The Most Important Thing About Hiring Healthcare Professionals (Spoiler: There Isn’t Just One)

I recently read The Most Important Thing by Howard Marks. What really struck me was how the book doesn’t just give you one “most important thing”—it gives you heaps of important things. That got me thinking about recruitment in healthcare.

Everyone talks about “the most important thing” when it comes to hiring. But the reality? There’s no single most important thing. Instead, recruitment success depends on a combination of factors—and each of those factors carries a different weight depending on who you ask.

So today, I want to talk through some of the most important factors in hiring healthcare professionals, especially in today’s market where finding great people is getting tougher by the day.

Hiring in Healthcare: Why It’s Getting Tougher

If you’re a healthcare clinic owner, the challenge you’ll likely face over the next 1 to 3 years is simple but huge: finding amazing team members. If you can master this, you’ll be incredibly successful.

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Building Your Network: The Power of Relationships

The first thing that popped into my mind about recruitment is this: build a network of people who know, like, and trust you. People who want to work with you because they respect and feel connected to you.

How? LinkedIn is a great start—despite its spammy reputation.

Most people on LinkedIn annoy me with long salesy messages. So don’t do that. Instead, think of LinkedIn like you would a casual conversation at a BBQ or a bar. You don’t walk up to someone and say “Hey, come work for me!” immediately. You start a genuine conversation, ask meaningful questions, and build a relationship.

If you treat LinkedIn this way, in 6 to 12 months, you’ll have a network of healthcare professionals who know you—and when a role opens up, you’ll have an amazing pool of applicants.

Your Brand is Your Recruitment Magnet

Next, let’s talk about your clinic’s brand—specifically your website and social media presence.

When someone lands on your website, what do they see? Are they able to quickly understand what kind of clients you work with? Are the photos real or stock? Can they feel the vibe? Do you clearly articulate your values, mission, and vision?

Most importantly: do you have a clear, engaging “Join Our Team” page? One that doesn’t just say “We’re hiring,” but shows why your clinic is a fantastic place to work? Do you highlight mentorship programs, career pathways, team culture, or the types of clients they’ll get to work with?

Also, what about your social media? Is your Facebook up to date? Instagram? What kind of impression would someone get if they looked at your pages right now? Ask people you trust to give you honest feedback—this is how you improve.

For example, if you want to hire a young physio passionate about sports, your website and social should shout this out loud. Show the sports clients, the equipment, the team activities—make it obvious. Because candidates don’t just read your job ad anymore—they research you first.

Using Instagram Ads to Connect Differently

Another big opportunity is Instagram ads. These aren’t just for selling products—they’re a great way to meet healthcare professionals where they are, especially people aged 25-40.

The key here? Offer something that solves a problem they already know they have. For example, a downloadable career progression guide or a “How to move from clinician to business leader without owning a business” pathway.

Many clinics don’t offer meaningful leadership progression, so if you can, highlight this in your ads and on your website. This can attract senior clinicians who want to grow but don’t want to become business owners.

Final Thoughts

There’s no single “most important thing” when it comes to recruitment—there are many, and they all matter.

Start building genuine relationships on LinkedIn. Make your brand and online presence truly shine. Use smart ads that speak to the real needs of healthcare professionals. And most importantly, ask for honest feedback so you can keep improving.

The best time to build these recruitment pathways was last year. The second-best time is right now.