Owing to the covid-19 pandemic, many businesses, enterprises, and institutions have been gravely affected in terms of employment, finances, and management. NHS is one of the many services that was directly affected due to a shortage of clinical staff.
However, according to NHS employers, one of the main reasons was that the NHS recruitment process takes time due to their pre-employment checks and backgrounds, which are pretty thorough before hiring anyone. This result is working in a safe, intelligent, and hardworking environment. However, increasing the speed of the process is of prime importance during the time of a global pandemic because the health care needs of the population have increased, causing a shortage of NHS staff, volunteers, and professionals.
As the advertisements for NHS jobs reach the public, aspirants have around 1 to 2 weeks to submit their application form before closing.
The managers from the services view the applications received (online) and begin to shortlist the candidates deemed to move to the next step, which is the interview. This process takes around 1 to 3 weeks.
Once the NHS managers have the list of the selected candidates, they are informed of an interview consisting of NHS interview questions; this information is through the NHS official website.
Of course, those candidates who have not been shortlisted are informed through the same source. The selected aspirants are given the date and time of the interview. The official time period for sending out these dates is only one working day.
On the day of the interview, the NHS candidates spend 30 to 45 minutes to answer NHS interview questions in the interview taken by a panel of interviewers. The results of the interview are presented to the candidates in a weeks' time. Those who are not selected receive the rejected application decision, and those who do, obtain a conditional offer letter, which also comes in a weeks' time after the interview.
After the condition letter, the aspirant goes through an employment check and meets with their assigned hiring manager, who does the employment check. The employment check of the NHS candidate is done in the next ten days after they have received the conditional offer letter.
The check includes DBS/CRB checks that show whether the candidate has an official record of criminal convictions or not; CRB checks their criminal history. However, employment history is what the managers really pay attention to as it shows the candidate's references, past jobs, etc. The candidate must meet the basic job requirements that the manager looks for in his employment history; the other checks involve health checks and qualification checks to ensure that all the documents that the aspirant has submitted are authentic and honest.
Finally, the NHS aspirant joins their assigned post for three months which is their notice period; the time for their notice period depends upon their employment checks and requirements. The statement of terms and conditions are officially issued to the NHS candidate eight weeks after working in their post, implying that it is official that the candidate is now selected and is part of the service.
The NHS recruitment process is extremely slow since they lack the number of clinical staff and HR professionals in the organization. In addition, the recruitment work is not evenly divided between the professionals and staff since they lack in numbers. Unfortunately, as an aspirant or a candidate, there is nothing much you can do to change the procedure and checks they use to hire professionals; however, you can recommend solutions such as hiring third parties and updating NHS Interview questions basis current market & industry trends to aid them with the recruitment process.
When a third party aids the NHS in the recruitment process, this results in freeing up precious clinical hours and also frees the staff and professionals of their heavy burden of constantly hiring NHS recruiters. Furthermore, this solution is beneficial during the covid-19 pandemic since the citizens' need for the health care staff and professionals has increased, causing them to provide their service in that arena rather than recruitment.
The NHS recruiting methods are quite different because of the complex hiring methods that the staff and professionals use to hire recruiters. Although we all know how secure the health sector must be, the NHS is even more careful about whom they hire due to the sensitivity of their work. They consciously hire only qualified professionals and have clear-cut evidence of their skills and experiences. The NHS recruiters refuse to take anything at face value, and only through repeated checks, NHS interview questions, tests, and background history of the candidate do they hire them for the job. This is also one of the primary reasons why the NHS recruitment process is so slow.
It does not matter if you are incredibly experienced or a recent graduate; the amount of time the NHS takes to recruit a candidate is almost the same due to their methods of investigation. The support staff and the volunteers at the NHS are constantly shifting hats and doing several jobs simultaneously, even in the midst of a health care emergency, which is covid-19. The need for the NHS to hire professionals at a smoother speed is more than just urgent; it is necessary. Realizing this, several NHS staff members and volunteers have reached out to several recruitment organizations to aid them in the NHS recruitment process.