Top tips to create a great GP job advert
GPJobs.org Site Editor Hannah Dryden shares her top tips for creating a great GP job advert
Recruitment is becoming harder these days so to attract the best staff it’s worth spending a bit of time to write a great advert for your vacancy.If you create a template, some information will stay the same no matter what role you are advertising.Each time you need to recruit a new member of staff, you can simply slot the job specific information into your existing template.
1. Practice name and address or location
Putting your practice name and address or location
at the top of your advert is really important as it helps
create a good first impression and makes it very clear
where the job is.
Imagine meeting someone and not introducing yourself
until the end of the conversation – it doesn’t make
sense. It also means that the people who want to work
in your area are immediately attracted to reading more
about your practice and the role you have available.
2. Job title and hours/sessions
By putting the role(s) you are advertising and the hours
or sessions near the top of the advert, candidates
quickly gain an overview of the role. This allows them to
decide early on whether they are interested or not.
Providing as much information is important, for
example, if the advert says at the top that the role is
full-time and someone is looking for part-time work,
they may not bother to read to the end of your advert
where it mentions that part-time applicants will
3. Practice description
Give a brief overview of your practice to allow
candidates to imagine what it might be like to work
there. For example:
Our thriving, semi-rural GMS practice comprises five GP
partners, three salaried GPs, highly-skilled nursing staff
and efficient admin and reception team. We operate
from modern, purpose-built premises and provide
high quality care to over 7,000 patients. We are a high
achieving, well-organised practice and use SystmOne.
We are also a teaching practice for medical students.
In just a few sentences, you can provide a lot of useful
information that gives candidates real insight into your
practice and hopefully encourages them to apply.
4. What are you looking for?
Next you could state what you are looking for in an ideal
candidate. This could include relevant skills, experience
and qualifications as well as personal attributes. Many
adverts include generic terms such as ‘dedicated’ and
‘hard-working’ as if to put off potential applicants who
are uncommitted and lazy!
It is important to be as specific as you can about any
additional skills required for the role, for example, an
interest in teaching is required as you are a training
practice. Similarly, if you require the successful
applicant to provide cover for other team members
and be flexible about their hours, this is also worth
mentioning and will help ensure the candidates who
apply have what you are looking for.
5. What you can offer
Again, in order to attract applicants, you should set out what you
are willing to offer the successful candidate. This might include
salary and benefits, annual leave entitlement, development
opportunities but also the type of working environment on offer,
for example, a practice that values a good work-life balance,
flexible working or a supportive working environment.
You can also include whether you are a GMS/PMS practice and
if you offer the BMA model contract. Some practices include
humour to make their advert, and their practice, stand out. This
advert is a great example.
For more information visit gpjobs.org
6. Who to contact for more information
Providing a named person and their contact details is a great
way of encouraging informal contact before a candidate applies.
Many practices also encourage prospective applicants to visit
the practice before applying so this can also be mentioned in this
7. Important dates
Many good adverts fail to include a closing date, which can make
it difficult for candidates to know whether it’s worth applying or
not. You may also find that your advert is listed after the closing
date and you continue to receive applications for a vacancy that
no longer exists.
Providing the closing date, interview date and ideal start date
can help candidates plan and be prepared, meaning that they are
more likely to be available if they are invited for interview.
8. How to apply
Giving clear details for candidates on the application process
is vital. Some practices prefer a handwritten covering letter,
others are happy to receive applications by email. If your
interview process includes anything additional such as simulated
consultations then include this information here. Make it clear
and wait for applications to flood in.