• Establishment Control in ESR provides valuable information for organisations that are proactively managing their workforce requirements and associated pay costs
• Fully utilising the Business Intelligence (BI) functionality places a wealth of workforce information directly on the desktop (and mobile devices) of key stakeholders. This includes comparing workforce demographic data with local area demographics, to aid and inform future recruitment campaigns
• Understanding your workforce starter and leaver trends helps you to predict and plan recruitment activity

• ESR provides successful applicants with access to statutory and mandatory training as soon as possible. This will reduce both duplication and your on-boarding and induction training time, enabling your new employees to join their team as soon as possible
• Aids retention by empowering your workforce to manage their own record, including learning and development, through ESR Self Service
• Empower your Learning and Development teams by providing them with access to applicant competency information through Business Intelligence (BI) reports that will allow for an assessment of any skills gaps and therefore preparation for induction
• Introduces efficient on-boarding processes which reduces the need for bank/agency cover and reduces the additional pressure on staff to cover vacant posts

• Efficient use of the ESR to e-recruitment solution interfaces eliminates the duplication of data entry by recruitment/HR staff
• Aid in reducing the time to hire, lowering costs of bank and agency spend
• Managing establishment control in ESR provides valuable information for organisations that are proactively managing their workforce requirements and associated pay costs
• Transferring pre-hire data such as occupational health and competencies removes the costs related to unnecessary repeat immunisations and induction training
• Links to the Disclosure and Barring Service (DBS) Update service reduces/removes the need for repeat DBS disclosures for new starters

here.Use of the national recruitment dashboards and various reports in Business Intelligence (BI) to:

• Monitor vacancies and recruitment episodes
• Identify ‘time to hire’ to review and improve the process
• Provide the assurance that relevant employment checks for applicants are in place
• Manage employment checks for applicants and employees to meet NHS Employers standards
• Obtain essential starter, leaver and turnover data
• Using HR and compliance data together to analyse your applicants by age, gender, staff group, and many more
• Ability to respond quickly to Freedom of Information requests
• Ability to meet the data requirements for CQC inspections

For further information on how ESR supports CQC click here.

• Enables the effective streamlining of working processes when all functional capability is maximised
• Removing duplicate data input by HR and recruitment teams ensures that resources are used to focus on key recruitment activities
• An effective recruitment process has the potential to reduce the time to hire
• Reduced administration in the allocation and recording of training for new starters

• Provide applicants with access to e-Learning via Employee Self Service prior to hire, to enable them to acquire the relevant skills, knowledge and competencies for when they commence employment
• Initiate the pre-hire Inter Authority Transfer (IAT) process to transfer and manage the applicants existing competencies, and to determine and streamline induction training needs at an individual level
• Bring the focus of Induction back to that of understanding the organisation and its values, rather than on the completion of statutory and mandatory training
• Reduced time spent training new starters, enabling them to start their role sooner
• The Business Intelligence (BI) NHS Compliance Dashboard reports can identify the competencies of all applicants in advance of their start date