Medical Candidate Market: Summer Update

Having returned from a small break over the festive period I have witnessed a significant resurgence in the job market. My colleagues are also experiencing this uptick in candidate applications. We view this as a positive development, however, it has brought with it some unforeseen challenges.

One of the most pressing issues is the sheer volume of applications received for every single position. Here are three examples of roles advertised through Johnson Recruitment in the past two weeks:

• Personal Assistant (surgical practice in East Melbourne) = 106 applications in the first 24 hours, 273 applications total
• Membership Engagement & Administration Officer (Medical association) = 337 applications
• Governance & Compliance Officer (Accomodation & Wellbeing) = 430 applications

While it may seem like a positive indicator, the reality is that this “flood of applications” does not necessarily translate to an increase in the number of quality candidates. As a professional recruiter, a high volume of applications is ok – I spend my career in ‘recruitment mode’ with very few other distractions. However, I recognise for you and anyone in your practice tasked with managing the hiring process, recruiting takes you away from your core business and eats up significant numbers of hours for the several weeks you are in ‘recruitment mode’, just to hire one position.

This not only wastes valuable time but can also diminish the overall efficiency of the recruitment process. In the pursuit of quickly filling a position and returning to your core clinical responsibilities, it’s not uncommon to hear that many compromise on their hiring standards, which can have a negative impact on the long-term success of the team.

Investing in a partnership with a specialist recruiter who knows your sector and the complexities of your industry will increase your success in hiring the ‘right’ candidate and importantly give you back many, many hours in your week to dedicate to your patients and your business.  If you do want to ‘go it alone’, here are a few tips that I hope will help you increase your recruitment success.

• Improve your employer branding: Attracting high-quality candidates requires a strong employer brand that resonates with the best talent in the market.
• Streamlining the application process: Implementing Applicant Tracking Systems (ATS) and utilise AI-powered tools to help automate initial screening and identify the most promising candidates.
• Focusing on quality over quantity: Prioritise candidates with the right skills, experience, and cultural fit, rather than simply filling positions quickly.
• Investing in employee referral programs: Leverage existing employee networks to identify and attract top talent.

I welcome an opportunity to discuss how over the past 12 years I have helped hundreds of practices attract and retain top talent, and how the team and I can help you too.

In closing, I wish you the best success for 2025 and look forward to an opportunity to connect.