curamoir-hr

Knowing When It Might Be Time for a Change in Healthcare

Tue, 13 Jan 2026 05:08:37 GMT

The start of a new year often creates a natural pause. Not to make rushed decisions, but to take stock of how work is really feeling and whether the current role is still sustainable.

For many people working across Allied Health , Nursing and Social & Community Services , that reflection comes after a demanding year. Demand continues to rise, expectations remain high, and workloads are often carried by teams already stretched thin. While commitment to care doesn’t disappear, it’s increasingly common for healthcare professionals to quietly ask an important question: Is this role still right for me?

Australia’s Health Care and Social Assistance workforce continues to grow, with Jobs and Skills Australia reporting industry employment growth of around 4.5% over the past year , reflecting sustained demand across the sector.

Growth like this brings opportunity, but it also places pressure on people delivering care every day. At Curamoir, conversations with healthcare professionals across Australia suggest that thoughts of change are rarely about leaving healthcare altogether. More often, they’re about finding a way to keep doing meaningful work without compromising wellbeing.

When staying starts to feel harder than leaving

Healthcare professionals are resilient. Many continue showing up through long shifts, workforce shortages and emotionally demanding environments because the work matters.

But there are signs that can indicate something needs to change.

Ongoing fatigue that doesn’t ease with rest. Feeling less connected to work that once felt purposeful. Limited opportunity to grow, learn or influence how work is done. A sense that expectations keep increasing, regardless of effort or commitment.

These signals don’t reflect a lack of dedication. They often point to environments under sustained pressure, where support structures haven’t kept pace with demand.

Burnout versus Misalignment

Burnout is often discussed in healthcare, but it isn’t always the full story. Sometimes the issue isn’t the profession, but the setting.

A healthcare professional may still value caring for others but struggle with staffing models, administrative load or limited supervision. Someone in a leadership role may enjoy supporting teams but feel overwhelmed by operational pressure without adequate backing. Others may simply be at a stage where flexibility, predictability or balance has become more important.

Understanding whether the challenge is short-term strain or longer-term misalignment can help clarify what kind of change is actually needed.

Change doesn’t always mean leaving healthcare

For many healthcare professionals, change doesn’t mean stepping away from healthcare altogether. More often, it means exploring different ways and settings to deliver care.

This can include moving between acute, community or Aged Care environments, stepping into education or leadership roles, exploring contract or locum opportunities, or choosing to work in regional and remote communities. For many people, these roles offer broader scope of practice, stronger team connection and the chance to make a visible impact where care is most needed.

The Australian Institute of Health and Welfare notes that around 27% of Australians live in rural or remote areas , highlighting the vital role regional and remote healthcare professionals play in supporting communities across the country.

With the right structure, supervision and support in place, regional and remote roles can be professionally rewarding, sustainable, and an opportunity to grow skills, confidence and career direction.

Why timing matters

Career change in healthcare is rarely impulsive. It usually follows a period of reflection and a growing sense that continuing in the same way is no longer sustainable.

The new year often brings clarity rather than urgency. It creates space to consider what the next 12 months might realistically look like if nothing changes, and whether that feels manageable.

Being intentional about change means understanding personal priorities, boundaries and what support is needed to stay well in the long term. It also means recognising that waiting indefinitely for conditions to improve can come at a cost.

Questions worth asking

Before making any decisions, it can help to reflect on a few practical questions:

Which parts of the role still feel energising, and which feel consistently draining
Whether current pressures are likely to ease, or are structural
What flexibility, support or development would make the biggest difference
How important balance, stability or progression is at this stage

Clarity in these areas often leads to more confident and considered choices.

A people-first approach to change

Change in healthcare doesn’t need to be rushed or dramatic. Often, it starts with a conversation, exploring what options exist, or understanding how others have navigated similar decisions.

At Curamoir, the approach is simple: listen first. Supporting healthcare professionals to find roles and environments that align with their skills, values and long-term sustainability. That focus comes from lived experience and a genuine belief that people who care for others deserve transparency, respect and real support in return.

The new year doesn’t demand immediate answers. But it can be a valuable time to acknowledge when something isn’t working, and to consider what might work better.

Looking ahead to the rest of the year

Healthcare will always require dedication, adaptability and care. But it should also allow space for growth, balance and longevity.

Growth matters. But sustainability matters more. If the past year has raised questions about direction, those questions are worth paying attention to. Knowing when it might be time for a change isn’t about stepping away from healthcare. It’s about finding a way to continue making a difference, without losing yourself along the way.

If you are reflecting on what the next step might look like, get in touch and submit your CV to the Curamoir team for a confidential conversation about roles, settings and workforce options across Allied Health , Nursing and Social & Community Services . Whether the change is small or significant, having the right information can make the path forward clearer.

Workforce Trends in 2025 and How Providers Can Stay Ahead in 2026

Wed, 10 Dec 2025 05:52:40 GMT

The Australian Allied Health, Social and Community Services and Nursing workforce continued to change significantly throughout 2025. Candidate expectations shifted, demand increased, compliance pressures strengthened and regional areas continued to face ongoing staffing challenges. Providers who adjust early will be in the strongest position as 2026 approaches.

Below is a closer look at what shaped the workforce in 2025 and how these patterns will influence the year ahead.

Candidates Are Asking For More

Clinicians across Allied Health, Social and Community Services and Nursing have been clear about what they want. Competitive pay, real flexibility, transparency and balance were the most consistent drivers of candidate behaviour in 2025.

The sector now employs more than 2.3 million Australians within Health Care and Social Assistance . With so many career options, candidates engaged strongly with roles that offered choice, clarity and realistic workloads.

Flexibility played a major role. Predictable rosters, part time options, compressed weeks and structured shift patterns attracted higher interest than traditional schedules. When providers communicated clearly and moved quickly, engagement increased significantly.

Graduates Want Structured Support

Graduates and early career professionals entering the workforce in 2025 expected meaningful onboarding, ongoing supervision and clear development pathways. These expectations are shaping how providers build entry level programs across Allied Health, Social and Community Services and Nursing.

Australia has approximately 456,000 aged care workers across residential and community programs . Many of these roles rely on strong supervision and structured development. This reinforces the importance of clear support pathways for graduates stepping into Aged Care, Allied Health or Community roles.

Recent national workforce reviews highlight the same pattern. The Draft National Allied Health Workforce Strategy emphasises the need for stronger transition support for graduates and structured development at every career stage, noting that supervision is critical for capability and retention.

The federal Scope of Practice Review also found that early career health professionals are more likely to stay when roles provide consistent supervision, mentoring and predictable workload support rather than ad-hoc assistance.

Workforce findings specific to rural and regional settings reinforce this. A 2025 review of Allied Health professionals in remote areas reported that access to senior supervision, structured guidance and local career progression are key factors influencing retention for early career clinicians.

Across the year, graduate retention improved when providers offered

consistent check ins
structured guidance
clear progression steps
visible support
realistic expectations

The difference was clear. When graduates felt guided, they stayed. When support was inconsistent or unclear, they moved on quickly.

Regional and Remote Workforce Pressure Continued

Regional and remote staffing pressure remained one of the most visible challenges in 2025.

National data shows that around 7 million Australians which is roughly 27 to 28% of the population live in rural or remote areas where access to health and community services is consistently lower than in major cities. This creates ongoing difficulty for providers trying to fill roles across Allied Health, Social and Community Services and Nursing.

Workforce planning updates released in 2025 highlight the same pattern. There are persistent shortages across multiple clinical disciplines in regional areas and limited local workforce pipelines to meet demand.

More providers shifted to flexible models, including FIFO schedules, block rotations and travel supported placements. These options were especially effective in Allied Health, Social and Community Services and Nursing, where clinicians responded strongly to predictable rosters and structured support.

Roles that highlighted community impact, lifestyle benefits and balanced scheduling attracted more interest than those that focused solely on financial incentives.

Compliance and Quality Are Influencing Workforce Demand

Compliance and quality became central to workforce planning in 2025. With updated aged care legislation and stronger national expectations, providers increased demand for Care Managers, Quality Leaders, Governance Specialists and senior Coordinators. The focus on strengthened governance is consistent with national updates across the health workforce reform agenda .

Providers that invested early in quality and governance roles found themselves better positioned for audits, risk oversight and service delivery. These organisations also became more appealing to clinicians. Many people now choose employers with strong quality systems and clear leadership.

Confidence in compliance is increasingly linked to workforce attraction.

Mental Health Capability Is Becoming Essential

Demand for mental health capability increased across all three sectors. Community programs, aged care, disability services and multidisciplinary teams required clinicians with strong psychosocial and mental health experience.

National planning resources such as the Health Workforce Data portal show sustained demand for mental health professionals across the country. Providers strengthened capability by hiring Mental Health Nurses, Mental Health Social Workers and Mental Health OTs or by creating blended roles and upskilling pathways for existing staff.

Strong mental health capability helped teams manage more complex presentations and provide integrated support across programs.

Clinicians Are Moving More Freely Across Settings

Mobility across Allied Health, Social and Community Services and Nursing grew noticeably in 2025. Clinicians shifted into new settings at a higher rate than the years before. For example

Aged care nurses transitioned into community roles
Emergency nurses moved into remote area nursigivng
Allied health professionals explored contracting for greater flexibility and earning potential

With more than 920,000 registered health practitioners in Australia , professional mobility is high.

Providers who recognised transferable skills rather than seeking narrow experience matches were more successful. Internal mobility pathways became a valuable retention strategy. When clinicians could move between programs without leaving the organisation, overall retention improved.

Faster Hiring Has Become a Clear Advantage

Recruitment speed had a major impact on outcomes in 2025. Providers who responded quickly secured talent, while slow processes led to the loss of strong applicants to faster moving organisations.

Employment in Health Care and Social Assistance grew by approximately five percent over the year to August 2025 as reported on Jobs and Skills Australia . With increased demand, candidates expect timely communication and simple recruitment steps.

The strongest hiring results came from processes that featured

shortlisting within days
straightforward interviews
consistent communication
rapid decision making
streamlined compliance checks

Partnerships with specialist agencies also improved speed and quality of placements, particularly in hard to fill roles.

