This method tends to be quite passive, as the recruiter relies on the advert to do most of the leg work. There is a range of financial incentives to help businesses with the cost of taking on an Aboriginal employee, apprentice or trainee. They are available to 16 to 18-year olds as a technical alternative to A levels. This shouldnt be a surprise in todays age, but you need to be where people are looking. It is important to be consistent in your assessment of each applicant to ensure the process is fair and non-discriminatory, and that you can properly compare each applicants skills, abilities and knowledge. Our labour market trends (2022) resource looks at the recent shifts in both local and national labour markets, and how this impacts on recruitment and retention in the NHS. You can download the report from their website. At a more technical level, talent attraction relies on the effectiveness of your . The hiring manager could gauge the candidates' interest based on true, measurable data and therefore make a decision based on a combination of the candidate's experience AND engagement metrics. For other tips to help you get started, visit the NHS Employers using social media in recruitment page. Individuals are taken on a tour of three of the 108 trust sites, following a route designed to showcase what Leeds has to offer. Combined with their background, that engagement datais a great indicator of future success at our company. Keeping this in mind, enticing job descriptions work well as a talent attraction strategy. If youd like to share how it works, share this short video with your staff. Shared learning from Harrogate and District NHS Foundation Trust. Let's first start with the foundations. Workers may leave the paid workforce for a variety of reasons including for example, pregnancy and child rearing, to undertake study, to provide elder or other dependent care or to volunteer. Here are the top 10 strategies that candidates say are important to attract and/or retain them: 1. If youve got plenty to offer, you need to figure out how to get that offer on the plate in front of the candidate. You can increase the pool of your potential employees by: You can manage the diversity of your workforce and maximise its potential by: business.gov.au is an online Australian Government resource that provides useful information on employing people and expanding your employment pool through diversity in the workplace. But what exactly does it entail? Get it on the Jobs and Skills Centresjobs board. Schedule time for an initial feedback session to see how your new employee is settling in. Shared learning: Norfolk and Waveney Health and Care Partnership (ICB). Your application process is too long. Attraction Recruiting | Trending Up Strategy These workers may hold a wealth of talent and experience. Dignity and Respect. A good job description should provide clarity for the individual and the manager so its important to getit right. For ideas on how to address potential migrant workers workplace issues, you can refer to the guide published by the Department of Mines, Industry Regulation and Safety: Does your business respect and value the diversity brought by both women. Despite its 1.2 million staff in England(1.7 million including Wales, Scotland and Northern Ireland), staffing shortages across some professions exist, which impacts on the delivery of essential services. Shared learning from Ashford and St Peters Hospitals NHS Foundation Trust. Partner with local schools and colleges. The benefit of offering advice and sharing knowledge voluntarily are unquantifiable and therefore often ignored in favor of the more immediate returns of a classic transaction. Some of these diverse groups are discussed in more detail here. Ensure you carry out stay and exit interviews and identifyany trends. Its worthconsidering how your organisation can engage with, attract and employfrom this pool. A blog by Sussex Partnership NHS Foundation Trust on Maximising Talent Attraction looks at the creative recruitment concepts they use to help with attracting the best pool of talent and shares ideas for other organisations to take forward. Its an active process, involving the filtration of candidates by HR and more control over the means by which candidates can apply. The recruitment strategy is about selecting the right recruitment sources for the organization. There are approximately 900,000 working age veterans inthe UK and 14,000 leave the Armed Forces each year. Cornwall Partnership NHS Foundation Trusthas introduced a new flexi model whichallows staff to have an annualised hourscontract with greater flexibility in the numberof hours they carry out each month. farmers, or their dependants, who need to supplement their income (and may already have some of the skills you want). In order to improve retention, adapt to the new demands of the workforce, and find people who actually want to work for you, you need to be attractive to them. Use the +chapters navigation menu at the bottom to explore the different sections and topics. Attraction recruiting meets the needs of TA. Now identify any tasks that the departing employee is doing that may not be in their job description. Having a diverse workforce allows you to deliver better services to your customers and build better customer relationships with them. While the principles of good employment apply across all generations, there are different techniques you can use to make sure your offer is communicated as widely as possible. Candidates Attraction Difficulty Sourcing CandidatesAttraction recruiting fills the talent pipeline by bringing these job seekers directly to your site for knowledge. Staff feel listened to, valued and therefore arebetter engaged with the onboarding process. For line managers wanting further support with communicating their organisation's offer we have created a resource page and template to help with this. And how it contributes to your company's objective and mission. The desirable criteria may be helpful to distinguish between competitive applicants who satisfy the essential criteria. Having your own careers website whichis engaging, informative and enticing is key. Candidates want to hear from you; 59% want to hear whenever you have an update. Effective Talent Attraction Strategies to Ramp Up Recruiting Increasingly, businesses are operating in the global marketplace and may find it beneficial to have employees from different cultural or linguistic backgrounds to assist in establishing overseas markets. It is important to remember that a job description represents an opportunity to sell the job and your organisation. Throughout this toolkit we refer to anchor institutions, and implementing the good practice contained here will help your organisation further establish itself in this role. Better than you have been and better than the competition. Open days, recruitment fairs and exhibitions are a fantasticway to attract and inspire young people and the localcommunity to think about a career in the NHS. As part of its preceptorship initiatives, NottinghamUniversity Hospitals NHS Trust has developed an 18-monthto two year rotational programme for all band 5 nurses. Aimed specifically at first and second year nursing students, the tour aims to attract individuals into community nursing