The NHS recruitment crisis has reached critical levels. NHS trusts are facing unprecedented pressures - growing workforce shortages, rising reliance on expensive agency staff and outdated recruitment processes and systems. So it might be understandable that many HR and recruitment leaders across the NHS are pinning their hopes on the 2030 release of Future Workforce Solution (FWS) – but can trusts afford to wait?
In this blog, we'll explore why relying solely on the promise of future systems like FWS isn't enough (especially considering it hasn't been fully defined and scoped yet) and what NHS recruitment decision-makers can do now to transform their recruitment strategies.
Most NHS trusts continue to use legacy recruitment platforms such as NHS Jobs and Trac. While these systems once served their purpose, they now fall short of the modern rigours and demands of NHS recruitment. Challenges include:
Excessive recruitment timelines: Average time-to-hire is drawn out, creating bottlenecks that only exacerbate the tension of workforce shortages.
Inefficient processes: Outdated platforms force teams to rely on manual workarounds and spreadsheets.
Poor candidate experience: Difficult application processes increase candidate drop-off rates, making it harder to attract talent.
Limited data visibility: Limited analytics make it difficult to track important diversity and inclusion metrics or confidently forecast future recruitment needs.
The NHS's planned Future Workforce Solution, intended to replace the Electronic Staff Record (ESR), isn't expected to be fully operational until around 2030. Meanwhile, recruitment inefficiencies and spiralling agency spend continue. The cost of waiting is huge:
Increasing agency reliance: Without immediate improvements, NHS trusts will continue to spend excessively on temporary and agency staff - a drain on essential budgets that trusts can simply not afford.
Risk of losing talent: Today's competitive job market means that poor candidate experiences and slow processes cause potential employees to look elsewhere, like the private sector.
Compliance risks: Trusts risk failing to meet essential reporting requirements (WRES/WDES), placing further strain on already stretched resources.
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Rather than wait several years for a system that's still in development, NHS trusts can act now by preparing for a modern Applicant Tracking System (ATS). Here's how a modern ATS can immediately address existing recruitment issues:
A modern ATS can reduce NHS time-to-hire by 25 - 40%. NHS Greater Glasgow and Clyde, for example, saw a 31% reduction in recruitment timelines after adopting a new ATS. This has significantly reduced the reliance on costly agency staff and minimised disruptions caused by vacant roles.
Today's jobseekers expect quick, intuitive, and mobile-friendly application processes. A modern ATS is mobile-optimised, provides built-in onboarding, automated communications and even career portals to keep candidates engaged and reduce application drop-offs.
Modern systems offer real-time data and flexible reporting tools. This includes insights into recruitment performance, candidate diversity profiles and clear visibility for meeting compliance standards such as the NHS Workforce Race Equality Standard (WRES) and Workforce Disability Equality Standard (WDES).
Automating manual processes means candidate selection can be streamlined and agency dependency slashed, helping trusts achieve substantial cost savings. The immediate return on investment (ROI) offsets the implementation costs, making it a financially prudent decision.
| NHS Scotland's experience demonstrates the immediate benefits of switching to a modern ATS. In 2019, NHS Scotland successfully transitioned all 22 Health Boards to Jobtrain as their new applicant tracking system, significantly improving recruitment efficiency and candidate experience. |
Securing investment for new technology can feel daunting. That's why we've written a blueprint guide to securing investment in a modern recruitment platform. The guide is free and designed to guide NHS HR and recruitment leaders through the entire process - from benchmarking current performance and options appraisal, to developing a clear ROI and implementation plan.
The blueprint includes ready-to-use templates, NHS-specific case studies, and step-by-step instructions to help you gain executive approval and secure budget.
The recruitment crisis within the NHS is immediate and the time to act is now. Delaying action in the hope of future solutions only compounds problems, negatively impacting patient care, workforce stability and trust budgets.
To find out how you can rapidly transform recruitment within your NHS trust, download our free guide today - just add your details below.