Why partner with Prescript?
Standards - We do not partner with every doctor. Your business needs great doctors in order to grow. Only eligible candidates that meet the Prescript standards are accepted. We also do the filtering upfront for right to work in Australia and relevant qualifications.
Personable - Forget mass vacancy emails to a database and poor responses. Locum vacancies are introduced to candidates tailored to their availability.
Responsive Service - Outside of normal business hours you will have access to online forms, enabling you to register vacancies or upload credentialing paperwork 24/7.
Exclusive - We cannot partner with every workplace. If you are accepted as a Prescript client, we will help you create an engaging and attractive profile to share with candidates.
Transparency - No fees will be charged without you knowing and agreeing to them first.
Click 'Partner with Prescript' and see how easy it is to get started.
Underpinning our campaign driven strategy is 'Prescript's 7-Step Recruitment Framework'.
1. PLAN - Getting the best plan in place.
Setting the foundations for success. Knowing what to do first and what resources are needed.
2. PROMOTE - How to promote the position as widely as possible.
This is the most important area that the framework covers. How to advertise; Where to advertise; Setting a budget; Finding partners to help promote.
3. SCREEN - Having screening strategies that work.
Golden rule is don’t put people off! How to encourage and welcome applicants but not waste anyone’s time.
4. INTERVIEW - Ensuring interviews work.
Recognising interviews are a two-way process. Strategies for telephone interview and face to face meetings.
5. OFFER - Making an offer they can’t refuse.
That’s the dream, but really it is about leveraging all the great things a hospital or practice can offer and making sure it is presented so well the doctor wants to say ‘yes’!
6. WELCOME - Welcoming the new doctor.
It is so important to have a plan in place for what happens in-between a doctor accepting a position and their start date. Equally important is to have a plan in place for their first day, week and year.
7. REVIEW - Reviewing how it went.
What went well and what didn’t. We always need to continually refine processes. Lessons learnt will help improve when it comes to recruiting the next role.