like the AusDoc.JOBS Job Seeker Study to understand the preferences and behaviours of job seekers. For example, 62% of respondents use job boards as a primary source when looking for new job opportunities. Make sure your job ads are prominently displayed on popular job boards like AusDoc.JOBS and the RACGP website.
- Maximise Professional Networks: Encourage your current employees to refer colleagues and use their professional networks. Referrals from colleagues or professional networks are used by 62% of job seekers. This can be an effective way to reach potential candidates who might not actively be looking for a new job but are open to opportunities.
- Technology and Automation: Implement recruitment software and tools that streamline the hiring process. These tools can help in candidate sourcing, resume screening, and interview scheduling, saving time and resources while ensuring a more efficient process.
Bringing Leaders on Board
The involvement of leadership or other highly valued team members is critical in the recruitment process.
- Leadership Advocacy: Ensure that leaders within your organisation are actively involved in the recruitment process. Their participation can make a significant impact on potential candidates. Leaders can share their vision, culture, and the strategic goals of the organisation, making the opportunity more appealing.
- Mentorship and Support: Highlight any mentorship programmes and support structures in place. Candidates are more likely to join an organisation where they see opportunities for growth and support from experienced professionals. According to the study, professional growth and career progression are important factors for job seekers.
- Transparent Communication: Leaders should communicate transparently about the challenges and opportunities within the organisation. This builds trust and ensures that candidates have a realistic understanding of what to expect.
Conclusion
Empowering your talent acquisition team and other hiring roles from practice managers to practice owners, is critical in helping to set your organisation apart, along with utilising available talent and tools, and bringing leaders into the process.
By adopting these strategies, medical job recruiters can navigate the evolving landscape of healthcare recruitment more effectively. Implementing data-driven insights, leveraging professional networks, and involving leadership can enhance your recruitment efforts, ensuring you attract and retain the best talent in the medical field.
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Employer Branding