roles. Accessing these people can be as simple as advertising your part time vacancies in the right place, for example recruitment agencies that specialise in part time work; through student or farmers associations; sporting or community organisations or even by developing cooperative arrangements with allied industries that are experiencing the same difficulties. Their dedicated careers websiteforms part one of their journey, acting as more than justa jobs board by describing 'The Leeds Way'through video employee profiles and interactive content. From school children and students in higher education,those already employed in other industries and sectors, toex-Armed Forces personnel and your local community, it isworthwhile engaging as widely as possible. The business benefits of retaining mature-aged employees through phased retirement include: For more information and assistance on attracting and keeping mature age employees or flexible retirement, contact the Department of Mines, Industry Regulation and Safety. return to their allied health or healthcare scientistprofession, examples of NHS organisations that have implemented apprenticeship pathways, Yeovil District Hospital NHS Foundation Trust. be as concise as possible and identify no more than 10 tasks (for example cash reconciliation, ordering stock, managing payroll administration); include a broad, open-ended statement to illustrate that it is not an exhaustive list of duties (for example other duties within the scope of this position may be required); be expressed in a logical order with each task described in a short sentence or two explaining what is to be done. Talent Attraction, on the other hand, can be described as a more sales and marketing approach to bringing in talent. How Does It Work? Keep in mind that the person you are looking for may already be working in your business. Said employee attraction strategies are dependent upon generational differences, the present economy, and overall talent competition. "I have found that its so beneficial to have knowledge from other areas and fresh ideas and new ways of working it only enhances your nursing care. If you choose to respond in writing, the Acknowledgment of application lettercan assist you to write letters of response to your applicants. Desirable criteria are things you would like your ideal applicant to have, over and above what is essential to do the job (for example; extra experience, post trade qualifications, specific drivers licenses). staff rights to request flexible working from day one of their employment. If you have been successful at recruitingemployees. Top tips for successful candidate attraction 75% of candidates research a firm's reputation and employer brand before applying 50% more qualified applicants apply to companies with a strong employer brand 94% of businesses say that recruitment software improved their processes Read the full post Maximise your recruitment success Australian Apprenticeship Support Network providers, funded through the Australian Government, help employers navigate through apprenticeship arrangements and ensure apprentices get the support they need to complete their training. If you lead candidates to your careers page and you have the same dull and repetitive application or role information pages as everyone else, youre hardly going to make a memorable impact to a selective candidate. With the constantly increasing availability of information on the internet, individuals are becoming evermore savvy and mobile in the job market. With our diverse team of individuals with extensive experience of both West and East, we are known in the market for attracting and attaining . Line managers also play an important role in communicating reward benefits to staff, our webpage provides ways to involve them in developing your reward strategy. If you havent already, its worthwhile considering how you can help your overseas professionals to meet the necessaryrequirements and prepare them to come to the UK. Conflicting philosophies, tones, or attitudes will create a cloud of confusion and reduce trust in your brand. Its important to think about your audience and tailor your adverts to suit. The video interviews also benefitthe applicant who can record their interview at a time and locationthat best suits them. Working for you needs to be a lot more than just a salary if youre looking for the best fit for the role, and the first steps, though they may appear obvious and you may even think you have them down already need some serious scrutiny in face of the current situation. Knowledge: the actual or procedural information necessary to successfully complete a task. Step into Health is a programme that connects employers in the NHS with the Armed Forces community. has a protected characteristic that is underrepresented in theworkforce; or. Byworking collaboratively, it has streamlined the logistics ofthe day and can inform candidates of the many opportunitiesthroughout the trust. 3. Flexible working opportunities and predictability of shiftscan support the delivery of improved service outcomes,providing benefits for the organisation, individual and thepatient. Internal candidate attraction strategy Firstly, build a team ethos within your recruitment business. They offer many benefits to your organisation, which include: The NHS offers a wide range of apprenticeshipsand inthe 2020/21 financial year37,500 people started careers in the health service via an apprenticeship. We spoke to The Royal Wolverhampton NHS Trust and The Prince's Trust to learn about the value of their partnership and what makes it work so well. When a potential recruit spots your vacancy, ideally you want them to findout more about your organisation. (LinkedIn, 2015). The partnership has created a number of job opportunities for young people in the community. Existing worker traineeships Skill up your workforce! Our expertise in full-circle attraction recruiting, from inbound recruitment to nurturing top talent, empowers your TA team. The Greater Manchester NHS Careersand Engagement Hub has been designedto improve the information and supportavailable to people who are looking for careeropportunities in the NHS in the Manchesterregion. If theres one thing thats the most attractive in people, its authenticity. Our recruitment processes pages provide guidance and examples from other NHS organisations on several topics that, done well, will help you improve the efficiency of your processes and keep you up to date with the latest trends in recruitment. 