The technology landscape evolves at breakneck speed, transforming industries and reshaping possibilities. Yet, the Health and Social Care sector – despite its reputation for cutting-edge advancements in medical treatment – remains hesitant to fully embrace technology in areas critical to its survival: workforce planning and recruitment, and staff retention.
A workforce in crisis
For years, challenges around recruitment and retention have plagued the Health and Social Care system. The Deputy Chief Executive of the Recruitment and Employment Confederation, Kate Shoesmith, has rightly pointed out that decades of underinvestment and poor workforce planning have pushed the sector into crisis. NHS turnover rates are staggering at 32% for domestic staff and 13% for international recruits. This churn creates an unsustainable cycle of vacancies and escalating costs. The result? A staffing model that risks losing even more skilled professionals while financial pressures continue to mount.
To secure the future of Health and Social Care, the sector must move beyond stop-gap solutions. To thrive in the future, it must embrace a sustainable approach that blends technology, ethical practices, and forward-thinking workforce planning.
Embracing technology in health and social care
Technology offers significant potential to address these challenges. For instance, automation can streamline labour-intensive recruitment processes such as standardising CVs, verifying credentials, and scheduling interviews. This not only reduces administrative burdens but also accelerates the recruitment process, ensuring that care providers can fill vacancies more efficiently. Similarly, digital platforms can support candidates by providing pathways for upskilling, migration assistance, and integration into the workforce.
Such solutions do more than improve efficiency. By focusing on matching the right candidates to the right roles and providing ongoing support to aid retention, technology can create a more stable workforce. This, in turn, enhances continuity of care for patients and reduces reliance on temporary staffing solutions, which are often significantly more expensive.
Staffing, retention, and ethics
The financial implications of the current staffing crisis are substantial. NHS Trusts spend millions annually on locum and agency staff. For example, a permanent consultant typically costs around £120,000 per year, whereas a locum consultant can cost as much as £203,000 – a difference of over £80,000. Combined with over 100s of locum and external bank staff, that’s a loss of millions per NHS Trust. No wonder the NHS has been spending over £10Bn on agency staff. Similar savings can be achieved across other roles, enabling funds to be redirected towards patient care, facility improvements, and community health services.
Retention is another essential element in resolving the workforce crisis. High turnover rates disrupt care delivery and place additional pressures on remaining staff. Comprehensive strategies to improve retention – such as providing support with housing, finances, mentorship, and community integration – can enhance job satisfaction and encourage long-term commitment. These measures benefit both the workforce and the patients they serve by fostering a stable and cohesive environment.
Ethical considerations also play a vital role in workforce planning, particularly in the context of international recruitment. While global hiring can help address domestic shortages, it is essential to ensure fair treatment of overseas workers. This includes safeguarding their rights and well-being, which ultimately supports the quality of care provided.
What next?
The Health and Social Care sector faces a critical juncture. Embracing technology and adopting sustainable, ethical workforce practices is key to addressing current challenges and building resilience for the future. At TERN, we’re proud to lead the charge, proving that ethical, tech-driven recruitment solutions are not only viable but essential for the future of care.
The time to act is now. Investing in innovative recruitment and retention strategies isn’t just a matter of economics – it’s a matter of ensuring that Health and Social Care services remain resilient, compassionate, and capable of meeting the challenges of tomorrow.
- Digital Strategy
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