North Tees and Hartlepool NHS Foundation Trust — managing vacancies through recruitment centres

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North Tees and Hartlepool NHS Foundation Trust reported a nursing vacancy rate between 4 and 5% in spite of their recruitment efforts both in the UK and overseas.

In this case study, they explore how they used all-day ‘recruitment centres’ to improve their onboarding process. In doing so, the trust:

  • maintained engagement throughout the recruitment process to prevent ‘drop-outs’
  • ensured applicants had time to meet trust staff and better understand their values
  • reduced their vacancy rate to approximately 1%

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