Statistical Analysis of Recruitment

HEE are seeking to procure a provider organisation, to conduct a robust and relevant analysis of recruitment data to date and over the course of the next three years.<br/><br/>Core themes:<br/><br/>Within the scope of this work the following themes will need to shape analysis and form the structure of regular reporting:<br/><br/>Digital vs traditional face-to-face methods:<br/><br/>- Fairness of recruitment based on protected characteristics<br/>- Fairness of recruitment based on country of primary qualification <br/>- How do face-to-face and digital methods compare in their effectiveness of identifying the most suitable applicants that will continue to be successful in the training programme they have been appointed to?<br/>- How has applicant behaviour changed?<br/>- Are applicants applying for training programmes coming through traditional training routes – how has the dynamics changed. For example, are Foundation trainees progressing straight into core training? Are Core Surgical Trainees progressing directly into higher surgical training, or are these posts being awarded by applicants who have applied through a different route?<br/>- Does level of experience have an impact on fairness and suitability of different recruitment methods (i.e. is digital recruitment fairer in R2 or R1)<br/>- Does one type of recruitment (i.e Digital vs Traditional) work better for certain staff groups over others. I.e. Is digital recruitment more effective in Dental recruitment vs Pharmacy recruitment<br/><br/>HEE are looking to commission an external supplier to conduct statistical analysis of recruitment data with the vision that detailed information associated with key areas of recruitment can be derived from all accessible historic, current and future data.<br/>The successful provider will deliver a number of key reports and supporting infographics with in-depth information across the following areas, across the three-year period:<br/>1. Assessment of the reliability and validity of the selection methods and tools used by the various specialities.<br/><br/>2. Evaluation of recruitment outcomes against widening participation and equality and diversity policies. For example, identifying if there is any discrimination or bias around any protected characteristics (e.g. gender, ethnicity, nationality).<br/><br/>3. Evaluation of outcomes between historical methods of assessment and Covid-19 contingency recruitment methods.<br/>.<br/>4. Reviewing the success of UK trainees, and career progression and continuity, in the selection process. For example, foundation trainees to core training or core trainees to higher training.<br/><br/>5. The predictive validity of assessments for future training progression.<br/><br/>It is expected that detailed reports for the themes outlined above will be provided for each of the recruitment rounds listed below for each year of the contract.<br/><br/>- Medical Round 1<br/>- Medical Round 2<br/>- Medical Round 3<br/>- Dental Round 1<br/>- Foundation Pharmacy<br/>- Healthcare Science<br/><br/>The successful provider will also be expected to provide in depth analysis of key themes across data supplied for all years of the project, as well as historic data. For example, a comparison between year 1 ‘data’ and year 2 ‘data’ for the ‘evaluation of recruitment outcomes against widening participation and equality and diversity policies.’ <br/><br/>Analysis should also be conducted to identify trends between different rounds within the same recruitment years as well as identifying any similarities between the different staff groups. Additional information: Documents can be found at<br/>http://health.atamis.co.uk