Analysis of Employee Recruitment in NHS Setting: A Case Study of King’s College Hospital

ANALYSIS OF EMPLOYEE RECRUITMENT IN NHS SETTING: A CASE STUDY OF
KING’S COLLEGE HOSPITAL
STUDENT NAME: OLUKEMI AJUWON
INSTITUTION: GSM LONDON
COURSE: RESEARCH METHORD
TUTOR: DR BRUNO ROQUE CIGNACCO
DATE: 23/04/2019
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Table of Contents
Table of Contents..............................................................................................................2
Research Problem..........................................................................................................4
The aim of the Research................................................................................................5
Potential Impact of the Study.........................................................................................6
Chapter two........................................................................................................................6
Literature Review............................................................................................................6
Chapter Three....................................................................................................................8
Research philosophy......................................................................................................8
Research Approach........................................................................................................9
Research Strategy..........................................................................................................9
Time Horizon................................................................................................................10
Data analysis................................................................................................................10
Research Limitations....................................................................................................11
Ethical Aspects.............................................................................................................11
References...................................................................................................................14
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Chapter One

Introduction
National Healthcare Service abbreviated as NHS, is a public funded national healthcare
system. The NHS facilities all over the world have a common aim which is to offer the
medical services in their respective countries (Loan-Clarke et al. 2019, P.6). The
common objective is often met with the need for qualified personnel to perform different
tasks in different sections of the hospitals at different levels. It goes without saying that,
qualifying employees before recruitment is one of the most vital roles that the human
resource department of the hospitals has to perform every time there is need to recruit
members of staff to join the workforce at the NHS (Powell, M & Miller, R 2016 p. 102).
Different NHS facilities might have different criteria for recruiting their staff members.
However, the aim of the NHS in the recruitment process is always to get the best
person with the relevant skill and knowledge to join their teams. Pre-employment
checks on the candidates, therefore, become vital for the decision making of the human
resource teams of the NHS (Evans 2017, p. 8). In general, the NHS is majorly
interested in the identity of the candidates, the professional registrations and
qualifications and employment history, additionally, it vital to check if the candidates
have the rights to work and any criminal record.
Some institutions pose additional checks to improve the quality of their selection of
candidates for the NHS jobs (Chatwin & Ackers 2018, p. 67). Recent studies indicate
that there are over three hundred and fifty careers at NHS spread across different levels
of the facilities. Individual interests, skills, and qualifications play a significant role in
identifying which of the carriers is best for an individual. To add to the universally
accepted principles that govern employment at a medical facility such as NHS, United

Kingdom has a set of NHS employment policies that every NHS in the country has to
observe. The employment policies ensure that employees at NHS are employed at fair
rates and that the employees get training and development opportunities to improve
their potential (People Management 2019, p. 11). Additionally, there is an emphasis on
equal employment opportunities for all and favorable working conditions. The policy also
requires the NHS to maintain a pension scheme. Kings collage NHS abides by the U.K
employment policy for NHS. The facility offers a wide range of employment recruitment
procedure opportunities in the different sectors of the hospital. The workforce at the
facility is composed of nurses, healthcare assistants, temporary staff, support services
staff and staff on work experience (Quirk 2018 p. 1). This composition of the workforce
is carefully selected through a recruitment process that is unique to the hospital to get
the best candidates possible to join the team. The recruitment process at the hospital
involves an online application, short listing of the candidates, one on one interviews and
handpicking of successful candidates. This research analyses the effectiveness of the
recruitment process of employees at Kings College NHS.
Research Problem
Over the past few years, Kings College NHS has relied on the existing employee
recruitment process to fill in job positions at the facility. The employment process greatly
relies on online applications from where the candidates are picked and shortlisted
before proceeding with the rest of the employment process. The aim of the hospital just
like any other hospital is to get the best candidate possible to join the workforce. The
traditional way of making online advertisements has always attracted a pool of
applicants who comprise of both qualified and unqualified applicants. The duty of the