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Writer's pictureGary Hughes

If it’s tough to recruit, then make it hard to leave

Updated: Nov 20

Recruiting into primary care is tough right now. Whether you're looking for clinicians or non-clinicians it's arguably never been more difficult. Many practices and PCNs can be on a permanent, never ending grind of recruitment.



It's not enjoyable, and it can be demotivating. 


When the employment market makes it's hard to bring people in, then it's ever more important to make sure you're providing a place they never want to leave. Creating and shouting about a workplace that others want to join. 


You need to go above and beyond normal recruitment methods, with a more powerful People Strategy: 


 Build a strong employer brand

Your company's reputation should be your greatest asset when recruiting. Make use of social media to shout about your values, culture and vision, and use testimonials and stories to raise awareness and attract applicants. 


 Create a people-first culture

Employees want so much more than a salary, it’s probably not even their first priority. They want growth, community and a purpose, so make sure you have a culture that fosters this. 


 Make work meaningful

Employees want to make an impact with their work so you need to clearly communicate your organisation's purpose and values, and how individually they contribute to these. At the same time empower them and demonstrate your trust by providing them the autonomy and scope to innovate. 


 Emphasise career development

Your employees want to see that you’re invested in their growth so you need career paths, development programs and learning opportunities that show you're committed to their long-term success. This is just as applicable for non-clinicians, and just as possible in a small organisation like a general practice. 


 Provide a great salary package

While not everything is about money, you still need to ensure your salary offer is competitive. It can be a benefit being more creative about remuneration so consider partnership, bonuses and other perks and benefits. 


 Prioritise employee well-being

Each of your team also wants to see actions that demonstrate you genuinely care for their health and wellbeing, along with a psychologically safe environment to work in. 


 Offer flexibility and work-life balance

The pandemic reshaped expectations around work. Its now time to embrace hybrid models, and flexible hours and roles, while trusting them to deliver. 


When it's tough to recruit, rigid and traditional ideas will only make it harder to attract and keep the best staff. Instead try these strategies to prioritise culture, development, engagement and well-being and you're more likely to be a workplace no one wants to leave and others are keen to join.


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