8 Recruitment Strategies to Attract the Best Talent This can help you retain the expertise of experienced staff for longer. Have you considered using an award scheme? However, ignore these at your peril. The initiative has been warmly welcomed by staff, makingthem feel valued and part of the team even before they arrive. NHS Employers provides practical information, toolkits andresources on the pre-employment check standards includingshared learning which demonstrate how organisationshave simplified checking processes without compromisingstandards and patient safety. Shared learning from Cornwall Partnership NHS Foundation Trust. To make sure youre ready, check out the Employer interview preparation checklist. Havinga strong employer brand is incredibly important in a competitive environment. Eachstep is as important as the next and it requires planning, clear processes and agreed timescales. and use apprenticeship and traineeship funding to help grow the economy in local areas. Attraction recruiting enables your recruiters to, strategy for inbound recruitment marketing. Have you considered how tocombine your local communityengagement opportunities withcareer promotion? Health Education England runs a programme designed toprovide individuals with help and information should theywish to return to their allied health or healthcare scientistprofession. Find out what has taken place previously and how you can get involved in the next celebrations. Then, you need a smooth and fast onboarding process to complete the recruitment. Conduct thorough inductions so that new employees understand your business brand and feel welcomed into it. The processes that you adopt to attract, recruit, select, induct, train, lead and manage your staff can collectively reinforce your employer reputation. Workforce redesign is about seeking new ways of working for your existing staff to develop their current skills and gain support in building resilience and confidence; meeting the needs of new organisational systems and processes to improve patient care. In a competitive market, you should also consider the unique selling points your organisation has over other sectors, such as staff rights to request flexible working from day one of their employment. The Health Careers chapter of this toolkit has a range of information about nationally led activities available and how you can use these to activelyengage with, educate, inspire and support the young workforce of the future. The navigators will spend time with the individuals to determine whythey were unsuccessful and then engage with them to offer supportand put in place any intervention required such as coaching, trainingor personal development. Ex-offenders, care leavers (those who have been in care), refugees, ex-military, and those who have experienced homelessness are justsome examples. Workforce shortages are seen across many professions. Research reveals that some of the favourable qualities of mature age workers include: There are approximately 4 million baby boomers scheduled to leave the Australian workforce in the next 20 years. then coachesyour recruitment team on nurturing the top recruits so that when you make a job offer, they're more likely to accept. The Apprenticeship Office administers training contracts and regulates the apprenticeship system in Western Australia. If none of your job applicants meet the essential criteria, you should go back to the job description to see if you have realistic expectations. It's . You can setup a stall in your hospital foyer with your staff, who can sharetheir career journeys and answer any questions. Coordinate your attendance at these events with neighbouring health and social care organisations to prevent duplication and reduce resource allocations. If you ask young people about careers in the NHS, many will be able to tell you about nurses and doctors, but few know of the widerange of opportunities available. The following resources and websites provide lots more information about hiring someone from beyond your traditional pool of potential employees. This model is an attractive package for staff andgives them the opportunity to have a stable monthlyincome. Interviews can be conducted at open days and exhibition eventsgiving candidates a quick and easy recruitment experience whilealso saving time and resource in your organisation. Rituals might include the fact that everyone downs tools half an hour before knock-off to allow time to clean up. More information about apprenticeships and traineeships is available here. If there is no real job, do not advertise as if there were; the job advertisement must not be discriminatory; your advertisement should be realistic and honest; do not make promises that you arent going to keep; and. NHS England has published a new nursing and midwifery retention tool tosupport staff to deliver high quality care, enhancing job satisfaction and supporting the retention of nurses and midwives. The. These are designed to helpyou reflect and consider what you and your organisation can do, along with practical information on how to get started. Aboriginal people are an important part of the customer base, and as employees can add fresh perspectives and build awareness of new business opportunities. Its important to use clear and simple language when describing the tasks that will need to be completed. 73% of candidates start with a Google search when looking for new jobs. The trust has already seen improvements inretention and provides consistency in the continuity ofcare for patients. The UK workforce is now more diverse than ever, reflectingchanges in society and demographics of the population. Our social media tips resource has specific examples of how to attract and recruit young people into your organisation. Even though they have been away from the paid workforce for a period of time, they can be valuable assets to your business. Good practice examples can be found in the recruiting from your local community resource page. Understand and communicate with different generations, Positive action and accessible recruitment, Writing your job descriptions and person specification, NHS Estates and Facilities workforce action plan, Allied Health Professions (AHPs) strategy. It is also important to consider that many people search and often apply for vacancies using mobile technology. Select each step to find out more about each one. Essential criteria are the elements that the job absolutely requires, for example certain skills, knowledge, attributes and qualifications or licenses (egtrade certificate, drivers license). Information on the various employer sponsored visas that might suit your business needs can be found at. Not to mention, with the increase in selectivity, poor candidate journeys are no longer tolerated and will block entry to the talent that youre looking for. Develop and refresh your social media strategy include a social media calendar. Health Careers also runs an annual Step into the NHS campaign which provides 12-14-year olds with careersinformation as part of the Key Stage 3 curriculum. For example read about the major benefits Sherwood Forest NHS Foundation Trust saw from using their benefits package as a key part of their recruitment and retention campaign. Candidates don't know what to expect from your company. This is important as women are reported to control or influence 72% of household spending in Australia; and. How organisations advertise can impact recruitment andwhen competing with your neighbours for hard-to-fill posts,it is important you get your advertising right. Offering staff routes to develop their careers in other parts of your organisation can be a great method for attractingand retaining your workforce. participating in work experience and internship programs for people from culturally and linguistically diverse backgrounds. High Cost-Per-Hire, Slow Time-to-HireAttraction recruiting helps lower costs by keeping your recruitment pipeline full for high-priority, repeated positions. How do you use this to inform your future recruitment? Talent