Advertising a Position

No matter what methods are selected to advertise, the best results will happen if the job posting is engaging to candidates. Candidates are motivated to apply if they can picture themselves working at the practice group. Refer to the AOM website for examples of advertisements posted by other practice groups.

The posting should include a statement that the practice will accommodate workers with disabilities as required by the Accessibility for Ontarians with Disabilities Act (e.g., “We welcome and encourage applications from people with disabilities. Accommodations are available on request for candidates taking part in all aspects of the selection process.”) Before posting, consider the practice’s human rights obligations by reviewing the resources prepared by the Ontario Human Rights Commission.

Administrative staff

For administrative staff, the best place to start is to ask current workers and network contacts for referrals. This can include: former workers or students in the practice group, colleagues, educational contacts (including instructors), neighbouring practice groups, or personal networks. It is often easier to evaluate an applicant’s fit through a referral process. If hiring someone that the practice has had a previous relationship with, consider any possible conflict of interest or challenges that may arise (e.g., confidentiality of former clients, future requests for care, how to handle conflict or performance issues).

Advertising through other media is also very effective. For administrative or support staff, consider widely viewed mediums in the community or where qualified candidates may view the posting. These can include: social media, general job boards, targeted/niche job boards, blogs, local newspapers, and community message boards. Free resources can be as effective as paid resources. Most colleges have an administration training program and have free job posting service for their alumni and upcoming graduates.  Positions can also be posted online (e.g., AOM website,,,; however, this may lead to an overwhelming number of applications.


When recruiting a midwife, many practices start with people who have previously worked with the practice, such as midwifery students, locums, or new registrants. They may also post the position on the AOM or Canadian Association of Midwives website.

When developing such an advertisement, consider including:

  • Level of work available (i.e., full or partial caseload),
  • Midwifery experience required (e.g., new registrant or general registrant; years of practice),
  • Special skills in working with the practice’s target clientele,
  • Additional skills to contribute to the practice group (e.g., second language, financial management capabilities),
  • Practice structure (e.g., associates, partners; primary or shared call),
  • Culture of the practice,
  • Expectations for holiday and off-call time,
  • Future prospects with the practice group, and
  • How candidates should apply, the deadline, and what the application should include.