Workforce experience
Health and aged care organisations compete for a finite pool of clinical talent. The question is whether your employer brand reflects the reality of working for you.
Health and aged care organisations are competing for clinical staff in a market where candidates have more information and more options than ever before. Nurses, allied health professionals and aged care workers research employers before applying. They read reviews, talk to colleagues and compare the reality of clinical environments against the promises made during recruitment.
An employer brand that overpromises, one that markets a culture of support and development that does not match the daily experience of clinical staff, accelerates disappointment and contributes to the early attrition that is costing the sector so much. The organisations that attract and retain clinical talent are the ones whose employer brand is honest and specific about what it is genuinely like to work there.
In health and aged care, purpose is a significant attraction driver, but purpose alone is not enough. Clinical candidates also want to understand the quality of clinical leadership, the roster structure, the professional development pathway and whether the organisation’s values are genuinely lived. An EVP built on what your clinical staff actually tell you is the only version that holds up to scrutiny.
Our Approach
We gather evidence from your people through surveys, interviews and focus groups about what they value most, what makes you distinctive as an employer, and where the gap lies between what you offer and what they experience. This research is the foundation everything else rests on, and it’s the part most EVP work skips.
We gather evidence from your people through surveys, interviews and focus groups about what they value most, what makes you distinctive as an employer, and where the gap lies between what you offer and what they experience. This research is the foundation everything else rests on, and it’s the part most EVP work skips.
Working with your P&C and leadership team, we turn the evidence into a clear, compelling proposition that reflects what your organisation genuinely offers and how your employees talk about working there. We then advise on bringing it to life across recruitment and the employee experience, and can brief your marketing team or brand agency so that what they create remains faithful to the evidence.
We track whether your EVP is reaching the right candidates, whether new employees experience what they were promised, and whether the proposition needs to evolve as your organisation changes. Using onboarding, exit, and other employee data, we help you identify where the promise and reality diverge, so you can focus improvement efforts where they matter most.
1. What’s included
Every Insync EVP engagement is grounded in workforce data and guided by consultants who understand what motivates clinical and aged care staff.
Surveys, interviews or focus groups with your clinical and support staff to understand what they value most about working at your organisation and what they tell colleagues and peers about working there.
An assessment of how your employer brand compares to peer health and aged care organisations in your talent market.
A clearly articulated Employee Value Proposition covering the dimensions most important to clinical candidates, expressed in language that reflects how your health workforce actually talks about working there.
Practical guidance on applying your EVP across clinical job advertisements, career pages, social media and candidate communications in the health sector.
Working with your HR and clinical leadership to integrate the EVP into onboarding, manager communication and the broader clinical employee experience.
Tracking EVP effectiveness through candidate quality, offer acceptance rates, early attrition data and onboarding survey feedback from new clinical staff.
2. Key outcomes
The value of a well-developed health sector EVP compounds over time.
A specific, honest EVP attracts clinical candidates who are genuinely aligned with what your organisation offers and deters those who are not. The result is a stronger pipeline that is more likely to accept offers, settle into the clinical environment quickly and stay.
Early attrition in health is almost always a symptom of a gap between what clinical candidates were promised and what they found. An EVP built on health workforce research closes that gap from the beginning.
The most powerful health employer brand is the one your clinical staff describe to peers and colleagues. When your EVP reflects what your workforce genuinely experiences, they become authentic advocates in a talent market where word of mouth among clinical professionals carries significant weight.
A clearly articulated health sector EVP is not just a recruitment tool. It gives your clinical and HR leadership a shared language for talking about what your organisation offers its people and a benchmark against which you can assess whether you are delivering on your commitments.
3. Why Insync
Most EVP work starts with a workshop and ends with a tagline. Insync starts with health workforce research and ends with a proposition that can be measured, embedded and held to account.
Insync’s EVP work starts with clinical workforce data. An EVP that is not grounded in what your health employees genuinely value will not survive contact with clinical candidates who talk to your staff before accepting an offer.
What clinical staff value differs significantly from what employees in financial services or corporate settings value. Insync’s health sector experience means we understand the specific motivators, trade-offs and constraints of clinical talent markets.
Because Insync spans engagement, onboarding, exit, and wellbeing measurement in health, your EVP work can be informed by and connected to the broader picture of what your clinical workforce is experiencing.
We build a measurement framework into every health sector EVP engagement so you can track whether the proposition is attracting the right clinical candidates and delivering on its promises.
CLIENT WORK
CLIENT VOICES
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