General Practitioners – Employers are looking for registered and highly experienced candidates with Australian experience, especially in Queensland and the Northern Territory.
Registered Nurses – Remote clinics, not-for-profit organisations and private hospitals are looking for experienced AHPRA registered nurses. Those candidates who have managerial experience within aged care are particularly sought after.
Physiotherapists – Due to the ageing population in Australia demand for Physiotherapists is expected to grow significantly in the years ahead. Some vacancies are in remote locations, such as Alice Springs or Katherine, but candidates are usually reluctant to relocate on a permanent basis.
Occupational Therapists – Once again, experienced and registered candidates are in short supply. Most current candidates are graduates. In addition, employers with vacancies in remote locations struggle to attract suitable candidates due to accommodation difficulties.
ACFI specialists and Educators – Demand for Aged Care Funding Instrument (ACFI) specialists has increased due to the significant changes that were made in the aged care sector on 1st July 2014. These changes mean that organisations need to be thinking ahead about funding issues, forward planning and staff training.
Allied Health professionals – Within Allied Health there is demand for Podiatrists and Physiotherapists in most states and regions. There is a shortage of suitable candidates and most jobs tend to be for associates who earn a fee share rather than a salary.
Midwives – Candidates who have previous experience working in Australia are in high demand. Remote hospital fixed-term contracts are on offer. Midwives are working with limited supervision due to slim team numbers and are expected to make life saving decisions – thus experience is crucial.
Demand for health professionals working in private practice will be ongoing. There will continue to be a shortage of Clinical Psychologists and Accredited Mental Health professionals. The aged care sector continues to go through significant change and the strong demand for highly skilled Clinical Managers with commercial skills will continue.
We will continue to see demand for health professionals who are willing to work in remote locations. Companies are being flexible in terms of offering permanent, temporary or fixed-term contracts for jobs in remote locations in order to attract good candidates. In metropolitan areas employers are choosing to take a long-term view and have a preference for permanent staff.
Employers will need to develop their employee value propositions in order to attract candidates to their organisations. They can do this by offering incentives such as flexible work hours.