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

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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. 12
The Trust will run corporate generic recruitment campaigns at regular intervals throughout the year to ensure a regular supply of potential candidates to fill ongoing/anticipated vacancies and establish an on-going presence in the job market place. Further develop the recruitment website which promotes the Trust as a good employer. All adverts will point to this site where information about the organisation will be promoted. This will link to the Trust’s jobs on the NHS jobs site. Improve the quality of adverts, using branded adverts and developing a set of standard adverts that will re-enforce the values of the Trust five ‘Here for you’ promises. The HR Administrator will support recruiting managers to take ownership for copy-writing adverts, ensuring they meet the corporate image Advertise using composite adverts, rather than for individual jobs Explore and if appropriate work in partnership with the Trust’s nominated advertising agency to develop specific or targeted recruitment advertising campaigns to address highly specialised or hard to fill vacancies. Develop a recruitment booklet that gives an overview of the organisation and details the benefits of working for CHS. 2.5 Targeted Recruitment Campaigns For those areas which have a high vacancy rate due to national shortages such as Health Visiting, Midwifery and District Nursing we will run focussed campaigns. These could include: National advertising (to tie in with regional/national campaigns such as the NHS London Health Visitor recruitment initiative). Development of a recruitment microsite Vacancy and Directorate specific recruitment literature Ensuring a Trust presence at profession specific events Open Days for specific professions 2.6 Develop the organisation as a socially inclusive employer The Trust is committed to ensuring all local groups have equal access to opportunities of employment within the organisation. Through raising awareness of employment opportunities within CHS, we will be able to attract a more diverse workforce. Set out below are the key strategies the Trust will employ to address the recruitment problems within the organisation and improve the effectiveness of 13
Page 1 and 2: Date: 3 June 2013 Agenda No: 8.3 RE
Page 3 and 4: CONTENTS 1. INTRODUCTION 1.0 Why we
Page 5 and 6: 1. INTRODUCTION The NHS is undergoi
Page 7 and 8: The intended outcomes of this strat
Page 9 and 10: CHS recognises that the foundation
Page 11: Ensure that a key component of the
Page 15 and 16: 2.8 Engaging with Academic Institut
Page 17 and 18: CHS is creating a nursing workforce
Page 19 and 20: Mutual respect and collaborative wo
Page 21 and 22: Trust. The outcomes of the staff su
Page 23 and 24: The Trust recognises the need to re
Page 25 and 26: cycle to work scheme and salary sac
Page 27 and 28: 4. SUMMARY This strategy sets out t
Page 29 and 30: Develop Refresher courses and/or ma
Page 31 and 32: 7. Staff Involvement and Engagement

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