We’ve all heard the phrase digital transformation before. In fact, it’s been used so often that it can feel a little like a buzzword. But behind the jargon lies a very real shift that is changing the way we attract, engage and hire people. For HR and recruitment teams, especially in the NHS and local government, the need to embrace this shift has never been more urgent.
It’s not just about technology for technology’s sake. It’s about unlocking efficiency, reaching the right candidates, and giving hiring managers and candidates alike a better experience. In a world where public services are stretched and every hire counts, digital transformation is no longer a ‘nice to have’ – it’s essential.
So, what does digital transformation mean in recruitment, and why is now the time to act?
The challenges facing recruiters today are complex and fast-moving. Skills shortages, increased competition for talent, rising candidate expectations and tight budgets are just some of the pressures at play.
For NHS and local government organisations, the stakes are particularly high. Vacancies in clinical, care and frontline services aren’t just hard to fill – they directly affect people’s wellbeing. Add to that the need for transparency, fairness and compliance in the public sector, and the task of recruitment becomes even more demanding.
At the same time, the world around us has changed. We live in a digital-first society. People shop, bank, socialise and manage their lives online – and they expect job searches to be just as seamless. Candidates, especially younger ones or those with in-demand skills, won’t stick around if the application process is slow, clunky or unclear.
In this context, manual or fragmented recruitment processes simply can’t keep up. And that’s where digital transformation comes in.
Let’s be clear – digital transformation isn’t about replacing people with machines or automating away the human side of recruitment. It’s about giving teams the tools to do their jobs better.
In practical terms, it means streamlining the entire recruitment process, from vacancy creation and approvals through to onboarding. It means using data to understand what’s working and what’s not. It means automating routine admin so recruiters can focus on what matters – engaging with candidates and supporting hiring managers.
Crucially, it means having a joined-up, digital-first applicant tracking system (ATS) that gives you control, insight and flexibility. It's about a new applicant tracking system that doesn't nickel-and-dime key services.
A prime example of this transformation in action is our work with NHS Property Services. Before implementing our ATS in 2022, their recruitment processes were heavily manual, involving extensive paperwork and spreadsheets. This approach led to challenges with data accuracy and time-consuming tasks.
Post-implementation, they've experienced significant improvements: reduced hiring times, enhanced transparency, and a shift towards more strategic recruitment activities.
Notably, they've achieved an average time-to-fill of just 31 days, showcasing the efficiency gains from embracing digital tools. Their team now spends less time on administrative tasks and more on building meaningful relationships with candidates, leading to better hiring outcomes.
At the heart of any digital transformation should be people – both candidates and recruiters.
For candidates, that means a smoother journey from first contact to offer. With our ATS, candidates can apply quickly and easily on any device, track their progress and stay informed. They don’t have to wrestle with outdated systems or wonder if their application disappeared into a black hole.
For recruiters and hiring managers, it means less duplication, fewer delays and better visibility. Approvals can be made in minutes, not days. Shortlisting is simpler. Communication is quicker. And reports that used to take hours to compile are now available at a glance.
That’s not just more efficient – it’s more empowering. It gives recruitment teams the breathing space to think strategically, to build relationships and to focus on what really drives better hires.
There are several reasons why now, more than ever, is the right time to embrace digital transformation in recruitment.
First, the demand for talent isn’t easing up. In fact, in many areas, it’s intensifying. If we’re going to compete for the best people, we need to be faster, smarter and more candidate-centric.
Second, budgets are under pressure. Every pound spent has to deliver value. Investing in digital tools might seem like a cost at first, but the savings – in time, in resource and in better hires – far outweigh the spend. Our ATS has helped countless organisations reduce agency fees, cut time-to-hire and improve retention.
Third, expectations have changed. We’re no longer comparing ourselves just to other public sector employers – we’re competing with the experience candidates get from Amazon, Netflix or Uber. If our recruitment processes feel outdated, it reflects poorly on our organisations and can put people off.
Finally, there’s a growing recognition that recruitment can be a strategic lever, not just a transactional process. The right technology frees teams from admin and gives them the data and time to make a real impact – whether that’s supporting diversity goals, improving candidate care or driving workforce planning.
The UK government is actively investing in digital transformation across public services.
In 2022, it launched the Transforming for a Digital Future roadmap, aiming to modernise public services by 2025. This initiative focuses on enhancing digital capabilities, improving data usage and fostering innovation across departments. More recently, a panel of 12 digital experts and academics was established to guide a 10-year vision for a 'digital centre' of government – a hub designed to drive innovation, accelerate transformation and unlock the full potential of digital and data across the public sector. Alongside this, the UK Digital Strategy lays out a wider plan for making Britain a global tech leader, with an emphasis on digital skills, infrastructure and smarter service delivery. These efforts signal a clear and sustained push from the top – and recruitment teams across the public sector have an opportunity to be part of that transformation.
You don’t have to do everything at once. Digital transformation is a journey, not a one-off project.
Start by looking at where the bottlenecks are. What’s slowing things down? Where are candidates dropping off? What admin tasks take up the most time? From there, think about what quick wins you could achieve with better tools or smarter workflows.
If you’re not already using a modern applicant tracking system, that’s a good place to start. Our ATS has been designed with public sector needs in mind – from compliance and accessibility to reporting and candidate engagement. It’s configurable, scalable and supported by a team that understands your world.
But even if you’re already using digital tools, there’s always room to improve. Could your hiring managers be using the system more effectively? Are you making full use of analytics? Is your candidate experience as strong as it could be?
Digital transformation isn’t a future goal – it’s a present necessity. In the face of ongoing challenges, the time to act is now.
For NHS and local government recruiters – and indeed for any HR or recruitment leader – the opportunity is clear. With the right tools, the right mindset and the right support, we can build recruitment processes that are faster, fairer and more effective.
Ultimately, digital transformation is about putting people first – helping candidates have a better journey, helping hiring managers make quicker, smarter decisions, and helping recruitment teams shine.
Let’s not wait. The time is now.