Category: Talent Acquisition
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Embracing Skills-Based Hiring To Find The Best-Match
Continue ReadingHiring is about finding the right person for the job. While skills have always been important, skills-based hiring is emerging as a method to discover high-quality talent that meets the practical needs of a role. By shifting the focus from background to capability, this approach can reduce biases and identify candidates who are a great fit. However, it requires a change in mindset, processes, and technology.
What is Skills-Based Hiring?
Skills-based hiring evaluates a candidate’s abilities in relation to the specific needs of a role, prioritising these over traditional criteria such as education and years of experience. This includes both technical (hard) skills and interpersonal (soft) skills.
Certain industries already use skills-based methods. For example, orchestras hold blind auditions to remove bias, ensuring the best musicians are selected. Chefs often undertake practical trials, and professional roles increasingly include take-home assessments. However, even in these cases, candidates are often initially screened using traditional methods, like resumés that highlight qualifications and work experience.
Evolving the Skills Discussion
The concept of assessing skills isn’t new. Decades ago, terms like knowledge, skills, and attributes (KSAs) or competencies were used, but today it is more common to refer simply to “skills.” One expert explains that skills represent a person’s ability to perform tasks and responsibilities effectively.
For example, hiring managers should not just look for someone with a “project manager” title but someone who can perform the specific tasks required for the role, such as managing budgets, timelines, or systems. Similarly, someone without the official title but with proven capabilities in those areas may also be an excellent fit.
Skills can be thought of as a form of currency. Some skills have clear, established values, while others may be newer and harder to quantify. Advances in technology, including AI and Human Capital Management (HCM) platforms, are helping organisations map and manage skills effectively. These tools can create unified skills frameworks, enabling structured and even automated hiring processes that focus on what candidates can do.
A New Lens for Hiring
While skills-based hiring isn’t new, it has become more critical as candidate pools shrink. One talent acquisition professional notes that skill shortages in certain industries have forced organisations to rethink their approach.
“Roles remain unfilled because the talent pool isn’t large enough. Skills-based hiring helps broaden the candidate pool by focusing on what candidates can learn and achieve rather than just where they’ve worked or studied,” they explain.
Organisations adopting this approach often see benefits like reduced turnover, higher productivity, and increased diversity. Traditional hiring methods can be too rigid, focusing on years of experience or specific employers, which may exclude highly capable candidates. By recognising transferable skills and providing training, organisations can address skill gaps while creating a supportive environment for employee growth.
However, it’s important to recognise the limitations of skills-based hiring. Some roles require specific certifications or qualifications due to industry or regulatory standards. Understanding these boundaries ensures the approach remains effective and compliant.
Getting Started with Skills-Based Hiring
Transitioning to skills-based hiring doesn’t require a complete overhaul. Here are some practical steps to begin:
1. Skills Mapping: Identify the core, strategic, and essential skills needed for your organisation. Define what’s critical for success and create a concise list.
2. Start Small: Begin with one role or department and test the approach. Learn from the process and refine it over time.
3. Simplify the Process: Avoid overcomplicating your skills framework. Focus on the most important capabilities to prevent confusion for both candidates and hiring teams.
4. Leverage Existing Programs: Many organisations already use skills-focused approaches in internships, apprenticeships, or graduate programs. Build on these successes to expand the practice to other areas.
5. Incorporate Technology: Use tools and platforms to identify, map, and manage skills efficiently. This can streamline hiring processes and improve outcomes.
Final Thoughts
Skills-based hiring is a valuable approach that prioritises what truly matters: a candidate’s ability to do the job. By shifting focus from traditional criteria to skills, organisations can unlock new talent pools, address skill shortages, and create a more dynamic and inclusive workforce. Starting small and iterating allows organisations to explore this approach effectively, ensuring it meets their unique needs while preparing them for the future of work.
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Talent Acquisition
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Creating an Effective Recruitment Brief
Continue ReadingIn the highly competitive medical field, attracting top qualified talent requires a well-crafted recruitment brief. This not only helps recruiters understand your needs, but also ensures that you attract the right candidates.
Here, we will take you on a journey through understanding the recruitment brief, detailing its key components, highlighting common mistakes to avoid, and providing tips on refining the brief.
