According to a recent report by Eloquent on hiring trends in Australia’s healthcare and NDIS sectors, organisations that invest in employer branding and candidate experience are outperforming those that rely solely on compensation or benefits to attract candidates. In a sector known for its demanding work environments, it’s no longer just about offering a job—it’s about offering a reason to choose you.

Why Employer Branding Matters Now

Historically, employer branding in healthcare has often been overlooked or considered secondary to operational priorities. But with burnout on the rise and retention rates under pressure, many organisations are now recognising that reputation, workplace culture, and values alignment are central to long-term workforce planning.

Healthcare professionals—especially nurses, allied health clinicians, and operational executives—are evaluating potential employers not just on pay, but on purpose. They’re asking:

• Will I be supported here?
• Does leadership value staff well-being?
• Is there flexibility in how and when I work?
• Will this environment allow me to grow professionally?

These questions are front of mind for today’s candidates, and how well you answer them—as an employer—can determine whether they choose you over another offer.

1. Key Strategies Being Used in Australia Across WA, NSW, Victoria and beyond, we’re seeing a shift in how forward-thinking healthcare organisations approach talent attraction:
2. Flexible Work Arrangements Many hospitals and service providers are offering hybrid roles for non-clinical staff, rostering input for shift workers, and part-time executive roles that allow senior talent to stay engaged without burning out.
3. Prioritising Well-being and Culture Organisations are investing in staff wellness initiatives—from on-site counselling and mental health leave to leadership training that emphasises empathy and psychological safety.
4. Simplifying the Recruitment Process Long, disjointed hiring pipelines are being replaced by clear communication, timely follow-ups, and structured onboarding programs. Candidate experience is being treated with the same care as patient experience—because both matter.
5. Authentic Storytelling More providers are sharing real stories from staff on their websites and social media channels, showcasing what it’s like to work within their teams. These human-first narratives go beyond corporate language and help build trust with prospective employees.
6. Leadership Accessibility Candidates today appreciate transparency. Senior leaders who engage during the hiring process and articulate organisational goals—and how staff fit into them—build connection and credibility early on.

The Role of Executive Search in Employer Branding

For executive-level recruitment, brand perception is even more critical. Senior healthcare leaders have options. A strong employer brand can influence whether they return a call from a recruiter, show up to a first meeting, or accept a counteroffer.

Partnering with recruiters who understand your values—and can communicate them credibly—is a key part of amplifying your employer brand in the executive market.

Final Thoughts

Attracting great healthcare talent in 2025 is not just about having a vacancy. It’s about standing for something meaningful, backing it up with action, and delivering an experience that respects the time and contribution of every applicant.

For providers willing to invest in these areas, the reward is more than just filled roles—it’s a reputation as an employer of choice.

—

📊 Source: Eloquent – Hiring Challenges and Employer Branding in Australia’s NDIS Sector