maydayhealth

Meet Florlyn: A MAYDAY Healthcare Nurse Dedicated to Changing Lives

Thu, 14 May 2026 04:44:49 GMT

As part of our International Nurses Day celebrations, we’re proud to spotlight some of the incredible nurses we work with at MAYDAY Healthcare. Every day, nurses make a lasting impact through their compassion, resilience, and dedication to patient care.

In this feature, we hear from Florlyn about what inspired her to pursue nursing, and the rewarding impact of working behind the scenes in theatre care. We’re proud to share her story and celebrate the difference she makes every day as part of the MAYDAY Healthcare team.

What inspired you to become a nurse?

What inspired me to become a nurse is the opportunity to be part of a patient’s journey at one of the most vulnerable and important moments in their life. Working in theatre, I’ve always been drawn to the planning, precision, and teamwork involved in delivering safe care. There is something deeply meaningful about knowing that every preparation, every detail, and every decision contributes to a better outcome for the patient. Seeing the results of that care and knowing it gives patients hope, healing, and a chance to return to their lives is what continues to inspire me every day.

I believe life begins the moment we step out of our comfort zone and allow ourselves to grow through new adventures, new people, and new possibilities.

What’s the most rewarding part of working in healthcare?

The most rewarding part is knowing that the work we do brings hope and real outcomes for patients and their families. In theatre, every detail matters, and being part of a team that works together to deliver safe and successful care is deeply fulfilling. It’s rewarding to know that what we do behind the scenes can transform someone’s life.

Hub

Candidate

At MAYDAY Healthcare, we’re here to help you find work that feels meaningful, supportive and aligned with your skills - whether you’re a nurse, clinician, allied health professional or healthcare administrator.

From flexible temp and travel contracts to permanent roles, metro to rural, aged care to acute settings, we match you with healthcare opportunities aligned to your skills and goals.

Caring for the people who care for others.

Meet Jeal: A MAYDAY Healthcare Nurse Making a Difference

Thu, 07 May 2026 02:30:30 GMT

In this feature, we hear from Jeal about the realities of working as a scrub scout nurse behind the scenes, and what stands out about her experience working as a MAYDAY Healthcare nurse. We’re excited to share her story and celebrate the difference she makes every day.

What do you love most about your role?

What I love most about being a nurse, especially working as a scrub scout, is being part of something bigger than myself. There’s something incredibly rewarding about knowing that behind every procedure is a patient placing their trust in us. I enjoy the fast-paced environment, the teamwork in theatre, and the sense of purpose that comes with helping deliver safe and positive outcomes.

What’s one thing people might not realise about being a nurse?

People might not realise how much happens behind the scenes. Nursing isn’t just about what patients see, it involves critical thinking, anticipating the needs of the surgical team, advocating for patient safety, and being constantly alert. It’s physically and emotionally demanding, but also deeply fulfilling.

What stands out to you about working as a MAYDAY Healthcare nurse?

Outside of work, one of the things I’m most grateful for is the opportunity to travel with my family, my husband, our two young children, and my mum. Being able to explore new places together while balancing work and family life has been such a meaningful and unforgettable experience. I’d also like to thank Mayday Healthcare for supporting my husband Karl and I by providing contracts that truly work for our family and lifestyle.

See Australia. Grow your career. Make an impact.

Contracts

Travel Nursing

MAYDAY Healthcare Pulse Check – Attracting & Retaining Nurses

Tue, 28 Apr 2026 06:16:49 GMT

In this edition of MAYDAY Healthcare Pulse Check, we’re diving into a challenge every healthcare employer knows all too well… attracting and retaining great nurses.

Hiring is hard. Retaining skilled staff? That’s the real test.

In our experience, teams pour hours into finding the right person, only to see them leave within a year. And with Australia projected to face a shortfall of over 70,000 nurses by 2035, building a team that sticks around has never been more critical.

So, what makes nurses stay even in busy, high-pressure environments?

What makes nurses stay

Feeling valued:
Recognition for hard work, small wins and consistent feedback matters more than flashy perks. A simple check-in or a “ thank you ” can go a long way.

Access to growth & development:
Opportunities to upskill, gain new experience or progress in their career are huge motivators. Nurses want to know they’re not just filling a role; they’re building a career.

Supportive leadership:
Teams thrive under leaders who are approachable, responsive and willing to support staff through busy periods. Feeling backed by management and colleagues alike is key.

