Ultimate Guide to Health Jobs · 2017. 10. 31. · make a difference to your search. These...

Ubis Health Jobs www.ubis.com.au

Ultimate Guide to Health Jobs

An Introductory Guide to Health Jobs

and How to Succeed at It

Ubis Health Jobs

www.ubis.com.au

© A Publication of Ubis Health Jobs 2017

http://www.ubis.com.au/


UBIS

eBook first published Queensland 2017

© Ubis Health Jobs

Ubis Health Jobs Identified as author of this work

Copyright © 2017

Ultimate Guide to Health Jobs

No part of this e Book may be reprinted

All rights reserved. No part of this publication may be reproduced, stored in a retrieval

system, or transmitted in any form, or by any means electronic, mechanical, photocopying,

recording or otherwise, without the prior written permission of the publisher Ubis Health

Jobs. www,ubis.com.au



TABLE OF CONTENTS

Introduction

Your Job Search

How to Optimise Your Search for Top Health Jobs

Research Job Market & Sectors

Prepare Questions for the Interviewer

How to Prepare Answers to Interview Questions

Understand Your Strengths & Weaknesses

Develop Acumen

Improve Personal Attributes

Focus

Employers

Optimise Your Healthcare Hiring Practices to Find Talent

Build Strong Reputation in Healthcare Industry

Develop Ongoing Candidate Pipeline

Understand Candidate Requirements in the Interview

Checklist Your Job Search

Checklist Employers

Conclusion



ULTIMATE GUIDE TO HEALTH JOBS

Introduction

Health is the largest and fastest growing industry in Australia with a total of 250,200 new

jobs projected by 2020.

Whether you are looking for an entry level position, seeking a senior career move, searching

for top healthcare professionals or new employees this Ultimate Guide to Health Jobs will

help you increase your employability and search to find top health talent.

Here are Top Health Jobs Search Tips

• Stay motivated, if you don’t get that job, there’s another one

• Learn through listening, be an active listener, keep it simple

• Ask for feedback, find what works for you, forget the rest

• Develop resilience in all you do, know when to let go

• Set time aside to reflect and renew your performance

• Create a habit of acting on what you say you will do

• Be focused, be well, be fit, enjoy life



YOUR JOB SEARCH

How to Optimise your Search for Top Health Jobs

Deciding your future career in health can be a challenge as there so many career options out

there to choose from.

Gain valuable insight into career advancement in the health jobs market and understand

practical ways to prepare for the health workforce job market to understand how to get in

the door.

The workplace is constantly evolving and if you can adapt and move with change this will

make a difference to your search. These resources will help you explore your career options

and approach to health jobs search whether you are starting out, in career change or

wanting to address your work life balance.

Searching for your next health job can be daunting. Here are seven top search steps.

• Research the Job Market & Sectors

• Prepare questions for the interviewer

• Be prepared to answer questions

• Understand your strengths and weaknesses

• Develop acumen

• Improve personal attributes

• Focus

Research the Job Market & Sectors

A simple way is to become familiar with job descriptions and industry sectors, read blog

posts or newspaper articles that discuss the trends in your sector.

Many industries have their own acronyms or unfamiliar words that are included in job

descriptions. This is a valuable clue as to which topics are important to the organisations.

Make a list of the acronyms and find out what they stand for. For example, a medical

practitioner might know a lot about general practice, but how much do they know about

how a private practice needs to scale up its business. What are their favourite acronyms? In

today’s complex work environment more and more physicians are also getting MBA

qualifications.

Research the company you will be interviewing at. Ensure you know what business they are

in, what products or services they sell, and who their customers are. Another sector to look

at is Government and non-profit, even if they offer free services to the public, think about

what you role might be in enhancing those services.

Another aspect of your previous roles is what experience do you have that brings value to

the new organisation? How will you compensate in those areas that you don’t have



relevant experience for the new job, how will you convince them you can learn quickly on

the job.

Prepare Questions for the Interviewer

Usually you focus on your preparedness to answer questions in an interview, and at the end

of the interview, the hiring manager might ask, “Do you have any questions?”. If you are

unprepared for this question, often you can’t think of an answer on the spot, so be prepared

ahead of time with a couple of questions rather than saying ‘No questions’.

For example, if your position requires specific software to perform well, or you need to work

with two computer screens instead of only one, and that topic hasn’t been brought up in

the interview, ask would they be prepared to provide the specific software package or an

extra computer screen as this would help your efficiency. Or ask what their policy is about

working from home on certain days?