Looking Ahead to 2026

The patterns seen in 2025 are unlikely to ease in the year ahead. Candidate expectations will remain strong. Early career professionals will continue to seek structured development. Regional and remote areas will face ongoing workforce gaps. Compliance and quality will sit firmly at the centre of workforce planning. Mental health capability will continue to expand and mobility across clinical settings will remain high.

Providers who adapt early, modernise their workforce models and align with what clinicians expect will be well positioned for 2026.

Curamoir partners with organisations across Allied Health, Social and Community Services and Nursing to support permanent recruitment, contractor solutions and workforce planning. If you are preparing for the year ahead, get in touch with our team today.

Launching Your Allied Health Career: What 2025 Graduates Need to Know

Fri, 24 Oct 2025 04:12:03 GMT

Over the coming weeks hundreds of new Occupational Therapists Speech Pathologists and Physiotherapists will graduate across Australia and step into one of the most rewarding and high-impact career paths in community healthcare. It is an exciting time. Demand for Allied Health professionals continues to grow across metro, regional and remote Australia and 2025 is shaping up to be another strong year for graduates entering the workforce. Whether you are finishing your final placement or polishing your résumé understanding what the market looks like and how to navigate it can make a big difference as you begin your professional journey.

Here at Curamoir our mission is to help new graduates find the right role with the right support in the right environment . Over the past months we have been speaking with employers graduates and industry leaders to map out the trends and opportunities. Here is what we have found and how you can get ahead.

The 2025 Graduate Market in a Snapshot

The broader healthcare and medical sector in Australia remains a major growth driver for employment. According to national workforce data, the number of registered Allied Health practitioners increased from 108,680 in 2013 to 180,924 in 2022, according to the Australian Institute of Health and Welfare Health Workforce report . Allied Health professionals now represent more than a quarter of the health workforce in Australia, as reported in the AIHW Health Workforce report .

What does this mean for you as a new graduate Allied Health professional

There is genuine opportunity with more roles and more employers investing in Allied Health.
Employers are increasingly focused on supporting graduates through structured supervision and career pathways.
Starting early in your planning process gives you a competitive edge because many providers begin hiring before the new year.

Why It Is More Than Just Getting a Job

Graduation is a milestone congratulations. But stepping into professional practice involves more than finishing your degree and ticking the application box. The jump from university and placement into a full-time role brings new expectations like client management documentation teamwork professional accountability and culture.

We speak every week with graduates who say

“I am excited but I am not sure where to start.”
“Should I apply directly to organisations or work through an agency like you?”
“How do I know which organisation is right for me?”
“What is a realistic salary for a new graduate Occupational Therapist or Speech Pathologist?”

Here are some things we have observed that actually make a difference

Start exploring early

Do not wait until after your last exam or placement to begin thinking about your first professional role. Explore options now talk to recruiters ask about employer support and culture. Early engagement gives you time to reflect and choose rather than having to accept the first available offer.

Think about the environment you will perform in

Role size, setting, supervision, and mentorship all matter. Some larger community and rehabilitation providers offer structured graduate programs with rotation training and peer support. Smaller community providers often offer strong supervision, mentoring, and variety early in your career. Consider your preferences for caseloads, location, and work life balance.

Prepare beyond the application

Your degree and placements prove you know the theory. Employers now want to hear how you handle real-world scenarios. How you communicate with clients how you adapt to unexpected changes how you reflect on your practice. We offer interview coaching question practice and feedback to help you feel ready.

Understand your worth

As a new graduate you may feel pressure to just get started but you deserve a role where you are valued. Look at more than base salary ask about supervision peer support professional development clear progression paths and organisation culture. We benchmark Allied Health salaries across Australia each year, using our own recruitment data and insights from hundreds of placements to give graduates a clear picture of what’s competitive. Look for long-term potential

The first role shapes your career. Ask about mentoring performance reviews professional development allowance progression pathways. A role where you can grow matters more than one where you just fill in for twelve months.

How Curamoir Supports Graduates

We know how demanding it is finishing placements wrapping up study writing applications and imagining your next step. That is why our team focuses specifically on new graduate Allied Health professionals.

Here are the ways we work with you

Consultation and Career Guidance
We go beyond introductions - we consult. We share insight on employers, supervision structures, caseloads, and long-term career pathways, so you can make informed choices that suit your goals.
Applications and Offers
We can manage applications on your behalf to save you time, and when an offer comes in, we negotiate on your behalf to make sure you start your career on the right terms.
Streamlined applications : Submit your details once and we will connect you to multiple roles that match your skills and preferences. That frees you to keep focusing on finishing your studies and placements.
Interview preparation : We coach you through common questions set up practice interviews and give feedback.
Employer insights : We talk to the organisations we partner with about their culture supervision growth pathways, and values. We share this so you can visualise what it will be like before you commit.
Offer guidance : We review your offer of employment ensure your remuneration is fair clarify benefits probation peer support and check you are stepping into a role where you are valued and supported.

Whether you are looking for your first role or still weighing your options we are here to help.

Where Opportunities Are Available Now

We are part of a national network and currently recruiting for 2025 graduate roles in Occupational Therapy Speech Pathology and Physiotherapy across Australia.

Aaron Byrne looks after Victoria, New South Wales, Australian Capital Territory, and Tasmania.
Ellie Stephens covers Western Australia, South Australia, Queensland, and Northern Territory.

We both work closely with our employer partners, exploring their support frameworks, caseload expectations, and graduate programs. When we recommend an employer, it’s because we’ve done our homework. If you are ready we’d love to chat about your goals and show you what is available early so you can make an informed decision.

2025 Graduate Referral Program

If you know someone finishing their Allied Health degree in Occupational Therapy or Speech Pathology who graduates in 2025 and is looking for their first professional role we have a referral program
Refer a new graduate and when they start a role through Curamoir you and the graduate will both receive $500 in vouchers . It is that simple. A great way to help your network and be rewarded.

Focus on the Right Fit Not Just the First Offer

There is a lot of excitement about starting your career and rightly so. But the smartest move is not always to accept the first job that comes along. It is to choose a role where you will learn be supported and feel valued . Starting in the right place gives you a strong foundation.

If you are ready to begin the next chapter of your professional life let’s talk. Connect with us:

Aaron Byrne

Senior Recruitment Consultant – Curamoir

aaron.byrne@curamoir-hr.com.au

(Victoria, New South Wales, Australian Capital Territory, and Tasmania)

Ellie Stephens

Senior Recruitment Consultant – Curamoir

ellie.stephens@curamoir-hr.com.au

(Western Australia, South Australia, Queensland, and Northern Territory)

The New Aged Care Act: What It Means for Providers

Thu, 25 Sep 2025 22:27:26 GMT

On 1 November 2025, the new Aged Care Act comes into effect. It is the most significant reform the sector has seen in decades, shifting the focus towards a rights based framework that prioritises older Australians while demanding greater accountability from providers. It was originally scheduled to commence on 1 July, but a strategic delay was introduced to allow both providers and facilities adequate time to prepare, ensuring the focus is on sustainability rather than just compliance.

The reform follows findings from the Royal Commission into Aged Care Quality and Safety , which made it clear that the existing framework was no longer fit for purpose. The new Act has been designed to address these shortcomings and create a system that is easier to navigate, fairer for individuals, and more robust in its regulation of providers.

A Clearer Framework for Rights and Responsibilities

At the heart of the new Act is the recognition of the rights of people accessing aged care. From 1 November, providers will need to show not only that they are delivering safe and effective care but also that they are respecting the autonomy, dignity, and choices of those in their care.

This is a cultural shift. Care models and organisational practices will need to be examined to ensure they support decision making, provide culturally safe experiences, and uphold fairness and transparency.

For providers, this means embedding these principles into every layer of the organisation from governance and leadership through to the frontline delivery of care.

The Regulatory Shift

The new Act also reshapes the role of the Aged Care Quality and Safety Commission . The Commission will have broader and more proactive powers, enabling stronger supervision and quicker intervention when issues arise.

For providers, this translates into:

A clearer and more comprehensive set of obligations
Greater scrutiny of governance and risk management practices
Increased expectations around compliance systems and documentation

Those who take a reactive approach are likely to feel the pressure of this change. Those who act early to align with the new framework will be better positioned to operate confidently in the new environment.

The Workforce Challenge

One of the most immediate impacts for providers will be on their workforce. The Act creates obligations that cannot be met without well trained and values driven teams. Frontline staff will need to understand new approaches to decision making, cultural safety, and consumer rights.

This means investment in training, but it also means ensuring the right people are in the right roles. Providers will need strong recruitment and retention strategies to build capability and stability within their teams. Without this, the gap between legislative expectations and service delivery could quickly widen.

As a healthcare recruitment agency working with providers across Australia, Curamoir sees this as the critical area where support is needed most. Workforce readiness will determine how successfully providers can navigate the change. Recruiting professionals who not only have the skills but also align with the values of rights based care will be central to long term success.

Operational and Financial Impacts

Beyond workforce, providers will also face operational changes. The introduction of a single entry system and a streamlined assessment process should improve access for older Australians, but it will require providers to adapt their systems and workflows.

There will also be new reporting requirements, which means governance frameworks must be reviewed and updated. Many providers will need to invest in technology, compliance processes, and internal capability to meet these standards.

Financially, the sector may feel short term strain as these changes are implemented. However, the reforms also create opportunities to improve efficiency, build trust with consumers, and strengthen long term sustainability.

What Providers Should Do Now

With the Act going live on 1 November, the next few weeks are critical. Providers should be:

Reviewing compliance frameworks against the new obligations.
Engaging boards and leadership teams to ensure they understand their responsibilities.
Strengthening governance and risk management processes.
Investing in workforce training focused on rights based care, cultural safety, and decision making.
Reviewing recruitment and retention strategies to secure the workforce needed to meet higher expectations.
Communicating proactively with residents, families, community nursing clients, and staff to explain what the changes mean.

Preparation now will help providers avoid disruption and move into the new era with confidence.