Work-life balance that’s genuinely respected:
Flexibility is no longer a “nice to have.” Fair rosters, manageable workloads and time to recharge are essential to preventing burnout and showing staff their wellbeing is valued.

Ultimately, retention is often shaped less by financial incentives and more by everyday experiences - feeling heard, supported and respected.

What employers can do to attract & retain nurses

Move fast:

In today’s market, delays in communication can mean losing top candidates before they even start. Respond promptly to applications, schedule interviews quickly and keep the momentum going.

Be clear:

Vague job descriptions, uncertain role expectations or slow follow-ups can make candidates hesitant. Clearly outline responsibilities, expectations and support structures upfront.

Offer flexibility:

Nurses increasingly value roles that allow them to balance career growth with life outside work. Flexible hours, part-time options or clear pathways to career development can make your roles stand out.

Think long-term:

Retention starts on day one. Strong onboarding, structured mentorship, ongoing development and consistent recognition all build long-term loyalty.

Communicate culture & opportunity:

Especially when short-staffed, it’s tempting to focus on the workload. Instead, highlight the supportive team, learning opportunities and ways new hires can make an impact. Candidates want to know they’ll be joining a team that works together and values their contribution.

Attracting nurses gets them through the door, but it’s the day-to-day experience that determines whether they stay.

Final thoughts

Attracting nurses is only half the battle. Retaining them is where you secure consistency, quality of care and a sustainable team.

With shortages projected across hospitals, aged care and primary healthcare, investing in retention strategies isn’t optional its, essential.

Often, the biggest impact doesn’t come from bigger budgets or additional perks. It comes from building a culture where nurses feel supported, respected and motivated to stay.

If your team is growing in 2026, don’t just focus on hiring; focus on retention.

Build a workplace people want to stay in, and everything else follows.

Solutions

Built for healthcare. Backed by care. When rosters are stretched and patient demand doesn’t wait, you need recruitment partners who understand healthcare pressure. MAYDAY Healthcare delivers fast, flexible hiring solutions that support safe care, workforce continuity and confident decision-making.

Flexible Hiring

Balancing the Scales in Healthcare Leadership

Mon, 09 Mar 2026 01:10:46 GMT

International Women’s Day invites us to pause. To reflect and to take action.

UN Women Australia’s theme for 2026, Balance the Scales , challenges us to confront the structural barriers that still limit equality, safety and fairness for women.

In Australia’s healthcare sector, the imbalance is clear. Women make up around 74% of the health workforce a s a whole, delivering care, supporting patients and holding the system together every day. Yet when we look at who leads our healthcare organisations, the picture shifts. According to the Australian Academy of Health & Medical Sciences , leadership teams still don’t reflect the people powering the sector citing that women make up just 26% of leadership roles.

A workforce powered by women .

Women make up the overwhelming majority of Australia’s healthcare workforce. This is particularly visible across nursing , midwifery, allied health and community care , where women deliver frontline care, support patients and keep the system running day to day.

They are, quite literally, the backbone of the workforce.

Yet despite this strong representation, the same balance is not reflected in leadership. According to data from the Workplace Gender Equality Agency , women hold just 19.4% of CEO roles and 32.5% of key management positions nationally , highlighting the gap between who powers the sector and who leads it.

Healthcare is no exception. While nearly 90% of Australia’s nursing workforce is female , leadership roles remain far less representative; even in sub sectors where they make up the majority of the workforce.

Balancing the scales through fair, consistent recruitment .

To create leadership teams that reflect the people delivering care, organisations need recruitment processes that are transparent, inclusive and consistent. From our experience here at MAYDAY Healthcare, these five practical steps make a meaningful difference:

Use a standardised recruitment process - ensuring every candidate is assessed against the same criteria and interview structure.
Form diverse interview panels - bringing multiple perspectives into decision making and reducing unconscious bias.
Advertise roles inclusively - using neutral language and highlighting flexibility to attract a broader, more representative talent pool.
Develop internal leadership pathways - giving existing staff access to sponsorship, development, and stretch opportunities.
Document and review hiring decisions - creating transparency and accountability in how leaders are selected.

A leadership team that reflects the workforce .

Healthcare is built on empathy, diversity and service. Leadership should reflect those same values. When executive teams mirror the workforce, organisations benefit from stronger culture, better decision making, and improved patient outcomes.

Balancing the scales isn’t about favouring one group over another—it’s about ensuring the systems we use to select leaders are fair, consistent and aligned with the reality of today’s healthcare workforce.

