With the NHS Workforce Plan and Digital Strategy as guiding frameworks, NHS Trusts are looking to modernise and streamline their recruitment processes. This blog post will delve into five actionable ways NHS Trusts can reduce their time to hire, incorporating insights from our expertise in Applicant Tracking Systems (ATS).
Streamline compliance checks
Compliance and regulation are non-negotiable in the NHS. Right to Work checks, DBS checks and adherence to Equality, Diversity and Inclusion (ED&I) policies are not just legal requirements but ethical imperatives. Failure to comply can result in hefty fines and damage to the organisation's reputation.
By integrating digital Identity Verification Technology (IDVT) into their ATS, Trusts can automate and expedite these crucial checks. This technology not only speeds up the verification process but also ensures that the hiring team can't proceed without compliance. This dual benefit reduces the risk of errors and the potential for fines, making the process both faster and safer.
Leverage technology for integration
Outdated technology and lack of system integration can severely hamper the recruitment process. Trusts need to invest in modern ATS that can seamlessly integrate with existing systems like ESR and NHS Jobs.
Our own ATS offers full integration with ESR, allowing for a seamless transfer of candidate data and background checks. This level of integration eliminates manual data entry, thereby saving both time and resources and reducing the likelihood of errors.
Centralised thinking with local autonomy
NHS Scotland's "Once for Scotland" approach has shown the benefits of centralised recruitment systems. By using a unified technology platform, Trusts can collaborate on recruitment campaigns and share resources more effectively. NHS Scotland is one of our largest clients, with 22 boards. We're proud of the partnership we've built with NHSS, and the results speak for themselves!
After initial centralised screening, qualified candidates can be passed to local recruitment teams for more specific evaluations. This approach ensures early engagement with candidates, significantly reducing the time to hire and improving the candidate experience.
Our ATS seamlessly integrates with NHS Jobs and the NHS Electronic Staff Record (ESR), reducing typical administration by up to 50%. This end-to-end management simplifies vacancy management and ensures that the recruitment process is as efficient as possible.
Effective onboarding
Onboarding is a multifaceted process that extends from the moment a candidate accepts a job offer to the completion of their induction and any probationary periods. It can even extend beyond that if they transition to a new role and team, sometimes referred to as "cross-boarding".
Our Onboarding and Compliance hub allows you to start and access various onboarding elements such as compliance and references. It also provides insights and analysis against each stage of the process for each new hire, putting you in control of the entire onboarding journey.
A well-designed ATS should include an onboarding dashboard for candidates. This feature ensures that candidates are well-informed about what is required from them, thereby speeding up the onboarding process. Our onboarding hub offers candidates clear visibility of their progress. If candidates have any questions, they can raise real-time queries with the recruitment team directly from their onboarding portal.
Keeping candidates engaged during the compliance stage is crucial. Processes like DBS checks can add time and there's a risk that new hires might lose interest. We advocate the use of a Welcome Hub, a dedicated online space where you can post content that will engage your new hires. This could include video interviews with their future team, contact details for their manager, and even tips on where to get lunch on their first day.
Data-driven decision making
Data analytics can offer invaluable insights into the recruitment process. Trusts should utilise an ATS that provides comprehensive reporting features, which can help identify bottlenecks and areas for improvement.
Our ATS offers a range of reports designed to deliver strategic information, helping Trusts make informed decisions. These reports can be tailored to various organisational levels, providing insights that can help reduce the time to hire.
Conclusion
Reducing the time to hire is not just about speeding up the recruitment process; it's about making it more efficient, compliant, and aligned with the NHS's overarching goals. By focusing on these five key areas, NHS Trusts can make significant strides in reducing their time to hire, thereby contributing to the overall efficiency and effectiveness of healthcare delivery in the UK.