'Right fit, right job, right time.

Objective Staff turnover remains a significant financial burden across the healthcare sector. Traditional approaches to recruitment continue to prioritise competency-based outcomes over the cultural fit of applicants. This brief case study sought to evaluate the effectiveness of a new recruitment intervention on allied health staff attrition rates at the Royal Melbourne Hospital, Australia. Methods The study used a single-site, prospective, mixed-methodology research design. Staff attrition rate, defined as the number of staff who ceased employment within 12 months of starting (both voluntarily and involuntarily), was selected as the primary outcome measure. Baseline data were collected in the 12 months before intervention roll out. Data were supplemented by surveying staff on interview panels and by feedback from consumer interview panel members. Results Descriptive analysis revealed that there was a decrease in the overall staff attrition rates following the introduction of the new recruitment model. Survey data revealed that interviewers rated the new recruitment strategy as more effective than traditional approaches. Several unique benefits associated with the inclusion of consumer advocates were also identified. Conclusion A behaviourally grounded recruitment approach to allied health improves overall staff attrition over traditional competency-based models.