For many practice managers, recruiting a GP isn’t a regular part of the plan. When a doctor resigns, reduces their hours, relocates, or retires, finding a replacement lands back on the to-do list.
The challenge is not just to fill a gap but choose the right doctor, all while navigating a complex process, supporting the wider team, and maintaining patient access to care throughout the journey.
Over the years, we’ve had the privilege of working alongside practice managers across New Zealand. While every practice is different, the challenges they face are often similar.
Practice managers wear many hats
On any given day they may be dealing with staffing issues, patient concerns, compliance requirements, accreditation, finances, IT systems, contracts, and countless other responsibilities that keep a practice running smoothly.
Recruiting new team members is often just one item on a very long list.
As a result, GP recruitment can feel overwhelming. It’s not necessarily because practices don’t know what they’re looking for. It’s because finding and securing the right doctor requires time, energy, and expertise that many busy teams simply don’t have available.
When a GP leaves, the impact is felt throughout the practice
Patients may wait longer for appointments. Existing clinicians often absorb additional workload. Reception and nursing teams work harder to manage patient expectations. Continuity of care can be disrupted, particularly for patients with complex health needs.
The financial impact can also be significant, but the operational and human impacts are often felt first.
Every practice knows the pressure that comes with trying to maintain high-quality patient care while carrying a vacancy.
Quantity or Quality?
One of the most common frustrations we hear is that advertising a role might generate plenty of interest, but not necessarily many suitable candidates.
A CV may look promising at first glance, but there are some key questions to answer in the process:
- Is the doctor eligible to work in New Zealand?
- Do they meet registration requirements?
- Are they genuinely interested in the role?
- Does their preferred way of working align with the practice?
- Will they fit the team and community?
- Are they likely to stay long term?
Securing the right doctor requires so much more than reviewing applications. It involves conversations, building relationships, and a deep understanding of both the candidate and the practice.
International recruitment is a journey
International recruitment has become increasingly important for many New Zealand practices, particularly in areas experiencing ongoing workforce shortages.
Finding a doctor is only the beginning.
Registration, immigration, relocation, onboarding, accommodation, schooling, partner employment, and settling into a new community all play a role.
The practices that achieve the best outcomes are often those that recognise the importance of supporting the whole journey, not just the job offer.
Choosing a community as well as a job
Salary, hours, and clinical interests are important but doctors considering an international move are making decisions that extend far beyond work.
- Where will their family thrive?
- How accessible are the things they enjoy outside of work?
- What are the work opportunities for their partner?
- How will they find connection in their new community?
Some practices consistently attract great doctors. They promote the role as well as the lifestyle, people, and sense of belonging that comes with joining their community.
Recruitment is relationships
Technology, advertising platforms, and recruitment processes all have their place but in our experience, the strongest recruitment outcomes still come down to relationships.
- Relationships between practices and doctors.
- Relationships between teams and new recruits.
- Relationships built on trust, honesty, communication, and shared expectations.
When these foundations are strong, recruitment becomes an opportunity to strengthen a team, improve patient access, and create a successful long-term match.
Support beyond recruitment
At Good Together, we’ve always believed that recruitment works best when it’s built on genuine partnership.
That means taking the time to understand a practice’s culture, goals, challenges, and community. It means supporting doctors and their families throughout the transition process and recognising that successful recruitment doesn’t end when a contract is signed. Recruiting a GP is about people, community, and time, and that’s exactly where the right support can make all the difference.
