We hear this question frequently. Great candidates are hard to find. But they are not impossible to reach. You just need to know where to look and how to approach them. We’ve pulled together a few thoughts based on what we see working in healthcare hiring right now. Some might be obvious to you but not others. We try to include as much as we can.

Hiring in healthcare is not straightforward. The demand is high, the work is complex and the best candidates are rarely sitting around waiting for job ads. When roles stay open, pressure builds on service delivery and leadership teams. We see this every day with our clients.

The good news is that the talent is out there. But you need to know where to look and how to approach the process. Here is what we see working and where employers often go wrong.

Start with your own network

Good people know good people. Some of the strongest candidates we place come through quiet referrals. That includes connections from former colleagues, suppliers, industry networks and professional groups. If you are recruiting in a specialist field like Occupational Health or Health and Safety, there is a good chance your next hire already knows someone in your team. Make space for that. Share the brief internally. Make it easy for people to refer. And do not just ask HR to do it. Referrals often come through clinical or operational leads.

Look where your candidates already are

The best healthcare professionals are not all hanging out on job boards. Some are active on LinkedIn. Others check sector-specific newsletters or professional forums. We often find that the strongest candidates are not actively looking but are open to hearing about the right role. Use your presence wisely. Share content that reflects your values and shows the scope of the role. Candidates want to see who they would be working with, what support is in place and how the service operates. A two-line job ad does not build confidence. Thoughtful content and practical detail do.

Use recruiters who know the sector

Yes, we’re biased, but bear with us! Specialist recruitment agencies are not just CV brokers. A good partner protects your brand, keeps the process focused and brings candidates who are aligned clinically and culturally. They also do the work you do not have time to do. That includes sourcing, screening, candidate care and offer management. This is especially useful for hard to fill roles or where discretion matters.

In our own work we often support confidential searches, interim placements or niche roles where in-house teams have hit a wall. If you use an agency, choose one that understands your field. Healthcare is not one sector. It is many. Find a partner who knows yours.

Give people a way in early

Internships and placements are not just for entry level roles. We have seen them used well to build pipelines into hard to recruit areas. They give potential hires exposure to the work, let your team assess fit and give both sides a chance to test the match.

This works particularly well in roles that combine clinical and organisational skills. It is also a way to build long term loyalty. People remember where they started. And if the experience is positive, they come back.

Avoid scattergun recruitment

What slows teams down is not always a lack of applicants. It is noise. Vague job ads, unclear briefs and open-ended processes drain time and damage the candidate experience. A clear brief, tight process and focused outreach always outperforms posting a link and hoping for the best.

What this means for hiring managers:

• Share the brief internally and ask for targeted referrals.
• Use the channels where your ideal candidate already spends time.
• Choose recruitment partners who understand your field.
• Keep the process simple, clear and respectful.
• Build relationships early even if the role is not urgent.