How to Hire a Midwife
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Midwife Job Description
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We are seeking an experienced midwife to join our healthcare facility. The midwife will be responsible for the care of their patients during delivery. You will provide prenatal and postnatal guidance, examine the patient throughout the stages of the pregnancy, and assist patients with their birth plans. You will also ensure the health and well-being of the newborn and mother during delivery. Must be licenced to practise.
Midwife Duties and Responsibilities
- Perform gynaecological exams
- Educate patients on health and nutrition
- Take patient vital signs
- Perform tests to assess patients’ medical conditions
- Counsel pregnant patients on birthing plans
- Provide emotional suppor for mothers during birth
- Arrange prenatal care for mothers
- Prepare for the birth by following all health and safety standards
- Coach mother thru the birth
- Perform deliveries and assist caesareans
- Tend to the health and well-being of both the baby and mother during the process
- Assist surgeons and physicians in caring for the mother during complicated births
- Provide care for mothers and babies after birth
- Weigh and measure newborn babies
- Monitor the patient’s vital signs during birth
- Study patient history
- Communicate stages of labour to family members
- Explain and demonstrate breastfeeding techniques
- Monitor patient after delivery and be available for questions or concerns
- Participate in research and further educational opportunities
- Perform CPR or other emergency measures if needed
Midwife Skills and Requirements
- Ability to multitask, prioritise, and manage time efficiently
- Compassionate and caring of patients
- Able to work in an intense, concentrated environment
- Calm and cool-headed with a positive attitude
- Excellent verbal and written communication skills
- Able to work nites, weekends, and holidays
- Good leadership skills; able to mentor and educate
Personalising Your Midwife Job Description Advise
The hiring process and recruiting new employees to fill your key roles requires a degree of personalisation if you are to attract the best employees in a competitive employment market. The right person for a crucial role or more senior roles will likely have other employers targeting them. As your job description will be the first point of contact, you need to nail your pitch and provide the best possible service.
When creating your bespoke description and advert, you should cover and promote these points:
Job title: This should accurately reflect the role and include keywords that top talent might be using to search for jobs.
Job duties: The day to day duties, such as administrative tasks, which vary depending on the company and inform the candidate if they can complete the role.
Technical skills: These are the hard skills required through training, such as proficiency with Microsoft Office.
Soft skills: These include the interpersonal skills and general abilities the right candidates will possess. For example, the competency to prioritise multiple tasks, handle customer queries and customer complaints, work alone, or build a good relationship with coworkers.
The company’s culture: Highlighting your company culture and values ensures employees thrive and find outstanding job satisfaction. Candidates that are not the right fit won’t waste their time completing the application process, meaning you can focus on qualified individuals and hire in a more timely manner.
Career progression: Including the career path will entice candidates looking for career growth.
Training and development programs: Smaller companies may need employees with previous experience or provide educational assistance over internal training offered by larger organisations with more significant resources.
Employee benefits: Compensation and benefits often fail to appear in job ads and while you may want to hold your cards close to your chest, failing to include them is a mistake. Consider answering common questions, such as working hours and paid leave. Researching the average salary for the role in these early stages will ensure you don’t waste your interviewer’s and the candidate’s time.
Skill gaps: Your company may need to bring in new skills beyond those required to complete the key role and duties. Thinking on an organisational level can be beneficial when contemplating skills diversity.
Legal requirements: Ensure your job advert and description does not ask for inappropriate or discriminatory personal details, such as age, marital status, or religion.
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