At Prescript we’re known for helping solve the regional doctor shortage.
Every day we’re focused on two clear outcomes - Helping find doctors that create departments and clinics that run better, have more capacity and less stress. And placing Doctors in jobs that leave them feeling highly valued, rewarded and, most importantly, enjoying what they do.
We believe that when we get these two crucial things right, it has a huge impact on the regional doctor shortage and the healthcare of communities across Australia.
We carefully choose which positions we work on. Our recruitment projects are normally for a 3-month period, and we are committed to filling each vacancy.
There are two ways to work with Prescript:
- Our Contingent Solution or
- Prescript Premium Recruitment Solution (Blended retained/contingent).
To fill your vacancy, we use the Prescript 7-Step Recruitment Framework, putting the candidate search to the top of our to-do list and off yours.
Part of this framework is to make sure we know as much about the position as possible. We want to get to know you, the hospital, practice or department and the impact this doctor will have in your community.
Below are a series of sections for us to work through together that will help Prescript understand who you are looking for.
Step One I Creating A Position Brief
Permanent, Ongoing and Fixed-Term
Full-Time and Part-Time
THE JOB TITLE
- Clear, concise and honest
- Free of age or gender implications.
- Descriptive of the seniority/speciality of the role such as “Physician Trainee” or “Physician Consultant”
- Easily identifiable with similar jobs within the industry, such as “Staff specialist” or “Consultant”
- What is the reason behind the vacancy?
Prompt: Is this a new position? Is it replacing someone who has left? Is it because of growth?
- Describe the role and responsibilities
Prompt: What key duties does this doctor need to be capable of performing?
- Describe the team environment the doctor would work in
Prompt: What is the structure or hierarchy? Who do they report to? Who reports to them?
- Ongoing or Fixed-term?
- Full-time or Part-time?
- Ideal start date
Prompt: When do you need the position to be filled? Is there flexibility around start date?
- Is travel required (and how much)?
WHAT YOU’RE LOOKING FOR
- Skills and experience that are essential
Prompt: What skill-set does this candidate require? How much experience is needed in order to carry out their duties?
- Traits the doctor you're looking for should have
Prompt: What traits are highly important/advantageous for this role? E.g. leadership skills; strong work ethic; passion.
WHY JOIN YOU
- Your mission, vision and values
Prompt: Where is your organisation heading? What principles guide you?
- Your culture
Prompt: Tell us, what is working at your organisation is like? How would you describe the culture?
- Your past successes plus impact on the community
Prompt: Think of 'good news' stories that you can share or the effect that the service, department or practice has in the local area (or on a national or global level).
- Growth opportunities
Prompt: What support is there for doctors to:
- reach their career goals/take the next step?
- develop and extend their skill-set?
- advance and move into different areas within your organisation?
- The organisation - technology, facilities and support staff
Prompt: How big is your organisation? How many beds? How many staff?
BENEFITS THE DOCTOR CAN EXPECT
- Benefits the doctor can expect
- Salary (base +/- super)
- Total package range
- Annual leave
- Paid study leave
- Other allowances
- Location information
- Lifestyle/culture of area
Prompt: How would you describe the community the doctor would be living in? What do you think is important that the doctor should know?
- Benefits of living in the area
Prompt: Good schools/universities? Conveniently located? How far from the airport? Public transport information?
- Things to do and see
Prompt: What tourist attractions/sights/activities/beaches are located close?
THE IMPACT THE DOCTOR WILL HAVE
- What difference will this doctor make to your organisation and the surrounding community?
Prompt: Everyone likes to feel valued and that they are contributing to the team, department or a community. What good will result from filling this vacancy?
- We like to let candidates know the next steps once they’ve applied for your role via Prescript. What information would you like us to share with them regarding your recruitment process?
Prompt: Who will be assessing applications? Who will be interviewing the doctor? Will it be face-to-face or via a video/phone-call? How many interviews? Will a visit be proposed?
To fill your vacancy, we use the Prescript 7-step recruitment framework, putting the candidate search to the top of our to-do list and off yours.
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.