The days of hiring talent strictly within state lines are long gone.
Geographical limitations on recruitment are not just unnecessary—they are holding businesses back.
Aged care providers, in particular, face a unique challenge in securing top-tier talent, especially in a market where demand is soaring, and supply is limited.
Yet, despite these challenges, many still believe that their recruiter needs to be in the same state as the role they’re hiring for. This thinking is outdated.
The best recruiters don’t need to be physically present in the same location—they need to be deeply connected to the right talent, wherever it exists.
Technology Has Changed the Game
In the past, recruitment was heavily dependent on face-to-face interactions, local job boards, and in-person networking events. Recruiters were expected to have a strong physical presence in a specific region to be effective. But, like most things in the world, recruitment has evolved.
Today, with advanced digital tools, video interviews, AI-driven sourcing, and extensive professional networks to name a few, recruiters can identify and engage with talent from anywhere. With platforms like LinkedIn, digital job boards, mobility and hiring data, and AI-powered search tools,recruiters can pinpoint ideal candidates across the country—not just in a single state. We can even identify talent who are open to work but not active in the job market.
Moreover, headhunting has become the new standard in recruitment. Sixty-five percent of our placements come from headhunting, meaning we are proactively engaging candidates who are already employed rather than waiting for applications. The best talent isn’t always actively looking for a new role, and a great recruiter knows how to find and attract them, no matter where they are.
The Myth of Local Recruiting
One of the biggest misconceptions in recruitment today is the idea that a recruiter must be based in the same state as the role they are hiring for.
Some businesses still believe that only a local recruiter can truly understand the market, the workforce, or the nuances of the region.
But let’s break that down. What really makes a recruiter effective? It’s not their postcode. It’s their ability to:
- Access top-tier talent: A recruiter with a national network has a much broader reach than one limited to a single state.
- Understand industry trends: The best recruiters don’t just know what’s happening in one location; they have a pulse on the industry nationwide.
- Build strong relationships: Great recruiters invest in relationships across multiple states, ensuring they can connect the right people with the right opportunities, across the country.
- Leverage digital tools: Virtual interviews, online assessments, and digital communication mean that a recruiter can be just as effective remotely as they are in person.
- Truly understand their client needs: Their culture, their team and have capability as a recruiter, and wherewithal to be able to perfectly match the ‘ideal candidate’ into that client mix. That’s what a good recruiter does to get a ‘quality hire’.
A recruiter’s value isn’t defined by their location. It’s defined by their network, expertise, and ability to deliver results.
Regional Areas Need More Attention
While major cities like Sydney and Melbourne often dominate recruitment conversations, regional areas account for a significant percentage of filled jobs.
Forty percent of our placements happen in regional areas, yet many providers still struggle to attract talent to these locations. The key to solving this challenge isn’t hiring a recruiter in the same state, it’s partnering with one who specialises in finding candidates willing to relocate, has access to nationwide talent pools, and understands the mobility trends of today’s workforce.
The reality is that candidates are more mobile than ever. Many professionals are willing to relocate for the right opportunity, particularly in aged care, where leadership roles in regional areas offer career growth, competitive salaries, and lifestyle benefits. A recruiter who operates nationally is better equipped to tap into this movement and match candidates with opportunities they may never have considered.
Aged Care Providers Must Think Bigger
The aged care sector faces intense competition for skilled professionals.
With a rapidly aging population and increased demand for quality care, providers cannot afford to limit their talent search to a single state.
Thinking beyond borders, both in terms of geography and recruitment strategy, is essential.
This means:
- Expanding the search nationally rather than relying on a small, local candidate pool.
- Leveraging digital tools to connect with talent efficiently, rather than relying on in-person meetings.
- Understanding that the best recruiter isn’t necessarily the closest one but the one with the strongest network and expertise.
Final Thoughts
The belief that a recruiter must be based in the same state as the hiring company is an outdated notion that no longer serves modern businesses.
Today, recruitment is about reach, strategy, and digital expertise, not proximity.
The right candidates are out there, and the best recruiters know how to find them—no matter where they are.
At P.J. Recruitment, we know that the best talent isn’t limited by state borders, and neither are we.
We specialise in national recruitment, leveraging digital tools, industry networks, and proactive headhunting to connect aged care providers with top-tier candidates, wherever they are.
If you’re ready to expand your hiring strategy beyond borders and secure the best people for your organisation, let’s talk. Call us on (02) 9144 4544
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