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There are health care jobs that you may not know exist — here’s the the inside story on how to land one!

Ever wondered what hiring managers are looking for when they recruit for Australia’s most sought-after NFPs?

In this series, we interview the people who hire at the organisations where you want to work — and we’ll give you the inside knowledge you need to make your next job application amazing. 

This month we speak to Vicki Smart, Internal Recruitment Specialist at The Royal Australian and New Zealand College of Radiologists (RANZCR) — a not-for-profit professional organisation for clinical radiologists and radiation oncologists.

The COVID-19 pandemic has really brought home how critically important the health care industry is and reminded us of the incredible work of our health care workers — see all our jobs working in Health Care & Allied Health here.

 

Hi Vicki, thanks for chatting with us! To kick us off, can you tell us a bit about what RANZCR does?

We administer training programs for admission into our professions, accreditation for overseas-trained specialists, and a continuing professional development program for our members.

Through policy, advocacy, quality and standards, and research activities, we work with our members to promote the science and practice of clinical radiology, and radiation oncology.

The College is a membership organisation led by clinicians who are democratically elected by the membership, with oversight from a Board of Directors.

RANZCR encompasses two Faculties, the Faculty of Clinical Radiology and the Faculty of Radiation Oncology. The Faculties are the peak bodies for our professions in Australia and New Zealand.

We have local branches in New Zealand, each state of Australia and the Australian Capital Territory. 

What are some of the things that might attract candidates to apply to RANZCR?

I would hope that our job advert would be the first thing! Our adverts are written collaboratively by myself and the relevant line manager to ensure we give lots of clear information to prospective applicants. From there they would be able to visit our website and find out more about what we do.

Candidates who apply to work for us tend to be attracted to the chance to work in an environment that is focussed on making a positive impact on patient care and the professional life of our members, and ultimately, allows them to make a difference in their community. Healthcare is a booming and critical industry and many want a chance to be part of it.

Can you please walk us through the recruitment process there at RANZCR

Once our advert has been posted to EthicalJobs.com.au, I review all applicants personally, and conduct an initial telephone screen of suitable candidates. I then identify a shortlist of candidates to send to the hiring manager, and we select those who we would like to take to our panel interviews.

We usually have a two stage process, with our CEO Natalia being the second person they would meet. We also use psychometric testing and written tasks as part of the second stage of the recruitment process. Getting a vibrant mix of skills and personalities is a goal of RANZCR.

What are the top things you look for when assessing a candidate application?

A well written CV and cover letter. Depending on the role I can have anything from 10 to 50+ applications that I read through (we don’t use an algorithm like many agencies these days), so I need to be able to see the relevant experience in those two documents. Simple things – like ensuring no spelling errors sneak through – are critical.

What’s the most common mistake you see candidates make in their applications?

I regularly see spelling errors or not including a cover letter at all. Something I see a lot is a candidates reusing a cover letter and leaving it addressed to another hiring manager. Attention to detail is everything!

And if they make it to interview, who is a candidate most likely to meet on an interview panel at RANZCR?

This will depend on the role itself. The hiring manager will always be on the panel, alongside another member of the RANZCR team chosen for diversity. They will also meet a HR representative.

What advice would you give candidates to improve their interview skills?

Be yourself. While it sounds so obvious, you can tell when someone is putting on an act. For most of us interviewing isn’t something we do too regularly, so we don’t get that practiced at it.

Research the interviewers and organisation, read the PD in detail. Be ready with some good examples of your career that match STAR principles (situation, task, action, result) and try and be conversational. Interviewers want to see who you are. Also, have a couple of good questions ready; a job interview is a two way thing and your questions are important too. Most of all, take your time to think rather than panic answering and rambling. A moment of silence can be golden if it is followed by a well thought out and relevant answer.

Finally, what advice would you give to someone who wants to work at RANZCR but perhaps doesn’t have the right qualifications or experience?

We always assess every application on its merit, so I would always encourage people to apply for roles that they feel they have relevant experience for. We hire on several markers. Experience and qualifications are one, we are also interested in candidates who demonstrate a cultural fit for RANZCR and who seem genuinely interested in the role and organisation.

We often look outside of healthcare for talent, so don’t discount yourself if you have the skills but not the sector knowledge. It may be worth getting on our radar for the future. Also, I keep a talent pool of candidates who may not be suitable for what they applied for but could match something else.

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