University of Queensland, Toowoomba, QLD.
Monash University, Bendigo, VIC.
Med J Aust. 2024 Oct 7;221 Suppl 7:S23-S28. doi: 10.5694/mja2.52428.
To explore the results of a targeted recruitment strategy designed to attract and retain new doctors in remote and Aboriginal medical services where they can access Remote Vocational Training Scheme (RVTS) training and support to qualify as general practitioners.
Two 2-hour purposeful online focus groups on the RVTS' Targeted Recruitment Strategy.
Five participants and nine stakeholders with knowledge and experience of the strategy. Data were transcribed and deductively and inductively coded for themes including insights from separate project reference and stakeholder advisory groups.
Perspectives of the strategy.
The overarching theme was that the strategy is useful for attracting and retaining new general practitioners in areas of high need and is potentially scalable. Since 2018, 20 new doctors were recruited via the Targeted Recruitment Strategy and six of them completed the RVTS program. The strategy could better differentiate target locations because increasing communities are experiencing major general practice workforce shortages. The package of employment and training could also be more clearly defined for participants, nationally marketed and collaboratively implemented. Further, more site accreditation and ongoing risk and quality review is needed, along with intense early supports for participants who are new to both the community and general practice work.
The Targeted Recruitment Strategy is still maturing but the early results suggest it is a unique and proactive model for attracting and improving access to general practitioners in places with high needs. It could be strengthened through formal agreements between communities and agencies, ensuring coordinated implementation, clarifying roles and responsibilities, and developing clear pathways for risk and quality management.
探索一项有针对性的招聘策略的成果，该策略旨在吸引和留住新医生到偏远和原住民医疗服务机构，使他们能够获得远程职业培训计划（RVTS）的培训和支持，以获得全科医生资格。
两次针对 RVTS 有针对性招聘策略的 2 小时在线重点小组讨论。
五名参与者和九名对该策略有知识和经验的利益相关者。数据被转录并进行演绎和归纳编码，主题包括来自单独的项目参考和利益相关者咨询小组的见解。
对该策略的看法。
总体主题是该策略对于吸引和留住高需求地区的新全科医生是有用的，并且具有潜在的可扩展性。自 2018 年以来，通过有针对性的招聘策略招募了 20 名新医生，其中 6 名完成了 RVTS 项目。该策略可以更好地区分目标地点，因为越来越多的社区正经历着严重的全科医生劳动力短缺。对于参与者来说，就业和培训一揽子计划也可以更明确地定义，在全国范围内进行营销，并协作实施。此外，还需要更多的现场认证和持续的风险和质量审查，以及对新进入社区和全科医疗工作的参与者提供密集的早期支持。
有针对性的招聘策略仍在成熟过程中，但早期结果表明，这是吸引和改善高需求地区全科医生获取途径的一种独特和积极主动的模式。通过社区和机构之间的正式协议，可以加强该策略，确保协调实施、明确角色和责任，并制定明确的风险和质量管理途径。