Looking Ahead

The introduction of the new Aged Care Act represents a reset for the sector. It is not just about compliance but about embracing a new culture of care that puts rights at the centre, demands accountability, and rewards quality.

Providers who act early and invest in people, governance, and systems will be the ones who lead in aged care. At Curamoir, we see this reform as an opportunity to raise standards across the country and we are committed to supporting providers in building strong, capable teams that can deliver under the new framework.

If your organisation is preparing for the new Aged Care Act and you need support with workforce planning, recruitment, or building capability within your teams, Curamoir can help . Our consultants work with aged care providers across Australia to source professionals who can deliver high quality care in line with the new expectations.

Get in touch with Curamoir today to discuss how we can support your organisation in this next chapter for aged care.

Navigating the Australian Healthcare Job Market with Curamoir

Sun, 10 Aug 2025 03:05:28 GMT

At Curamoir, we're proud to be an Australian recruitment agency specialising in allied health, nursing, and social and community care recruitment. We work closely with job seekers to connect them with meaningful roles, helping them make a real impact in the lives of others. If you're ready to take the next step in your career, here’s an in-depth guide to navigating the healthcare job market in Australia.

The healthcare, allied health, and social care sectors are crucial and rapidly growing industries in Australia. Whether you're an experienced professional or just starting out, finding your way through these fields can be challenging. With a high demand for skilled professionals, competition is tough, but the opportunities are abundant.

Finding the right healthcare role can take time. Don’t get discouraged by setbacks or rejections—use them as opportunities to learn and improve. Persistence is key to landing your ideal job.

Networking is essential in the Australian healthcare job market to uncover hidden job opportunities. LinkedIn is a great tool, but don’t forget to attend industry events, webinars, or local healthcare-related meetups. Networking is about building long-term relationships that can support your career, not just finding a job.

Partner with a Healthcare Recruitment Agency

The Benefits of Working with Curamoir:

Why Following Up Matters:

Key Interview Tips:

Maximise Networking Opportunities

If you're struggling to find a permanent role, consider temporary or contract positions. These roles can offer valuable experience, provide a foot in the door, and sometimes lead to permanent employment. They’re also a great way to build your professional network and develop new skills.

Gain experience in different healthcare settings.
Build relationships with employers who may offer permanent opportunities.
Stay flexible and continue building your resume while searching for your ideal role.

Steps to Personalise Your Application:

Access to exclusive job listings.
Personalised job recommendations based on your skills and career goals.
Expert support with your resume, cover letter, and interview preparation.

Demonstrates professionalism and courtesy.
Reinforces your interest in the position.
Keeps you top of mind with the employer.

Set realistic goals for your job search.
Seek feedback from recruiters or hiring managers to improve your applications.
Stay committed to your professional development and continue refining your skills.

At Curamoir, we specialise in recruiting for allied health, nursing, and social and community care roles across Australia. Working with a recruitment agency can streamline your job search and help you access exclusive opportunities that may not be publicly advertised.

Research the company: Understand their mission, values, and current projects.
Connect your skills: Draw clear connections between the job description and your experience.
Express enthusiasm: Employers appreciate candidates who show genuine interest in their organisation and role.

Stay Up-to-Date with Industry Trends

Highlight measurable achievements: Instead of saying "Worked as a nurse in a hospital," say "Managed care for 50+ patients, improving patient satisfaction by 25%."
Keep it relevant: Focus on the skills and experience directly applicable to the role.
Include certifications: List any necessary qualifications, like AHPRA registration for nurses or relevant allied health certifications.

Get in touch with Curamoir today, and let us help you find the perfect opportunity in the Australian healthcare sector. Contact us via email at hello@curamoir-hr.com.au , or call us on (02) 8355 7367 (Sydney) or (08) 6383 5841 (Perth).

Pro Tips for Crafting a Compelling Resume:

How to Stay Informed:

Why Choose Curamoir for Your Healthcare Career?

How to Stay Motivated:

Tailor Your Applications to Stand Out

Ace the Interview

At Curamoir, we’re more than just a recruitment agency—we’re your dedicated partner in advancing your career in allied health, nursing, and social and community care. Our deep industry knowledge and personalised approach allow us to match candidates with roles where they can truly thrive.

Stay Resilient and Persistent

Create a Resume That Stands Out

You have rights to ‘block’ or suppress further use of your information. When processing is restricted, we can still store your information, but may not use it further. We keep lists of people who have asked for further use of their information to be ‘blocked’ to make sure the restriction is respected in future.

The healthcare sector is constantly evolving. New technologies, treatments, and regulations are emerging all the time. By staying informed about industry trends, you show employers that you're committed to your professional development.

After an interview, always follow up with a thank-you email. It’s a small gesture that can have a big impact. Reinforce your interest in the role, highlight key points from the interview, and thank the interviewer for their time.

Join LinkedIn groups specific to your field, like nursing networks or allied health forums.
Connect with other professionals, including fellow job seekers, recruiters, and industry leaders.
Attend healthcare career fairs or local networking events in your area to meet potential employers.

Ways to Boost Your Networking:

Why Temporary Work is Worth Considering:

Subscribe to relevant healthcare journals or newsletters like the Australian Nursing and Midwifery Journal.
Take part in online courses or attend professional development workshops.
Keep up with regulatory changes affecting healthcare practices in Australia.

Interviews are often where candidates either shine or fall short. Proper preparation is key to success. Research the healthcare provider or community service organisation, understand their values, and prepare examples that show how you can contribute to their succes.

Your resume is your first opportunity to impress potential employers. In the competitive healthcare sector, it’s essential to showcase your achievements, experience, and how you can add value to an organisation. Tailor your resume for each job application, using clear, concise language to highlight your skills.

Consider Temporary or Contract Work

Directly from you. This is information you provide while searching for a new employment opportunity and/or during the different recruitment stages, or during coaching
From an agent/third party acting on your behalf
Through publicly available sources, such as:
Social media, including LinkedIn
Company websites
By reference or word of mouth. For example, you may be recommended by a friend, a former employer, a former colleague or even a present employer.
Articles and marketing literature

A generic cover letter won’t help you stand out in Australia’s competitive healthcare job market. Personalise each application to demonstrate how your skills and experience align with the organisation’s needs.

Start Your Journey Today with Curamoir Whether you’re looking to take the next step in your healthcare career or seeking your first role in the sector, Curamoir is here to support you every step of the way. With our expert insights, personalised services, and commitment to finding the best job matches, you can be confident that the perfect role is within reach.

Follow Up and Keep in Touch

Prepare specific examples using the STAR method (Situation, Task, Action, Result).
Practice answering behavioural questions like, “Tell me about a time you dealt with a difficult patient.”
Dress appropriately, even for virtual interviews, as professionalism is always valued.

Staffing Challenges in Regional Aged Care Homes

Sun, 13 Jul 2025 03:30:11 GMT

Put simply, there aren’t enough nurses and other health professionals to keep up with the growing demand for aged care. This is a trend that echoes across the broader healthcare sector , but it’s especially impacting aged care services in regional and rural Australia.

Aged care recruitment in Australia requires plenty of hard work. That’s because the sector is facing a staffing shortage that is only getting bigger with each passing day.

What Our Clients Say

Another factor adding to the sector’s woes is an ageing workforce. The average age of an aged care worker in Australia is 47 years. About half of the aged care workforce is set to retire within 15 years

That’s why Curamoir works closely with aged care employers to help them be proactive in their workforce planning. We help organisations identify workforce gaps early, so they can get ahead of demand rather than constantly playing catch-up.

Tapping Into Local & International Talent for Aged Care Jobs

A Sustainable Future for Aged Care Staffing

A Sustainable Talent Network Is Essential

By 2031, nearly 20% of Australians will be over the age of 65, adding more pressure to existing demand for aged care services. That’s a shortage of at least 110,000 direct aged care workers within the next 10 years, which needs at least 17,000 more direct aged care workers coming into the sector each year.

Hiring travel nurses is often the best solution in regional and remote areas. Here at Curamoir, we specialise in recruiting remote area nurses , so don’t hesitate to get in touch with us to find out more.

While aged care travel nurses provide vital short-term relief, a sustainable workforce strategy means looking beyond temporary fixes. The best aged care recruitment agencies understand they need to help employers break free from short-term hiring cycles.

Burnout Leading to High Turnover

Building a sustainable aged care workforce often means thinking outside the box (or outside the postcode).

There’s no magic wand for fixing aged care recruitment challenges, but we do believe there is a smarter way forward. At Curamoir, we’re all about helping aged care providers think beyond short-term solutions and building a workforce that’s stable, supported, and ready for the future.

Being a not-for-profit aged care facility in a rural location poses many difficulties when it comes to engaging potential staff, which means we often need to source through agencies. During our most recent recruitment process, PNH connected with Curamoir and their recruitment team.

Over time, this allows us to transition aged care providers away from relying heavily on travel staff and towards a more stable, locally sourced workforce. Our goal is to create long-term connections between employers and care workers who want to stay, grow, and build their careers within the community.

Staffing gaps in aged care lead to heavier workloads, which lead to another problem: employee burnout. For context: rates of burnout among aged care workers range between 30-50% in care systems similar to those in Australia.

For many organisations in aged care, it can be tough to get your ‘employer brand’ out there when you have other work to do! That’s why the team at Curamoir has invested significantly into building its own brand and reputation, to support our clients in attracting essential talent they wouldn’t otherwise be able to on their own.

The laws of supply and demand are the foundation of aged care staffing challenges: There’s no sugar-coating it – the numbers are worrying.

We highly recommend Curamoir Healthcare Recruitment to any organisation—especially those facing similar rural recruitment challenges. Overall, this is a very friendly, customer-focused and reliable service which we look forward to working with again in the future.

Aged Care Recruitment & Retention: The Local Talent Gap

Covering Gaps With Aged Care Travel Nurses

Seb, our agent, has been incredibly proactive, and his service to date has been outstanding. He took the time to understand the needs of our organisation and was thorough in identifying the skills and experience required in our staffing. Seb identified candidates who were not only qualified but suited to both our professional standards and the challenges of a remote setting.