Siobhan Filen

Managing Director

siobhan@maydayhealthcare.com.au

Meet Kat, HR Director at MAYDAY Recruitment Group.

Sat, 20 Dec 2025 00:32:03 GMT

At MAYDAY, “Recruitment with Care” is a lived daily practice, not just a slogan. And no one brings that philosophy to life more than Kat, Co-Founder and HR Director.

From mentoring future leaders to shaping the programs that support our team’s wellbeing and progression, Kat plays a pivotal role in building the people-first culture we’re so proud of.

We sat down with her to talk about what care looks like behind the scenes, how we support long-term growth and the little moments that make it all worthwhile.

1. What does “recruitment with care” actually mean for you day-to-day?

It means treating people like people. Picking up the phone, being honest, keeping promises and remembering that every candidate is a real human with a real life.

Care is in the micro-moments - the follow-ups, the empathy, the effort to really listen.

2. How do you support career growth at MAYDAY?

By actually listening. We talk openly about goals, strengths, ambitions and the parts someone might want to develop. From there, we build a pathway that feels achievable and personal.

Our approach includes:
Clear expectations and structured progression plans
Regular check-ins
Access to senior mentors across the business
A robust internal training calendar designed around real needs.

We want every team member to see a future here and feel supported getting there.

3. What initiatives are you most proud of implementing?

For me, it would be creating and implementing our people focused initiatives - the ones that genuinely make a difference in someone’s day, not just look good on paper.

Things like:

Stay interviews that help us understand what keeps people at MAYDAY
Our return-to-work support framework
The wellness program built around Move, Money, Munch and Mind
Our mentoring and internal training programs
The clarity of our progression plan.

These are foundations, not add-ons. We’re in a constant pursuit of creating an environment where people feel supported, valued and set up for success.

4. Leading a growing team can’t be easy. What’s the biggest lesson you’ve learned?

Communicate everything, even the small stuff.

Transparency builds trust, and trust builds teams.

And be kind - to yourself and to the people around you. Leadership isn’t about

having all the answers; it’s about showing up consistently with empathy and clarity.

5. What gets you out of bed in the morning (besides coffee and 4 children)?

Usually my one-year-old… or my husband returning from the gym! But professionally, it’s watching people grow.

I love bringing new people into the business and seeing them settle, succeed and surprise themselves. Watching existing team members step into new challenges or progress their careers is the most rewarding part of my job.

6. Can you spill the secret sauce that makes MAYDAY such a great place to work?

Our people. We hire genuinely great humans, trust them, support them and keep the ego out of the room. We genuinely want the best for every person.

Want to learn more about Life at MAYDAY?

Inspired to learn more about Life at MAYDAY? Connect with Kat for a chat or head to our Careers page to see where your next step could take you.

Kat Docherty, Co-Founder & HR Director

kat@maydayrecruitment.com

0416 381 502

Prefer to browse in your own time? Download our Life at MAYDAY Brochure and dive deeper when it suits you.

Discover the MAYDAY

Experience from the Inside .

From our culture and benefits to the career pathways and stories

behind our people, our Lite at MA VDAY brochure gives you a deeper

look into what makes working here genuinely special.

If you're curious about what your future could look like with us, this is

the place to start.

Seamless Leadership Transition: Director of Nursing

Thu, 18 Dec 2025 11:45:15 GMT

Client Overview

A leading private healthcare provider, specialising in surgical and outpatient care. The organisation employs specialist staff across multiple departments and prides itself on delivering high-quality, patient-centred care.

The Challenge

The client needed a confidential executive search for a Director of Nursing. Their existing DON was relocating interstate, and the organisation required a seamless transition with minimal disruption to operations and patient care. Finding a candidate with the right leadership experience, cultural alignment and clinical credibility was critical.

Our Approach

Conducted an in-depth job briefing with the two owners to define essential skills, leadership attributes and cultural fit.
Developed a targeted job ad and social media collateral in collaboration with the client.
Initiated a strategic headhunting campaign, leveraging our national network of senior nursing leaders.
Maintained regular, transparent updates with the client, ensuring alignment at every stage of the process.

The Impact

4 days to deliver a shortlist of high-calibre candidates.
2 weeks total turnaround from brief to placement.
100% compliance checks completed before the candidate started.
Zero operational disruption reported during the transition.

A highly skilled Director of Nursing was successfully placed, bringing immediate leadership impact and cultural alignment. The client could focus on their clinical responsibilities, confident that the transition was managed seamlessly.

