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As the NHS faces sweeping reforms, drawing on expertise from other sectors could offer fresh perspectives, boost innovation, and enhance service delivery. Overcoming cultural and recruitment barriers may be key to unlocking this potential.
The NHS stands at a crucial crossroads with reforms underway to digitalise services, strengthen community care, and emphasise prevention. However, these ambitions rely on a workforce capable of embracing change and innovation. To meet this challenge, the NHS may need to broaden its recruitment views, drawing talent from outside its traditional boundaries.
Lessons from other sectors
Periods of reform aren’t unique to the NHS. In 2010, local authorities and other public service organisations faced the monumental challenge of delivering quality services amid austerity. Despite limited budgets and growing demand, they found ways to innovate and adapt, relying on professionals in areas like finance, HR, strategy, and social care. The hard-won skills these individuals developed — such as strategic planning, efficiency, and resilience — could provide immense value to the NHS during its own transformation.
The NHS doesn’t need to start from scratch. There is a wealth of expertise in sectors like central and local government, charities, and commercial organisations. These professionals have honed their ability to deliver services in resource-constrained environments, often with a focus on community needs. Bringing their experience into the NHS could offer fresh perspectives and new solutions.
Expanding recruitment to spark innovation
This isn’t about replacing existing NHS talent. The in-depth knowledge and experience of long-standing NHS professionals are indispensable. Instead, it’s about complementing that expertise by tapping into diverse talent pools. Cross-sector recruitment can introduce innovative ideas and prevent costly missteps by leveraging lessons learnt in other industries. A fresh perspective from professionals who have already navigated complex reforms could accelerate the NHS’s transformation and make it more effective.
Overcoming barriers to change
Despite the clear benefits, barriers to cross-sector recruitment persist. Cultural differences, concerns about sector-specific knowledge gaps, and resistance to change are just a few of the obstacles. However, these challenges are not insurmountable. They require open-minded leadership and a willingness to explore unconventional approaches.
At Tile Hill, we specialise in identifying and placing exceptional leadership talent, and we believe in breaking down barriers and fostering collaboration across sectors. By creating opportunities for professionals to move between industries, we believe we can assist in cultivating a culture of shared learning and innovation.
Could this approach be part of the solution that the NHS needs?
To meet the demands of the future, the NHS must embrace a more inclusive recruitment strategy. Expanding the talent pool beyond the health sector is essential to unlocking the innovation and adaptability needed to navigate the challenges ahead.
What’s stopping cross-sector collaboration from becoming a widespread reality? How can we make it happen? We want to hear your thoughts. Contact me at helen.marshall@tile-hill.co.uk to share your perspective and join the conversation about shaping the NHS of tomorrow.