Proserpine Nursing Home – Rural Aged Care Facility

Compliance & Regulatory Pressures

With high rates of burnout, we’re looking at more staffing churn, which is backed up by data. Australian research has found aged care workforce turnover rates sitting anywhere between 23-38%

Seb’s professionalism, transparent communication, and prompt follow-up made the entire process seamless. Thanks to Seb and the Curamoir team, we now have dedicated and compassionate nursing staff who will soon be onboarding with our facility.

Doing the right work goes beyond filling shifts. Finding the right people, for the right roles, in the right communities is what makes the difference.

However, there’s a bit more to the problem than ‘not having enough people’. Aged care is a complex environment, with multiple factors influencing workforce demand and availability.

“Their dedication truly sets them apart.”

Our referral-based recruitment model offers access to a strong network of local aged care professionals wherever possible, helping aged care providers maintain high-quality care standards. (For more information on how we can help, get in touch with us !)

We’re also tapping into international talent pipelines, particularly through our well-established recruitment networks in Ireland and beyond. International nurses bring valuable experience and often a genuine desire to contribute to Australia’s aged care sector long-term.

For aged care providers in regional and rural areas, the challenges are even worse. As UOW notes , “private healthcare services often struggle to operate in small rural areas due to economic and logistical challenges”.

The staffing gap for registered nurses in aged care is also set to grow significantly over the coming decade. Government analysis suggests a projected shortfall of 17,551 full time RNs by 2035 (accounting for 24/7 RN staffing and mandatory care minutes in residential aged care).

But Long-Term Planning Is Important Too

When you’re running an aged care facility, having access to skilled nurses right now can be the difference between keeping things running smoothly or staff burning out under pressure. That’s where travel nurses step in.

While there’s no quick or easy fix for these challenges, more strategic workforce planning allows employers to make their aged care recruitment more targeted, efficient and effective. More hands-on deck ultimately equates to less pressure on existing employees.

Let’s go beyond the headlines to explore why the sector is facing workforce challenges and how aged care recruitment agencies help with tackling the issue – and keeping services running. Let’s go!

Travel nurses (sometimes called agency or locum nurses) are experienced professionals who can quickly hit the ground running. Many rely on them to cover shifts or work short-term contracts in locations where permanent staff are thin on the ground. In regional and rural Australia, travel nurses are often lifesavers. They have solid clinical skills and have seen it all, so they’re as resilient and adaptable as nurses get!

“Based on these shortfalls, it’s clear that improvements in the recruitment and retention of a rural health workforce in small rural towns is desperately needed, but this will take time before it makes a difference in the community,” says Dr Colin Cortie, from the University of Wollongong’s Graduate School of Medicine.

Adding to staffing challenges are new regulatory pressures to deliver higher quality care. As researchers noted , with the minimum average level of direct care mandated to rise to 215 minutes per resident per day (and registered nurse care to rise to 44 minutes) from October 2024, resourcing is only getting more difficult.

Quambie Park – Rural Aged Care Facility (WA)

At Curamoir, we’re continuously engaging with talent across Australia . Our work involves identifying skilled nurses and carers who are willing to relocate to high-demand regional and rural areas. We’re proud to work with these professionals, who bring incredible expertise and a passion for community healthcare. They just need the right support to make the move, so we work hard to encourage them to make the leap!

As anyone with experience in recruiting for aged care roles will agree, effective recruitment takes a lot more than posting adverts on job boards. Aged care recruitment is a full-time enterprise, requiring plenty of work to build a reputable brand that aged care professionals can trust, and want to work for.

It is refreshing to work with Curamoir, and Ryan and Ross specifically. They took the time to get to know us, understand our needs, go the extra mile, and deliver on their promises—unlike other agencies we've dealt with

As an organisation based in regional WA, we had some concerns about whether agencies could actually deliver support, but Curamoir went above and beyond. Ryan took the time to connect, understand our business and challenges, and is proactive (and fun!) to work with. They’re true collaborators—never pushy or salesy.

“15 out of 10 for excellence!”

IAWA Home Care - Regional Aged & Community Care

It’s been an absolute pleasure working with Daniel and the team at Curamoir. As a regional provider, finding quality staff, especially on short notice, can be a real challenge. However, Daniel made the entire process seem effortless.

He took the time to fully understand our organisation and its specific requirements and was able to provide us with the perfect contingent staff. The local nurses Daniel and his team provided ticked all the boxes: fully compliant, highly skilled, seamlessly integrated into our team, and hit the ground running from day one.

Throughout the process, communication was clear, consistent, and incredibly supportive. This was our first time working with an agency, and we couldn’t have had a better experience. Thanks to their flexibility and support, we now have greater capacity within our organisation.

We highly recommend Curamoir to any healthcare, aged care, or community care providers—particularly those in regional areas.

Get In Touch

Need an aged care recruitment specialist who’s in it for the long haul? Get in touch with the Curamoir team – we’d love to help.

Looking After Your Mental Health in Healthcare

Tue, 17 Jun 2025 05:29:52 GMT

That’s why self-care for healthcare professionals matters so much. Without making mental health a daily priority, even the most passionate professionals can face fatigue, burnout, and stress-related illness. Such stress can affect not just you, but the quality of care you provide.

Working in healthcare is one of the most rewarding career paths, but the demands are real. Long hours, high-pressure decisions, and the responsibility of caring for others can make it easy to forget to care for yourself. Especially in Aged Care jobs, Allied Health jobs, Nursing jobs or Community Care jobs, where you are working with the most vulnerable, the emotional load can pile up quickly.

Ready to find your next role or build your next great team? Get in touch with the specialists in Aged Care, Allied Health (Occupational Therapy, Speech Pathology, Physiotherapy), Nursing and Community Care recruitment at Curamoir. We’d love to chat!

2. Switch Off During Downtime

The Essential Network (TEN) is a dedicated mental health support service designed specifically for Australian healthcare workers. It offers access to online tools, confidential telehealth counselling, and resources to help manage stress, anxiety, burnout, and other mental health challenges unique to the health and care sector.

Lifeline provides 24/7 crisis support and suicide prevention services via phone (13 11 14), text, or online chat. Whether you’re feeling overwhelmed, struggling to cope, or just need someone to talk to, trained crisis supporters are ready to listen and help without judgement.

Head to Health is a comprehensive digital mental health platform funded by the Australian Government. It connects individuals with a wide range of mental health resources, online programs, and services, making it easier to find the right support, whether you’re looking for self-help tools or professional assistance.

Normalise talking about mental health. Leaders and managers can set the tone by regularly checking in with staff. Ask your team members how they’re coping, not just how they’re performing. Remind them that it’s okay to seek support.

This advice might be boring, but it’s hard to argue against it! Without good sleep hygiene, regular (and enjoyable) exercise and nutritious food, you’re less equipped to withstand the stress at work.

Where to Get Help

Black Dog Institute’s The Essential Network (TEN)

If you’re struggling, you may want to speak to your GP, a mental health professional, or make use of Employee Assistance Programs (EAPs) if your workplace offers one.

Beyond Blue

You Care for Others. Let Us Care for You.

Lifeline

What Employers Can Do to Support Healthcare Staff Wellbeing

Long hours and back-to-back shifts heighten the risk of burnout. Where practical, offer flexibility in rostering, part-time options, or time-off-in-lieu. A little adaptability can make a huge difference to employee morale and retention.

1. Focus on Quality Sleep, Exercise and Diet

What Healthcare Professionals Can Do to Protect Their Own Wellbeing

Culture starts at the top. When leaders genuinely care for their teams, it shows! Recognise the hard work your people put in, celebrate the small wins and encourage team connection. Remember, teams that feel cared for deliver better care.

4. Reach Out for Help

Self-care for healthcare professionals is more than an individual priority. Managers have a significant influence on the health and wellbeing of their teams, though their policies and mindset. Here are ways that employers can support their employees’ health and wellbeing:

Working in Nursing, Aged Care, Allied Health or Community Care takes heart, skill, and strength. But you shouldn’t have to do it all without support. At Curamoir, we believe that great care starts with supporting the people who provide it. For healthcare professionals, we focus on your wellbeing, career goals, and work-life balance to help you find your ideal role. For employers, we connect you with exceptional talent and help you create an environment where your people feel valued and cared for.

In Australia, the prevalence of mental ill health in the workplace is rising. HILDA survey data reported via the National Mental Health Commission shows incidence of mental ill health increased from almost 20% in 2015 to 28% in 2021. The healthcare and social assistance sector is among the most affected.

4. Create a Culture of Care

Head to Health

3. Know the Signs of Burnout

Make time outside work for things that recharge you – whether it’s family and friends, reading, a hobby, or simply doing nothing for a while in a pleasant environment (park, beach, etc).

Looking after your mental health is just as important as caring for others, and you don’t have to do it alone. These trusted services offer support specifically for healthcare workers and anyone in need of confidential, professional help.

3. Promote and Improve Access to EAPs and Resourcs

1. Make Mental Health Part of the Conversation

From our experience on the frontlines of Aged Care, Allied Health, Nursing and Community Care recruitment, we understand that small steps can make a big difference when it comes to mental health - for both individuals and teams. Here are some actionable tips to help bring self-care into your workday and workplace.

Employee Assistance Programs (EAPs) only help if staff know about them and feel safe using them. Actively promote these services, ensure they’re confidential and easy to access, and encourage their use without stigma.

Burnout is the kind of condition that creeps up slowly on people. Watch for signs like constant exhaustion (even after you’ve rested), feeling detached from patients or tasks, irritability, or a drop in job satisfaction. Acknowledging these feelings is healthy self-awareness and not a sign of weakness. The sooner you recognise burnout, the sooner you can take action.

You’re used to being the helper, but you also deserve help when you need it. When you’re feeling overwhelmed or experiencing mental health symptoms, talk to someone. Chatting with trusted colleagues or peers can ease the load and make you feel much better than trying to soldier on alone.

