Key Learning Points

• Understand the role of a manager in staff recruitment

• Identify the tasks involved with developing a recruitment strategy

• Understand interviewing of candidates

• Understand introducing new staff to the department

• Appreciate how to improve staff retention

The author was an operating department manager for many years and the chapter discusses some of the factors that this author found to be important while working in this position. Recruitment and retention is becoming increasingly important as the number of school leavers falls and the challenges for the NHS to increase its effectiveness and efficiency rise ever higher. Furthermore, many experienced managers left the NHS following service cutbacks that occurred in the first years of the twenty-first century. This chapter, therefore, offers a manager's eye view of the issues surrounding recruitment, interviewing, selection and retention of staff and how these can be addressed.

The modern operating theatre if it is to function properly relies on the manager to facilitate the needs of its staff, in terms of theatre personnel, equipment, appropriate training and a safe working environment. This chapter will concentrate on the human resource element, discussing the principles and management of staff recruitment, staff retention and sickness absence.

Prior to the start of a new financial year, a manager will need to assess the theatre's workforce strategy for the coming year. This is achieved by ascertaining who is currently in post, what vacancies exist and what staff numbers and skill mix is required to achieve the theatre's goals (Department of Health 2004).