What difference is public involvement making to the HRA’s work? Recruiting a Head of Policy and Engagement

It was great to have Victoria on the interview panel. She was an equal member of the panel, working alongside three HRA staff members. We all asked questions during the interview and scored the candidates independently. After all the interviews had finished, everyone provided their scores and feedback on each candidate. We added up the scores and we used this to discuss and decide who to offer the role to. Victoria’s feedback made valuable contribution to the decision-making process.

I was not expecting the level of the position to be so senior and initially, I felt a bit out of my depth. I have no previous experience of the NHS and salary banding, or the specifics of the work of the HRA. So, in my first few meetings with the rest of the recruitment panel, I am sure that I asked lots of ‘silly’ or ‘obvious’ questions. However, the team could not have been more welcoming and supportive. All of my questions were treated seriously and my input felt valued. My suggestions for the questions and format of the interviews were noted and incorporated into the process.

I have been involved in research since 2016 when I had to stop working due to multiple long-term conditions. I have chronic pain and fatigue conditions and wanted to use my brain, continue to be useful, and maintain my mental health through being a public contributor to health and social care research. This recruitment panel was my first experience of working with the HRA. I thought that with my knowledge of research, alongside my previous experiences of recruitment and working in the welfare sector, would make this project the perfect fit for me.

I have a busy schedule so finding time in my diary for the planning sessions and interviews was a challenge. I often felt as if I was the one holding us back or causing problems with scheduling. I was assured that this was not the case and thought was put into being able to take breaks between the interviews to manage my pain and fatigue levels, which I massively appreciated.

The actual interviews were really enjoyable. All of the candidates had obviously thoroughly prepared and were enthusiastic and excited about the role. Scoring was challenging, and I often referred to the directions and instructions that I had been sent to help me with this.

Discussing the candidates following the interviews allowed us all to share our scoring and come to a collective decision on the successful candidate along with some feedback to give to those who had been unsuccessful on this occasion.

I was then invited to a follow-up meeting to see how my experience had been and to feed back to the involvement team. In our meeting, I let them know if there was anything that I would like to be done differently, or how I felt they could best support public involvement in recruitment in the future.

The recruitment went really well. It was helpful to have the perspective of someone who is not a member of the HRA into the whole process. As well as the scores themselves, Victoria’s detailed notes were useful when giving feedback to the successful candidate and those who were unsuccessful.

The feedback Victoria shared after the recruitment was also very helpful. I’m glad she felt comfortable being part of the panel. But her feedback was a good reminder that it can be hard for someone external to come in and join an interview panel. It’s an important task and people want to do it well. We need to make sure they have the information and support they need so this is something we hope to continuously improve.

I found the entire process very organised, professional, friendly and inclusive. All of my requests for accommodations were dealt with, and alternatives were offered at every point of contact. This made requesting things easier for me than my usual experience of being asked once, and it maybe being forgotten the next time. I felt like an equal and valued member of the recruitment panel and especially appreciated the opportunity to feedback on my experience. I believe that the team will take all public contributor recommendations seriously and constantly try to make involvement easier and more inclusive. I can’t wait until they need me to be involved in another project!

To prepare members of the public for recruiting staff, we need to take the time to share the big picture and bring the role to life. But we mustn’t forget the details too. For example, explaining what the NHS pay scale means. Perhaps most importantly, we need to reassure the people we work alongside that their presence, questions, and suggestions are very welcome and very valuable.