Beyond Blue offers mental health support, information, and resources for people facing anxiety, depression, and other mental health concerns. Their services include a 24/7 helpline, online forums, and practical guides to help you look after your wellbeing and reach out for help when needed.

2. Offer Flexible Rostering Where Possible

What Labor’s Re-Election Means for Australia’s Healthcare Workforce

Wed, 14 May 2025 05:43:31 GMT

Many of Labor’s election promises focused on growing and supporting critical roles across aged care jobs, nursing jobs, social services jobs, and primary healthcare. Here, we unpack the major healthcare promises Labor made during its campaign – and what they mean for workforce planning, nurse recruitment, and aged care recruitment in the months and years ahead.

With the federal election now behind us, Australia’s healthcare sector can finally look ahead with a little more certainty. The re-election of the Labor government brings continuity, but also fresh commitments to the healthcare sector, which Curamoir is following closely!

More urgent care clinics can help reduce the burden on hospitals and ultimately create more job opportunities for nursing professionals. Employers could expect to see more candidates who are interested in flexible, non-traditional care roles, especially in telehealth and urgent care.

2. Switch Off During Downtime

Employers will benefit from focusing on upskilling, employer branding, and strategic partnerships with recruitment providers to meet the growing demand for social services jobs and mental health specialists.

Medicare Funding and Bulk-Billing

Telehealth Overhaul

$80 million to expand Fairfield Hospital’s emergency department
$120 million for a new maternity ward at Rouse Hill Hospital
$200 million for upgrades to Perth’s Midland Public Hospital.

Investment in Northern Territory Aged Care

$225 million for 31 new and upgraded Medicare walk-in mental health centres
$200 million+ for 58 Headspace centre expansions
$500 million for 20 new specialist youth mental health hubs
$90 million to train 1,200 new mental health professionals and peer workers
$135 million for digital mental health services, enhancing access to online support
$16.7 million for perinatal mental health support.

Opportunities and increased demand are both on the cards for mental health employers and social services jobs. With more funding, job creation in these areas will accelerate, but so will the competition for qualified candidates.

Labor is investing $10.5 million over two years in postgraduate scholarships for nurses and midwives, aiming to expand the nurse practitioner and endorsed midwife workforce. From 2023 to 2027, the program will deliver 1,850 scholarships, including graduate certificates, diplomas, and master's degrees.

Labor’s highly publicised $8.5 billion Medicare commitment aims to improve dwindling bulk-billing rates and make general practice more accessible, particularly for vulnerable Australians. As part of its promises package, the Government has promised to enhance funding structures to support GPs and incentivise primary care delivery.

Labor is allocating $204.5 million to revamp Healthdirect, the national telehealth service. By 2026, patients needing after-hours care will be able to access bulk-billed GP consultations by phone or video. Registered nurses will also be available around the clock to triage and refer patients.

Medicare & Primary Care

This initiative is designed to support professional development and help fill gaps in advanced practice roles across the country.

What does this mean for employers and nursing jobs?

To help aged care employers meet these increased wages, additional funding will be rolled out through a mix of existing programs and new grant opportunities. This support extends across residential aged care, home care, and specialist care services.

Labor has pledged $2.6 billion to support pay rises for 60,000 aged care nurses. It’s also backed a broader recommendation to the Fair Work Commission for a real wage increase for over 3 million low-paid healthcare and social service workers.

Looking at the big picture, nurse recruitment strategies should focus on long-term planning to meet increased service demand, while tapping into government support where possible.

Support for Nursing Jobs and Hospital Funding

Expanded Hospital Funding

What does this mean for healthcare employers and professionals?

Employer Funding and Pay Raises for Aged Care Jobs

This renewed focus on nurse education and hospital capacity directly supports nurse recruitment and retention efforts. Employers can expect to have access to a more qualified nursing workforce. At the same time, creating career pathways and clinical environments that attract these upskilled professionals will be essential.

The number of Medicare Urgent Care Clinics is set to grow from 87 to 137, thanks to an additional $644 million investment. These clinics are spread across all states and territories and are designed to provide walk-in care for non-life-threatening conditions.

What does this mean for employers and aged care jobs?

In a targeted move to address regional healthcare inequity, the government has committed $70 million to build a new residential aged care facility in Darwin. The goal: improve aged care access for older Australians in the Northern Territory, including Aboriginal and Torres Strait Islander communities. This investment is expected to create local jobs and significantly expand aged care services in the region.

What does this mean for employers and social services jobs?

Mental Health & Social Services

Labor also announced a round of public hospital funding, set to reach $33.9 billion by 2025-26 (a 12% increase). Targeted projects include:

Increases in Aged Care Pay and Funding

Labor has committed over $1 billion to address record demand for mental health and social services. Major promises include:

This wage uplift and increased funding will be a welcome relief for employers struggling with aged care recruitment and retention. We expect it will help by making aged care jobs more attractive, especially in regional and remote areas. However, employers should prepare for increased expectations around pay and working conditions. Overall, workforce planning in aged care should now factor in a more competitive hiring environment.

Upskilling Nurses and Midwives

Expansion of Urgent Care Clinics

These investments aim to reduce waiting lists, ramping, and pressure on emergency departments – key concerns raised throughout the election campaign.

From a recruitment perspective, it’s important to evaluate nurse candidates on their digital literacy as much as their core nursing skills.

The Outlook for Healthcare Employers and Professionals

With Labor’s landslide election win, the path is clearer for the government to deliver on its healthcare promises without the usual political roadblocks. This means both employers and professionals can start preparing for big changes in how services are staffed and delivered – with all the opportunities these changes entail.

Whether you’re hiring for nursing jobs, aged care jobs, or social services positions, the coming years will be all about building a workforce that’s ready to meet the evolving needs of healthcare in Australia. In short: there will be plenty of work to do!

Talk to Us

Need support with hiring nurses or finding your next healthcare role? At Curamoir, we specialise in nurse recruitment, aged care jobs, allied health and social services roles. Our friendly and knowledgeable team is always here to help! Get in touch with us today to find the right talent or your ideal role.

Why Delays in Hiring Cost More Than You Think

Sun, 02 Mar 2025 05:53:58 GMT

When you’re hiring professionals in areas like allied health and community services, that person needs to be fully vetted and ready to go from day dot, which requires a lot of work behind the scenes. Speeding up the recruitment process can often seem unrealistic.

As anyone involved in allied health, nursing, and community services recruitment will confirm, hiring is never “just filling a vacancy.”

It’s a common challenge. In many organisations, internal approvals take longer than expected, and key decision-makers are often stretched. Being thorough in the recruitment process is of the utmost importance in healthcare.

Be clear on salary, process, and start date before going to market
Confirming the essentials from the start avoids embarrassing hiccups later. Before recruitment begins, agree internally on salary range, the steps in your hiring process, and when the role needs to start.

Provide feedback after every step
Even a quick update to candidates makes a big difference. Whether they’re moving forward or not, keeping them in the loop builds trust and shows courtesy.

We support our clients by:

The true cost of hiring delays in healthcare

“We want to move forward on this candidate, but the process takes time.”

$225 million for 31 new and upgraded Medicare walk-in mental health centres
$200 million+ for 58 Headspace centre expansions
$500 million for 20 new specialist youth mental health hubs
$90 million to train 1,200 new mental health professionals and peer workers
$135 million for digital mental health services, enhancing access to online support
$16.7 million for perinatal mental health support.

Lock in interview and decision times early
Before you even start shortlisting, set interview slots in advance and confirm who will be involved in decision-making for the role. It helps avoid delays later and shows candidates you’re organised and serious about hiring.

Most employers think they’re the only one courting a great candidate. They’re not!

If the right person is found, make a verbal offer
A timely verbal offer can go a long way in keeping someone interested while the paperwork is finalised. The longer you wait, the more likely someone else will snap them up.

Managing the process end to end so nothing gets missed
Sharing talent insights that help drive faster, informed hiring decisions
Keeping candidates engaged every step of the way

Keep interviews focused and efficient
Lengthy or unfocused interviews packed with repetitive questions can waste everyone’s time. Instead, aim for purposeful conversations that get to the heart of what you need to know, and respect the candidate’s time. Make notes in every interview so you can keep track of questions and responses.

Candidates today are moving quickly because they have to. Here's what the numbers tell us:

Quality of care takes a hit
Fewer people on shift means longer wait times, more rushed appointments and more errors. Staff can only stretch so far before standards slip, which spells trouble for patient safety and overall experience.

What employers often tell us

At Curamoir, we speak with purpose-led employers every day. And one thing is increasingly clear: slow hiring costs more than most people realise. Here are ways to avoid the pitfalls of a recruitment process that is more ‘tortoise’ than ‘hare’.

Rural and remote services suffer most
In regional areas, even short-term vacancies can lead to major disruptions. Without consistent coverage, services get rationed or shut down. These challenges can worsen the equity gap for communities that already face barriers in accessing healthcare.

Sometimes, job description or hiring budgets aren’t nailed down before starting a search.
Other times, recruitment admin piles up. Interviewers aren’t coordinating their calendars to efficiently schedule interviews.
Then you get multiple interview rounds, plus background checks and reference calls, and each of these adds a delay.
Verbal offers are made, but employment contracts take days to follow
With large applicant pools, hiring decision-makers can get bogged down trying to find the “perfect” fit, rather than moving forward with very good candidates.

22% abandon job applications that are too complex or time-consuming
24% drop out during screening if things go quiet
25% pull out during the interview phase when communication is poor
26% exit completely if the process drags on too long
And 50% lose interest if they haven’t heard back within two weeks

Get in touch with us today to make your next hire a successful one.

With Australia facing a shortage of more than 70,000 nurses by 2035 , a similar shortfall already bearing on the aged care sector , and acute disparities in rural healthcare workforce supply, delays in hiring are likely to increase.

Burnout drives more people out the door
When roles stay unfilled, the pressure falls on your existing team. Over 80% of employers who take more than a month to hire say they see real business impacts, with 41% of employers in Health Care and Social Assistance reporting negative impacts on existing staff. Burnout, absenteeism, and eventual turnover can leave you chasing your tail in a cycle of backfilling.

