Why Partner With Us?
Bernadette Beach is Director of Indigo Medical Consulting Services and brings over 25 years experience in Human Resources and Recruitment, both internally and externally in health, legal and hospitality.
Before embarking on establishing Indigo Medical Consulting Services in 2004, Bernadette had set up and established two medical recruitment organisations and was a HR/Operations Manager for over 160 people.
Bernadette’s extensive background as a HR and Recruitment practitioner, has inspired her to bring her wealth of expertise and passion for the industry, to assist organisations in understanding and untangling the web in Human Resources Management and in creating successful organisations through the most important resource – their people
How We Help
- Affordable Fixed-Fee Placement – Affordable and transparent pricing with a flat recruitment fee, regardless of salary.
- 20+ Years in Medical Recruitment – Extensive experience helping practices hire with confidence.
- High Success Rate in Staff Placement – We carefully match candidates to ensure the right cultural and skills fit.
- Practice Management Expertise – Hands-on experience managing practices means we understand exactly what practices require.
- Qualified HR Professional – Formal HR qualifications ensure every hire meets legal, ethical, and cultural fit standards.
Recruiting for These Key Healthcare Roles….
Creating Business Profile
This crucial first stage allows us to understand your business — its people, systems, and goals — so we can identify candidates who truly fit your culture and objectives.
We work as an extension of your management team to gain insight into your operations and define the ideal role requirements.
- Meet with you to discuss needs and objectives
- Review your systems, processes, and people profiles
- Develop a clear position description and criteria for success
Interviewing and Analysing
We advertise positions through Seek, which has proven most effective in attracting quality candidates. We also search our candidate database and post listings on Career One, industry-related sites, and the Indigo Medical Consulting Services website.
Each advertisement is crafted to market your business and highlight the role clearly. We make it engaging, aligned with your goals, and send you a draft for approval before publishing.
Our interview process allows us to understand each candidate’s background, skills, and fit for your business. Through behavioural and competency-based questions, we assess their experience and strengths to ensure the right match.
Assessment of Skills
It is essential to verify a candidate’s skills and personality to ensure they meet the core competencies of the role and align with your business culture. Our assessments help identify strengths and confirm suitability for the position.
We conduct practical assessments such as Typing, Microsoft Office proficiency, and Spelling & Grammar tests, tailored to the requirements of each role.
In addition, we use the DISC profiling system to understand communication styles and workplace behavior, providing valuable insights into how best to manage and engage each individual.
Reference Verification
We provide detailed and high-quality workplace references that cover the candidate’s past work history, duties, experience, and performance. This helps ensure you receive a clear picture of their professional background.
Each referee is given a full description of the role and its responsibilities to ensure their feedback is accurate and relevant to the position being applied for.
This process ensures the reliability and quality of each reference, helping you make informed decisions with confidence.
Performance Management Review, Planning & Development
Once a new employee begins their role, it is essential to monitor and evaluate their performance regularly. Providing continuous feedback and development opportunities helps enhance their skills, motivation, and contribution to your business.
Our structured 12-month performance management, planning, and development program supports both the employee and employer in setting clear goals and achieving long-term success.
| Month | Review & Development Activity |
|---|---|
| 1 Month | Review and evaluation with employee and direct supervisor by telephone |
| 2 Months | Review and evaluation with employee and direct supervisor by telephone |
| 3 Months | Performance Management Review & Development Meeting to assess performance and set goals for the next three months |
| 6 Months | Review of Performance Development Plan and goals |
| 9 Months | Review of Performance Development Plan and goals |
| 12 Months | Final Review of Performance Development Plan with supervisor in line with the annual Performance Review |