Client Feedback:

The two owners, both surgeons, praised the process as efficient, low-disruption and professionally managed end-to-end. They highlighted our proactive communication and sector expertise as key factors in the successful outcome.

Rapid Temp Response Across States – Delivering 54 Nurses in 24 Hours

Thu, 18 Dec 2025 11:20:56 GMT

The Brief

A longstanding healthcare client urgently required coverage for 54 critical registered nursing shifts across NSW, VIC and QLD, all within two weeks. With tight compliance requirements and zero room for error, they needed a recruitment partner with proven speed, scale and precision.

Key considerations:

Multi-state logistics: Coordinating placements across three states with varied workforce availability.
Speed and volume: Meeting a high-volume request with limited lead time.
Strict compliance: Ensuring every nurse met specific credentialing requirements before deployment.

The Challenge

Filling dozens of critical shifts on short notice is always complex, especially across multiple states. In this case, the client needed fast action without compromising compliance, consistency, or care.

Limited lead time to avoid disruption to services
National scale requiring seamless logistics
High compliance standards for all placements
Demand for reliable, ready-to-go healthcare professionals

Our Approach

We immediately activated our national network of pre-screened nursing professionals. With deep experience in high-pressure, time-sensitive environments, the team:

Mobilised resourcing and compliance within minutes of the request.
Matched qualified and available registered nurses to the required shifts within 24 hours.
Ensured all placements were fully vetted and aligned with the client’s specific compliance and credentialing requirements.
Maintained open and responsive communication throughout the process to keep the client informed and confident.

The Impact

The outcome was fast, compliant and seamless.

All 54 shifts filled within 24 hours - across multiple states
100% compliance with client onboarding and credentialing requirements
Zero disruption to patient care or internal operations
Strong client feedback, praising the speed, professionalism and fit of candidates.

Client Feedback

“MAYDAY Healthcare is an exceptional agency. Recently, we had an urgent need for registered nurses across various locations, and they impressively filled the roles in less than 24 hours with outstanding candidates. Siobhan and her team are always professional and a pleasure to work with. Despite our unique, fast-paced environment and short turnaround times, they consistently provide excellent service and truly understand our needs.”

Thinking About a Change in Healthcare? How to move roles without starting over.

Thu, 18 Dec 2025 10:38:42 GMT

Many healthcare professionals delay making a move because they fear starting from scratch. New systems. New expectations. New risks.

But a career change in healthcare doesn’t have to mean starting again - it often means redirecting your experience.

You’re more transferable than you think

Clinical skills, communication, adaptability and decision-making travel well across healthcare settings.

We regularly help candidates move:

From hospital to community or aged care
From residential to home care or NDIS
From clinical roles into leadership, education or coordination
From full-time burnout to flexible contract work

Your experience still counts; it just needs the right setting.

The smartest way to explore options

You don’t need to resign to explore what else is out there. Start with:

A confidential conversation
Understanding how your skills translate across sectors
Exploring short-term or trial roles
Getting honest insight into pay, workload and expectations

A good recruiter won’t push you, they’ll guide you.

What candidates tell us after making the move

“I didn’t realise how much better work could feel.”

“I still care just as much, I’m just not exhausted.”

“I wish I’d done this sooner.”

The right role doesn’t drain your passion but it does protect it.

Your next step doesn’t have to be big.

Sometimes the best career move is a small one: a different team, better leadership, more flexibility or a role that fits your life now, not five years ago.

If you’re curious, we’re here. No pressure. Just a team that cares about your career.

Discover the MAYDAY

Experience from the Inside .

From our culture and benefits to the career pathways and stories

behind our people, our Lite at MA VDAY brochure gives you a deeper

look into what makes working here genuinely special.

If you're curious about what your future could look like with us, this is

the place to start.

Residential, Home Care or NDIS? How to Hire the Right People for Each Care Model

Thu, 18 Dec 2025 10:07:38 GMT

Hiring in aged care and community services isn’t one-size-fits-all. Residential aged care, home care and NDIS services may sit under the same umbrella, but the skills, mindset and workforce risks in each are very different.

Getting this wrong doesn’t just impact rosters. It affects continuity of care, compliance, client outcomes and team morale.

Here’s what hiring managers need to know when building teams across each model.

Residential Aged Care: Consistency, Clinical Confidence & Team Fit

Residential aged care runs on structure, routine and teamwork. Staff are caring for residents with higher acuity needs, often in regulated, fast-paced environments where clinical confidence and reliability are non-negotiable.

