With Australia facing a looming GP shortage, clinics that lean into strategic workforce planning and elevate their employer value proposition will be best placed to not only survive—but thrive. While the challenge ahead is real, the data is clear: there's enormous opportunity for clinics to future-proof their practice by making a few key shifts.
Earlier this year, our co-founder Claire Ponsford shared exclusive insights at the Wavelength x RACGP Masterclass, revealing telling results from a nationwide poll of Australian clinics. The findings expose critical gaps - but also actionable solutions.
Let’s break down the key learnings and how they can benefit your practice.
As international recruitment becomes increasingly essential, the data paints a sobering picture:
What this means for your clinic: If you do understand your obligations and have streamlined your onboarding and supervision plans, you're already ahead of the curve. Clinics that lean on recruitment partners who specialise in international GP placements can fast-track compliance and attract a broader pool of high-calibre candidates.
GPs are discerning, much like most candidates in the market for a role. They want to know who they’ll be working with, how they’ll be supported, and whether the clinic aligns with their values.
Yet, clinics rated:
What this means for your clinic: Clear messaging and professional marketing materials aren’t optional anymore - they’re part of your recruitment strategy. If you can’t articulate why a GP should choose you, they’ll go somewhere that can.
Workplace culture is often the deciding factor for GPs choosing between two comparable offers. However:
What this means for your clinic: Clarify and communicate your culture. Is your practice collaborative? Are you flexible with work-life balance? Do you have a strong mentoring ethos? These are measurable differentiators, not afterthoughts.
Despite the known shortage, only a small minority of clinics are engaging in structured workforce planning:
What this means for your clinic: There’s a missed opportunity to implement repeatable, effective systems. This is where partnering with experienced recruiters can transform your outcomes, from refining onboarding to understanding what drives retention.
Despite growing workforce pressures, many clinics aren’t tapping into the full potential of specialist recruitment support; reflected in an average rating of just 1.7 out of 10 for existing recruiter relationships.
This points to an under-utilised opportunity. Building a strong, collaborative relationship with a recruitment partner can provide access to deeper candidate networks, current market knowledge, and tailored hiring strategies - especially for roles that are increasingly difficult to fill.
What this means for your clinic: By investing time in nurturing a trusted recruitment relationship, your clinic can take a more proactive approach to hiring, saving time, reducing stress, and improving long-term retention.
The GP shortage isn’t coming, it’s already here. But for forward-thinking clinics - that doesn’t have to be a threat. It’s a wake-up call to refine your offering, articulate your value, and get strategic about who you bring in and how.
At Wavelength, we’ve helped several clinics evolve from reactive hiring to proactive workforce design. With insights like these, and the right partner by your side, your clinic can rise to meet the challenge and come out stronger.
Want to know how your clinic stacks up? Get in touch for a tailored consultation.