A 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.
Tag
Talent Acquisition