Recruitment and Retention Strategy.pdf - Croydon Health Services ...

2.4 Innovative Recruitment Solutions - Improving the way we advertise
This links to the above objective. It is anticipated that more sophisticated
advertising would result in raising the profile of the Trust, attracting good quality
candidates and reducing costs.
Detailed below are strategies the Trust will employ to get better value for money
and improve the effectiveness of advertising:
NHS Jobs provides NHS organisations with a cost-effective approach to
recruitment advertising. CHS will advertise the majority of posts on the NHS
Jobs. However, we will exercise flexibility where either
The applicants will have an exceptional skills base
The applicants would normally be drawn from the local community eg
healthcare assistants and administrative and clerical staff.
The applicants may not easily have access to an electronic application
system.
Or posts where it is felt that based on past experience NHS Jobs has not
produced the calibre of candidates required.
Where appropriate, CHS will use a variety of traditional media for attracting
applicants, such as professional journals, local/national newspapers, attend
relevant job fairs as well as explore more innovative and creative recruitment
solutions such as holding Open days, developing specific microsites, on-line
advertising campaigns, digital media, job boards and Professional Networking
Groups and some other social media channels such as use of Twitter, Facebook
and LinkedIn (as appropriate) in order to reach a wide and mobile audience to
attract the best possible candidates.
The use of social media options will normally have little or no associated costs and
is immediate, hence this could be a cost effective way to recruit to some posts.
Working in partnership with organisations such as Job Centre Plus, the Trust is
developing ‘live’ job chat forums which if planned well can be a positive and
engaging method to attract good candidates.
Investing in recruitment events can be another option as this can leave a positive
impression on candidates and give them an opportunity to ask questions. This is
something you cannot do in a printed or on-line advert.
Any such events should be followed up to track candidates who attend and/or
apply for vacancies so that it is possible to monitor the effectiveness of such an
event against positive outcomes. Over time this will allow the Trust to build its own
database of potential candidates who can be specifically targeted at a later date
should a suitable vacancy arise.
This will be subject to agreement with the Trust Recruitment and Retention
Manager and key stakeholders and possible funding from the Divisions and Trust
support.
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