How Just R’s three pillar approach can help NHS Organisations understand and retain their best people.

At Just R, we operate on our three pillars; attraction, onboarding and retention. These form the basis of everything we do, and we strongly believe that the key to many NHS workforce problems is that attraction + onboarding = retention. Ultimately, focusing on Marketing, Communications and Brand gets the best people into your Trust, in the best ways, in turn making them want to stay.

The Healthcare Support Worker Insights Survey provides vital observations on the job satisfaction of respondents. The information gives an idea on why employees are leaving their jobs, what might make them stay and the experience they’ve had while there.

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The first of these pillars is attraction. We consider this the first step of our process, believing that creating a strong Employer Value Proposition provides a Trust with the ability to attract the very best people possible to their Organisation, strengthening their talent pipeline ready to fill recruitment needs. It also allows potential and existing staff to have a positive affiliation with the Trust and values, influencing Trust loyalty.

Just R work with NHS Organisations to create values-led digital attraction campaigns to accentuate the values and benefits of the Organisation, highlighting stories from current employees, and insights into what it’s like to work there. Within the Insights Survey, 70% of respondents commented that their favourite part of the job is interacting with patients, followed by 54% stating that they enjoy the feeling of making a difference. This information is incredibly valuable in understanding why people love working at the Trust, and in turn what makes them stay. This can then be used as a way of attracting more candidates.

Ensuring those who apply are values-aligned with the Organisation contributes to their long-term happiness within the role, ensuring employees are happy and therefore more likely to stay.


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Recruitment process

Just R exists to streamline the recruitment process for NHS Organisations, saving them valuable time and money. For example, our campaign with NNUH (Norfolk and Norwich University Hospitals NHS Foundation Trust) resulted in an estimated reduction of £750k compared to using an agency. Similarly, in a partnership with Bradford Teaching Hospitals, Just R saved the Trust time by cutting down the process time of candidates from 20 days to just 4.

Without the help of Just R, the recruitment process can be long and complicated, something that the Insights Survey shows us:

“The “front end” worked very well. I was happy with the assessment and interviews, but after i had been informed I got the job it took a very long time and was fiddly to provide all the documents (repeatedly in some cases) to get started and find out where I would be working”

“I wasn’t given my offer until 3 weeks after the interview as the designated HR worker was on leave and no-one picked up her to-do list for her.”

6 respondents stated that they would like to have seen a more speedy recruitment process, and 2 stated they would like it to be more streamlined.



The recruitment process leads into our second pillar, onboarding. As part of the Insights Survey, 13% felt dissatisfied with their onboarding experience. As this is the “first impression” they have of the Organisation, providing a good onboarding experience is vital.

The Candidate Consultant team at Just R are here to ensure that prospective candidates start their journey with the Trust in the most positive way possible. This is achieved by establishing a candidate journey which ensures each enquiry is followed up on within the initial 48 hours, putting positive associations to the Trust in the minds of candidates as soon as possible. The call-back process at Just R utilises the RPM (our bespoke recruitment pipeline management system), storing candidate data and gives us a 360 view of each enquiry.


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Onboarding is also a great way to ensure employees know what to expect from the job. Results from the survey showed that 61% felt the role was different to their expectations. 

Some days I barely even see a patient, I spend most of my time fulfilling a housekeeper’s role or cleaning rooms non-stop” 

“A lot more than my job description is expected, and I fully believe that I work above my banding”

“It is as I expected but I didn’t expect to have roles added & not have my pay upgraded.”

Just R works with the Trust to ensure candidates are fully informed about the role, and are there to answer any questions they might have about the Trust or job.

A big part of the onboarding process is an induction. Those questioned in the survey felt their induction was rushed, they needed more information, and they would’ve liked more support. The induction is vital for employee retention and for showing that the Trust values its employees.



The final, but by no means least important, pillar is retention. Our retention strategy here at Just R ensures that calls and surveys are provided to employees in order to gain extremely valuable feedback on what’s working and what could be improved. We carry out check ins at 1, 3, 6 and 12 month milestones. Understanding the reasons why people are leaving your Organisation helps you think about what you can improve on to keep employees.

Just R will also carry out exit interviews with departing employees in order to understand their reasons for leaving.

From the survey, 56% of respondents thought about leaving their job in the last few months. Furthermore, almost half of these were proactively looking in the NHS for alternate roles, showing that they want to stay within the NHS, but in a different Trust or role. 18% of all respondents stated that they feel dissatisfied with their level of job satisfaction.

The main reason respondents considered leaving their jobs was due to the lack of ongoing training and development, with 30% stating that the opportunities for development were lacking.

Comments from those who completed the survey were :

“It would also be appreciated if they checked on us after induction, e.g. a month later, just to see how we are getting on.”

“At the end of the four week period, it would have been useful to have a small meeting with a mentor to discuss what I have done well and what I can improve on within upcoming weeks”

“…reviews with our manager need to be more frequent. I didn’t have a meeting about my performance…until 14 months into the role!”


If you would like to find out how Just R can start using our 3 pillars approach to transform your workforce, get in touch here :