What matters most when hiring:

Experience in residential or acute-style settings
Strong medication management and documentation skills
Comfort working within strict policies, procedures and accreditation standards
Ability to collaborate under pressure as part of a larger care team

Common hiring mistakes:

Prioritising speed over experience
Assuming home care or disability backgrounds will automatically translate
Underestimating the importance of shift reliability and roster stability

The right hire here is steady, structured and clinically confident, not just caring.

Home Care: Independence, Emotional Intelligence & Trust

Home care is deeply personal. Your staff are entering clients’ homes, often working alone and building one-on-one relationships over time. Success here relies less on task execution and more on judgment, communication and consistency.

What matters most when hiring:

Proven ability to work autonomously
Strong communication and interpersonal skills
Respect for client independence, privacy and routine
Reliability - missed visits have a direct impact on client wellbeing

Common hiring mistakes:

Hiring clinically strong candidates who struggle without team oversight
Underestimating the emotional labour involved
Overlooking cultural fit and values alignment

In home care, trust is everything and the wrong hire is felt immediately.

NDIS: Adaptability, Boundaries & Person-Centred Thinking

NDIS roles require a very specific skill set. Support workers need to balance flexibility with professionalism, compassion with boundaries, and client choice with compliance.

No two participants are the same and neither are their support needs.

What matters most when hiring:

Experience with diverse needs and behavioural support
Clear understanding of professional boundaries
Strong documentation and reporting habits
Adaptability across different participants, schedules and environments

Common hiring mistakes:

Assuming “support worker” experience is transferable across all participants
Underestimating the complexity of participant-led care
Not screening for resilience and emotional regulation

NDIS hiring is about mindset as much as skill.

Why the Care Model Should Shape Your Hiring Strategy

Many workforce challenges stem from misaligned recruitment, hiring good people for the wrong environment.

Residential, home care and NDIS services each require:

different screening criteria
different onboarding approaches
different retention strategies

Treating them the same increases turnover, burnout and service disruption.

How MAYDAY Healthcare Supports Smarter Hiring

At MAYDAY Healthcare, we don’t just recruit “aged care staff.” We recruit for the care model you operate in.

Our consultants understand:

compliance and accreditation requirements
acuity differences
workforce pressures unique to each setting
what success actually looks like on the floor

We tailor our sourcing, screening and shortlisting to ensure the people we place are:

technically capable
culturally aligned
job-ready from day one

Hiring across Residential, Home Care or NDIS?

Let’s talk about the workforce model that fits your service, not just your vacancy.

[Submit Vacancy]
[Talk to MAYDAY Healthcare]

Discover the MAYDAY

Experience from the Inside .

From our culture and benefits to the career pathways and stories

behind our people, our Lite at MA VDAY brochure gives you a deeper

look into what makes working here genuinely special.

If you're curious about what your future could look like with us, this is

the place to start.

Burnout Isn’t a Badge of Honour How Healthcare Professionals Can Protect Their Careers (and Themselves)

Thu, 18 Dec 2025 09:06:19 GMT

Healthcare attracts people who give everything, often at their own expense. Long shifts, emotional load, staffing shortages and constant pressure can quietly turn passion into burnout.

Burnout isn’t a weakness. It’s a system under strain and recognising it early can protect both your career and your wellbeing.

The early signs we see every day

Burnout doesn’t always look dramatic. Often it shows up as:

Constant fatigue, even after time off

Feeling disconnected from patients or colleagues

Loss of confidence or motivation

Dreading shifts you once enjoyed

Thinking “this is just how it is now”

If this feels familiar, you’re not alone and you’re not stuck.

Small changes that make a big difference

You don’t need to leave healthcare to feel better in it. Sometimes it’s about changing how and where you work.

Consider:

Temporary or contract roles to regain control over your schedule

Switching settings (hospital to community, residential to home care, clinic to imaging)

Reducing hours without reducing impact

Working with a recruiter who understands healthcare pressure, not just job titles

Why environment matters as much as the role

We see incredible clinicians struggle in the wrong workplace and thrive in the right one. Supportive leadership, realistic workloads and clear communication matter more than perks ever will.

A good role should:

Respect your limits

Support your development

Value your experience

Allow you to deliver care without burning out

Your career is long…protect it!

Healthcare needs experienced professionals who can go the distance. Taking a step back, changing pace or asking for help isn’t giving up - it’s sustainability.

If you’re feeling stretched, let’s talk. Sometimes one conversation is all it takes to find a better fit.

