// RRC - Resolving the Recruitment Crisis from Within

RRC - Resolving the Recruitment Crisis from Within

CPD Points: 6
Duration: 6 Hours
Media Type: Clustered Asset
Provider: Academyst (eMedicus Ltd.)


Many specialties, organisation types and geographical areas have very unique and problematic challenges in recruiting key types of staff. This can impact on workload delivery, adding unaffordable costs and increasingly resulting in destabilisation of the existing teams. Accepting that there just aren't enough people in the system, it's vital that services understand how to optimise their chances of recruiting, not just anyone but the very best. Every day we hear how difficult it is because there aren't sufficient people and this fails to recognise that in reality there are enough for you, if not everyone. The key is in adopting the strategies and practical approaches that ensure you set yourself up for enduring success. A waiting list of people wanting to join is possible for anyone, in any specialty, but not by chance...

  • The context of shortage today
  • How this will likely unfold over the coming 5 years
  • The impact of short specialties on other specialties
  • Environmental stressors and their impact
  • The adverse impact of short term desperation
  • The difference between a shortage and YOUR shortage
  • The 5 calamitous traps that guarantee a shortage
  • The nail in the coffin when a shortage exists
  • Unpicking that nail

  • The end-to-end approach
  • The long game approach
  • What does an effective strategy look like?
  • The proper use of SWOT in recruitment
  • Starting with WHO and FOR WHAT
  • Even in shortage, only recruit the best... for you.
  • Only recruit the motivated
  • Targeting specific individuals
  • The Reach-Capture-Convert Dynamic
  • The Reach-Recruit Trap
  • Understanding the recruitment pathway - practical and emotional
  • Are you passive or active in communication?
  • An enduring relationship from the start
  • Why you?
  • Why not you? Analysing your current presence
  • The strategic approach to changing that balance
  • Practical versus emotional draws
  • The importance of brand & differentiation
  • Defining a compelling recruitment brand
  • Values - behaviour speaks louder than words
  • Alignment of personal and professional interests
  • Appealing to what causes individuals to leave somewhere
  • Investing in your brand - financial and behavioural
  • Ensuring your strategy deals with short, medium and longer term
  • Rationalising collaborative versus competitive strategies
  • The finished strategy - bringing it all together

  • Ensuring the right inputs into your SWOT & strategy
  • Everybody needs to know and plays a role
  • Use of recruitment champions
  • Realism-based recruitment decisions
  • More effective use of limited recruitment funds
  • Visiting incentivisation at a practical level
  • Defining and developing the brand package
  • Development of compelling messages
  • Communication mediums and materials
  • Analysing the recruitment pathway and using it in communication
  • Recruiting the recruiters - ensuring you first
  • Appropriate use of social media
  • Practical creation of effective referral strategies
  • OK, they're interested - now what?
  • Practical approaches to capture
  • Building an active relationship, passively
  • Using technology appropriately
  • Effective recruitment performance management
  • Developing a continuous improvement approach

  • The importance of a candidate-centric approach
  • What does that really mean, practically?
  • How Trusts undermine candidate-centricity
  • Alignment of behaviours & messages through the process
  • Values from the outset - centricity to specific people
  • Make it simple, stupid
  • Ensuring they say 'yes' if you want them to
  • Advanced approaches to generating desire during the process
  • Weeding out the waverers
  • Ensuring a peer-peer recruitment process for the right people
  • Operation Welcome Mat - installment 1
  • And now they have said 'yes'
  • Operation Welcome Mat - installment 2
  • Positive evolution & positive reinforcement

  • Doctors - Junior
  • Doctors - Middle
  • Doctors - Senior
  • Nurses - Junior
  • Nurses - Middle
  • Nurses - Senior
  • Business & Administration - Junior
  • Business & Administration - Middle
  • Business & Administration - Senior
  • Allied Pros - Junior
  • Allied Pros - Middle
  • Allied Pros - Senior