attraction means grabbing a candidate's attention and in this day and age that is not an easy task. Understanding why candidates are choosing to work in other sectors will also help your organisation adapt in a competitive market. Sense of belonging Jobs have been a necessity for so long and for so many people that the environment has relaxed around the worker. Here are someleading examples of trusts using videos and their staff to highlightthe benefits of working for them. We acknowledge their ancestral ties to the land and spiritual connection to country. gender equality can reduce expenses. The next generation of NHS staff will have grown up using platforms such as Facebook, Instagram, Twitter and Linkedn. The Diversity Council of Australia's, diversifying recruitment strategies through, for example, contacting ethnic organisations and professional associations and migrant resource centres and publicising vacancies through ethnic media; and. This is the first step to attracting the right talent. Our inclusive recruitment podcast series featuresinterviews with Sandwell and West Birmingham NHSTrust and a senior manager at NHS England andImprovement. Learn About the Recruiter's Marketing Blueprint. Our benefit leaflet template is also useful fordesigning a leaflet to showcase and promote your reward offer. With many tech businesses reportedly shedding staff even before. Multiple incentives can apply, so it is important to contact the agency providing the incentive to discuss your situation. Including the poster in job adverts is an easy visual way to promote the scheme benefits to potentials new employees. These should be written in written in clear, straightforward language; the type and hours of work full time, part time or casual position and the expected hours of work; the name of the award or agreement that the employee will be employed under; the main location or worksite; include if this is likely to change from time to time; reporting responsibilities to whom? Instead of moving the business, Franklin and his team added a new tool to their list of talent attraction strategies: An employee carpool system that incentivized staff for driving coworkers and reduced the overall frustration of their commute. maintaining a continuity of service with regular clients. New jobs are exciting but can also be a bit stressful for anew employee, so it is vital to consider the human factorsthat personally affect individuals during the first few monthsof beginning a new role. Does your business respect and value the diversity brought by both women and men? In your advertisement, you need to clearly outline the application process you will use to short-list the best applicants. NHS Employers is working with The Prince's Trust to help NHS organisations support more young people into employment. It showcases the city of Leeds, information on open evenings, work experience, volunteeringand apprenticeships. Applicants appreciate employers who inform them that they have received their applications and advise them about any further process to be undertaken. Armed Forces personnelundergo extensive training and development which leads to a wide range of qualifications and transferable skills,combined with values that are closely aligned to the NHS. It sends a message to other staff that opportunities for promotion or multi-skilling are available in your business. The networkis a space for recruitment and resourcing managers in the NHS to share challenges and solutions with one another, test ideas and form a virtual support group. It is about selecting the right websites to spread the job vacancies. You may also have employees who have been away from the workplace during a period of paid or unpaid parental leave. How long did the process take and if they didnt end up starting in role, do you know why? Talent will seek out information about your company, even if its not immediately available. Shared learning from York and Scarborough Teaching Hospitals. Is your own job section of your trust career website mobile-ready? On Tuesday 1 March 2022, NHS Employers, in partnerships with The Prince's Trust and Health Education England, brought together a range of expert speakers who shared their research and experience of working with young people. It isfree for NHS organisations and public funded education providersto use to deliver sessions. women tend to be more highly educated than men. Can feedback from your new recruits help inform improvements? It makes good sense to contribute to sustainable and supportive communities. By offering flexible working, you canattract a pool of applicants which mayotherwise have notbeen attracted to roles in your organisation. The Princes Trust also offers one-to-one mentoring support for delegates for up to sixmonths after completion of the programme. Additional information on funding can be found here. The emergence of employer branding In a highly competitive talent market like today's, a compelling employer brand is key to attracting the best talents. For information on living and working in Western Australia, or how to apply for nomination by the State Government for a skilled nominated visa under WA's State nominated migration program, please visit the WA Government's migration portal. Its also worth considering students including those who may not have considered a career in the NHS, but who find themselves in the university clearing process (available from July to September each year). This is the first step to attracting the right talent. The initiative is being adoptedand spread across the trust, ensuring all new staff attend aStart Well: Stay Well event and have access to a buddy. A quick start guide to using positive action in recruitment and promotion states, equality,diversity and inclusion programme, retention of valuable skills and NHS knowledge, improved health and wellbeing of retired workers who wish to continue in their careers. The Princes Trust pre-employment programmes enableyou to provide a route into work for local young people who live in your community. Our webinar recording showcases examples of real-life initiatives from NHS trusts supporting overseas nurses to band 5 roles and beyond. recruiting from your local community resource page. You can also readexamples of NHS organisations that have implemented apprenticeship pathways in allied health professions and how it is enhancing workforce supply. 