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NHS People Plan
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Business Challenges
Interim NHS People Plan

Effective Recruitment

The NHS Five Year Forward View reminds us that ‘Health care depends on people — nurses, porters, consultants, and receptionists, scientists and therapists and many others. We can design innovative new... Read more

Effective Recruitment

The NHS Five Year Forward View reminds us that ‘Health care depends on people — nurses, porters, consultants, and receptionists, scientists and therapists and many others. We can design innovative new care models, but they simply won’t become a reality unless we have a workforce with the right numbers, skills, values and behaviours to deliver it’.

Furthermore, Health Education England (Strengthening Our Workforce) forecasts that at least 25,000 to 50,000 net additional Clinical Staff could be available by 2020, but this estimate is based on the NHS retaining its current workforce.

To ensure you are able to successfully meet continued service demands and take advantage of the increasing number of newly qualified nursing and medical graduates, you will be evaluating your workforce strategy to be in the best possible position to attract new talent into your future. Are you best placed to ensure recruitment of the right employees, into the right positions, at the right time, and do so as efficiently as possible, without compromising standards and safety? Are you aware of how ESR can support you in doing this?

The Health and Social Care Act 2008 (regulated activities) Regulations 2014 states: ‘Recruitment standards are critical’. Regulation 19 states: ‘all health care providers only employ 'fit and proper' staff who are able to provide care and treatment appropriate to their role and to enable them to provide the regulated activity’. To meet this regulation, you must ensure the operation of an effective recruitment process, supported by a robust recruitment and retention strategy to attract the best candidates, but also enable the creation of a positive experience for them when they first join the organisation. ESR can support you in achieving this by optimising ESR’s system capabilities and streamlining processes.

ESR can support your organisations recruitment processes across all areas of Medical, Clinical and Administrative recruitment. ESR can do this through the use of many automated processes, including interfaces with key third party suppliers and national bodies such as the Nursing and Midwifery Council (NMC) and the General Medical Council (GMC) to reduce the administrative workload. This enables an effective and streamlined path from identifying a vacancy through to successfully recruiting a replacement, thereby supporting you in providing a positive image of your organisation to any future workforce.

This interactive tool will help you understand how ESR can support you in providing an effective recruitment function.  For a consolidated version of the information contained within this segment, please download the 'Executive Summary', located at the bottom of the page under 'Latest Resources'.

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To access key information and resources to support Effective Recruitment click on the icons below

Business Challenges

  1. Are your recruitment activities putting you in a strong position to attract the workforce you need?

  2. Do you know where you recruit/attract applicants from?

  3. Do you have an understanding of your current organisation’s establishment, vacant positions, and approved vacancies?

  4. Has your organisation reconciled ESR to your financial ledger as per Carter’s Recommendation 12?

  5. Is your organisation actively involved with the regional/national streamlining programmes?

  6. How does your organisation record and monitor mandatory employment checks such as Disclosure and Barring Service (DBS), Professional Registration, and Right to Work?

  7. How do you monitor mandatory employment checks once the applicant is an employee? Do you use the automation and interfaces in ESR to help you?

  8. Do you have sufficient information to enable you to proactively recruit in response to workforce trends and changes in service needs?

  9. Are you able to respond to Sustainability and Transformation Plans in your area, in relation to workforce needs to meet service demands for now and the future?

  10. Is your on-boarding process quick and efficient, getting your new recruits into the workplace as soon as possible?

  11. How do you ensure your new starters do not repeat mandatory training when moving to your organisation, if their training is still valid?

Latest Resources

To discuss the functionality available in ESR, to undertake an ESR Assessment on your current and potential usage, or for further information, advice and support please contact your local NHS ESR Functional Account Manager.