Recruitment across the Medical and Dental sectors has been turbulent, and sometimes just plain tough during the past two years – often reflecting the pressures that practices have found themselves under. Here are key insights of what has changed since the pandemic began and what Medical and Dental practices might expect as we look toward a ‘Covid Normal’ business landscape.

March 2020: Melbourne’s first lockdown

In March 2020 when we began our first lockdown, the Healthcare sector faced considerable uncertainty. Many of my clients were unsure how to manage their existing staff numbers with the dramatic disruption and restrictions imposed on operating that was announced shortly after. Staff were scared and unsettled but continued to ‘hang in there’ with their employers, hoping that they wouldn’t be terminated or their role made redundant. There was next to no recruitment activity occurring across the board and any active recruitment campaigns were halted pending further notice.

July – November 2020: Lockdown ping pong

As we began opening up again in July 2020, recruitment quickly resumed and all roles put on hold that I had previously been engaged with, were ‘live’ again. Medical and Dental practices became increasingly busy and the demand for employing staff intensified.

Alas, we entered the long lockdown Aug – Nov(ish) and those who kept their jobs felt very grateful, indeed ‘indebted’ to their employer. What was also noticeable was a rising nervousness among employees around the risk of moving to a new role which was seen as putting oneself in a vulnerable position. Foregoing accrued sick leave and being the ‘newest employee’ (with the threat of a lockdown or becoming unwell with Covid) meant that staff may be required to take time off work with limited or no leave accrued. This, coupled with international borders being closed and the volume of international visa holders/traveller/students entering Victoria being almost zero, created pressure for our domestic population to take up roles in other industries. Worn out staff were actively considering this as an attractive option, allowing them to ‘have a break’ from the very intense Healthcare industry.

2021: The law of scarcity

As we commenced 2021 three things became clear;

• Employees who had held their jobs through 2020 had an increased sense of loyalty to their employer and felt resigning would be unethical
• Covid fatigue amplified, creating a ‘skills migration’ with many leaving the sector
• The insatiable patient demand on practices led to new roles being created, further pressurising a dwindling candidate market.

2021 has been the toughest market I have recruited in. The ‘balance of power’ has swung in favour of candidates, as they recognise that they are in high demand with practices desperate to hire them. Salaries have increased, in some cases upward of 20% p/a plus a raft of enticing benefits – and that’s if you get a candidate to accept an offer. I have had many experiences where a candidate completes a phone interview with me on Monday morning and by Monday afternoon/Tuesday calls to cancel their second round interview (or just doesn’t show…!) because they’ve already accepted a different offer (usually one of many offers).

Seek is unreliable with ever decreasing application numbers and often the quality of job seekers on the platform is, in my opinion, at an all time low. Research-based search and headhunting is still proving successful but most employers either can’t (due to a conflict of interest, or lack of skill) or have no time to invest in researching and engaging with candidates, especially in this market which requires multiple conversations just to get someone to an interview.

If you’re wondering where all the candidates are, they are staying put! Staff are recognising how valued they are by their employer (and likely being well compensated for it); they are burned out and have either left the sector or are taking a break. Even for those actively looking, they are overwhelmed by the amount of choice available, limiting employers’ prospects of having an offer accepted.

November 2021: A brighter outlook ahead

Recently a new term has emerged: The Great Resignation. Taking our lead from other countries who have navigated the many challenges that we now face in finding a pathway toward normality, our analysts and experts are predicting that come early 2022 we will see significant movement in the employment market Australia-wide. Larger numbers of employees will be looking for ‘that career move’ that they have been putting off this year whilst waiting to see what our ‘Covid normal’ state of play will look like.

I can only hope it brings much needed quality candidates into a market that desperately requires fresh and refreshed talent, and the ability to share the balance of power between those hiring and those looking.

Medical & Dental Insights from Johnson Recruitment

Johnson Recruitment is an independent recruitment and consulting firm specialising in the Community Services, Social Purpose, Health and Medical sectors, as well as in the recruitment of Practice Managers and support staff, across all sectors. Contact us on 03 9946 7320 or info@johnsonrecruitment.com.au to learn more about how we can assist you with a vacancy or new role today. Follow our LinkedIn and Facebook pages for more information and to keep up to date with the latest jobs, events and career advice.