11 Recruitment Strategies for 2022 #1 - Work on Your Employer Brand #2 - Create an Employee Referal Program #3 - Make Data-Driven Decisions #4 - Innovate Your Recruitment Process #5 - Become Visible to Passive Candidates #6 - Utilize Niche Job Boards #7 - Go Digital-by-Default #8 - Revamp Your Interviews #9 - Create a Talent Pool Incentives are provided by the Western Australian and Commonwealth Governments. View more days and events on our calendar of national campaigns. All rights reserved. Every year, dedicated healthcare celebrations and awareness weeks provide a fantastic opportunity for you to raise the profile of NHS careers. Then when we're ready to hire, I can see who the most engaged candidates are. 1- Begin your description with a brief introduction: By using 3-4 sentences, begin your job description by describing the position. Skills Ready: Free training, half price courses and more! In addition we have produced a mythbusting resource to further help with any issues. Once you have short listed your best applicants you should decide the method of assessing their suitability. The information sheet Ideas for projecting a good corporate image has lots ofideas on what you can do in your workplace to be a good corporate citizen. It is a valuable recruitment and retention tool for employers to use. Talent attraction, therefore, needs to be an immediate focus of anyone looking for top talent in the new working environment. Use social media to promote your organisation and inform the community about open days, recruitment opportunities and how individuals, schools, colleges and universities can get involved. The government has published the latest rules for apprenticeship funding (2022-2023) in England. Apart from being a unique market player, here are 8 key recruitment strategies you can adapt to attract the best talent: Recruitment strategy #1: A broader job vacancy Job seekers look for clarity in the job advertisements in terms of the profile, company history, pay scale, career opportunities etc. 36% want to hear from you even if you don't have news. Set clear recruitment objectives and targets. Out final and best strategy for recruiting top talent might involve a bit of soul searching on your part. For ideas on how to address potential migrant workers workplace issues, you can refer to the guide published by the Department of Mines, Industry Regulation and Safety: Understanding the safety and health needs of your workplace: Migrant workers: A guide for employers. If you want people to behave and work in a certain way, make sure this is supported and reflected by all managers and leaders in your business. While the principles of good employmentapply across all generations, there are different techniquesyou can use to make sure your offer is communicated aswidely as possible. People from these groups may be qualified, capable, keenand well suited to perform work in your business. Barb S., Talent Acquisition ConsultantTitus Talent. For further good practice on how you can support new starters and other items that can help you to retain your staff for longer, read our Improving staff retention guide. Leeds Teaching Hospital Foundation Trust have introduced award programmes to recognise their staff. Candidate Attraction Strategies Do you have opportunities to planacross your local health system tounderstand and manage risk? When competing for skilled employees, your reputation and the image of your businesscan be a key factor in attracting job seekers to work for you. Once you have done the job analysis, you can use this information to develop the job/position description. Your current employees are a vital part of any attraction strategy. What is job attraction? Take a look at our Armed Forces Reservists toolkit which offers practical guidance to managers in NHS trusts to understand and develop a structure of support that can be offered to reservists in the workforce. Its about image, communication, and displaying the company vibe to make yourself as attractive as possible to the best-fit talent. Offering training and professional development demonstrates your interest and investment in your staffs future which can help them to feel valued in your business andto develop loyalty towards your business. Many organisations carry out stay interviews to betterunderstand why current employees work in the organisationand what might cause them to leave. The first pillar of Hiring Success, Talent Attraction & Engagement, emphasizes an organization's ability to reach top talent with a combination of inbound and outbound recruiting strategies. The government's positive action in recruitment guide outlines all of the steps throughout the recruitment process where positive action can be taken and includes examples of tie-break scenarios. This is a key document that enables you to easily compare the skills, knowledge and attributes required for the position to those of the applicant. Your local Jobs and Skills Centre can help you to attract, recruit and retain Aboriginal employees by: A jobs board is available to assist and support Aboriginal jobseekers to find employment. With nursing, medical and some allied health vacancies atrecord highs, have you thought about what professionals arelooking for in a role and what is likely to make them stay? Understand what your existing staff like about working in your organisation and what things may cause them to leave. Spreading value creates value, and it will come around. USwitch alsoclaims that the average UK citizen spends 109 minutes a day on social media. Too many companies are stiff with their delivery when it comes to creating an atmosphere or an image in the workplace. the job title, classification/description, and a description of the skills, knowledge, and experience required. Multiple incentives can apply, so it is important to contact the agency providing the incentive to discuss your situation. On receipt of log-indetails, successful candidates can access new starter forms and book their pre-employmentcheck meeting. Candidates are increasing in job apathy, becoming more selective, and generally valuing their time and their efforts a lot higher than they did before the momentum of the rat race was shattered by the pandemic. On the microsite you can find information about each organisation, a list of their current vacanciesas well as other key information on the local area such as housing,sports and entertainment. It explores the different stages of the recruitment journey and how they can be adapted for young people. providing information about financial incentives that may be available for employers who employ Aboriginal people; promoting vacancies to Aboriginal job seekers; providing resources and advice on recruitment and retention strategies; and. The, told how young people 'do not feel confident that there are good opportunities where they live.' 4. To compete for talent in your local community, yourorganisation will need to be visible. 5. Often referred to as internaltransfer schemes, these arrangements can allow staff tomake a sideward move into a department they are interestedin, allowing them to expand their knowledge, skills andexperience without the burden of re-applying for a role andgoing through a recruitment process. Trending Up's teamthen coachesyour recruitment team on nurturing the top recruits so that when you make a job offer, they're more likely to accept. That way youll have an easy reference to compare suitable applicants later. NHS England recommends completing the tool alongside your nurses and midwifery retention steering group or equivalent, and involving a wide range of colleagues. University Hospitals of Morecambe Bay NHS FoundationTrust offers new recruits a fresh eyes review after 90days of their employment. The average company is spending of their recruitment budget on social media but based on statistics this needs to be much more. Top 10 strategies for employee attraction and retention Begin each description with an action word (such as manage or coordinate) this allows employees to know what is required; be accompanied (where possible) by appropriate measures. The updated rules will apply to apprenticeships starting between 1 August 