Understanding the Recruitment Brief
A recruitment brief is a document that outlines the requirements, expectations, and details of a vacant position. It serves as a roadmap for recruiters, ensuring they have all the necessary information to find the best candidates. A well-prepared brief can significantly streamline the hiring process, saving time and resources while improving the quality of hires.
Key Components of a Recruitment Brief
Job Title and Department
- Clearly state the job title and the department where the position is located. This helps in categorising and targeting the right candidates.
Role Summary
- Provide a concise summary of the role, including its purpose and how it fits within the organisation. This should give candidates a clear idea of what the job entails and its importance.
Key Responsibilities
- List the main responsibilities and duties of the position. Use bullet points for easy readability and to ensure all critical aspects are covered.
Required Qualifications and Skills
- Specify the essential qualifications, skills, and experience needed for the role. This helps filter out unqualified candidates early in the process.
Preferred Qualifications and Skills
- Mention any additional qualifications and skills that would be beneficial but are not mandatory. This can help identify candidates who bring extra value to the position.
Work Environment and Culture
- Describe the work environment and organisational culture. This helps candidates assess if they would be a good fit within the team and the broader organisation.
Salary and Benefits
- Provide information on the salary range and any additional benefits. According to the Annual AusDoc.JOBS job seeker study, 78.2% of respondents consider salary and billing percentage important.
- However, don’t forget to mention other benefits such as flexible days and hours, additional paid training, sign-on bonus or other motivating offers.
Location
- Clearly state the location of the job, and whether it’s in a major city, coastal area, or rural location. The Annual AusDoc.JOBS job seeker study reveals that 60.2% of respondents work in major capital cities.
- Include information about the workplace setting such as it being in a hospital, GP owned medical practice or other type.
Application Process
- Outline the steps candidates need to follow to apply. Include important dates, contact information, and any specific documents required.
Common Mistakes to Avoid
Vague Descriptions
- Avoid vague or generic descriptions. Be specific about the responsibilities and requirements to attract the right candidates.
Overly Long or Short Briefs
- Ensure the brief is comprehensive but concise. Overly long briefs can overwhelm candidates, while overly short briefs may lack essential details.
Neglecting Culture Fit
- Don’t ignore the importance of cultural fit. Include information about the organisational culture to help candidates assess if they align with your values.
Unclear Salary Information
- Be transparent about salary and benefits. Ambiguity in compensation can deter potential applicants.
Tips on Refining the Brief
Consult with Stakeholders
- Involve key stakeholders in creating the recruitment brief. This ensures all perspectives are considered and the brief accurately reflects the role’s requirements.
Use Clear and Simple Language
- Avoid jargon and use clear, simple language. This makes the brief accessible to a broader audience and ensures candidates understand the role.
Regularly Update the Brief
- Keep the recruitment brief up to date. Regularly review and revise it to reflect any changes in the role or organisational needs.
Include a Call to Action
- End the brief with a strong call to action, encouraging qualified candidates to apply. Provide clear instructions on the next steps.
Conclusion
Creating an effective recruitment brief is crucial for attracting the right candidates in the medical field. By understanding the components of a recruitment brief, avoiding common mistakes, and refining the brief with clear and comprehensive details, you can streamline the hiring process and ensure you attract top-tier talent. Implement these strategies to enhance your recruitment efforts and build a strong, capable team.
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Talent Acquisition
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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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Survey Reveals the Top 4 Reasons GPs...
Continue ReadingA recent AusDoc.Jobs survey of over 500 GPs found that while money is a key reason for leaving a job, lifestyle factors and the type of practice ownership also play significant roles. The survey aimed to help recruiters and practice owners understand what GPs look for when changing jobs.
1. Remuneration
- Key Insight: Over 35% of GPs changed jobs for higher pay, with only 10% having said that they were completely satisfied with their pay.
- Corporate vs. Non-Corporate: Over 40% of GPs in corporate practices cited pay as the main reason for changing jobs.
- GP Perspective: Many GPs feel underpaid given the demands of their job. One GP remarked, “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 are far less.”