Be Prepared to Answer Interview Questions

Most hiring managers have a few favourite questions such as describe ‘What is your biggest

weakness?’ It is best not to try and avoid this question or brag how “I try not to be a

perfectionist’ showing you don’t have weaknesses, just strengths. It is better to explain how

you have worked to overcome a challenge, to illustrate to the interviewer that you

recognise you have things to work on.

A better way to answer that type of question is “I was working on two major projects,

studying for a project management certificate and a champion of the wellness team in the

office. There were times I had difficulty keeping deadlines tight, so I learned to prioritise

and manage tasks. I continue to work on improving my prioritisation”.

Understand Your Strengths and Weaknesses

Everyone has strengths and weaknesses. It is what you do with them that makes you the

person who you are and shows your true abilities. Michael Jordon was quoted as saying –

My attitude is that if you push me towards something that you think is a weakness, then I

will turn that perceived weakness into a strength.

Understanding your own motivation and thinking about the way you choose to live your life

and how you want to go about it can help you better understand your own strengths and

weaknesses.

All strengths can become a weakness, and vice versa. Think about what you consider are

your personal strengths. Are you outgoing, a good communicator with lots of self-

confidence, talk to anyone, make friends easily and enjoy being in leadership roles?



Going for a new role you will need to understand if your outgoing qualities benefit your new

position, or would there be ramifications if you were seen as distracting staff with your

outgoing personality. Or consider whether this would be the right type of environment for

you.

A weakness might be procrastination and issues of time-management skills might be an

important aspect of the new position. The problem would be if you weren’t aware how you

procrastinate which has the potential to undermine your new position. When you are

unaware of your strengths and weakness you can do something about them to compensate.

Develop Acumen

Do you have the ability to make good judgements and correct decisions? This is acumen.

Before you can develop acumen you need to understand what it means for you and your

context. Whether you are in business or in the health sector, acumen has different

meanings. For example in sales strong business acumen helps you understand pushbacks to

move the deal forward. In health for example, having business acumen helps you

understand how useful private sector expertise might be in managing government.

Developing acumen is the key to successful learning and dealing with a business situation in

a professional manner. Without it you may not make a meaningful impact on business.

Acumen skills include business strategy development, clear understanding of financial

acumen, skills and concepts of marketing, an overview of operations and supply chain.

In today’s world organisations prefer leaders who create value for their company or hospital

and understand the key drivers of success. You need to keep these skills up to date and

understand ramification so business decisions in the healthcare sector.

Improve Personal Attributes

While technical skills are essential in many roles today, personal qualities like courage,

persistence and patience are important and can make an enormous difference in your

career. Much like developing technical skills you can also improve your personal attributes.

Develop strong skills such as problem solving, decision making, communications and

management. Communicate clearly, persuasively, discuss issues and negotiate with others,

are just some of the skills you need to develop in your career.

Focus

Focus on your personal abilities and recognise how to manage strengths and limitations to

effectively manage tasks. Minimise being distracted easily. It takes up to 15 minutes to get

back on task when you are distracted from phone calls, email, push notifications, sounds,

alarms, bells and whistles on your computer or mobile.



EMPLOYERS

Optimise Your Healthcare Hiring Practices to Find Top Talent

Technology is changing recruitment processes and digital is the way to attract people into

your organisations healthcare industry. Mobile friendly job search and job application

processes are become highly popular.

Healthcare environments are notoriously complex and tense. It is up to you to engage with

applicants to help them see that your workplace is a rewarding place to work.

Hiring for top healthcare roles is difficult. Here are three top recruitment tips.

• Build a Strong Reputation in Healthcare Industry

• Develop Ongoing Candidate Pipeline

• Understand the Candidate Requirements in the Interview

Build a Strong Reputation in the Healthcare Industry

Employees and patients are attracted by a good reputation for example of a hospital and its

healthcare facilities and staff. Healthcare companies have to manage their reputations

proactively to ensure they have ongoing strong reputation.

Branding is the experience your staff has with your organisation, and patients have with

your customer service, staff, the building, the office and location. Over 75% of market value

comes from intangible assets such as brand equity.

“Character is like a tree and reputation like its shadow.

The shadow is what we think of it, the tree is the real thing’

Abraham Lincoln

Another way to think of branding or reputation is reputational risk. If there is poor co-

ordination of the decisions between the various business units, the company’s reputation

may suffer even is one group creates expectations that another groups fails to meet.

Managing reputational risk and perception may include media analysis, surveys of

customers, employees, investors, and opinion polls.

Managing the reputation of an organisation is an ongoing basis.



Develop Ongoing Candidate Pipeline

Many organisations start the recruitment process too late and then wonder why they don’t

have enough quality candidates. While developing and maintaining a ready pool of

candidates takes quite a lot of work and effort to maintain and develop relationships with

candidates, it is worth the effort. This provides a source for specific candidate profiles in a

focused and ongoing way.