At Curamoir, we support employers across allied health, nursing (including remote area and aged care nursing), and community services find the right people without cutting corners or wasting precious time. We understand the pressures of regulated, people-first sectors. We also know how quickly candidates can disappear when momentum is lost!

Where the recruitment process breaks down

There is a difference, however, between being deliberate and being slow. And trust us, candidates can tell. When a process starts to drag, they often quietly step away. In other words, candidates can ghost you.

Tips for speeding up the hiring process

Compliance gets harder to maintain
Understaffing can also put your organisation at risk of falling short on regulatory requirements, potentially putting accreditations and reputations on the line .

If your hiring process slows down, another job offer often lands before yours does.

But here’s the catch: in a market where qualified candidates are in short supply and high demand, timing matters just as much as finding the right fit. Even when you’ve found the right candidate, delays in your hiring process can cause you to lose them altogether.

Your employer brand is on show
In a competitive healthcare recruitment market, word gets around. An overly-slow hiring process can send the wrong message to good candidates – and they may be tempted to warn their peers about applying for roles in your organisation. A strong, responsive employer brand is now key to attracting and keeping great people in healthcare as much as any other sector.

We often see hiring grind to a halt not because of one big issue, but due to a mix of small, fixable ones

Good candidates don’t have time to wait

Make each day count – talk to a healthcare recruitment expert

The true cost of slow hiring goes well beyond the empty seat. Here’s what’s really at stake when vacancies drag on:

Celebrating Curamoir’s 4-Year Anniversary

Thu, 20 Feb 2025 06:04:37 GMT

From day one, Curamoir has been driven by a deep respect for the hardworking professionals who dedicate their lives to caring for others. Our journey so far has been shaped by the incredible healthcare professionals we work with and the clients who put their trust in Curamoir.

Four years ago, in 2021, Curamoir was founded by Donnchadh Lawlor (CEO) with a simple but powerful vision: to build a healthcare recruitment agency that truly makes a difference.

Ryan:

What were the biggest challenges in the early days?

Winning three industry awards at the Tiara Recruitment Awards has also been a huge highlight:

These awards mean so much because they’re backed by client references, case studies, financial results, and are judged by some of the biggest names in recruitment and talent acquisition. Looking back, it’s amazing to see how far we’ve come

Ryan:

Donnchadh:

At the time we founded the business, Covid-19 was spreading around the world, leading many businesses to downsize and put their growth plans on hold. It was important that I could create a business that would genuinely help healthcare employers and professionals through thick and thin. So, I opted to launch a brand which could genuinely work in partnership with clients within the healthcare sector at a time when this help was most needed.

Donnchadh:

I’ll never forget my first placement, seven weeks in, placing an Alcohol and Other Drugs Social Worker in Wagga Wagga, NSW. That moment made it all real!

Ryan:

Ryan:

Most agencies will say this, but at the end of the day, it really does come down to the people. We hire passionate recruiters, invest in their training, reward them with a great commission structure, and equip them with the latest tech. That combination allows our team to deliver outstanding results for both candidates and clients.

What is the best feedback you’ve received?

The Xeople Best New Recruitment Company 2023
The RecruitOnline Client Service Award 2024
The Xeople Growth Recruitment Company of the Year 2024

When I joined two years ago, Curamoir was already growing beyond its beginnings, what started four years ago as just Donnchadh, a laptop and a phone, focused on recruiting for Community Services providers in Sydney and NSW, had quickly expanded nationwide.

How did bringing Ryan into the business as MD impact growth?

I always wanted to be my own boss and put my unique stamp on a business with team I’ve hand-picked. My goal was to build a brand known for an exceptional experience for candidates and clients across the healthcare and community services sector. Empathy, integrity and compassion are central to people working in these sectors and I wanted Curamoir to reflect those values.

Ryan:

Working alongside Donnchadh to build a business that truly reflects our values has been an incredible experience.

Owning a business has taught me a lot about accountability and adaptability. Every decision carries weight, and being able to pivot when needed is essential. But one of the biggest lessons has been the importance of stepping back and taking time to recharge. Finding that balance makes all the difference in the long run!

Donnchadh:

Ryan and I go way back – we worked together for six years before Curamoir, and we’ve always balanced each other out. He brings calm and discipline to people, data, systems, technology, compliance, and processes. I’m all about hitting the phones, driving business development, and bringing energy and belief to the team. You need both to build a strong, sustainable recruitment brand – you can’t have a Ryan without a Donny! Haha!

Ryan:

There are so many examples of good feedback it would be hard to choose one. The positive reviews are rewarding, but it's often the constructive feedback which is the most valuable. Those moments push us to reflect and make improvements that lead to even better outcomes for our clients and candidates.

More of the same - providing a great service to clients and candidates across Allied Health, Community Services and Nursing. We’ll be working hard on growing our teams and cementing ourselves as the most trusted healthcare recruitment agency Australia.

The phone doesn’t ring in a start-up; you’re under pressure to make things happen fast. You turn on the laptop on day one and realise you’re automatically in the red, wondering where the next sale will come from! Such challenges are not for the faint-hearted. In a nutshell, the early days involved 70-hour weeks, lots sacrifices, hard work and sleepless nights!

Through his dedication and strong relationships, Donn built a strong presence across NSW, grew the team, and took our services further across the country.

How has running Curamoir changed you as leaders, both professionally and personally?

Donnchadh:

Apart from ageing 10 years? Honestly, I don’t think I’ve changed that much! I was lucky to work under some incredible recruitment leaders who instilled in me the importance of integrity, ethics, resilience, customer experience, and pure hard work. Those values have always been at the core of how I operate. Building my own brand has given me the chance to take what I’ve learned and shape it in my own way, which has been immensely enjoyable.

Where do you see Curamoir in 4 years?

To proudly celebrate our company’s fourth anniversary, we’ve taken time out to reflect on the road we’ve travelled, the lessons we’ve learned, and the exciting future ahead for Curamoir!

Access Our Healthcare Recruitment Expertise

Donnchadh:

What sets Curamoir apart?

Before Curamoir, I worked for a larger, established recruitment company with a team of approximately 15-20 consultants and admin people reporting to me. The change of environment from corporate to start-up was significant, to say the least.

Donnchadh:

Scaling the team to a double-digit headcount in just three and a half years. I recently read that around 80% of recruitment agencies in Australia never reach that milestone, so achieving it so quickly and sustainably is something I’m incredibly proud of.

Perth and Western Australia are massive healthcare markets, especially for nursing jobs. Having a physical presence there has been a game-changer for client relationships and allows us to respond quickly to employer and candidate needs in that time zone. Ryan has lived in Perth for the past eight years and is incredibly well-connected, so having him lead Curamoir Perth was always a no-brainer!

Since coming onboard, I’ve driven the diversification of our services, setting us up to provide on-hired workers, expanding into Allied Health and Nursing, and opening our Perth office. Today, we’re a team of 13 (and counting!), with offices in Perth and Sydney, proudly connecting healthcare professionals with roles across Australia.

What inspired you to start Curamoir?

What are you most proud of?

Starting your own business comes with a whole different level of stress. You are straight back on the tools, whilst responsible for systems, marketing, cashflow, building your own team, business development, and lots more. All while navigating your non-compete clauses!

What has changed the most since starting Curamoir?

We hope you found our thoughts illuminating and inspiring, and perhaps a little entertaining!

We’ve hit some incredible milestones since I joined two years ago – placing our first temp worker, opening our Perth office, and, of course, taking home three Tiara Recruitment Awards. But what makes me the proudest is seeing our team grow, develop, and seize opportunities to progress their careers. Watching them take on new challenges and thrive is what it’s all about!

Fast forward four years, and Curamoir has grown into a strong, dedicated team placing people in Nursing Jobs, Community Services jobs, and Allied Health roles, both temporary and permanent. With offices in Sydney and Perth, we’ve built solid systems, streamlined processes, and invested in the right technology. Now, we’re primed and ready to scale as a healthcare recruitment agency.

As we reflect on the past four years, it’s clear that we’ve grown, we’ve learned, and we’ve embraced every challenge along the way. With a dedicated healthcare recruitment team and a clear vision for the future, we’re excited for what’s to come.

Here’s to the next chapter in our journey – and we’d love to have you along with us! Whether you’re searing for your next role or need support in hiring a healthcare professional, we’re here to help. Get in touch with our friendly team today!

Life as a Remote Area Nurse

Mon, 10 Feb 2025 06:27:50 GMT

Here at Curamoir, we’ve assisted many nurses with finding RAN jobs, and many have never looked back! Here is a guide to everything you need to know about Remote Area Nursing – what to expect on the job, how to get qualified, and how to tell if the work is right for you. Let’s jump in.

Are you a registered nurse looking for a genuine change of scenery? Are you bored with working in city-based hospital environments? Would you rather spend time seeing a side of Australia that others only dream about? Remote Area Nursing (RAN) could be the career path you’ve always dreamed of!

Focus on your mental wellbeing: As you’re working in isolated environments, far away from friends and family for long stretches of time, prioritising your mental health is crucial. Developing good resilience is key to thriving as a remote area nurse. Learn to recognise the signs of prolonged stress and burnout before they become serious problems. And remember to call someone when you need to talk!

The Perks of Remote Area Nurse Jobs

Choosing a Remote Area Nurse Course

You can start with CRANA’s free essential knowledge introduction, available here .

For more information about these courses, get in touch with our education partner, Bledisloe Medical , who provides a range of remote area nurse course options. By signing up with Curamoir, you can also enjoy a discount on remote area nurse courses offered by Bledisloe Medical. Get in touch with us today to find out more!

A Day in the Life of a Remote Area Nurse

It’s important to know the difference between remote nurse jobs and rural nurse jobs. In remote nursing, you’re working in communities of just a few thousand people, with major hospitals hundreds or thousands of kilometres away. With rural area nursing, you’re working with relatively larger remote communities, travel distances are smaller, and there is more access to a range of medical support (emergency, general practice, etc). This Royal Flying Doctors Service guide to rural and remote is a handy visual explainer of the geographical distances.

