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In total, 2,834 responses were generated by the campaign, with “management/administration/other” workers’ responses totalling 736.
However, in stark comparison, only 91 responses were recorded from doctors, which means the group accounted for just 3 per cent of all responses.
The six-week campaign, which launched on 18 December 2017, targeted returning professionals to Ireland over the Christmas period.
Paramedics also demonstrated little interest in employment opportunities in the health service through this mechanism, with just 107 responses collected.
The National HR Report — January 2018, published recently by the HSE, also reveals that there were 675 responses from healthcare assistants. Some 648 responses came from health and social care professionals, while 577 responses were collected from nurses and midwives. Irish residents accounted for 2,141 responses, 397 came from UK residents, and 296 responses were from residents located in other countries (including 92 from Australia), according to the data.
In terms of respondents’ “first choice” preferred employment county, the most preferable were located in the south, east/north-east and north-west.
The campaign used two modes of advertising: Airport advertising and social media. “The airport advertising comprised of electronic billboards, ‘air pods’, which were located in Dublin Airport Terminals 1 and 2,” the report outlined.
“The social media advertising comprised of a series of media ‘pushes’ across three of the most popular social media platforms, Facebook, LinkedIn, and Twitter. These directed interested individuals to the New Year New Career web page to complete an online questionnaire on their career preferences, from which the individual could be routed to preferred current national and local recruitment campaigns, in addition to [a] talent pool for potential future opportunities,” it stated.
“The success of the campaign demonstrates the impact of social and digital media approaches. The team is currently in the process of planning a review of this campaign’s process and outcomes, to determine the success of the initiative subsequent to further follow-up to inform future initiatives and recruitment approaches.”