- Taking over Existing Patient Lists does Matter: One GP highlighted the importance of an established patient list over just a higher income percentage: “70% of 0 is 0. If a recruitment ad mentions a doctor leaving a practice due to retirement so I would inherit a full list, that’s appealing. There’s no guarantee that the existing patients will stay with you, but any practice that mentions its books are closed to new patients because they’re at capacity will be tempting.”
2. Location
- Relocation: About 23% of GPs changed jobs due to moving to a new area.
- Better Location: Nearly a third switched jobs for a more convenient location, especially younger doctors aged 25–34, with 43% citing location as a key factor.
- GP Perspective: One GP said, “If you move to an affluent area, where bulk billing isn’t necessarily expected, you could earn more and see fewer patients. So instead of working a 10-hour day, you could work a 5–6-hour day and earn the equivalent income. Of course, you have to factor in your own higher living costs – even if you’re earning more, higher housing costs or school fees might affect your overall profit.”
3. Flexibility
- Younger Doctors: Flexibility is crucial, especially for those aged 25–34, with over 22% citing it as a reason for job change.
- Family-Friendly: More than 22% of respondents were attracted to family-friendly workplaces. Over a third of female GPs aged 25–34 preferred jobs without on-call, after-hours, or weekend shifts.
- Customised Flexibility: Some GPs prefer the option of earning more by working weekends or after hours. 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. I don’t mind working on weekends because I only do private billing then, so I can earn more than I do during the week where the majority of patients are bulk billed.”
4. Personal Values
- Corporate Practice: More than 23% of GPs in corporate practices left because their values didn’t align with the organisation, compared to 14% in non-corporate practices.
- Recognition: 22% of GPs in corporate owned practices felt underappreciated, versus only 15% in non-corporate practices.
Less Influential Factors
Starting a New Practice
- Only 10% of GPs left to start their own practice or become a partner. One GP noted, “Starting your own practice is currently high risk, and recruitment is a key concern with the loss of DPA status for most of the Central Coast. I took all the steps to start my own practice, right down to council approvals. Then I reconsidered and decided to stay put. The last thing I wanted was to start a four-person clinic and then be left on my own because I couldn’t recruit the other three GPs.”
Job Security
- Job security was less of a concern than might be expected. Less than 5% said they moved because the organisation they were working for was struggling and may not survive, and only 0.8% had been made redundant from their previous job.
- One GP mentioned, “There is such a shortage of GPs that it’s an employee’s market. Practices face big problems filling vacancies, especially in rural areas.”
Key Takeaways for Recruitment Ads
- Highlight Remuneration: Clearly state the pay and any additional benefits.
- Specify Role Details: Mention if the role is full-time or part-time, in addition to any other factors such as practice type, support staff and billing type.
- Work Flexibility: Clarify the approach to weekend, after-hours, or on-call work.
- Promote Location: Emphasise any location benefits such as on-site parking or proximity to public transport.
- Established Patient Lists: If applicable, highlight an existing patient list.
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Talent Acquisition
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10 Strategies to Enhance Your Hiring Success...
Continue Reading10 Strategies to Enhance Your Hiring Success with a Recruiter
In the highly competitive and demanding medical field, finding the right talent is crucial for maintaining high standards of care and operational efficiency. Collaborating with a recruiter can streamline the hiring process, but to maximise success, it’s important to employ effective strategies.
Here are ten strategies to enhance your hiring success with a recruiter, based on the latest insights and data from the Annual AusDoc.JOBS Job Seeker Study and other reliable sources.
1. Define Clear Job Requirements
Be Specific: Clearly outline the qualifications, skills, and experience required for the role. This helps the recruiter understand exactly what you’re looking for and ensures they can identify the most suitable candidates.
Tailored Criteria: Avoid over-generalising job descriptions. Instead, tailor the criteria to the specific needs of your practice, highlighting unique aspects of the role and the environment.
2. Communicate Your Practice's Culture
Highlight Culture: Share information about your practice’s culture with the recruiter. This includes work environment, team dynamics, and values. A good cultural fit is essential for long-term retention.
Use Testimonials: Provide testimonials from current employees to give potential candidates a sense of what it’s like to work at your practice.
3. Offer Competitive Compensation
Salary and Benefits: According to the Annual AusDoc.JOBS Job Seeker study, 78.2% of doctors who responded consider salary and billing percentage as being very important. Ensure your compensation packages are competitive and clearly communicated to the recruiter.
