The triple RRR recruitment program @ The Royal Melbourne Hospital Australia The Right fit, Right job and Right time a recruitment program for Allied Health clinical staff

Ms Genevieve Juj1, Dr Toni Withiel1, Ms Lucinda Marr1

1Royal Melbourne Hospital, Parkville, Melbourne, Australia

Background: Traditional approaches to recruitment in Australian health organisations typically prioritise competency-based outcomes over the cultural fit of prospective applicants. Research suggests that there is a correlation between person-to-culture fit and enhanced job satisfaction and organisational efficiency. However, much of this research focuses on nursing, thus limiting generalisability to other health care professionals, including allied health.The objective of this study was to evaluate the effectiveness of the RRR recruitment program on allied health staff attrition rates at the Royal Melbourne Hospital. The RRR recruitment program is a two-stage approach to recruitment including a brief telephone screen to establish clinical competency, followed by a face-to-face interview to explore behavioural competencies. The interview panel includes a consumer advocate.

Methods: This study utilised a prospective mixed-methods design at a single site. The primary outcome of interest was staff attrition rates, which was defined as the number of staff who ceased employment within the first 12 months. Baseline data were collected in the 12 months prior to commencement of the intervention. Staff and consumers who participated in the interview panels were surveyed for their overall satisfaction with the new model.

Results: The recruitment model was used for 204 new allied health positions.  Descriptive analysis revealed that there was a decrease in the overall staff attrition rates following the introduction of the new recruitment model. Survey data revealed that interviewers rated the new recruitment strategy as more effective than traditional approaches

Discussion: The findings from this study suggest that this new approach to recruitment can improve staff retention rates. Furthermore, the inclusion of a consumer advocate on the interview panel enabled a more holistic evaluation of candidate suitability. Together, the findings suggest that prioritisation of cultural competencies can improve the quality of allied health staff.


Biography: To be confirmed

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