You don’t need another short-term fix. You need someone who delivers, fits in, and stays. Here’s how to get that right – and why most Occupational Health hiring strategies fall short.

The Real Cost of Rehiring

When a role sits open, everything slows down. Clients start chasing updates. Teams get stretched. Service levels slip. And when you do make a hire that leaves six months later, you’re right back where you started.

In high-churn roles like Occupational Health Advisor, the temptation is to move quickly. But every misfire costs you time, money, and reputation. Retention matters – not just for your numbers, but for your service.

1. Write a Brief, Not Just a Job Description

Most job specs list the same things: case management, fitness-for-work, report writing, NMC PIN. That’s table stakes.

But the hires that stay long-term are the ones who know what they’re walking into. What does a good day look like? How big is the caseload? Who’s in the team and how are decisions made?

When we take on a brief at Recruiting Heads, we ask about the clinical setup, team dynamics, client expectations, flexibility, and leadership style. That level of clarity helps us filter out poor-fit candidates before they ever hit your inbox.

2. Don’t Avoid the Salary Conversation

Many OH providers work within banding. We get that. So do most candidates.

What they don’t tolerate is vagueness or surprises. If you’re upfront about the salary range, benefits, travel expectations or contract terms, you build trust straight away. And you avoid wasting time with candidates who will walk at offer stage.

3. Interview for “Stayability”, Not Just Suitability

Plenty of candidates can do the job. Fewer will do it well in your environment, with your clients and your constraints.

That’s why we recommend you ask questions like:

• What kind of management brings out your best work?
• When have you felt most settled in a clinical role?
• What would make you leave within six months?

Look for patterns, not perfect answers. The goal is to find someone whose expectations line up with what the job really offers.

4. Make Onboarding a Priority – Not an Afterthought

You’ve made the hire. Now comes the critical bit.

The first four weeks set the tone. A clear induction plan, regular check-ins, and realistic expectations go a long way. Don’t assume new starters will speak up if they’re struggling. The ones who leave quietly are often the ones who weren’t supported early enough.

At Recruiting Heads, we stay in touch with placed candidates through their first few months, precisely because we know how fragile those early days can be.

5. Choose a Recruiter Who Thinks Long-Term

Some agencies push CVs and disappear. That’s not us.

We’re measured on retention, not just placements. We don’t flood your inbox. We brief properly, manage expectations, and handle the process professionally from start to finish. That’s how we keep our rebate rate at zero, and why clients bring us the roles they can’t afford to get wrong.

A Great OH Hire Shouldn’t Be a Gamble

If you’re replacing the same role every six to twelve months, it’s not bad luck. It’s a signal that your hiring process needs a shift.

We can help with that.

Need to fill an OH Advisor role properly this time?

Let’s have a conversation about what’s working, what’s not, and how we can take the pressure off.

At Recruiting Heads, we don’t do generic. We work with healthcare leaders who need roles filled fast, with care, and without drama. Whether it’s a senior clinical hire or a critical leadership role, we’ve been finding and placing hard-to-reach talent for over 25 years.

Ready to talk? No waffle. No juniors. Just seasoned recruiters who know this market inside out.