Additional Perks: Highlight additional benefits such as paid training opportunities, flexible working hours, and family-friendly policies.
Proficient Negotiation Skills: Recruiters excel in negotiating job offers, leveraging their deep understanding of market rates and industry standards. They advocate for fair compensation on your behalf, striving for mutually beneficial outcomes.
4. Leverage Data and Insights
Use Data: Utilise data from job market studies to understand trends and expectations. For instance, the Annual AusDoc.JOBS Job Seeker study reveals that location, flexibility, and salary are top priorities for doctors seeking new career opportunities.
Market Trends: Stay informed about the latest trends in medical recruitment to adjust your strategies accordingly.
Access to Market Insights and Industry Knowledge: Recruiters bring a wealth of knowledge about the employment landscape, including industry trends, salary benchmarks, and market demands. This information equips you with valuable insights to make informed hiring decisions and maintain competitiveness within your industry.
5. Establish a Strong Partnership with Your Recruiter
Regular Communication: Maintain open and regular communication with your recruiter. This ensures they have up-to-date information and can adjust their approach as needed.
Feedback Loop: Provide feedback on the candidates they present and discuss what worked and what didn’t. This helps refine the search process.
Comprehensive Guidance and Support: Experienced recruiters offer invaluable support throughout the entire hiring process. They possess extensive expertise in evaluating applications, assessing candidate suitability, and ensuring cultural alignment. With their guidance, you can navigate recruitment complexities, make informed decisions, and avoid costly missteps.
6. Enhance Your Online Presence
Professional Profiles: Ensure your practice’s online profiles (website, social media, professional networks) are up-to-date and reflect your values and culture.
Company Reviews: Monitor and manage your practice’s reviews on platforms like Glassdoor. Candidates often check these reviews before applying.
7. Streamline the Application Process
Clear Instructions: Provide clear application instructions and streamline the process to make it easy for candidates to apply.
Responsive Communication: Be responsive to candidates’ inquiries and keep them informed throughout the hiring process.
8. Utilise Multiple Channels
Diverse Platforms: Post job ads on various platforms, including job boards, professional networks, and social media. The Annual AusDoc.JOBS job seeker study shows that 61.9% of respondents use job boards as a primary source when looking for new job opportunities.
Referrals: Encourage employee referrals and utilise professional networks to reach a broader audience.
Extensive Candidate Network: Recruiters possess extensive networks spanning various industries and job markets. They tap into untapped talent pools, granting you access to a diverse range of candidates who may not be reachable through conventional methods.
Engagement of Passive Candidates: Collaborating with recruiters expands your reach to passive candidates who are not actively seeking job opportunities but may be open to new ventures. These candidates bring unique perspectives and valuable expertise, enriching your talent pool.
9. Focus on Candidate Experience
Positive Experience: Ensure a positive candidate’s experience by being respectful, communicative, and transparent throughout the recruitment process.
Feedback: Provide constructive feedback to candidates who are not selected. This can leave a positive impression and encourage them to apply for future openings.
Enhanced Candidate Experience: Recruiters play a pivotal role in enhancing the candidate’s experience throughout the recruitment journey. They facilitate timely communication, offer valuable insights, and ensure a smooth hiring process, contributing to a positive employer brand and reputation.
10. Prepare for Interviews
Structured Interviews: Use structured interview techniques to ensure consistency and fairness. This helps in assessing candidates objectively.
Mutual Fit: Approach interviews as a two-way street. Allow candidates to ask questions and evaluate whether your practice is the right fit for them.
Expert Candidate Assessment: Recruiters possess the expertise to evaluate candidate suitability comprehensively. They conduct thorough interviews, assessing not only skills and experience but also cultural fit within your organisation.
Conclusion
Enhancing your hiring success with a recruiter involves clear communication, leveraging data, and maintaining a strong partnership. By defining clear job requirements, highlighting your practice’s culture, offering competitive compensation, and focusing on candidate experience, you can attract and retain the best talent. Implementing these strategies will not only streamline your hiring process but also ensure you build a strong, cohesive team dedicated to providing high-quality medical care.
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Talent Acquisition
