Finding great medical jobs in Australia is driving doctors mad!

Finding Great Medical Jobs in Australia is Driving Doctors Mad

What Drives Doctors mad when applying for Medical Jobs 

For a country of just over 23 million people Australia has created a uniquely complex bureaucracy. The multi-level government structure is a major reason Australia is not the “nimble’’ country of innovation that our politicians claim they want us to be. The medical recruitment sector is littered with poor recruitment experiences for doctors who are just doing their best to secure suitable medical jobs. A number of their issues are related to this complex system that our health professionals are asked to navigate.

As the director of a medical recruitment firm specialising in the medical sector I regularly talk to outstanding doctors who have been left with a bitter taste in their mouth as a result of a hospital recruitment experience. For the most part I’m talking about direct applications to hospitals and practices for permanent medical posts rather than locum contracting jobs. Either way, finding the right medical jobs is just the first part of the challenge and the industry is falling behind in best practice.

I spoke with a senior medical recruiter from one of our largest health districts in Australia to understand the complaints that doctors have when trying to find medical jobs in Sydney or around Australia and how frustrating the recruitment process can be.

Common Complaints

Digital Voids:

The majority of hospitals in Australia utilise online recruitment platforms such as erecruit. Doctors have described these as “digital voids” because these platforms don’t keep applicants informed about the recruitment process. Responses or rejection letters can be sent out months after the closing date, if at all, and applicants have no way of telling if they are genuinely in the running for the post they have applied for. If there is one thing that applicants for any job, let alone emergency medical jobs want, it is information and communication.

Confusion and Duplication:

Frustrations in these recruitment platforms are compounded by doctors having to invest significant energy into the application process. Applicants may be asked for duplicate forms or to provide references when their application is confidential. Doctors may be reluctant to approach their referees when they don’t know where they are at in the process.

Position Descriptions:

Position descriptions in medical recruitment have become so generic as to be completely meaningless. They are simply “management speak’ and barely represent the actual role being applied for. As well as being baffling for the doctor trying to prepare their job applications they are viewed in a dim light by the Department of Immigration when assessing an individual’s 457 visa application. Employers in the private sector are moving from position descriptions to job profiles and briefs as they give a more realistic picture of what the actual job requires. It’s time medical recruiters follow suit.

This is an actual excerpt from a real position description. Read as much or as little as you choose but you will soon get the picture.

EXPECTED STANDARDS ALL STAFF LINE MANAGERS AND SUPERVISORS SENIOR MANAGERS PATIENT SAFETY, RISK MANAGEMENT AND QUALITY IMPROVEMENT Actively participate in patient safety and ongoing quality improvement programs and practices that promote the best possible health outcomes for patients/clients. Identify, develop, lead and monitor patient safety, risk management and quality improvement programs to improve the operation and promote the best possible health outcomes for patients/clients. Ensure that National Safety and Quality Health Service Standards are Provide governance and strategic direction for the development, implementation and evaluation of patient safety and quality improvement programs that promote the best possible experience and health outcomes for patients/clients. Ensure that National Safety and Quality Health Service…..

Timeframes – Preferred candidate or offer in principle

Another major source of agitation for doctors applying for medical jobs is timeframes. CareerArc tells us 60% of candidates say better communication throughout and after the hiring process would have the biggest impact on improving their experience. In the public sector timeframes can blow out, the recruitment process can stall or be completely abandoned altogether. Nobody seems to have control as the wheels of government turn slowly or grind to a bureaucratic halt. When this happens the first victim will be the restless applicants needing news on their application so they can plan their lives. The applicant may need to sell their house or move their families thousands of miles and they simply need to know where things are at in the recruitment process.

In this situation the hospital should employ a talented recruitment manager who can keep the communication channels open, manage the process and protect the reputation of the hospital. It is important to understand that these doctors go on to talk about the hospital. Their experience which could damage the brand and even reduce the quality of applicants that are attracted to the hospital over the long term. Medical staffing in hospitals has traditionally been a reactive department within the hospital, trying to manage an ever growing mountain of paperwork. As happened in the private sector, these departments must evolve to be more proactive and their aim should be to source the finest talent rather than simply processing applicants. Because these doctors become the human face of the hospital they are the ones who uphold its reputation. A good recruitment experience will make the best doctors want to engage with them and their hospital.

Smoothing out the recruitment process for medical jobs

A number of doctors identified problems with the recruitment process after they have been offered a medical job. Post candidate care can vary from delays with receiving an official offer to a lack of clarity regarding salaries and allowances. A typical response may be, “we don’t know what you will be paid until HR processes the contract.” This is simply unacceptable and HR departments must be clear about offers before contracts are drawn up. In addition candidates are kept in the dark regarding relocation packages. Rather than a short statement informing candidates of what and how much they can claim, the issue is often avoided. With the lack of a clear procedure nobody wants to make a commitment.

This lack of post candidate care can and does lead to candidates rejecting good medical jobs before they have even started. This leaves the candidate angered and costs the hospital or practice in wasted effort and time.

In order for hospitals to secure the very best medical talent they must utilise a combination of sophisticated IT platforms and human interaction. It takes more than technology to build the trust levels and explain the vision for their department or facility. Hospitals should hire or partner with the right recruiter who will ensure hospitals protect their reputation and get the best of medical talent over the long term. Make sure you are attracting the best talent for your medical jobs.

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