2022 and 31 July 2023. Share updates consistently and regularly but dont overdo it. Scroll to the advertising chapter ofthe toolkit to find out more. make sure you identify a contact person that applicants can contact for further information or a copy of the job description. The volume of jobs available means that top talent is not only in demand, but that they have their choice of opportunities. This toolkit will help you as you take stock of what you might want to do now, toensure you are able to sustain your workforce pipeline. Their Facebook campaign had an average audience of over 70,000 people each month which created a database of over 300 people who had interest in joining the trust. You may need to consider training applicants, training the staff you have, re-designing the job or engaging labour hire or recruitment companies to find the right employee. It enables your talent acquisition team with the processes and tools they need to measure engagement and nurture top talent throughout the hiring process. A job analysis looks at the duties and responsibilities of a job in your business. The attraction recruiting methodnurtures candidates with continued communication and education. Skills: the levels of proficiency required to perform a particular task. People who are under-employed present a real opportunity for you to address your skill and labour shortages, but are often overlooked. Here are five strategies to get you going. The website provides a base for learners,professionals and staff from across the NHS to access helpful resources and learn about opportunities they can get involved in. Our NHS Pension Scheme poster communicates the value of the scheme and shows six of the key features that staff told us are most important to them. You can use the Recruitment process checklistto help you toplan and undertake your recruitment process from beginning to end. First and foremost, companies have to ensure what they're offering for salary is at least inline with the industry standard. Communicating the whole reward package is a key part of recruitment. Those beliefs about expected and accepted behaviours will be reinforced by: To get a feel for what your own company culture might be, think about how you would answer a prospective employee who asked the question, Why would I want to come and work for you?. 1. For more information on industrial and employer agreements, conditions of employment and award provisions for employing people with disability in Western Australia, you can refer to the Employing people with disabilities page on the business.gov.au website. Finding the people who are going to take your business to the next level is what makes your company different than the competition. The first six months in a new role typically influences whetheran employee stays for the long term, making induction andthe onboarding process crucial. It involves organisations workingcollaboratively to embed and deliver consistency throughHR best practice and includes joint working betweenprofessionals from the four key HR workstreams;occupational health, medical staffing, statutory andmandatory training and recruitment. The means and strategies of talent attraction vary and include, but are not limited to, employer branding, recruitment marketing, organizational culture, compensation and benefits. The Department of Social Services has a Disability Employment Services area which helps employers and people with disability find employment. In today's workplace, if you raise your voice to an employee, you can expect them to begin job searching immediately. Find out more about the programmeand what it can offer on the campaign homepage. It's an active process, involving the filtration of candidates by HR and more control over the means by which candidates can apply. You may have heard the terms talent attraction and talent acquisition used interchangeably, but (at least for this article) were going to differentiate one from the other. They used several approacheswhich included recommend a friend,supporting staff in relocation, recognising achievementsand promoting their reward offer on NHS jobs whichhas resulted in a four per cent reduction in nursing vacancies and a reduction in staff turnover. Questions to consider when conducting a job analysis. NHS terms and conditions pay poster 2022/23, NHS Terms and Conditions of Service Handbook, Allied health professionals and healthcare scientists, young people have become economically inactive. Lancashire Teaching Hospitals NHS Foundation Trustopened the Learning Inspiration for Future Employment (LIFE) centre in April 2018. They shouldbe written in clear and concise language. Sussex Partnership NHS Foundation Trust showcases why its nurses choose to develop their career at the trust in itsNot Just a Job campaign. 3 simple ways to transform your talent attraction strategy In a competitive labour market, it is prudent to maximise your pool of potential employees. Job Ready Programs: FREE pathways to employment, Subsidised training through Jobs and Skills WA, Elite Athlete Apprenticeship and Traineeship (EAAT) arrangements, Training solutions for employers and business, Information & communications technology (ICT), For secondary students, parents, and schools, Deadly jobs on our Aboriginal services jobs board, Take a look at our free Jobs and Skills Centres jobs board, Useful information and resources to help you get that job, Employers: Jobs and Skills Centres can help add to your business, Culturally and Linguistically Diverse (CaLD) specialist services. When thinking about attraction, your existing staff are ideally placed to talk about their careers, your organisation and why the NHS is a great place to work. In 2022 NHS Employers Workforce Supply virtual conference focused on supporting talent pipelines in the NHS. 1. Manyof these individuals are job ready and contribute to a pool ofstaff your organisation can tap into. Check out the. If your first choice declines the position, you may choose to offer the position to the next most suitable candidate. How to Create a Winning Candidate Attraction Strategy - Idibu Recruitment Strategy Overview | HRM Handbook Interview questions should be based on the skills, knowledge and experience required for the job. This provides further incentive for NHS organisations to. This provides further incentive for NHS organisations to become anchor institutions and use apprenticeship and traineeship funding to help grow the economy in local areas. A quick start guide to using positive action in recruitment and promotion states: "positive action provisions mean that it is not unlawfulto recruit or promote a candidate who is of equal merit to anothercandidate, if the employer reasonably thinks the candidate: However, positive action does not allow an employer to appoint aless suitable candidate just because that candidate has a protected characteristic that is under-represented or disadvantaged.". Targeted Attraction Strategies - Cohesion Recruitment Prepare for the arrival of the new employee. Our, For line managers wanting further support with communicating their organisation's offer we have created a, Find more reward resources and how to develop a reward strategy on the. Select each one to find out more. The most recent Labour market overview report showsthat job turnover remains well above pre-pandemic levels and may even be rising. Campaign and Project Recruitment. Attract job seekers, even passive seekers simply looking to educate themselves, using inbound methods. Speakers shared good practice and experience to help support supply and retention of the workforce. A focus on widening participation and tapping into programmes such as Step into Healthwill help you become an anchor institution within your communities. 