Understand the vacancy
Agree the responsibilities, essential clinical requirements, candidate profile and measures of success.
The KJR delivery model
From vacancy definition to early retention follow-up.
A structured ten-stage process that keeps evidence, communication and accountability visible throughout the candidate journey.
Advertise and actively source
Reach suitable healthcare professionals through targeted advertising and proactive candidate sourcing.
Screen applications and CVs
Review registration, qualifications, employment evidence and alignment with the agreed criteria.
Conduct a clinician-led interview
Use structured questions, evidence prompts and realistic role discussion tailored to the vacancy.
Score role suitability
Assess clinical knowledge, judgement, communication, accountability, motivation and professional fit.
Provide a written recommendation
Give the employer a concise evidence summary, numerical score and professional recommendation.
Manage interview arrangements
Coordinate the process and maintain clear communication with candidates and the employer.
Communicate outcomes
Inform interviewed candidates respectfully and maintain a professional candidate experience.
Support offer and onboarding handover
Maintain momentum from the appointment decision through to the employer’s checks and onboarding process.
Follow up after appointment
Identify early retention concerns and capture learning that can strengthen future campaigns.
Evidence-based recommendations
Numerical score. Written rationale. Clear professional recommendation.
GreenRecommended
Meets the essential criteria and demonstrates strong evidence of suitability.
AmberRecommended with considerations
Potentially appointable, with clarification, development or support identified.
RedNot recommended
Does not currently demonstrate the required evidence against the agreed criteria.
Your process, strengthened