Employer branding · Healthcare
Your next receptionist lives two streets away and hears about it locally.
A clinic hires from a few kilometres around it: front-office staff, a nurse, a technician, and visiting consultants choosing between three nearby clinics.
Scope, fee, reporting and term are agreed in writing after we have read your brief and spoken to you.
In one paragraph
A clinic hires from a few kilometres around it: front-office staff, a nurse, a technician, and visiting consultants choosing between three nearby clinics. Employer branding here is a short, honest set of pages and posts, and GullySales writes them with whoever actually runs your front desk.
Also written for
Multi-speciality clinics, Polyclinics, Day-care centres.
What we do not do
We do not recruit, supply candidates or run payroll. We help candidates see the employer you already are.
Where this sits
For clinics and polyclinics
Where it usually goes wrong, and what we would do.
“Your hiring happens inside a three kilometre radius”
The receptionist who joins you heard about it from the pharmacy downstairs or from a neighbour. A page that never names your locality is invisible to exactly the person you want.
“A visiting consultant is comparing you with two other clinics”
They want the session pattern, how patients reach you, and who handles the follow-up calls between visits. Nobody writes it down, so the decision happens over tea and goes to whoever explained it best.
“Front office is advertised as receptionist wanted”
The person at your desk decides how every patient feels about the clinic and whether an enquiry is ever followed up. Advertised in six words, the role attracts whoever happens to be free this month.
“Closing time is eight and everybody leaves at nine thirty”
The last patient walks in at ten to eight. Staff learn this in week one and resent it for a year. Written into the post, it becomes a condition somebody agreed to.
What we do
What we deliver for clinics and polyclinics.
Every deliverable, what it covers for you, and the result it is there to produce. Nothing here is an extra.
A careers page that names your locality
Where the clinic is, which areas your staff come from, the timings and what the day holds. Written so somebody living nearby recognises the place.
Result: Local applicants who can genuinely reach you by eight in the morning.
Posts for front office, nursing and technician roles
Plain descriptions of the work, the software your desk uses, the timings and who each role reports to. Short enough to print and put in the window.
Result: Applicants who understand the job before the interview.
A page for visiting consultants
Session pattern, the equipment available, how patients reach the clinic, and what your team handles between visits. Kept factual, with no claim about earnings.
Result: A specialist deciding between clinics has your answer in writing.
The timings question answered honestly
When the clinic officially closes, what happens when a patient arrives late, and how that is rostered or compensated.
Result: The resentment that used to build in month two never starts.
Staff accounts of the clinic
Two or three short pieces from people at the desk and in the treatment rooms, in their words and with their agreement.
Result: A candidate hears about the place from somebody other than the owner.
How the result is measured
- Applications received per open role
- Careers page engagement and time on page
- Candidate drop-off during the interview process
- Referral hires as a share of total hires
Recorded as a baseline before work starts, so every later report has an honest comparison.
How it works
How the work runs for clinics and polyclinics
The work itself, in order. How an engagement starts, from your brief to a written scope, is set out on our method page.
- 1
Talk to current employees
We interview a cross-section of staff honestly, including some who might raise uncomfortable points.
- 2
Find the genuine reasons to join
We identify what is actually true and attractive about working there, rather than generic claims that could apply anywhere.
- 3
Build the careers content
The careers page, job post templates and employee stories are written from what staff actually said.
- 4
Review the candidate experience
We check what happens between application and offer, since branding cannot fix a process that loses candidates through delay.
- 5
Hand over and refresh periodically
Content is handed over for ongoing use and revisited periodically as the team and roles change.
Before you hire anyone
The first thing to do yourself.
Read your company the way a good candidate would, before you change anything.
- Search for your company name with the word jobs, and read the first page of results as a candidate would.
- Read your last ten reviews and list the points that appear more than once.
- Ask your three newest joiners why they said yes, and what almost stopped them.
Judge any provider
What to ask any agency or ghost-writer.
Useful whoever you choose, including us.
- Will you work from what our people actually say, or from a template?
- Do you do recruiting or supply candidates, or only the employer-brand work?
- Who approves anything that speaks for our staff?
- Which of our existing job pages and profiles will you change, and which will you leave alone?
- What do you count as a result, and what will you not promise?
Where this fits
Three pieces of sales work, in this order.
GullySales builds every engagement from three pieces of sales work. This page is not one of them, but the same three steps apply to the business behind it.
Step 1
Sales audit
Find where deals are being lost and what to fix first.
Start here if you cannot say where orders are lost.
Step 2
Sales process design
One written way to sell, from first enquiry to repeat order.
Start here if every salesperson sells differently.
Step 3
Sales management
A target, a review routine and someone who owns the number.
Start here if the team has targets and no routine.
FAQ
Questions owners ask before they call.
Not here? More answers, or ask on WhatsApp.
We need a good doctor, not a marketing agency.
Our clinic has six people. Is a careers page worth it?
Are we allowed to name our doctors in a job post?
How much does it cost?
How long is the contract?
How soon will we see results?
Who will actually do the work?
What do you need from us?
What if we are not happy with the work?
Your next practical step
Tell us what you are trying to grow, and we will read it before we call.
Eight short steps, mostly taps. Skip anything you would rather answer on the call.