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Bringing Commercial Focus to NHS Recruitment
- 1. Bringing Commercial Focus and Public Sector Values to Recruitment in the NHS AT GUY’S AND ST THOMAS’ NHS FOUNDATION TRUST OMNI RMS WITH ESSENTIA
- 2. Karen Adewoyin Head of Workforce Overview of GSTT The Market/Industry Our Challenges The Journey so far RPO Model Technology at GSTT
- 3. Overview of GSTT Guy’s and St Thomas’ employs 14,500 people 10,000 clinical and 4,500 non-clinical 1,800 within Essentia including 200+ in Technology Five year Technology Strategy to be delivered
- 4. Technology at GSTT 13,500 computers maintained and 850 software applications supported 12,000 service desk calls per month 40 live projects delivering technology to improve patient care 140 IT training courses available and 1,000 staff trained each month
- 5. Tech Specialists are more highly paid than other workers and gross weekly wage 41% higher than UK norm 99% of employers expect to increase or maintain numbers of IT professionals 1.75m Tech Specialists working in the UK More than 4 in10 working in London Set to increase by 28% in next 10 years The Market/Industry
- 6. Our Challenges Turnover at 15% Lack of skilled professionals in the market place with 50% of business reporting problems filling IT posts Agenda for change pay vs. market rates Recruitment difficulties: 87 advertising campaigns over 18 months = 54% success rate High agency usage Growth in IT with predictions growing twice as fast as average employment in the UK Lower than average staff survey results for Technology NHS not often considered as a career option for IT professionals
- 7. The Journey so far Pay review by Hay Group confirms Essentia paying 25% under market value for certain skill sets Recruitment and retention business case developed and approved for specific IT posts Options Appraisal 1. Internal Recruitment 2. Appoint Preferred Agency 3. Outsource project via RPO Model
- 8. RPO Model Conducted mini- competition through ESPO Framework Appointed Omni RMS as strategic resourcing partner What we were looking for in a resourcing partner: Ability to market GSTT as an Employer of Choice Ability to promote benefits of working in Essentia Technology Expertise in IT recruitment with proven results Cost Efficiencies ££
- 9. Martin Wainman Managing Director Methodology Key Challenges Learning Outcomes Progress to date Routes to Market
- 10. Methodology A phased approach ensured the process ran smoothly, and allowed for continual improvements during project delivery. Jan Feb Mar Apr May Jun July Aug Sept Oct Nov Project Planning & PRINCE2 Implementation Assessment & Selection Design Bespoke Attraction Campaign Brand-led Communications
- 11. Routes to Market A multi-channel approach to recruitment Targeted Search & Selection LinkedIn and Market Mapping HIRE SOURCE CHANNEL INTERNAL & REFERRAL 20% JOB BOARDS 15% SEARCH & SELECTION 65%
- 12. Challenges Contractors hiring their own replacements Candidate perception of the NHS Pace of recruitment process Promotion of NHS as an Employer of Choice Banding Restrictions/ Counter Offers
- 13. Learning Outcomes Improving on-boarding process Introduction of probationary period Recruitment is changing and we need to keep up! Need to understand candidates’ motivations Talent mapping and direct sourcing Hiring Manager development/Brand Ambassador Programme
- 14. Progress to date Applications received via NHS website 511 Candidates via direct sourcing and attraction campaigns 541 Candidates submitted 246 28% NHS Applications Direct Sourcing & Attraction Campaigns 72% 22 offers made Hiring Manager Compliance100% Cost Efficient Solution £4.3m Jan Feb Mar Apr May Jun July Aug Sept Oct Nov 42% Vacancies filled new starters HAPPY 6 £328k Contractor Only Agencies
- 15. Thank you for listening AT GUY’S AND ST THOMAS’ NHS FOUNDATION TRUST OMNI RMS WITH ESSENTIA