It's International Nurses Day! Time to shine a spotlight on the tireless work, dedication and compassion of nurses. For NHS employers, it’s a time to recognise and thank the nursing workforce – but it’s also a moment to reflect on the ongoing challenge of finding and retaining the right people.
The demand for skilled nurses has never been greater. With increasing pressures on services, an ageing population and the impact of global events like the COVID-19 pandemic, NHS trusts and healthcare providers are under immense strain. Ensuring wards and services are staffed with the best people is not just desirable; it’s essential for patient safety and care quality.
But how do NHS employers make sure they're attracting and hiring the right nurses? Here are some of the key considerations and strategies that can make a real difference.
Understand what nurses are looking for
Before we can attract the right people, we need to understand their motivations and concerns. Today’s nurses are seeking more than just a job; they want meaningful work, career development opportunities, and a supportive environment.
It takes a very special kind of person to be a nurse. Many are drawn to the NHS because of its values and reputation, but that’s not always enough to keep them engaged. Issues such as workload, staffing levels, mental health support and work-life balance are major factors that influence whether a nurse will apply for a role – or stay in it long term.
Taking the time to listen to existing staff through surveys or focus groups can help identify what matters most to your workforce. Using these insights to shape your recruitment campaigns and retention strategies is vital.
We talked about this in a recent webinar! Look at exit (and entry) surveys 👇
Showcase your employer brand
Our NHS has an enviable reputation globally, but that doesn’t mean we can be complacent. Nurses have choices, both at home and abroad, and the way we present ourselves as employers plays a crucial role.
Make sure your employer brand clearly reflects not just NHS values, but your values. Every Trust is different. Consider your commitment to staff wellbeing, and the unique opportunities available within your organisation. Highlight success stories from current nursing staff, share development and training pathways, and demonstrate the tangible ways you support your teams.
Your careers site, social media presence and job adverts are all key touchpoints. They should be welcoming, informative and honest, giving potential candidates a real sense of what it’s like to work with you.
Streamline the recruitment process
One of the biggest frustrations for candidates – and one of the easiest things to fix – is a slow or cumbersome recruitment process. In today’s competitive market, delays can mean losing out on top talent to other employers.
Our applicant tracking system (ATS) is designed to make the recruitment journey smooth and efficient for both candidates and recruiters. From quick and easy applications to automated communications and interview scheduling, our ATS keeps the process moving and ensures candidates feel valued at every stage.
Speed matters, but so does clarity. Make sure job descriptions are up to date and transparent, outlining exactly what the role involves, the essential criteria and the benefits on offer. Clear guidance on what to expect during the recruitment process – and regular updates – can make a big difference to the candidate experience.
Focus on equality, diversity and inclusion
The NHS is proudly one of the most diverse employers in the UK, and it’s essential that our recruitment practices reflect that. A diverse nursing workforce brings a wealth of experience, perspectives and ideas, improving patient care and staff wellbeing.
In fact, NHS data shows that 26% of the nursing workforce in England identify as being from an ethnic minority background. This diversity is a huge strength, but it also places a responsibility on us to ensure fair and inclusive recruitment.
Review your recruitment materials and processes through the lens of diversity and inclusion. Are your job adverts welcoming and accessible? Is unconscious bias being addressed at every stage of selection? Our ATS can support anonymised applications and structured scoring, helping to remove bias and promote fairness.
Partnering with organisations that support underrepresented groups, attending targeted recruitment fairs, and offering mentoring or buddy schemes are all practical ways to widen your talent pool.
Think beyond borders
International recruitment has long been a vital part of the NHS staffing strategy. Overseas nurses bring invaluable skills, dedication and a global perspective to our health service.
According to the Nursing and Midwifery Council, in the year to March 2023, 57% of new nurses and midwives joining the UK register were internationally educated. Interestingly, a year later, it was noted that international recruitment had slowed, despite the NHS creaking under the weight of more and more vacancies. This shows how critical international recruitment is to sustaining the workforce.
However, international recruitment is not without its challenges. From navigating visa processes to supporting cultural integration, it requires careful planning and ongoing commitment. Providing relocation assistance, robust induction programmes and pastoral support can help overseas recruits settle in and thrive.
Clear communication is essential too. Make sure international candidates have all the information they need about the registration process, English language requirements, and life in the UK. Highlighting the success stories of other overseas nurses can be reassuring and inspiring.
Invest in retention
Finding the right nurses is only half the battle; keeping them is just as important. High turnover not only disrupts patient care but also places extra pressure on remaining staff and increases recruitment costs.
Retention starts with recruitment. Being honest about the realities of the role and ensuring a good fit from the outset can help reduce early attrition. Once nurses are on board, ongoing support, training and career development opportunities are key.
Initiatives such as flexible working, wellbeing programmes and recognition schemes all contribute to a positive working environment. Leadership matters too – investing in compassionate, visible and responsive management can make a world of difference to staff satisfaction and retention.
On International Nurses Day, we celebrate the incredible contribution of nurses to the NHS and to society as a whole. But we must also recognise that finding and keeping the right people requires ongoing effort, innovation and collaboration.
By understanding what nurses want, showcasing our strengths as employers and continuously improving our recruitment and retention practices, we can build and sustain a nursing workforce that is equipped and motivated to meet the challenges of the future.
Our ATS is here to support NHS employers every step of the way – helping you find, hire and retain the nurses who make all the difference.