Health workforce programs

Outside-in approach

In outside-in approach is when an employer looks to fill a position with a suitable person outside the business. It involves strategies to increase attraction, development, and inclusive employment opportunities specifically for locals. In many instances, local job seekers may have otherwise faced barriers to employment. An inclusive recruitment approach allows and encourages people of all working ages, and socioeconomic and cultural backgrounds to participate in paid work and provides a framework for their development.

Inside-up approach

A GYO program should not end once a local candidate is employed. Outside-in strategies should be complemented by inside-up initiatives that focus on the retention and advancement of local employees. Through succession planning, mentoring, training, job coaching and career progression opportunities, an organisation can keep the local workforce pipeline moving.

Health system

• Builds stable, skilled, diverse workforce.
• Improves morale and retention.
• Improves capacity, productivity and continuity of service delivery.
• Improves ability to deliver more culturally-sensitive services.

Economic

• Saves recruitment costs, resourcing and time.
• Improves retention, reducing costs associated with job turnover.
• Increases local spending, benefiting other local business.
• Boosts further job creation.
• Attracts increased local investment.
• Builds more livable communities.

Social & community

• Contributes to closing inequality in education, employment and health.
• Assists to reduce “brain drain” and population decline in rural and remote areas.
• Increases personal and household income, and reduces poverty.
• Breaks intergenerational cycles of unemployment.

Education

• Improves transition from education to employment.
• Enhances opportunities to gain practical work experience.
• Increases student engagement and reduces student drop out.
• Improves student networks with potential employers.