Why Retention, Recruitment, and Consultation Matter in Healthcare
The NZ health sector has been in the spotlight recently, and the latest announcement of five key health priorities by Health Minister Simeon Brown signals a much-needed recalibration.
It is fantastic to see a renewed focus on investment in primary care. As we work collectively to strengthen our health system, there are opportunities to create real impact, particularly in the areas of:
- Retention
- Recruitment
- Consultation
Retention
It takes time, money, and commitment to train a doctor in NZ or to successfully recruit an international doctor. The effort involved, from both the doctor and the system, is immense. If we want to secure our workforce for the long term, we need to ensure that once doctors are here, they have the support and incentives to stay. Yes, remuneration matters, but time and again, doctors tell us that it’s about the full package. If we want to retain our talent, we need to prioritise:
- Life/Work balance – These aren’t just buzzwords, they are fundamental. Giving doctors the space to enjoy life outside of work means they’ll feel more engaged at work. It’s easy to assume that because clinicians do extraordinary work, they must be superhuman. They aren’t. They need rest and time to recharge like everyone else.
- Annual leave – We live in an incredible country, and guess what, doctors want to explore it! Offering an additional week of leave after a year of service is an effective way to incentivise retention and acknowledge the commitment of long-term team members.
- Connection – The value of a strong, connected team is hard to overestimate. Morning huddles, quiz nights, annual team trips, or even casual “wine night Thursdays,” whatever fosters team connection helps build a sense of belonging and long-term commitment.
- Retention bonuses – Every Kiwi benefits when a doctor stays in their role, yet retention support often falls solely on practice budgets. A funding model that recognises the importance of workforce stability would help ensure excellent doctors remain in every corner of Aotearoa.
Recruitment
Workforce shortages in health are a global challenge. If we want to continue to attract and retain talent, we need to take a proactive, strategic approach to recruitment. There’s power in good people.
- Recruitment funding – The cost of recruitment, particularly for international doctors, can be a significant barrier. The rural relocation allowance (Sept 2023 – June 2024) was a lifeline for many clinics, but why stop there? Could this type of support be extended beyond rural areas? Could funding for recruitment within primary care be made ongoing to enable better workforce planning and support long-term recruitment strategies?
- Streamlining pathways further – The introduction of the VOC4 pathway has been a step in the right direction, making specialist registration more accessible for some international doctors. But we can go further to ensure that Medical Council of New Zealand (MCNZ) registration is as smooth and efficient as possible.
- Recruitment as a long-term strategy, not a short-term fix – Recruitment isn’t just about filling vacancies, it’s about building sustainable teams. Strategic workforce planning, one that balances immediate staffing needs with long-term retention, will be key to future-proofing our health system.
- Agency engagement – Agencies have extensive networks and deep relationships with medical professionals, built over years of service to New Zealand’s healthcare system. These relationships cannot be easily replaced or replicated. A collaborative approach that acknowledges the strength of agency-led recruitment, will be crucial in ensuring a stable, well-supported workforce.
Consultation
Collaboration is key. Who better to help shape the future of healthcare than those working at the coalface?
There have been big decisions made in health, and the planned reduction of layers within Health NZ is an encouraging step forward. But the real test will be how effectively frontline clinicians and health sector leaders are engaged in decision-making processes.
Aotearoa has the expertise to drive meaningful change. Across conferences, tea rooms, and Zoom calls, I hear incredible ideas from people who live this work every day. Their insights are invaluable, and meaningful consultation is the only way to tap into this expert knowledge.
Groups like GenPro (General Practice Owners Association), GPA (General Practitioners Aotearoa), RNZCGP (Royal NZ College of General Practitioners), Hauora Taiwhenua Rural Health Network, NZRDA (NZ Resident Doctors Association), and ASMS (Association of Salaried Medical Specialists) are at the forefront of these discussions. Consultation with AMRANZ (Association of Medical Recruiters Australia & New Zealand) provides insight into recruitment trends across both the New Zealand and Australian healthcare systems. Engagement, consultation, and collaboration with these groups will help ensure that learnings and best practices are shared, creating a more cohesive, effective approach to workforce planning.
If the goal is truly to “put the focus firmly back on patients,” then prioritising engagement with those who treat the patients is not optional, it’s essential.
Note: The majority of my work is supporting doctors within primary care, which is why this post takes that lens. This is in no way meant to diminish the incredible mahi of all those working across the health sector.