Building the best talent pipeline for your organisation requires ongoing commitment to be

in touch with your candidates, understand what roles they are looking for, their availability,

their skills and attributes. When their circumstances change you will be the first to know.

Keeping their personal information and contact details up to date is very important.

The benefit of identifying the right talent early by developing and building ongoing

relationships means that when you start a recruitment process you will have candidates

already on file who may be suitable for the position.

Understand the Candidate’s Motivations in the Interview

Although there are hundreds of interviewing questions, techniques, processes and programs

available many interviewers fail to gain a clear understanding of the candidate’s

requirement for a new job.

The interview process is designed to gain an insight into the candidate and demonstrate

they are the right person for the job therefore much of the focus of the interview is on

what the company requirements for the position are, and whether the candidates will fit

into that role.

However, it is equally important to gain a good understanding of what the candidate is

looking for in a role to assess if they are aligning well for the position offered.

To ensure a good fit of the right person, to the right role consistently, use the can do, will do,

will fit model of recruitment.

• Can Do

Ensure the candidate has the skills and experience needed for the role.

• Will Do

Determine the candidate has the right motivation and values. This might require a

question such as – What are the top 3 things you are looking for in your next role?

• Fit In

If the culture of an organisation does not align with the candidate, they will not stay.

Simple as that. Extra work now going through the evaluation process means a lot

more rewards later.



Your role as an interviewer is not only to interview the candidate if they can do the job, will

do the job, and fit into the culture of the organisation, but when they are a quality

candidate, sell them on the job in order not to lose that candidate.

Quality candidates often have a number of job offers, so be prepared that you will need to

convince the best ones to take the role.

The recruitment process is time consuming and expensive. Going through a whole

recruitment interview process to identify a quality applicant, to only loose that candidate, at

the end of the process is very expensive as well as time consuming. Don’t let quality people

slip through bureaucratic process because there are delays in the hiring decisions.

Be proactive and be prepared to win for the company and win for the applicant to ensure

you bring the best people on board, and offer the environment to the person.



CHECKLIST - Your Search

Search for the right health job

OVERVIEW JOB SEARCH

Be Prepared Well in Advance for the Interview

Have you covered off on all documents required?

Have you prepared all the details for the job interview?

Job Description Name of Interviewer Address, Contact Details Updated CV References Available

Have you allowed enough time to get to the interview on time?

Transport details Address, Floor, Access to building (if after 6 p.m.)

Have you studied the job description for the position?

Do you have all the skills and attributes for the position? Are you prepared to answer the questions in the interview? What are the gaps?

What did you learn about the company products, services and culture?

How do you bring value to the job and to the organisation? Spell it out.

Have you allowed enough time for the interview, switched off your devices, and ready to be focused?

Get there early. Don’t fidget with your folders. Be professional and focus on the interview.

Have you prepared a couple of questions for the Interviewer?

Prepare 2 relevant questions ahead of time.

How to finish the interview. Thank the interviewer for their time Express your interest in the job Ask what the next steps in the process are



CHECKLIST - Employers

Search for top talent

OVERVIEW SELECTION PROCESS

Determine requirements for new position.

Where to advertise? Distribution through channels Manage candidate pipeline

Design Job Description

Identify the in depth skills required for the role

Design Person Specification

What are the qualities required in the person for this role?

Develop Timeline to fill position

Prepare timeline to completion for the hire Keep everyone informed

Prepare Recruitment Process and Interview Questions

Prepare interview schedule Alert appropriate people Prepare list of appropriate questions

Schedule Interviews, Shortlist

Conduct Interviews Prepare Shortlist

Make an Offer. Negotiate if required. Confirm Placement

Interview final 2 or 3 people Make an offer to selected applicant Confirm Placement



Conclusion

The important aspect of health job search is to be persistent in your job search.

Equally search for talent is an ongoing activity and requires persistence to find the best talent.

Keep a strong focus on goals, strategies and commitments.

Find your next job on UBIS now

Ubis, The Place for Health Professionals

www.ubis.com.au Grow Your Future Health Workforce

What We Do

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** Help you get more out of your health jobs search ** Find your ideal health job ** Find your best health talent Ubis For Your Health Jobs in Australia www.ubis.com.au Health Sector, Corporate IT Health, Executive Healthcare Professionals, Healthcare, Medical, Nursing, Allied health, Psychology, Paramedics, Dental & Medical Clinics, Optometry, Aged Care, Education Institutions, Health Promotions, Health Food Companies, Preventative Health, Spas

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