Why Building Talent Acquisition Teams is Essential to the Future of the NHS

The National Health Service (NHS) is facing a significant challenge in the upcoming years. With an ageing population and increasing demand for healthcare services, there are growing concerns over how the NHS can attract and retain the necessary talent to deliver high-quality care. This is where talent acquisition teams come in. In this blog post, we will discuss why NHS needs to start investing in building talent acquisition teams that are efficient in sourcing, engaging, and providing a better candidate experience.

Improved candidate experience

As competition for healthcare professionals increases, the experience a candidate has during the recruitment process is critical. A candidate's experience during recruitment can significantly impact their perception of the NHS. Talent acquisition teams can improve the candidate experience by being more responsive and offering more personal support. For instance, the team can engage with candidates on social media platforms or career events, answering questions and providing valuable insight into the recruitment process.

Better sourcing and screening of candidates

With job boards and NHS jobs, it's not easy to see the quality of candidates you're attracting. Talent acquisition teams can collaborate with hiring managers to create comprehensive job descriptions that attract the best candidates. They can also source candidates through referral programs and alumni networks. The use of effective screening and talent tools such as medimatch.io can ensure that the NHS hires the right candidates for the right roles. Talent acquisition teams can also help create and distribute recruitment marketing campaigns that highlight the unique advantages and opportunities of the NHS.

Increased efficiency

Recruitment can be a long and time-consuming process, especially in the healthcare industry, with limited candidates in some specialities. Talent acquisition teams can help streamline the recruitment process by analysing recruitment data, tracking metrics, and identifying bottlenecks. This will help recruiters optimise their efforts and attract quality candidates faster.

Cost savings

Building a talent acquisition team may seem like an expensive undertaking, but it can save the NHS money in the long run. The NHS currently pays a significant amount of money to job board and recruitment agencies that can be reduced with the creation of an internal talent acquisition team. This team can also help reduce the cost of hiring, including agency fees and potential turnover costs.

Retain Talent

An important part of talent acquisition is retention. Talent acquisition teams can develop engagement strategies to improve the retention of healthcare professionals. They can track employee performance and identify talent gaps to develop strategies for upscaling the current workforce. With talent acquisition teams in place, recruiters can build lasting relationships with healthcare professionals which can drive higher retention rates.

In conclusion, the NHS needs to start investing in building talent acquisition teams that can source and engage with candidates while providing for a better candidate experience. Poor candidate experience can scare away top talent resulting in long-term consequences for the NHS and its mission. It's far better to have personalised and efficient recruitment processes being led by talent acquisition teams who understand and value candidates. By building a reliable, transparent and efficient recruitment process, the NHS will attract top talent and retain the workforce it needs for years to come.