SUMMER MARKET UPDATE
- Medical Practice Jobs
- Mar 5
- 4 min read
Updated: Mar 27
Welcome to 2026. If the last few years felt like riding a rollercoaster blindfolded, you weren't alone. The good news? We’ve finally moved past the chaotic desperation of the post-COVID years (2023–2025). The market has stabilised, but let's be honest—it’s still tough out there if you’re looking for quality people.
The "desperate hiring" phase is over. Now, we’re in a phase of realignment. We’re seeing a shift back to normality, but with a new set of rules. This update is about helping you understand those rules so you can win the talent you need this year.
The Big Shift: Permanence is Back
Remember the "locum merry-go-round" of the last three years? Thankfully, it’s slowing down. Candidates are tired of living out of a suitcase. The appeal of chasing top-dollar daily rates has faded as cost-of-living pressures make security and stability much more attractive.
For you, this is great news. It means you can finally build a stable team again. Candidates are now looking for a "home"—somewhere they can settle, grow, and predict their roster more than two weeks in advance. If you can offer stability and a clear future, you’re already ahead of the game.
Where are the International Workers?
We all hoped the borders reopening would fix the shortage overnight. It hasn’t quite worked out that way. Yes, skilled migration is back, and there are plenty of incredible health professionals wanting to work here. But the paperwork is slowing everything down.
The processing times for AHPRA registration and visas are still causing a bottleneck. This means the international talent is arriving in a trickle, not a flood. We expect this to clear up by mid-year, but for now, you’ll still be competing for the same pool of local talent, especially for allied health and specialised nursing roles.
Let’s Talk About Pay (and the Public Sector)
We can't ignore the elephant in the room: the public sector. Recent wage increases, especially the Victorian nursing EBA, have set a new bar for what staff expect to be paid.
Your Practice Manager and Receptionist talk to nurses every day. They know what’s happening with wages. When a nurse gets a 28% pay rise over four years, your admin team naturally wonders, "What about me?"
Candidates are smart. They are comparing your offer against what they could get down the road at the hospital. If you’re offering 2024 wages in 2026, you’re going to struggle to fill that seat.
What’s Happening Role-by-Role?
Practice Managers
Experienced PMs are tired. After being the "Chief Everything Officer" during COVID—handling HR, IT, cleaning, and complaints—they are looking for support. They are leaving smaller, unsupported roles for larger practices that have proper systems in place.
Medical Secretaries & Admin
Flexibility is King (and Queen). The old 8:30am–5:30pm, five-days-a-week grind is a hard sell. Top admin staff want 9-day fortnights, school-hour shifts, or the ability to do billing from home one day a week. If you can be flexible, you can hire great people who can't work a rigid schedule.
Nurses
You might not be able to match the public hospital’s base salary dollar-for-dollar, but you can beat them on lifestyle. No night shifts. No on-call. Knowing your patients by name. Sell the lifestyle benefit, not just the pay check.
Your Game Plan for 2026
So, what can you actually do? "Wait and see" isn't a strategy. Here are four practical things you can do this week to improve your hiring:
1. Audit Your Offer (It’s Not Just About Money)
Candidates look at the Total Value. If you can't pay top-tier wages, what else are you putting on the table? Do you pay for their training ($1000 a year goes a long way)? Do you have a great coffee machine and a friendly team? Is your software modern, or will they be fighting with a computer from 2015? Sell the whole package.
2. The "Two-Week Rule"
Speed is your superpower. A big hospital takes 3 months to hire someone. You can do it in two weeks. If you like a candidate, don’t wait. Review CVs daily, interview them tomorrow, and make an offer on the spot if they’re right. If you snooze, you really do lose in this market.
3. Talk to Your Staff Before They Leave
Don't wait for a resignation letter. Sit down with your key people for a "Stay Interview." Ask them: "What keeps you here?" and "What sucks about your day?" You might find out that a simple fix—like changing a roster or upgrading a slow printer—is all it takes to keep them happy.
4. Hire for Attitude, Train for Skill
Stop looking for the "Unicorn" candidate who has 10 years of experience and knows your software perfectly. They might not exist. Instead, look for the smart, organsed person from hospitality or retail. They know customer service, and they can multitask. You can teach them Genie in two weeks; you can’t teach attitude.
The Bottom Line: 2026 is going to be a good year, but it won't be effortless. By moving fast, being flexible, and looking after your people, you can build a team that sticks with you for the long haul.
