NHS Blood and Transplant People First

Recruitment and Talent Management

As job vacancies arise in NHSBT these should be advertised as per our recruitment policy. 

The benefit of developing talent across the organisation and through succession planning, is that pools of job applicants are created ready to apply for vacancies as they arise. 

Whilst colleagues on succession plans or identified as ‘high-potential’ are not guaranteed immediate succession to a vacancy, they will have a development plan, which enables them to pursue career advancement opportunities. Career advancement and promotion is subject to normal recruitment and selection processes. 

Equally, it is also important when recruiting to vacancies, to recognise the importance of bringing new talent into the organisation, greater diversity of people and thinking and benchmarking internal talent against external talent. This means that there are circumstances when it is appropriate to advertise externally as well as internally for posts. 

In some limited circumstances, senior leadership vacancies and projects may be available specifically for colleagues in the talent management pool, for example when posts are available as fixed term opportunities and the fixed term placement will meet a colleague's development plan. These decisions are subject to Director and Senior HR level approval, to ensure that all colleagues on the talent management plan are reviewed against the nature of the vacancy and the individual’s development plan.

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