Finding new staff is as difficult as it’s ever been.
Here are some strategies, tips and tricks to help you with the process.

1. Make sure your practice is a place where someone wants to work 
From the presentation of the practice, the CPD you have one offer, a mentoring plan, pay rates, bonus programs, how busy the practice and even the quality (or presence!) of the staff room. This is one of the most critical components of the whole process and lays the foundation for outstanding recruiting.

2. Know what you have to offer
Such things as job flexibility, remuneration, your network and links, your practice’s affiliations, like sporting and occupational organisations and professional development options – including programs, mentoring, financial assistance.

3. Know what your ‘APPLICANTS’ want
You need to pitch toward what you think the applicant is looking for and what will be a ‘selling’ point for them.

“Be everything to someone, not something to everyone.”

4. Know what ‘YOU’ want

Knowing what you want you will help you make your search a targeted one. This type of ad will resonate strongly with a specific sub-group of people who will see the position as perfect for them and send their application.

Broad general offers don’t ‘talk’ to anyone specifically and have lower response rates.

 5. Get external assistance to write a job ad properly
It’s critically important to be able to express points 1-3 clearly in a written format. Formatting of the ad is also important, including proper use of headings, short paragraphs, subheadings, lists, bolds and italics and generally anything that makes your content appear easy to read.

One of our customers had 24 applicants with a job ad written by a company called Big Splash.

6. Job ad placement options 
Research indicates that currently Seek has the best results. The Association websites get a decent numbers of views and are worth the expense. The Association’s magazines, however, often get less conversions.

PhysioBob is a good cheap option for Physiotherapists. Many health professionals are not on LinkedIn, so it’s not necessarily a good option. It’s also pay per view, so the costs can stack up. Facebook can be another good option, but only works well if you have a good profile with a lot of exposure, including plenty of friends, well connected fiends and/or page likes and you frequently engage with your audience. Asking your current staff to post to their networks is a good option if they are obliging.

7. Using agencies
Using an agency is a good option these days. Most agencies pay on placement of the practitioner, which is a financially good arrangement.

Happy recruiting!