Six Tips to Help General Practices Hire the Right Staff
23 Apr 2026
Here are six practical tips to improve hiring in general practice.
First, identify where your practice needs more support. This can be done by listing tasks that are not getting done properly, asking staff where help is needed most, and checking if any work can be automated or outsourced.
Second, clearly define the skills your practice requires. A skills checklist or matrix can help compare what your current team can do with what is missing, such as admin support, scheduling, or compliance knowledge.
Third, highlight what makes your practice attractive. This may include your workplace culture, team values, flexible working arrangements, or opportunities for professional development.
Fourth, write a clear and appealing job advertisement. It should explain the role, required skills, working conditions, and benefits. It is also important to keep the language fair and compliant with employment rules.
Fifth, focus interviews on both skills and workplace fit. Employers should ask about real examples from past work, assess attitude and teamwork, and avoid discriminatory questions. Keeping notes during interviews is also recommended.
Finally, improve onboarding for new staff. Digital tools can help provide easy access to policies, training, and procedures, making it simpler for new employees to settle into their role.
The article notes that tools like PracticeHub can help practices manage onboarding, training, and compliance more efficiently.
These steps aim to help general practices hire better staff, reduce disruption, and build stronger teams.
Hiring the right staff is important for keeping a general practice running smoothly. A bad hire can lead to extra workload, stress for the team, and repeated recruitment.
Here are six practical tips to improve hiring in general practice.
First, identify where your practice needs more support. This can be done by listing tasks that are not getting done properly, asking staff where help is needed most, and checking if any work can be automated or outsourced.
Second, clearly define the skills your practice requires. A skills checklist or matrix can help compare what your current team can do with what is missing, such as admin support, scheduling, or compliance knowledge.
Third, highlight what makes your practice attractive. This may include your workplace culture, team values, flexible working arrangements, or opportunities for professional development.
Fourth, write a clear and appealing job advertisement. It should explain the role, required skills, working conditions, and benefits. It is also important to keep the language fair and compliant with employment rules.
Fifth, focus interviews on both skills and workplace fit. Employers should ask about real examples from past work, assess attitude and teamwork, and avoid discriminatory questions. Keeping notes during interviews is also recommended.
Finally, improve onboarding for new staff. Digital tools can help provide easy access to policies, training, and procedures, making it simpler for new employees to settle into their role.
The article notes that tools like PracticeHub can help practices manage onboarding, training, and compliance more efficiently.
These steps aim to help general practices hire better staff, reduce disruption, and build stronger teams.
Source: Sponsored content – Avant Mutual Group (Practice Solutions)