Australia’s Nursing Shortage: What Every Healthcare Employer Needs to Know

Thu, 18 Dec 2025 08:03:21 GMT

Save one person, you’re a hero. Save hundreds, you’re a nurse.

There’s truth in that phrase; nurses are the backbone of healthcare. But as demand grows, Australia is facing a critical shortfall of nursing professionals that’s already affecting care delivery across hospitals, aged care, community services and more.

Understanding the causes and scale of this shortage isn’t just academic. It’s essential for employers responsible for maintaining safe, compliant and patient-centred services.

How Big Is the Nursing Shortage?

National Workforce Projections

Australia’s official Nursing Supply and Demand Study forecasts a significant gap between supply and demand for nurses over the next decade. By 2035, modelling suggests a shortfall of more than 70,000 full-time equivalent nurses will emerge if current trends continue, with demand rising faster than workforce growth.

This shortfall affects every sector of care, including:

Acute and hospital settings
Primary and community care
Aged care facilities

All are projected to experience workforce strain without intervention.

Shortfall Estimates for 2025–2030

Previous workforce modelling estimated Australia could face a shortage of around 85,000 nurses by 2025, growing to 123,000 by 2030 if nothing changes.

Vacancy & Workforce Reality

More recent workforce snapshots indicate tens of thousands of nursing roles remain unfilled at any time, with RN vacancy rates hovering around 8% - equivalent to roughly 15,000 vacant roles on a typical measure.

These figures reflect real pressure on rosters, service delivery and patient safety across Australia.

What’s Driving the Shortage?

1. Ageing Population & Rising Demand

Australia’s population is ageing, increasing demand for healthcare, particularly for chronic conditions and aged care services. More care needs more nursing resources.

2. Workforce Demographics

A significant portion of nurses are nearing retirement age, and the number of new graduates is not keeping pace with both retirements and rising demand.

3. Retention and Burnout

Long hours, high acuity workloads and burnout remain key factors in nursing attrition. This is especially true in busy hospital units and understaffed aged care settings, where nurses are often pulled between competing priorities.

4. Uneven Distribution

Shortages are most severe in regional and remote areas, where small hospitals and community facilities struggle to attract and retain staff.

What This Means for Providers

For hospitals, aged care providers and community health organisations, nursing shortages have direct operational and clinical consequences:

Reduced Service Capacity: Without enough nurses to meet demand, facilities may limit services, scale back programs or delay care, impacting patient access and organisational performance.
Compliance and Safety Risks: Understaffing increases the risk of safety incidents, breaches of staffing standards and difficulty meeting accreditation requirements, particularly in aged care and acute care settings.
Turnover Costs: Frequent recruitment cycles, overtime and reliance on agency staff all add cost and destabilise teams.
Impact on Care Quality: Research consistently links lower nurse-to-patient ratios with poorer outcomes, including higher rates of adverse events and longer hospital stays.

How Employers Can Respond

Broaden Your Talent Pipeline: Active sourcing, including early engagement with graduates and internationally qualified nurses, can help expand your candidate pool.
Strengthen Retention Strategies: Competitive compensation, flexible rostering, wellbeing support and clear career pathways all help improve retention.
Partner with Specialist Recruiters: Working with healthcare recruitment specialists who understand nursing demand, credentialing and compliance can accelerate hiring and reduce risk.
Invest in Training & Development: Supporting nurses to grow in their role through ongoing education and leadership development improves job satisfaction and service capability.

The nursing shortage in Australia is real, quantifiable and already influencing service delivery across healthcare sectors. Providers must treat workforce planning as a strategic priority and not a reactive problem.

Whether the focus is acute care, aged care, community services or specialist nursing teams, proactive recruitment, retention and workforce investment are essential to sustain safe, high-quality care in the years ahead.

Meet Siobhan, Managing Director of MAYDAY Healthcare.

Thu, 18 Dec 2025 07:52:35 GMT

When you speak to Siobhan, one thing becomes clear almost instantly - healthcare isn’t just an industry to her, it’s personal.

As Managing Director of MAYDAY Healthcare , she leads our healthcare recruitment division with a mix of deep sector expertise, genuine empathy and a drive to make hiring easier for hospitals, clinics and community organisations nationwide. Below, Siobhan shares the moments that shaped her career, the realities of staffing in healthcare and why she believes the future of the industry depends on strong partnerships and people-first recruitment.

