Why job descriptions decide acceptance (and retention)
Western-trained clinicians move for clarity + credibility. If your JD maps cleanly to regulator grade, lists core vs advanced scope, and shows a calm 60-day start plan, acceptance rises and 90-day retention holds. This is the backbone of Medical Staff Talent’s employer briefs.
The privilege-ready JD (copy/paste sections)
1) Role & regulator mapping
Title mapped to DHA/DOH/SCFHS/QCHP category (e.g., RN/Specialist/Consultant/Physiotherapist).
Unit/setting(s): hospital, clinic, and—if relevant—home/hotel/yacht.
2) Scope clarity (what you will and won’t do)
Core scope (Day 1): procedures/competencies you practice independently.
Advanced scope (post-sign-off): items with named proctors (N cases) and sign-off criteria.
Out of scope: explicit list to prevent drift.
3) Safety behaviours we expect
SBAR with numeric escalation lines in every handover.
Independent double-check (IDC) for insulin, anticoagulants, opioids, concentrated electrolytes.
Capnography when sedation extends beyond minimal (clinic contexts).
4) Compliance & onboarding gates
We sponsor DataFlow/PSV, exam (if applicable), medical fitness, residency/ID.
Employer links licence and activates privileges; malpractice lists hospital/clinic (and domiciliary if relevant).
5) Rota hygiene
Four-week visibility; ≤3 consecutive nights; post-call protected; 20–30 min handover blocks.
6) Total compensation (signals, not promises)
Base mapped to grade; housing allowance or accommodation; flights; insurance; CPD budget; relocation support; retention bonus at 12–18 months.
UHNWI & Royal households (when domiciliary care is in scope)
Domiciliary rider on insurance; privileges list home/hotel/yacht.
Two-person coverage; named medical lead as single clinical voice; pre-agreed transfer plan to receiving hospital.
Privacy choreography: neutral language in public areas; no clinical content on personal apps.
Interview map that attracts Western-trained talent
Panel tests clinical governance, not trivia: SBAR+numbers, medication safety (IDC), sedation/IFUs, VIP privacy.
Portfolio requested: case-log denominators, privilege request (core/advanced), life-support cards.
Cultural fit: examples of rota hygiene, incident learning ≤72 h, and patient-experience improvements.
60-day start plan (publish in the JD)
Week 0–2: offer accepted; DataFlow launched; exam slot booked if needed.
Week 2–4: arrival; medical fitness → residency/ID; malpractice issued.
Week 4–8: supernumerary shifts; core privileges submitted/approved; advanced proctoring begins.
Mentor contacts on Day 3/10 locked in the rota.
Metrics employers should track
90-day retention; 12/18-month retention; agency/locum %; rota hygiene index; micro-audits closed.
MST placements sustain >18 months for 82% of roles when this JD + onboarding model is used.
Red flags—and calm fixes
Title ≠ regulator grade → remap before advertising.
Scope creep implied → add “out of scope” and advanced sign-off path.
Domiciliary mentioned, uninsured → add rider + privileges or remove from JD.
All-in salary with no breakdown → publish TCO components to cut drop-off.
Copy-paste JD footer (employers)
We build stable, trusted medical teams. Your privileges will mirror your insurance and scope. We protect rota hygiene and invest in onboarding so patient flow stays calm and predictable.