Welcome pack
A study of Psychiatrists in Victoria (Wilks et al., 2008) found that the key elements of successfully improving retention rates involved focusing on building individual rapport with newcomers at the time of their recruitment, in addition to an extensive and multifaceted orientation program. Strategies to implement this may include the provision of an information pack on the workplace and region and producing introductory material in the form of a DVD or mobile application.
Relatively easy to implement
Information needs to be current and relevant to the individual. Collaboration between community service providers (e.g. Council, health services, sporting and service organization’s, Visitor Information Centre) is vital in ensuring that information is current and complete. The Regional Council of Goyder in Burra South Australia, offer a ‘Welcome Pack’, incorporating local information, in addition to surrounding areas. This may be a factor in retaining an individual, particularly if they are enticed by the features/services available in the area, particularly those in close proximity to their base.
Implementation examples
Mayoral Welcome Wagon Reception
The Mayoral Welcome Wagon Reception is an initiative of Bathurst Regional Council and the Bathurst Business Chamber. New residents are invited to attend regular mayoral receptions to officially welcome them to their new community. At the reception, new residents are given the opportunity to meet the Mayor, and other newcomers. They are also presented with a welcome pack containing information about Bathurst and discount vouchers for participating businesses in the city.
Success factors
It is important to consider cultural backgrounds, and work towards meeting individual and family needs, both professionally and within the wider context. An amplified focus on these areas would further increase work satisfaction, and in turn, result in further improved retention rates.
Challenges
Management needs to recognise the value of the orientation program and allocate sufficient time and resources to ensuring this process is satisfactory. Orientation needs to be sufficiently in-depth and allow for continued information sharing and additional needs to be identified. Someone needs to take responsibility for this – whether it be Local Government or a community organisation.
Making a move to a rural or remote community, relocating and building a life there is a major consideration. Prospective employers want to reach recruits with more than just a job advertisement; it must be easy for target recruits to access any information that would influence them in making this major life decision. Professionals may have families including a spouse who needs to find work, and children requiring education and activities.
Engagement of communities in defining their recruitment and retention strategy is essential to the development of partnerships that will make the entire suite of interventions work. Having communities involved in defining the approach that will be used in their community ensures that solutions are feasible in their specific environment, and that community members are more likely to sustain them.
Ensuring that the new employee and their family is made to feel welcome in the community, and supported to become integrated in community recreation and other activities, is a key factor in ensuring a positive start and long stay in the community. This can mean involving community partners in meeting with the new recruits and their families, giving tours of the town, health services, and schools to ensure they are able to register in recreational and other programs.
Another important support that is often thought to be too complex to address is spousal employment. Lack of work opportunities for spouses is known to be a key barrier in the recruitment of professionals to rural locations. Dedicating resources to assisting spouses to learn about work opportunities is a good start to addressing this barrier.
Wilks CM, Oakley Browne M, Jenner BL. Attracting psychiatrists to a rural area - 10 years on. Rural and Remote Health(Internet) 2008; 8: 824. Available: http://www.rrh.org.au/articles/subviewnew.asp?ArticleID=824
Sutton KP, Maybery D, Moore T. Creating a sustainable and effective mental health workforce for Gippsland, Victoria: solutions and directions for strategic planning. Rural and Remote Health(Internet) 2011; 11: 1585. Available: http://www.rrh.org.au/articles/subviewnew.asp?ArticleID=1585
Bathurst Regional Council, ‘New resident information’ - https://www.bathurst.nsw.gov.au/residents/residents_mm/new-resident.html