IT contractors seeking extensive, secure contracts and chances for career development should consider the wide array of opportunities available within the NHS. The public sector organisation is experiencing sustained demand for contingent IT staff as it seeks to modernise its operations UK-wide.
This is according to Mark Cherry, Operations Manager at GoToJobBoard, which specialises in placing IT contractors in non-medical NHS roles, who says: “Once they’ve gotten over the initial shock of moving from a private sector role to a public sector organisation, the contractors we’ve spoken to have gone on to really enjoy the work they’re doing. Many see the NHS as a long-term opportunity.”
Cherry adds that, whilst contract rates won’t often match up to those in the private sector, the NHS makes up for this through its investment in contract staff and opportunities for progression.
Private sector experience held in high regard
In 2013, research by specialist NHS IT recruiter max20 found that 94% of non-NHS IT contractors would consider an NHS contract. Despite this, NHS managers were considered reluctant to hire contractors who had no previous NHS experience, with one respondent branding the public sector body a ‘dinosaur’ with regards to its recruiting practices.
However, demand for IT contractors in the NHS has surged in recent years for a number of reasons. Cherry acknowledges that it is now a lot easier for contractors to secure work within the NHS, which is increasingly recognising the value of private sector experience:
“The NHS is increasingly seeking individuals with private sector experience in order to take lessons from them and help it to improve its own systems,” he explains. “So contractors – the majority of whom will have private sector experience – are viewed more favourably than they would have been a few years ago as their experience and know-how is in high demand.”
Whilst knowledge of the NHS and its systems is clearly an advantage, it is no longer viewed as a near-essential requirement. When asked for a rough figure, Cherry estimates that around 50% of NHS IT contract roles require previous NHS experience, but adds that it’s very much dependent on the role itself.
“If it’s new technology or coding, previous experience isn’t essential. If it’s data analysis, business intelligence or dealing with highly specialised patient systems, the contractor will need a very thorough understanding of the NHS.”
NHS IT contractor demand buoyed by commitment to patient care
“The reason for the heightened demand is there are improvements going on all the time, and the NHS is constantly playing catch-up,” Cherry continues. “Because it’s such a huge organisation, it’s very hard for the NHS to carry out a national – or even a regional – roll out of a new technology, due to the huge scale of such an operation.”
As such, the organisation is heavily reliant on IT contractors to help ensure its functionality. Cherry notes that web development and programming skills are currently in particularly high demand across a number of trusts, whilst contractors with experience as project managers and change managers are also highly sought after.
“These positions are in such high demand because of the amount of work the NHS is doing to stay up-to-date,” he adds. “The NHS is endeavouring to make sure it’s utilising the best possible resources to ensure that it can offer the best patient care it can, and IT contractors have a critical part to play in that.”
Cherry highlights the emergence of tablet technology and Apple software on hospital wards as further factors contributing to rising contractor demand. In addition to this, new patient-focused systems are currently being installed across a number of hospitals, all of which require maintenance.
Investing in contract staff
Contract roles in the NHS typically aren’t as lucrative as private sector contracts, and the recently implemented pay caps are impacting on contractor daily rates. Whilst Cherry estimates that the NHS is able to pay its contractors roughly 70-80% of what they could attract in the private sector, other benefits on offer make it more than a worthwhile venture.
Career progression is a key attraction. Cherry explains that contractors are often earmarked for further contract roles within the sector, and so they won’t have to worry about where they are going to source their next contract from. The commitment that the NHS shows to its contractors is also reflected through its investment in staff.
“The NHS will often pay for training opportunities that contractors would otherwise have to fund themselves. They want workers to better themselves and they help them do this by enabling them to improve their work, instead of expecting contractors to just come in, hit the ground running and then move on,” he adds.
Whilst contractors might typically take on short-term contracts spanning three months, the longevity of a contract in the NHS can often last for as much as twelve months. This gives contractors plenty of time to develop new skills that Cherry notes can prove very useful across various NHS trust and other public sector roles.
“There’s a real opportunity to climb the ladder within the NHS as well. Once you have a foot in the door, it can be quite difficult to get out because they really do look after the people who work there,” he concludes.
“If a contractor wants a quick pay-out, the NHS probably isn’t right for them. If they want career longevity and the opportunity to progress, develop and learn, the NHS is a fantastic environment to work in.”