Looking good? The attractiveness of the NHS as an employer to potential nursing and allied health profession staff

In the last 10 years, the number of people entering the National Health Service as healthcare professionals has fallen. This has coincided with high levels of attrition, and has meant that attracting NHS staff has become an increasingly important policy goal (Department of Health, 2001a). This concern has been reflected in the high level of attention given to these issues by the media and professional research. Much of this attention has concerned the nursing profession, an area that has been suffering from a shortage of qualified staff for some time (for example: Firby, 1990; Seccombe and Smith, 1996; Buchan, 1999). However, other areas such as the allied health professions (AHPs) have also been experiencing recruitment and retention problems (NHS Executive, 1998). Although recent figures suggest that the number of nurse recruits and returners to the NHS is improving (Department of Health, 2001d) it is acknowledged by academic experts and the Department of Health, that nurse recruitment will require continual attention (Gulland, 2001). Similarly, the Department of Health is now specifically targeting increased recruitment for the AHPs (Department of Health, 2000b) and work force planning is to become more high profile (Department of Health, 2000d). Therefore, the need to study and understand the key factors that encourage or dissuade people to work for the NHS remains a major research and policy issue.