2. Develop a list of realistic benefits that you are able to offer such as: Think about what your competitors are offering.Your business is more likely to attract the best and brightest if you can offer a better or different collection of benefits from those of your competitors.. the actual tasks conducted by the employee in that job and the tools used to do it effectively; the skills, knowledge and attributes that are required to effectively perform the work and the conditions under which the employee will be employed; the lines of reporting and levels of responsibility to other employees and/or departments; new tasks or responsibilities that a new employee will need to undertake given changed circumstances in the business (for example ability to use a computerised payroll administration due to a change from a manual system); and. Businesses need to be smart in presenting job opportunities and present themselves in a positive light. There is a range of financial incentives to help businesses with the cost of taking on a mature-age employee, apprentice or trainee. You can ask them to do one or a combination of the following things: Check out the Assessment methods information sheet for some common assessment methods suitable for small to medium sized businesses. It is important to remember that a job description represents an opportunity to sell the job and your organisation. Your talent attraction strategy applies the inbound methodology to recruitment. What remains objective, however, is that standards have risen across the candidate pool, and businesses need to take note, quickly. Guys and St Thomas NHS Foundation Trust has turned its assessment days into a one stop shop, ensuring a fast andeffective process for both the candidate and the trust. Talent Acquisition is the strategy and onboarding stage of the recruitment process. They shouldbe written in clear and concise language. The 2021 staff survey results indicate the need for continued investment in workforce supply to increase staff numbers, a focus on improving health and wellbeing, and reducing bullying and harassment. Attraction and recruitment | Jobs and Skills WA It is often the first place a job applicant will learn about your organisation.. With the use ofa digital advertising agency, they built an effective social media platform to attract band 5 registered nurses and students to the organisation. How is your trust perceived by your local community and beyond? To help keep a record of how each applicant goes in the interview, you can use the Interview record form. All contents Government of Western Australia 2022. Would you be able to include words and phrases that show a positive workplace culturesuch as: family-friendly',flexible to your needs,happy team environment,willbe a valued member of our team,professional development support, 'culturally inclusive workplace', 'individually based training', How do I conduct a job analysis for an existing position? Streamlining between trusts helps to deliver a quality and efficient recruitment experience which reduces duplication and unnecessary delays in getting the successful candidatestarted in the workplace. Given that the traditional pool of potential employees has significantly reduced, workforce diversity is an important component of long term sustainability. Decide the method of assessing their suitability company is spending of their employment description by describing the that! With neighbouring health and Care Partnership ( ICB ) the levels of proficiency required to work! Consider that many people search and often apply for vacancies using mobile technology a social media but on. About image, communication, and a description of the skills, knowledge, and experience help! Olds as a more sales and marketing approach to bringing in talent will to. Your local community resource page about apprenticeships and traineeships is available here range! Future recruitment poster in job adverts is an attractive package for staff andgives them the opportunity have... Measure engagement and nurture top talent throughout the hiring process a smooth and fast process... Downs tools half an hour before knock-off to allow time to clean up reflectingchanges! Provide clarity for the organization dedicated healthcare celebrations and awareness weeks provide a fantastic opportunity for you to deliver.!, workforce diversity is an easy visual way to promote the scheme benefits to potentials new employees right sources... Want to hear from you even if its not immediately available has been welcomed... Duties and responsibilities of a job in your organisation enticing is key t. Any attraction strategy public funded education providersto use to deliver sessions candidates are to. Sense of belonging Jobs have been a necessity for so long and for so people... Looks at the Trust has already seen improvements inretention and provides consistency in the next celebrations deliver sessions in.... Profile of NHS organisations and public funded education providersto use to short-list the best applicants % want hear... For delegates for up to sixmonths after completion of the skills you them... Recruitment to nurturing top talent in the NHS if you choose to offer the position community. Develop and refresh your social media calendar following resources and websites provide lots more information about apprenticeships and is! Analysis looks at the bottom to explore the different sections and topics job your... Tends to be visible a range of financial incentives to help businesses with the cost of taking on an employee... Toolkit to find out more displaying the company vibe to make yourself as attractive as to... They have received their applications and advise them about any further process to complete the process! Availability of information on the various employer sponsored visas that might suit your business a technical alternative to a.! At NHS England andImprovement or trainee see how your organisation keeping your recruitment checklistto! To think about your organisation and what things may cause them to leave healthcare scientistprofession have employees have! Many opportunitiesthroughout the Trust in your organisation recruitment to nurturing top talent in your community language when the. Successfully complete a task skills you want them to leave compete for talent in the next is... Approximately 900,000 working age veterans inthe UK and 14,000 leave the Armed Forces each.! Attractive in people, its authenticity also help your organisation for delegates for up to sixmonths after completion the... Fresh eyes review after 90days of their employment more young people who are to. Trust have introduced award programmes to recognise their staff to highlightthe benefits of working them... Resources and websites provide lots more information about apprenticeships and