Are you losing out on top candidates without even realising it? These common recruitment missteps might be to blame
CREDIT: This is an edited version of an article that originally appeared in Recruitee
Recruiting the right people for your GP practice is never easy – and it’s only getting harder. Talented professionals are in high demand and short supply. The best candidates – whether they’re clinical or administrative – are often off the market within 10 days. If your hiring process is too slow, you could be missing out on exactly the people your practice needs.
Unfortunately, many practice managers fall into common traps that delay or derail the hiring process, sometimes without even realising it. From vague job descriptions and unrealistic criteria to poor communication and lengthy delays, these missteps can frustrate strong candidates and cause them to look elsewhere.
In this article, we’ll explore the most frequent recruitment mistakes and how you can avoid them to attract and retain high-quality staff.
Being Too Vague – Or Too Demanding
Job descriptions that are too broad tend to attract a flood of unsuitable applicants. But being overly specific can be just as harmful – you risk turning away good people who don’t meet every single requirement. Be clear about what’s essential for the role and what can be trained or supported. The “perfect” candidate rarely exists, but the right one might be closer than you think if you’re open to flexibility.
Overlooking the Candidate Journey
Every step of the hiring process reflects on your practice. Candidates will form lasting impressions based on how they’re treated, even if they aren’t hired. A disorganised process, long silences, or poor communication not only deter candidates but can damage your reputation in the community. In a sector where word-of-mouth matters, a positive candidate journey is essential.
Neglecting Key Details
In recruitment, it’s often the small things that speak the loudest. Details that may seem minor from an employer’s perspective can send powerful signals to potential applicants. One of the most common mistakes is omitting the salary range from job adverts. In an era where pay transparency is increasingly expected, candidates want to know upfront whether the role meets their financial needs.
Another red flag is asking for excessive experience in roles that are meant to be entry-level. For example, requiring three plus years of practice experience for a receptionist or healthcare assistant post not only shrinks your talent pool, it sends the wrong message about your expectations. It may also suggest that your practice is unwilling to train or invest in staff development, which can be off-putting to younger or transitioning professionals looking for a supportive workplace.
Delivering a Poor Interview Experience
The interview is often a candidate’s first real insight into your practice. According to surveys, 42% of applicants have declined job offers due to bad interviews. This includes rushed or disorganised interviews, unclear questions, or a lack of respect for the candidate’s time and expertise. A great interview should be a two-way conversation, not an interrogation. It’s your chance to build trust and demonstrate what your practice stands for.
Delaying Decisions
In a busy practice environment, it’s easy to let recruitment tasks fall down the priority list. But indecision is one of the biggest recruitment pitfalls. The longer it takes to move a candidate forward or make an offer, the greater the chance they’ll accept a role elsewhere. Have a streamlined process in place so you can act quickly when a promising candidate applies.
Sometimes the key to improving your recruitment success isn’t about throwing more time or resources at it. It’s about stepping back and asking what’s going wrong. When good candidates keep slipping through your fingers, chances are the small, overlooked missteps are to blame. Addressing these issues won’t just improve your recruitment results, it will help build a reputation that makes your practice a place where people want to work.