How to Get Started as a Remote Area Nurse

At least 3 years of experience working as a nurse, with at least one year working in a Primary Health setting
Unrestricted AHPRA registration
Qualifications specific to remote area nursing (outlined in the next section on courses)
The right to work in Australia

Due to a chronic shortage of Remote Area Nursing professionals, hourly rates of remote nursing work in Australia are very competitive.

Following that, the following remote area nurse courses will get you qualified for most roles:

Advice for Working in Remote Area Nurse Jobs

Embrace the Adventure: One of the perks of working in remote nursing is the opportunity to travel to places few people get to see. Take full advantage of it! Explore the local landscapes and soak up the unique experiences that come with working in these incredible settings.

To qualify for RAN jobs, you will need to complete remote area nurse courses that cover all the essential skill requirements for remote nursing. CRANA, the peak body for remote area nursing, has a range of resources to help you familiarise yourself with working in isolated areas.

Hourly rates of remote nursing work in Australia are much higher than city jobs, especially with on-call allowances and overtime on top. Pay rates for Remote Area Nurses can range from $75 to over $100 per hour, plus penalty rates for any shift work, allowances for being on call and overtime rates for callouts.

Most RAN jobs are centred on Emergency and Critical Care, so you’ll be rostered on call in a clinic. Another focus of RAN jobs is delivering Primary Health care, along with preventative care (e.g. health promotion & community engagement).

In the world of remote nursing, you’ll often hear the term "specialist generalist" used to describe, which is accurate! Nurses in these roles wear many hats, tackling both acute and chronic conditions.

Find Remote Area Nurse Jobs with Curamoir

RANs often work closely with disadvantaged communities, many of them Indigenous, providing some of the most essential medical care in Australia. They’re also a vital part of supporting members of communities who also do remote work, namely in industries like mining, agriculture, and tourism.

Unlike metropolitan hospitals and clinics, where you can rely on multidisciplinary teams for support, as a RAN, you’ll have to wear more than one hat. The more remote you are, the more likely you will be providing more types of care.

Pack a Little Bit of Home: Staying connected to home comforts can make all the difference in remote areas where phone reception is unreliable! Bring along your favourite books, movies, hobbies, and coffee supplies to make your space feel like your own. It’s those small touches that keep you grounded and less likely to feel homesick.

Build a support network and find mentors: Having a mentor to offer guidance, share tips, and provide support can make all the difference. Make friends as much as you can – social connections are especially important for RANs. Find someone in the nursing world who truly inspires you – someone whose career or approach you admire, even if it’s just one aspect of their work. Build a connection, ask questions, and learn from their experiences.

Your adventure will actually start when you’re travelling to your contract location. Depending on where you’re heading, you could find yourself on the open road, taking in the beauty of Australia’s wilderness or flying on a light aircraft over the bush to get to the remote community you will serve.

Subsidised living expenses

Learn about the communities you’re serving: Working closely with Indigenous communities, it’s important to understand the socio-economic and historic of their lives. This is vital to building trust and providing culturally sensitive care. It’s about respect, empathy, and delivering better outcomes for everyone.

As RAN work is a significant change in the environment and pace from your usual clinical settings, it helps you be prepared. Here are a few tips on getting the most out of remote work nursing jobs:

What is Remote Area Nursing?

If you’re ready for an adventure and a nursing role that’s anything but ordinary, becoming a RAN could be the perfect fit. Australia’s remote areas are calling! Why not explore your options with Curamoir? With offices in Sydney and Perth, we specialise in healthcare and nursing recruitment that puts people first.

As a remote area nurse, you’ll often be working solo or with a very small team, so you’ll need to be quick on your feet and confident in your skills. After all, you might be the only healthcare provider for many kilometres around.

Get a Discount

Awesome travel opportunities and work-life balance

Aside from the chance to make a real difference in local communities, remote area nurse jobs also come with attractive benefits.

The foundations of a remote area nursing career start with

A Glimpse into Remote Area Nursing

Plus, many remote nursing roles come with free or subsidised accommodation – a big relief for those used to paying city rent! In many cases, utilities and travel allowances are also provided.

If you're a nurse looking for something a bit different – and by "different," we mean working in some of the most stunning and remote parts of Australia – then look no further. Remote Area Nurse jobs are commonly located in the bush and desert regions of Queensland, the Northern Territory, and Western Australia, and they come with plenty of variety and adventure.

Here are images shared by passionate nurses we've supported in these roles:

One of the biggest reasons nurses choose RAN work is the amount of freedom they get to travel and the sense of adventure that comes with working in the outback. With contracts lasting 4-12 weeks at a time, you’re able to balance hard work with plenty of time for exploring Australia’s vast landscape, including beaches, bush, mountains – whatever you’re into!

High hourly rates

Contact us today for more information on remote area nursing jobs. We can help you find placements, attain the necessary qualifications, and answer any questions you have.

Remote Emergency Care (REC): This course equips you with the skills to handle emergencies and deliver safe, high-quality healthcare in isolated and remote areas.
Maternity Emergency Care (MEC): Designed specifically for rural and remote healthcare settings, this course trains you to manage emergencies involving pregnant women, new mothers, and their babies.
Pharmacotherapeutics: Offered by the Centre for Remote Health , this course focuses on the safe and effective use of medications, including understanding their risks, benefits, and appropriate application.
Immunisation Course: Nationally accredited by Health Education Services Australia (HESA), this course trains you in the proper and safe administration of vaccines.
Advanced Life Support (ALS): Building on Basic Life Support (BLS), this course enhances your ability to manage critically ill patients, including handling cardiac arrest and other life-threatening situations in isolated settings. Earning certifications like REC, MEC, and Pharmacotherapeutics can significantly boost your career opportunities, particularly when applying for nursing agency roles in rural and remote parts of Australia.

Many nurses love RAN work for the sheer variety it brings. You’ll have opportunities to connect with patients in ways you can’t in metropolitan workplaces.

Why Irish Medical Professionals Are Choosing to Come – and Stay – in Australia

Thu, 09 Jan 2025 06:32:20 GMT

As healthcare demand continues to rise across Australia, Irish nurses and medical professionals are in high demand. Known for their strong training, reliability, and solid work ethic, Irish healthcare workers are highly valued. Donnchadh shared that many Australian employers specifically request Irish professionals because they rarely take sick days and consistently deliver top-quality care.

In a recent interview on RTE Radio, Donnchadh Lawlor, CEO of Curamoir Healthcare Recruitment, spoke with Aisling Mooney about why so many Irish medical professionals are choosing to come to Australia and why they’re staying long-term.

Social and Community Care: Recruiting Psychologists, Social Workers, Case Workers, Counsellors, and more across multiple sectors.
Allied Health: Placing Allied Health professionals in areas such as Aged Care, Paediatrics, Disability, Rehabilitation, and more.
Nursing: Recruiting across all nursing specialisms – RNs, ENs, AINs, Midwives, and Managers – in a variety of healthcare settings.

At Curamoir Healthcare Recruitment, we specialize in connecting Irish medical professionals with career opportunities across Australia. We work with a wide range of healthcare providers, including community services, hospitals, and allied health organizations. We recruit for roles in various sectors, including:

Looking for a Nursing Role in Australia?

If you’re interested, listen to the full interview here .

For many, moving to Australia has been a life-changing decision, many have quickly advanced in their careers, progressing faster than they could have back home. However, it’s not just about career advancement – the Australian lifestyle, weather, and work-life balance are key factors that motivate many healthcare workers to stay for the long haul.

If you’re interested in exploring opportunities, get in touch with us today!

In 2024, the number of foreign healthcare professionals registering to work in Australia saw a 48% increase, thanks in part to a streamlined registration process for overseas workers. With better working conditions, including improved nurse-patient ratios, Australia continues to attract medical professionals from around the world – offering better prospects compared to the challenges faced in Ireland.

Starting Your Career in Allied Health

Fri, 20 Dec 2024 06:42:20 GMT

As a Physiotherapist, Speech Pathologist or Occupational Therapist, you will be making a real difference in helping people restore or maintain their quality of life.

After years of hard work, you've graduated and are ready to step into the allied health world. Allied health careers in Australia are some of the most rewarding and respected roles in healthcare, so you’ve made an excellent choice!

Starting your career in allied health is an exciting time filled with opportunities to make an impact in people’s lives. By staying open to new experiences, investing in your skills and taking care of yourself, you’ll set the foundation for a fulfilling career.

An APA survey of Physiotherapy students and graduates found that 62% would have liked more exposure to different clinical settings, and 86% felt that blended placements would have been better for helping them to develop the broad skills necessary for success in their Physiotherapist jobs.

By carefully selecting a supportive and growth-oriented workplace, you’ll set yourself up for success and gain access to the guidance and mentorship you need as a new graduate.

Starting out as a new graduate can feel overwhelming at times, but it’s important to remember that you’re not alone. Supervisors, mentors, and peers are there to guide you. More experienced colleagues have been in your shoes and understand what it’s like when you’re just starting out, so they want to see you succeed.

In regional and rural areas, you have more avenues for working in roles with greater responsibility or achieving work-life balance with more time to travel and explore. If you make a connection with a reputable allied health recruitment agency , you can access a range of assistance and resources to help you settle in.

Focus on Soft Skills

Don’t be afraid to explore different settings – it can be hugely beneficial to your early career development. Rotating through different environments can help you discover what you enjoy most and is excellent for broadening your skill set.

What does a career look like for me at your organisation?

What does the induction process look like?

What does the supervision program include?

What is the company’s staff retention and turnover rate? This can provide valuable insights into the company’s reputation.

Rather than focusing solely on salary, make sure you’re joining a company for the right reasons. Ensure the organisation provides a clear pathway to set you up for success and build your confidence and skillset – the money will follow!

Online networking can be valuable, too. Connecting with other Physios, Speech Pathologists, or Occupational Therapists on platforms like LinkedIn can help you make new friends and lead to future job opportunities

Ask questions and seek feedback whenever you can – and don’t hesitate to reach out if you’re unsure about something!