1. Siobhan, what led you into healthcare recruitment and to lead MAYDAY Healthcare?

Growing up in a family of nurses, I saw firsthand the compassion, pressure and resilience that define healthcare. It wasn’t just a job to them… it was a calling. That shaped me more than I realised. When I stepped into recruitment, I naturally gravitated toward healthcare because it felt meaningful. Every placement has a ripple effect. You’re not just filling a shift, you’re contributing to patient care.

2. What does “recruitment with care” mean in the healthcare world?

It means understanding the weight of what we do. When a hospital needs a nurse for an ICU shift tonight, that’s not a “nice to have”; that’s critical. So care, to me, is speed and accuracy. It’s being responsive, transparent and available. It’s respecting clinicians and the pressure they’re under. It’s treating every client and every healthcare professional as a human first.

3. You work across temp, perm, executive and international recruitment. What’s the biggest lesson from leading such complex hiring?

That everything moves fast and everything matters. Compliance, communication, shift coverage, onboarding, safety… it all has to be seamless. You can’t cut corners. You need processes that protect patients, support staff and give clients confidence. But the biggest lesson? You have to stay calm. When a team leader calls in crisis mode, our job is to be the steady hand.

4. What’s the most rewarding part of building MAYDAY Healthcare?

Seeing the difference we make in organisations and in people’s lives. When a candidate tells you their placement helped them regain confidence, or when a client says “you saved us this week”, that’s everything. I also love seeing our team grow. They care deeply, and that shows in the relationships we build.

5. What keeps you motivated about the future of the industry?

Healthcare is evolving quickly: workforce shortages, talent mobility, new models of care. It’s challenging, but there’s so much opportunity to innovate. I’m motivated by helping clients rethink attraction strategies, supporting workforce sustainability, and championing clinicians who deserve better experiences in recruitment. I want MAYDAY Healthcare to be part of the solution.

6. What advice would you give someone considering a healthcare recruitment career?

Be curious, be compassionate and be willing to move fast. Healthcare recruitment isn’t for the faint-hearted, but if you love solving problems and helping people, it’s incredibly fulfilling. And surround yourself with great mentors. The right leadership can change your trajectory (I’ve been lucky in that!).

Siobhan Filen, Managing Director

Siobhan@maydayhealthcare.com.au

0415 115 300

Discover the MAYDAY

Experience from the Inside .

From our culture and benefits to the career pathways and stories

behind our people, our Lite at MA VDAY brochure gives you a deeper

look into what makes working here genuinely special.

If you're curious about what your future could look like with us, this is

the place to start.

Nursing with Purpose | Sandra’s Journey to Occupational Health Excellence

Mon, 25 Aug 2025 16:19:10 GMT

At MAYDAY Healthcare, we’re proud to work with nurses who lead with passion, purpose, and professionalism. One such nurse is Sandra, whose impressive journey from hospital wards to the frontline of occupational health nursing is both inspiring and timely. We are lucky to have Sandra on team MAYDAY and I loved having the opportunity to sit down with her to learn more about her career and her passion for Occupational Health.

Sandra has dedicated much of her career to working within occupational health, helping working Australians stay safe, well, and supported on the job.

Siobhan and Sandra on a recent catch up!

A Career That Chose Her

Sandra’s story begins in Brisbane, where she faced a pivotal decision early in life.

“When I was at school, it was either teaching or nursing,” she recalls. “I was accepted into the Royal Brisbane Hospital and being a Brisbane girl, that was it. The rest is history.”

She started out in traditional clinical nursing roles, gaining broad experience across hospitals. But over time, she was drawn to something different, something more proactive.

“What really appealed to me about occupational health nursing was the preventative side. You’re helping people avoid injury or manage health conditions in a way that lets them stay at work, or return to work safely. It’s a very human, very holistic role.

Sandra on her Nursing Graduation.

Stepping into Occupational Heal th

Occupational health nursing has taken Sandra into all kinds of industries, mining, manufacturing, and even hospitals where staff clinics are increasingly recognising the value of dedicated health professionals on site.

“It’s a very unique space within nursing,” she explains. “There’s not a lot of visibility, but there’s enormous impact. Employers rely on us to support their staff and manage risks and yet, we’re still not formally recognised as a speciality by AHPRA . ”

Each year when Sandra re-registers as a nurse, she has to select “Other” when identifying her speciality.

“That’s frustrating. There are categories for mental health, emergency, aged care… but not occupational health. And yet we’re essential in so many industries.”

