Australia is facing a shortage of general practitioners. This creates a huge issue within the recruitment and retention in all healthcare facilities. Its effect can be manifested in both metropolitan areas and rural and remote areas.
The challenge surrounding medical recruitment is a piece of common knowledge to all hiring managers in the field, especially in a rural setting. This is even heightened by pressure due to a decline in medical professionals in the rural areas capable of competing with urban counterparts.
In order to deal with this, here are some suggestions on how to pull off a good recruitment and retention program:
1. Sell your strengths
One of the most effective approaches to the recruitment process is proving the worth of your organisations to candidates. It is just like answering the question “what is it for them?” if you can introduce them to the strengths of the practice as a whole. For instance, you can discuss your organisational culture, your facilities, and how your doctor-patient dynamics push through.
2. Highlight the unique aspects of your community
Promoting your own local regional network can give candidates an idea about it. Discussing matters such as cost of living, opportunities within the community, and other leisure spots and features will definitely acquaint them with the area and could be a considerable pitch for your organisation.
3. Employees within the organisation as a resource
Solicit help from your unit. They can provide various connections within the field through recommendations. Their recommendations are valuable considering their contributions to the organisation as a whole.
Promoting your local regional network can give candidates an idea about it. Discussing matters such as cost of living, opportunities within the community and other leisure spots and features will definitely acquaint them with the area and could be a considerable pitch for your organisation.
4. Don’t overdo your recruitment
Maintain composure while selling the good aspects of your organisation. Keep in mind that it should be an exchange whenever discussing with your prospective candidates. Asking them about their thoughts towards your organisation can be a good approach for this.
Investing in your attraction strategy must involve relevant short and long-term strategies for the vacancy. Having a back-up plan is a must. Lastly, never compromise the organisational goals in the pursuit. You must be able to factor in the value of such goals in coming up with a recruitment strategy.