Many regional and remote communities in Australia are crying out for allied health support. A Speech Pathology Australia study found that the number of speech pathologists in Australia has doubled in less than a decade, but they are “disproportionately located in areas of lower population need”. Expanding your job search beyond the city you live in can help you make a difference for people who need it most.

Aaron Winders (WA, SA & NT) at 0414 318 360
Aaron Byrne (QLD, VIC & TAS) at 0414 374 383
Dervla McBreen (NSW & ACT) at 0452 583 374

Let us help you find your perfect opportunity!

Remember to Ask for Help

Never Stop Learning

What will set you apart as an effective and compassionate professional? Learning how to build rapport with clients, explaining treatment plans clearly and adapting your approach to people from all walks of life.

Gain Experience in Different Settings

Allied health careers are diverse, and your path can take so many directions. You could be drawn to working with children, helping older people maintain their independence, or supporting people recovering from injuries. Take time to reflect on what interests you about a particular area. Exploring specialisations early on can help you build a clear sense of direction in your career. This can also help you make the best use of your strengths.

Ask the Right Questions Before Accepting Offers

Curamoir is here to help you take the next step in your allied health career. With multiple TALiNT Tiara awards over the past two years, our team is dedicated to providing a supportive and tailored job search experience. Whether you're looking for your next role as an Occupational Therapist, Physiotherapist, or Speech Pathologist, get in touch with:

Build Your Network

Jobs in allied health are constantly evolving, thanks to new research, techniques and technology. Staying up-to-date can help you make both small and profound changes to your work as an Occupational Therapist, Speech Pathologist or Physiotherapist.

Find Allied Health Jobs with Curamoir

But, as a recent graduate, how do you begin preparing for the world of allied health jobs and building your career? Here are some tips to help you hit the ground running.

It's wise to focus on building your active listening skills and self-awareness so you can respond to new situations effectively. At the most basic level, staying curious, asking questions and consistently trying to understand where people are coming from will help you do a great job.

Demand for allied health professionals is exceptionally high in regional and rural areas of Australia. Working in these locations can offer unique experiences and perks that you won’t find in the big cities, like relocation assistance or student loan offsets, especially in areas such as aged care .

Think Long-Term

It pays to get a variety of work experience under your belt – in hospitals, private practices, schools, aged care facilities, community health services, and even workplaces.

Don’t hesitate to message people who previously worked with the organisation and ask about their experience.

As a new graduate, you’ll likely receive multiple job offers. It’s essential to do your due diligence when selecting a company.

Look into continuing professional development (CPD) courses, workshops and certifications relevant to your role. Many employers offer funding or leave for further education, so don’t hesitate to ask.

Understand Your Scope and Specialisation

Ask questions such as:

It’s never too early to start thinking about where you’d like your career to go. As you gain experience in a range of settings, you can then start thinking about where you see yourself within the next five years. Do you see yourself in leadership, private practice, research, or a niche specialisation? Setting goals now can help you make strategic decisions about your future roles.

Healthcare professionals get plenty of benefits from being members of professional networks, and allied health professionals are no different. Consider joining professional associations like Occupational Therapy Australia (OTA), Speech Pathology Australia (SPA), the Australian Physiotherapy Association (APA) or Allied Health Professions Australia (AHPA). These organisations can provide you with essential updates on what is happening within your field, such as the impacts of new government policies. They can also give you skills development opportunities that are tailor-made for your specialisation.

Consider Regional Opportunities

Technical expertise is the baseline for your success as an allied health professional. However, your ability to communicate, empathise and problem-solve will be just as vital. Developing your soft skills early enables you to build a strong foundation for all types of jobs in allied health.

Curamoir awarded 'Growth Recruitment Company of the Year' at 2024 TIARA Awards

Tue, 03 Dec 2024 06:51:54 GMT

Judges comments:

Judges Comments:

This award recognises our phenomenal growth and outstanding results throughout the year.

Curamoir were recognised as the Xeople Growth Recruitment Company of the Year at the 2024 TALiNT Tiara awards!

Curamoir Healthcare Recruitment showed impressive expansion and commitment to employee development, innovation, and social responsibility. Their innovative strategies greatly expanded their talent pool, enabling them to secure key contracts to deliver care in underserved regions.

Curamoir awarded 'Client Service Award' at 2024 TIARA awards

Tue, 03 Dec 2024 06:49:19 GMT

CuramoirHealthcare Recruitment was praised for their dedication to understanding client needs and delivering high-impact, tailored solutions. By using innovative recruitment strategies—including leveraging video tech, AI-driven candidate matching, and community partnerships—they have expanded their candidate reach and improved placement quality.

Judges Comments:

This award recognises an agency's dedication toward delivering an outstanding service to it's clients and is something we are immensley proud of!

Curamoir are proud winners of The RecruitOnline Client Service Award at the 2024 TALiNT Tiara awards.

Finalists:

Contract Care Recruitment
Guidant Global
NES Fircroft
Sapture International
Talenza

Curamoir awarded 'Best New Recruitment Company of the Year' at the 2023 TIARA Awards

Thu, 23 Nov 2023 06:54:57 GMT

In a very tough recruitment sector Curamoir is clearly doing a brilliant job! Great ethos in how they screen candidates and very aware of the vulnerability of their clients. They are striving to be the best employers and to get the best employees and candidates.

Judges’ comments:

This Award recognises a new company that has shown financial and market growth as well as excellence and innovation in sourcing, supporting and placing the best candidates. This award is for businesses which have been trading for up to 5 years.

Curamoir are proud winners of The Xeople Best New Recruitment Company of the Year at the 2023 TALiNT Tiara awards!

Finalists:

· Civitas Talent

· Evolve Talent

· Smith & Co Recruitment

Curamoir Featured in the top 20 Australian Recruitment Agencies to Watch in 2022

Thu, 04 Nov 2021 06:57:33 GMT

Curamoir Healthcare Recruitment has had an explosive start in 2021 and is anticipating exponential growth in 2022 and beyond through its commitment to making a difference to the people making a difference in the healthcare and community services sectors.

The team at Curamoir is attentive, responsive and they approach meeting the needs of both clients and candidates with passion and determination. They understand the inherent challenges and rewards for those working in the sector and this fuels their commitment to facilitating the right connections to enable their clients and candidates to continue making a positive impact in the industry.

Curamoir means “caregiver” in Gaelic, and thus a natural choice for CEO Donnchadh, combining his Irish heritage with his passion for health and wellbeing. Before working in recruitment, he worked in the social work, mental health, youth and child protection spaces, gaining a wealth of knowledge and experience.

Curamoir Healthcare Recruitment is a high-energy, progressive and people-centric recruitment agency servicing a wide range of health and wellbeing organisations. They specialise in connecting healthcare and community services organisations, NFPs, hospitals, NDIS providers, and NGOs with the most committed and talented health, wellbeing, and community services workers in Australia.

curamoir-hr

Knowing When It Might Be Time for a Change in Healthcare

When staying starts to feel harder than leaving

Burnout versus Misalignment

Change doesn’t always mean leaving healthcare

Why timing matters

Questions worth asking

A people-first approach to change

Looking ahead to the rest of the year

Workforce Trends in 2025 and How Providers Can Stay Ahead in 2026

Launching Your Allied Health Career: What 2025 Graduates Need to Know

The 2025 Graduate Market in a Snapshot

Why It Is More Than Just Getting a Job

How Curamoir Supports Graduates

Where Opportunities Are Available Now

2025 Graduate Referral Program

The New Aged Care Act: What It Means for Providers

A Clearer Framework for Rights and Responsibilities

The Regulatory Shift

The Workforce Challenge

Operational and Financial Impacts

What Providers Should Do Now

Looking Ahead

Navigating the Australian Healthcare Job Market with Curamoir

Partner with a Healthcare Recruitment Agency

Maximise Networking Opportunities ﻿

Stay Up-to-Date with Industry Trends ﻿

Why Choose Curamoir for Your Healthcare Career?

Tailor Your Applications to Stand Out

Ace the Interview ﻿

Stay Resilient and Persistent

Create a Resume That Stands Out

Consider Temporary or Contract Work

Follow Up and Keep in Touch

Staffing Challenges in Regional Aged Care Homes

What Our Clients Say

Tapping Into Local & International Talent for Aged Care Jobs

A Sustainable Future for Aged Care Staffing

A Sustainable Talent Network Is Essential ﻿

Burnout Leading to High Turnover

Aged Care Recruitment & Retention: The Local Talent Gap

Covering Gaps With Aged Care Travel Nurses

Compliance & Regulatory Pressures

But Long-Term Planning Is Important Too

Get In Touch

Looking After Your Mental Health in Healthcare

Where to Get Help

You Care for Others. Let Us Care for You.

What Employers Can Do to Support Healthcare Staff Wellbeing

What Healthcare Professionals Can Do to Protect Their Own Wellbeing

​What Labor’s Re-Election Means for Australia’s Healthcare Workforce

Medicare & Primary Care

Support for Nursing Jobs and Hospital Funding

Employer Funding and Pay Raises for Aged Care Jobs

The Outlook for Healthcare Employers and Professionals

Talk to Us

Why Delays in Hiring Cost More Than You Think

The true cost of hiring delays in healthcare

What employers often tell us

Where the recruitment process breaks down

Tips for speeding up the hiring process

Good candidates don’t have time to wait

Make each day count – talk to a healthcare recruitment expert

Celebrating Curamoir’s 4-Year Anniversary

Ryan:

What were the biggest challenges in the early days?

Donnchadh:

Donnchadh:

Ryan:

What is the best feedback you’ve received?

How did bringing Ryan into the business as MD impact growth?

Ryan:

Donnchadh:

Ryan:

How has running Curamoir changed you as leaders, both professionally and personally?

Donnchadh:

Where do you see Curamoir in 4 years?

Access Our Healthcare Recruitment Expertise

Donnchadh:

What sets Curamoir apart?

Maximise Networking Opportunities

Stay Up-to-Date with Industry Trends

Ace the Interview

A Sustainable Talent Network Is Essential

What Labor’s Re-Election Means for Australia’s Healthcare Workforce