One of the more difficult healthcare areas to recruit for are those healthcare facilities within rural and remote areas of Australia, so when you’ve successfully recruited, how can you retain?

According to 2019 research conducted by SARRAH for the NSW Ministry of Health; ‘Factors that influence retention are broadly categorised as professional and organisational, social (family and personal), and financial. These are modifiable to varying extent.’ So, there are many factors which broadly influence a person’s decision to remain working within a remote healthcare facility.

Here’s a few ways you can improve employee retention rates in your remote or rural healthcare facility:

Professional and Organisational Factors

• Provide a professional incentive to remain. Is there any way your organisation can provide the individual with the incentive of professional development through the ability to complete courses relevant to their line of work?
• Promote and recognise the work the individual is doing. Highlight how they are really making a difference to the community they are within and their commitment to serving others.
• Provide mentorships and support to the individuals. Rural and remote healthcare facilities have small teams and often the ability to mentor and emotionally support an individual, especially when their work is high-pressured can increase their likelihood of remaining within your organisation.

Social Factors

• Focusing on family, if the employee has children, is there any way your organisation can support their education or their childcare costs. This will ease the pressures your employee may face when considering their roles impact on their family.
• Offering incentives that relate to teamwork and team bonding. Your team is likely to be smaller than that of regional facilities. Are there ways you can provide your team with social incentives, such as quarterly team celebrations and/or team day trips out of your rural location.

Financial Factors

• While housing can often be cheaper than within cities and inner regional Australia, rural and remote areas can be more expensive for general supplies and things like fuel. If your organisation is able to ease these pressures for employees, this may increase retention. This doesn’t need to be monetary; it could be as simple as providing your employees with breakfast each day or subsidising the cost of fuel when travelling to work.
• Offering monetary incentives such as a yearly review of pay may help your team feel like their work is valued and that you recognise their worth.
• Non-monetary incentives like flexible working opportunities and the offer of more than the average holiday days without a change in pay, can help your employees be happier with their work life balance (and therefore their work happiness) without affecting their finances.

Need help with your recruitment process?

Speak to our recruitment experts at Employment Office today. We offer recruitment services that help with end-to-end process and can both advise and execute your next recruitment campaign without removing your control of the process. Call us on 1300 366 573 or email info@employmentoffice.com.au today.