Traditional Nurse Recruitment Solutions

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Every single NHS Trust in the UK needs to recruit nurses. And the truth is, traditional recruitment methods simply aren’t delivering the numbers needed to keep up with demand.

The good news is there are new recruitment methods available that not only have the ability to enable Trust to reach out to potential recruits but also has the ability to help future proof a Trusts recruitment pipeline. What is need is a recruitment strategy that not only helps Trusts to hit recruitment targets but also enables them to build a brand and stand out within the digital marketplace.


One fact is absolutely clear – there simply aren’t enough qualified Nurses in the UK to go around…

A report in early 2016 on the nursing workforce compiled by the Institute for Employment Studies for the Migration Advisory Committee highlighted evidence that an incredible one in 10 posts unfilled.

Therefore in addition to the 360,000 nurses employed by NHS in England there are an additional 1 in 10 posts shortage, thats over 30,000 nurses!!

With shortages of these levels no matter how many adverts are placed by Trusts on NHS Jobs Trusts simply cannot attract enough applicants to fill their posts through NHS Jobs.

Furthermore traditional ports of call for Nurse recruitment such as RCN Bulletin Monthly Magazine and associated Recruitment Events again aren’t delivering the same results that they used to and offer little to no opportunity for Trusts to set themselves apart from one another. The events are usually attended by 40+ Trusts all vying for the attention of the allusive nurses and the last copy of the Bulletin Magazine contained over 128 recruitment adverts!! Competition teamed with nurses having so many options open to them and busy lives makes it difficult for Trusts to reach out and tell these nurses exactly why their Trust is right for them.

Bradford Case Study X3

How Can Trusts Stand Out?

To fill vacancies in 2018 Trusts will have to stand out, in order to secure the best nurses first of all they need to let nurses know they want them, then they have to to let the nurses know why their Trust should be their first choice employer.

How can they do it?

Of course there are many forms of mass media that will enable Trusts to develop an identity and reach large audiences to promote their USP’s, vacancies and packages but they are largely very expensive with huge amounts of wastage.

What other advertising options are there?

Have you heard of a little social media platform call Facebook?? Yes Facebook it currently has 41 million active users in the UK alone and most users check it more than twice a day some more that 10 even 20!

The likelihood of finding nurses on Facebook, is very high.

In fact 1.8 million of Facebook users in the UK have expressed an interest in Nursing through either their Job Title, Field of Study, Employer or Interests!

And that’s where a Facebook recruitment strategy works so effectively.

You choose who your adverts reach.

Users can be selected on the basis of age, sex, job title, location, field of study, interests and more.
So if you want to reach Palliative Care Nurses in Newcastle or Midwives in Norwich, you can.

Due to Facebook being a multimedia platform it allows you to build a strong brand using professional imagery, video, copywriting and graphic design –

Think of Facebook as a personalised digital newspaper displaying real time interactive stories that are relevant to each individual user.
And they check this news feed several times a day.

How To Launch A Social Media Nurse Recruitment Campaign

Just R is a leading creative advertising agency made up of expert designers, copywriters and strategists.
We’ve developed working relationships with 10 NHS Trusts across the country helping them to recruit Band 5 Nurses.
We deliver strategic Facebook recruitment campaigns which have enabled Trusts to recruit an average of 30 nurses per campaign.



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