Health, Care and Medical
Recruitment, HR Consulting and Workforce Strategy for medical and dental practices, allied health and care providers.
Health, Care and Medical
Recruitment, HR Consulting and Workforce Strategy for medical and dental practices, allied health and care providers.
Health, Care and Medical
Recruitment, HR Consulting and Workforce Strategy for medical and dental practices, allied health and care providers.
The hiring problem in health and care
Health and care is the only sector we work in where a vacancy is a clinical risk rather than a commercial inconvenience. That changes the whole calculation. A role that stays open does not slow a project down, it closes a list, reduces a service or moves a workload onto people who are already at capacity.
The shortage is structural rather than cyclical, and it deepens with distance from a capital city. Providers outside metropolitan areas are not competing on salary with each other so much as competing with the option of moving to the city.
Funding shapes hiring here in a way it does not elsewhere. Aged care reform has put minimum staffing and care time requirements into law, and scheme price limits set a ceiling on what a provider can pay while competing for the same registered staff as public health. The result is employers who are legally required to fill roles at rates the market has already moved past.
Credentialling adds friction at the worst possible moment. Registration, checks, immunisation records and scope of practice all have to be verified before someone can start, which turns an accepted offer into a start date weeks away. And ownership is consolidating. Medical and dental practices moving from owner operated to group owned need a different kind of practice leadership than the one that got them there.
Where we help
Practice management and non-clinical leadership
Practice managers, operations leads and administration teams, which are the appointments that most often decide whether a practice runs well.
Hard to fill roles outside the metropolitan market
Search that starts from why someone would move, not from an advertisement.
Verification handled properly
Registration, checks and clearances confirmed as part of the process rather than discovered after an offer.
Hiring within a funded envelope
Realistic advice on what a role can attract at the rate the funding allows, and what has to change if it cannot.
Practices that have been acquired
Leadership appointments and workforce structure for practices moving from owner operated to group owned.
Roles we recruit in Health, Care and Medical
Practice and operations
Practice managers, operations managers, administration and reception teams.
Medical and dental
Practitioners and clinical support staff.
Allied health
Allied health practitioners across a range of care settings.
Care and community
Care and support workers, coordinators and service managers.
Corporate and back office
Finance, HR, quality and compliance roles inside health and care organisations.
When to talk to us
- A vacancy is affecting service delivery rather than just workload
- You are recruiting outside a capital city and advertising is not producing candidates
- Your practice has been acquired, or is about to be, and the leadership structure needs to change
- You are meeting staffing requirements on paper but the roster tells a different story
- Compliance obligations are growing and there is nobody who owns them
More than recruitment
Prosperity has advised medical and dental practices for years on structure, ownership and profitability, so a conversation about a hire can move into a conversation about the practice without changing provider. Workforce Strategy is the right service when the underlying question is how the practice should be staffed rather than who to appoint.
Backed by Prosperity Advisers Group
We are backed by Prosperity’s directors and specialists across accounting, tax, advisory, audit, wealth, lending, payroll and salary packaging. That is what lets a conversation about a hire move into a conversation about structure, cost or succession without changing provider.
Talk to us about your next hire
Dominic Roberts
Director, Prosperity People Solutions