Case studies


Enhancing the recruitment and induction experience for staff is one of the many benefits of streamlining recruitment processes. The case studies below highlight a number of other efficiencies which can be achieved, including the reduction of duplicated documentation and induction training, improved access to personal data such as training records and the amount of staff time that can be saved.

  • Barnsley Hospital NHS Foundation Trust streamlined their processes to make efficiency savings and improve staff experience attending induction and repeating refresher training. Since 2015 the Trust has saved 6,789 hours of unnecessary training time. 
    You can also read an earlier case study from Barnsley Hospital which features the work they undertook around accepting the transfer of training records.
  • The North East and North Cumbria region successfully worked in partnership over a number of years and adapted their streamlining model beyond streamlining to refocus as the Great Place to Work delivery board. The new ambitions of the programme closely align to national priorities set out in the Interim NHS People Plan on making the NHS the best place to work. Read their journey.
  • Basildon and Thurrock University Hospitals NHS Foundation Trust conducted a detailed analysis of its recruitment processes and implemented a number of changes that have resulted in a reduction in recruitment processing times from 35 to 19 days and overall time to hire from 26 to 15 weeks.
  • Worcestershire Health & Care NHS Trust has aligned to the Core Skills Training Framework and uses the Inter Authority Transfer functionality within ESR to accept training records for new starters from other NHS organisations. This has saved an average of seven hours per staff member due to unnecessary training not being repeated for each new starter.
  • Cambridgeshire and Peterborough NHS Foundation Trust has reduced the time that new starters spend on corporate induction by running the pre-hire ESR inter authority transfer process and accepting existing compliance in Core Skills Training Framework (CSTF) competencies. They project savings of around £90,000 for the financial year.
  • Northern Devon Healthcare Trust (a non-Oracle Learning Management organisation), used the North West data load support tool to upload core skills training framework competencies in ESR which has enabled the transfer of training records to other NHS trusts.
  • Sheffield Health & Social Care NHS Foundation Trust reduced their pre-employment paperwork by 43 per cent by conducting a detailed review of onboarding documentation for doctors in training. The trust also made a 33 per cent saving in the amount of time spent conducting pre-employment check meetings for both doctors in training and medical staffing. 
  • The Royal Devon & Exeter NHS Trust has reduced the amount of time new starters spend on mandatory and statutory training by declaring and aligning to the core skills training framework and recording competencies in ESR. This has reduced the number of training subjects new starters have needed.
  • As part of the streamlining programme in the North East, a work stream looking specifically at improving occupational health processes across the region has resulted in an improved recruitment experience for staff as well as time and cost savings.  

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