Recognition and Advocacy

Despite the systemic oversight, Sandra’s work has not gone unnoticed. In 2024, she was formally acknowledged through the ANZSOM Occupational Health Nurse (OHN) Recognition Program, and was honoured at the ANZSOM Awards for her contributions to the profession.

“ It was such a lovely moment,” she says. “To be recognised by peers in your speciality that means a lot. It’s validation that this work matters.”

Sandra is also passionate about encouraging others to get involved and give back to the profession.

“ I always say, get out there, join your professional group, volunteer,” she urges. “You only get out of it what you put in, and being active in these groups is how we build strength and visibility.”

Sandra recieving her ANSZSOM Occupational Health Nurse Recognition

Looking Ahead: ANZSOM 202Conference

Sandra is particularly excited about the upcoming ANZSOM Conference, taking place October 19–22, 2025 at The Langham, Melbourne.

“It’s shaping up to be a fantastic event. The program includes some excellent speakers, and it’s a great opportunity for networking and professional development,” she says. “If you’re even slightly curious about occupational health nursing, this is the event to come to.”

Why This Work Matters

In her day-to-day, Sandra focuses heavily on return-to-work programs, injury management, and WorkCover cases. She highlights the importance of compassion and communication in her role.

“You hear of people who’ve been on WorkCover for two years and never once heard from their employer. That’s just not right,” she says. “People need to feel supported, not forgotten. And that’s what we do in this field.”

Sandra’s journey is a reminder that nursing isn’t just about hospitals, it’s about meeting people where they are, including in the workplace. Through advocacy, mentorship, and service, she continues to shape the future of occupational health nursing.

“There’s still a lot of work to do in terms of recognition, but we’re getting there,” she says. “I’m proud to be part of that.”

Want to learn more about occupational health nursing or explore opportunities in the field? Contact MAYDAY Healthcare today. And don’t forget to check out the ANZSOM 2025 Conference in Melbourne this October!

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Honouring a Legacy: Lessons from My Mum’s Career in Nursing

Thu, 16 May 2024 11:06:40 GMT

We’re approaching a year in business at MAYDAY Healthcare , I thought it would be great to reflect on the remarkable journey of my Mum, Deirdre, a seasoned nurse whose career has been nothing short of extraordinary – inspiring my passion for the Healthcare industry. Her journey, spanning from Ireland to Australia and beyond, is a testament to the unwavering dedication and passion that defines nursing. She recently visited Sydney and we took the opportunity to sit down and discuss her incredible career and thoughts on the nursing industry!

Why did you become a nurse?

I always had this calling to be a nurse. I craved a career that kept me on my toes, away from the confines of a desk. Nursing felt like the perfect fit, and I’ve never looked back.

What led you to move to Australia?

When I graduated as a nurse in Ireland in the 80s, there were not many opportunities, and working overseas was appealing! I came across an ad in the newspaper seeking nurses to relocate to Melbourne and knew that it was for me. I met with staff from St. Vincent’s Hospital in Dublin who had flown over to interview, and I booked my ticket! Australia had always fascinated me, and the promise of new opportunities was too enticing to resist.

 What advice do you have for aspiring nurses?

Nursing is a versatile career and one that you will never be bored of! Find your passion within it and pursue further studies. Embrace training opportunities, seek guidance from experienced colleagues, and never hesitate to ask questions! It’s a journey of constant learning and fulfillment.

What are your observations on current nursing trends?

Australian healthcare continues to attract skilled Irish nurses, a testament to the quality of training they receive. The increase in postgraduate courses increases the professionalism of the field. However, there’s still work to be done in advocating for the invaluable role nurses play and ensuring a sustainable workforce for the future.

My mum is an incredible role model to me and I am proud to be working within this amazing industry supporting nurses with their careers! Let’s honor the dedication and passion of nurses like my Mum, whose unwavering commitment to care enriches lives worldwide. Their stories inspire us as they make a difference in the world of healthcare.

 How has your career evolved since then?

Australia offered abundant resources and support, enabling me to advance my career, specializing in Intensive Care. From managing ICUs in London to delving into cardiac research, my journey has been nothing short of exhilarating. During the pandemic, I had the privilege of working in the management team of the COVID vaccination program in Cork, Ireland.

Discover the MAYDAY

Experience from the Inside .

From our culture and benefits to the career pathways and stories

behind our people, our Lite at MA VDAY brochure gives you a deeper

look into what makes working here genuinely special.

If you're curious about what your future could look like with us, this is

the place to start.