One of the fastest-growing industries within the United Kingdom is healthcare. The brave doctors, nurses, therapists and pharmacists that keep us healthy when needed most should be applauded for their hard work. However, the NHS is facing an enormous issue – bigger and bigger staff shortages each year.
The latest reports note that in 2018, the number of overall NHS staff saw a modest increase of 1.8% against a backdrop of more than 100,000 vacancies. Nursing numbers grew by just 0.5% and there are now over 41,000 nursing vacancies – more than one in ten nursing posts. Brexit is set to exacerbate the NHS staffing crisis and a new report estimates that as many as 51,000 nursing staff will be needed by 2021.
To put it lightly, the situation in the healthcare industry isn’t fantastic, and this makes life difficult for the recruiters that source the workforce for the National Health Service. So, what can be done to find and hire the necessary medical workers?
Resourcing Your Employees
There are certain times when there are huge spikes in hiring demands, and the in-house team just isn’t in able to efficiently answer to the sheer amount of workload. Additionally, if the company is in its early stages of development, the budget for team expansion can be quite limited.
Having an external team can help you delegate tasks between them and deliver faster and better service. The employees can deliver results in a timely and cost-effective manner, with a focus on quality. Resourcing can be of huge importance in helping you hire the right people under the right budget. Instead of paying enormous costs per hire, you can resource the job to an external recruiter at only a fraction of the price you’d otherwise be paying.
What Exactly Can An External Recruiter Do?
If given access to your databases or job boards, a resourcing company can do the entire hiring process from A to Z. Things like posting job ads, screening people in your database, creating a talent pool, engaging with existing and potential candidates, sourcing, doing initial calls, gathering all the employment documentation, negotiating the costs for their services, contracting and pretty much end to end recruitment.
Therefore, the benefits of using an external recruiting company aren’t purely from a financial aspect. Companies would also be saving a lot of time and energy you’d otherwise spend on headhunting and recruiting. If you’re a company that does international recruitment in the healthcare industry, using a resource service is the way to go.
The fact that you have a mobile team that can work and operate on any European/World Market and source the right candidates for you is priceless. And if you’re recruiting back-office staff, you can have a remote team working for you no matter the place or timezone!
Seeing how the healthcare industry in the United Kingdom is facing huge staff shortages, the fact that Britain is leaving the European Union is going to make matters even worse. Given this, you have two choices. Either you can brace for impact, or you can try and get a competitive edge over other recruiters for the ever-decreasing number of medical employees. So, which one will it be?