GP recruitment improves when practices replace vague promises with a clear picture of the work, support and community. The right candidate needs enough information to assess clinical fit and the business arrangement.
Explain the patient need
Describe patient demographics, appointment demand, areas of clinical interest and how care is coordinated. State whether the role replaces a departing doctor, supports growth or addresses an access gap.
Be transparent about the model
Explain consulting hours, after-hours expectations, billing approach, fees, service percentage or remuneration basis, facilities, nursing support and administrative systems. Clearly distinguish an employment offer from a proposed contractor arrangement and ensure the legal reality matches the documentation.
Describe clinical support
Candidates want to understand nursing, allied health, pathology, imaging, specialist referral networks, practice software, recalls, results management and peer support. International medical graduates may need specific supervision or location eligibility; verify current requirements before advertising.
Present the community honestly
For regional roles, include housing, schools, partner employment, transport and professional networks without overselling. Offer practical relocation support where possible.
Design a respectful process
Provide a practice tour, introduce potential colleagues and allow confidential questions about culture and governance. Move promptly from interview to written proposal, while completing all required registration, credential and reference checks.
General information only. Practices should obtain legal, tax, registration and workforce-program advice for their circumstances.