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Top tips to create a great GP job advert

Post date: 17/10/2015 | Time to read article: 3 mins

The information within this article was correct at the time of publishing. Last updated 18/05/2020 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 be considered.

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

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 section.

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.

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