Winning the war for talent in healthcare with robust background checks

Healthcare recruitment is facing an onslaught of problems. Whilst an ageing population is fuelling demand, a retiring workforce is exacerbating the supply gap. Across the sector, there are more vacancies than there are qualified staff to fill them. The result is a fierce competition to attract, secure, and retain top candidates. In light of this talent crisis, thorough and efficient background checks are more important than ever. By integrating streamlined and automated background checks into the recruitment strategy, healthcare organisations can reduce time-to-hire, protect their workforce, and gain a competitive edge in securing the best talent.

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The shortage of healthcare professionals

An underlying problem in healthcare recruitment is an industry wide staff shortage. Demand for skilled professionals such as doctors, nurses and healthcare administrators is outweighing supply. For example, the number of patients registered with General Practitioners across the UK reached an all time high of 63.42 million people in July 2024. This is a six percent increase in the number of patients since 2019. Meanwhile, the number of fully qualified, full time working GPs has fallen by three percent over the same period. So whilst the demand for healthcare is growing, the supply of healthcare professionals is unable to keep up. 

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This supply gap is industry wide and makes healthcare recruitment particularly challenging. Businesses are in competition to attract, vet and retain qualified candidates. Meanwhile, ongoing staff shortages impact patient care as well as the wellbeing of existing employees. 

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Why are background checks crucial for healthcare recruitment?

In the UK, background checks are a legal requirement in healthcare recruitment. In line with Care Quality Commission (CQC) regulations, all health and social care candidates must be screened before employment can be offered. This requirement ensures that essential safety standards are met in order to protect vulnerable patients from harm. In addition to being a legal requirement, background checks in healthcare recruitment are crucial for:

• Ensuring patient safety. Sanctions and criminal history checks can reveal any past cases of malpractice or abusive behaviour that might pose a risk to patient safety.
• Ensuring quality care. Education checks can ensure a candidate has the necessary qualifications and licences to perform their duties safely and effectively.
• Ensuring staff safety. Vetting candidates can reveal past behaviours such as a history of violence or ethical breaches that could pose a risk to current employees.

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The consequences of performing background checks inaccurately

Carrying out background checks inaccurately can have lots of repercussions especially in the healthcare industry. Whilst errors may not happen deliberately, disorganised and manual checks can lead to mistakes. This is exacerbated by pressures to onboard quickly and inconsistent processes. Some of the dangers of inaccurate background checks include:

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1. Putting patients at risk 

Inaccurate background checks may fail to flag if a candidate has a history of unethical or abusive behaviour. Instances of medical malpractice or revoked licences may also be missed. In any of these cases, vulnerable patients may be exposed to harm.

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2. Poor hiring decisions

Errors in background checks might result in misinformed hiring decisions and the onboarding of the wrong candidate for the role. If a candidate fails to have the qualifications they claim, they may be unfit to provide suitable care. Additionally, incorrect checks may fail to flag personality traits or past behaviours that conflict with company culture.

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3. Increased employee turnover

High turnover rates are already a problem in the healthcare sector and inaccurate background checks can make this issue worse. Errors in the screening process may result in differences between a candidate’s values and the company’s culture going undetected. This misalignment can cause dissatisfaction and may result in an employee’s early departure from the company. 

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4. Decreased employee retention

Failure to accurately vet new hires can impact the retention of existing staff. Feeling safe and supported is vital to workplace satisfaction and consequently to employee retention. Hiring a problematic or hostile candidate as a result of inaccurate background screening can damage the workplace environment and cause good employees to search for jobs elsewhere. 

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5. Damaging company reputation

A competent and reliable workforce is essential to the reputation of healthcare organisations. Inaccurate background checks may lead to the hiring of an unsafe or unsuitable candidate. A mistake such as this can quickly undermine patient trust, damage community perception and tarnish company reputation. 

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Why inefficient background checks can disrupt the recruitment process

Whilst the accuracy of background checks is important, efficiency is vital too. Antiquated HR systems and fragmented vetting processes can cause delays in filling positions. These delays can have a negative knock on effect across an organisation. Inefficient background checks can:

• Cost candidates. A slow time-to-hire can deter potential candidates. They might be attracted to other opportunities at companies with optimised hiring.
• Cost time. Vacancies are left unfilled whilst checks are being conducted. This is particularly problematic in the health sector where patients need urgent and timely care. 

• Cost money. Paying for temporary cover or overtime whilst positions remain unfilled can be costly. In 2023 the NHS spent £3.46 billion on agency staff to cover vacancies.
• Put existing staff under pressure. When vacancies persist, existing staff take on the strain of extra responsibilities. This can lead to higher stress levels and burn out. In 2023, 42% of NHS workers reported that they had felt unwell as a result of work-related stress. Consequently, more staff have to take sick leave and the understaffing worsens. 
• Impact patient care. Delays can obstruct patients from receiving the quality care they need. Not only may patients have to wait longer to receive care but overworked staff may also be less attentive. 

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How to effectively integrate background checks in healthcare recruitment

A thorough and streamlined process is integral to recruiting efficiently, minimising risk to the company and continuing to provide quality patient care. Follow these steps to effectively integrate background checks into the healthcare recruitment process:

1. Define the scope. Identify the positions within the company which need background checks.
2. Identify the relevant checks. Specify which background checks are necessary for each role. For example, educational checks and criminal history checks may be more important in healthcare recruitment. 
3. Obtain consent. Ask candidates for their consent to conduct background checks. Respect their privacy and be transparent about the information you are gathering.
4. Choose who will conduct the checks. Decide whether to handle background screening in-house or to outsource it to a specialised third-party provider. Outsourcing background checks can have many benefits such as quicker turnaround time and scalability. ROI calculators are a useful tool for evaluating how much time and money outsourcing could save a company.

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Best practices for implementing background checks in healthcare recruitment

When introducing background checks to the recruitment process, it is vital to follow these practices to avoid legal issues:

• Remain vigilant about compliance. There are two key compliance requirements that are vital to protect both your company and the candidates. These are The Equality Act 2010 and The Data Protection Act 2018. Ensure your background checking policy does not violate these acts. Stay informed about other relevant laws and regulations to avoid legal pitfalls.
• Safeguard personal data. Only collect the data necessary to complete the relevant checks. Ensure your HR team is well-trained on the importance of confidentiality. Only those involved in the hiring process should have access to sensitive information. 
• Securely store background check reports. Any information that must be retained should be securely stored. Use password-protected databases or secure cloud storage systems that only authorised personnel can access. 
• Protect against data breaches and identity theft. Regular audits should be carried out to protect against security issues. A quick response plan should be in place in case of any data breaches. In the UK, serious breaches must be reported to the Information Commissioner's Office (ICO) within 72 hours.

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Final thoughts

Due to staff shortages, competition to secure quality healthcare professionals is fiercer than ever. In this critical environment, accurate background checks are more than just a compliance necessity. They are essential for safeguarding the well-being of staff and patients, finding culture fits, reducing turnover and more. However, with patients in need of timely care and a workforce already stretched thin, HR teams can’t afford recruitment delays. The solution is an efficient and streamlined background check policy. By optimising the vetting process, health organisations can win the war for talent and maintain the highest quality of care for their patients. 

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