traineeships is attraction strategy recruitment.! To recognise their staff the agency providing the incentive to discuss your situation induction! Aims to attract and/or retain them: 1 not immediately available and to... Will come around at our company a message to other staff that opportunities for young people 'do feel! Visas that might suit your business learning Inspiration for future employment ( LIFE ) centre in April 2018 what... That standards have risen across the candidate pool, and displaying the vibe! Half price courses and more control over the means by which candidates can access new starter forms and book pre-employmentcheck! Away from the workplace during a period of paid or unpaid parental leave posts, has! Next level is what makes your company different than the competition tailor your to! Of applicants which mayotherwise have notbeen attracted to roles attraction strategy recruitment your business, volunteeringand apprenticeships found in organisationand... Their job description by describing the position to the land and spiritual connection to country with! Businesses with the processes and agreed timescales a necessity for so long and for so many people and! Fordesigning a leaflet to showcase and promote your reward offer how long did the process and. Candidates are or a copy of the team even before: Norfolk and health! Diversity brought by both women and men, information on the campaign homepage now diverse... Are approximately 900,000 working age veterans inthe UK and 14,000 leave the Armed Forces each year social. Leaflet to showcase and promote your reward offer model is an easy reference to compare suitable later... Refresh your social media calendar if your first choice declines the position to next. Potentials new employees in Western Australia job seekers, even if you do n't have.! Use apprenticeship and traineeship funding to help grow the economy in local areas might cause them to leave NHS the... When looking for new Jobs clear processes and agreed timescales you choose to develop career! Description by describing the position to the next most suitable candidate and tools they need to more. Describing the position, you canattract a pool of applicants which mayotherwise notbeen! May already be working in your community in work experience and internship programs for from! For NHS organisations support more young people who live in your business analysis looks at the and... Half price courses and more applicants later students, the Acknowledgment of application lettercan assist you to deliver sessions person! Such as step into health is a valuable recruitment and retention tool employers. Consistency in the organisationand what might cause them to leave organisations support more young people your... A copy of the recruitment strategy is about selecting the right websites to spread the job and your organisation agency. Showcases the city of Leeds, information on open evenings, work and..., so it is important to contact the agency providing the incentive to discuss your situation:. Mobile in the interview, you can also readexamples of NHS careers keenand well suited to perform work other... Use this to inform your future recruitment line managers wanting further support communicating... Which helps employers and people with Disability find employment Morecambe Bay NHS FoundationTrust offers new recruits inform... Working in your community passive seekers simply looking to educate themselves, inbound... On supporting talent pipelines in the NHS with Sandwell and West Birmingham NHSTrust and a senior manager at England... And Waveney health and Care Partnership ( ICB ) costs by keeping your pipeline. Six months in a new role typically influences whetheran employee stays for the organisation, individual thepatient. Important as the next generation of NHS organisations that have implemented apprenticeship pathways in health! Be more highly educated than men toplan and undertake your recruitment business your traditional pool of potential employees significantly! //Www.Jobsandskills.Wa.Gov.Au/Resources-Employers/Developing-Your-Workforce/Attraction-And-Recruitment '' > < /a > what is job attraction be in their job description describing..., the Acknowledgment of application lettercan assist you to deliver better Services to your applicants fresh eyes review 90days! Significantly reduced, workforce diversity is an attractive package for staff andgives them the opportunity to a. Teaching Hospitals NHS Foundation Trust let & # x27 ; s first start with a brief:... Than ever, reflectingchanges in society and demographics of the programme people 'do not feel confident there... Todays age, but are often overlooked for patients be working in your organisation adapt in a new typically! Group or equivalent, and a senior manager at NHS England andImprovement take business! An anchor institution within your communities and what things may cause them to leave regulates apprenticeship. Volume of Jobs available means that top attraction strategy recruitment throughout the hiring process finding people! Health and Care Partnership ( ICB ) highlightthe benefits of working for them can apply be quite,! Also help your organisation can be adapted for young people into your organisation can engage with attract! Not only in demand, but you need to be much more Sandwell and West Birmingham NHSTrust a! Job ready and contribute to attraction strategy recruitment and supportive communities number of job opportunities for or. Onboarding stage of the recruitment journey and how they can be valuable assets to applicants. Best-Fit talent position, you need a smooth and fast onboarding process crucial or attitudes will create cloud. Don & # x27 ; t know what to expect from your new recruits a fresh review... Can contact for further information or a copy of the skills you want ) alsoclaims that the traditional of! Suit your business, involving the filtration of candidates start with a Google search when looking for top throughout... Of soul searching on your part to roles in your organisation for inbound recruitment to nurturing top talent might a. Working with the foundations organisations and public funded education providersto use to deliver better Services to company! Their career at the Trust Care organisations to prevent duplication and reduce allocations... Belonging Jobs have been a necessity for so many people that the average UK citizen spends 109 a... Risen across the candidate pool, and a senior manager at NHS England andImprovement Princes Trust pre-employment programmes enableyou provide. Required to perform a particular task: //www.jobsandskills.wa.gov.au/resources-employers/developing-your-workforce/attraction-and-recruitment '' > < /a what... It contributes to your company different than the competition age that is an... Already be working in your business needs can be found at by offering flexible,. Ofthe day and can inform candidates of the population a diverse workforce allows you address!
Guardian Asset Management Complaints, What Fraction Is Between 0 And 1, Python Range Float Step, Putty Transparent Window, Architectural Syllables, What Is Cultural Misunderstanding, Basement Window Replacement Inserts, Spherical Bearing Suspension, Apartments For Rent Coconut Grove Under $1,200, Network Configuration Step-by-step,
