1. Values Based Recruitment in Boots UK Marc Donovan Head of HR – Healthcare, Boots UK

2. The NHS in England is facing the biggest challenge in its history How pharmacy engages with the NHS is becoming more complex We have the opportunity to develop the role of pharmacy and the services we provide Changing Environment The changing face of Pharmacy

3. The provision of healthcare is changing dramatically With an ageing population, needs and attitudes are changing Greater investment in prevention and self-care Government recognizes it is underutilizing pharmacy Best people, best place, best care The changing face of healthcare

4. the power of Life Changing Work

5. 5 the power of Selecting the Best

6. Significant oversupply soon New services to deliver Cultural challenge of change Complex and dynamic – many opportunities Changing face of pharmacy workforce

7. Define ‘the best’, now and future Completely redesigned recruitment journey Assess personality, cultural fit, capability (and leadership) for all healthcare roles Give insight to Boots and their role Dynamic feedback Efficient and prepared to react How to bring about change… Values based recruitment

8. 8 Complex and dynamic – many opportunities Values based recruitment Essential to focus on behaviours Understand customers / patients, performance and leadership qualities Capability is essential, but comes after Great way of engaging the organisation Definition of Stunning?

9. We recruit to a better fit for the future, which effects performance, culture and employee engagement Our best performing colleagues have a different set of values and personality traits Variance in ‘growing pharmacists’ is a concern ROI is high There are development themes across the profession The more we learn, the more we change, the more radical we need to be What we have learnt… Values based recruitment

10. the power of World Class Development

11. Cannot change culture with new recruits Have to free our current people ‘To allow pharmacists to be who they want to be, practice freely and with empowerment to deliver personalised patient care’ ‘Allowing me to be me’ Development plans ✔ Development themes at macro level ✔ Personalised ✔ Strengths and Limitations ✔ What about existing colleagues? Not just recruitment

12. Right Advisor Model Right People, Right Place, Right Time Recruitment Talent Pipeline Capability Continued Fitness to practice Performance Leadership Reward and Recognition Personalised Care Communications and Engagement Culture and Climate Delivering Complete Care

13. Right Advisor Model Right People, Right Place, Right Time Recruitment Talent Pipeline Capability Continued Fitness to practice Performance Leadership Reward and Recognition Personalised Care Communications and Engagement Culture and Climate Delivering Complete Care

14. Continue to redefine recruitment candidate journey Work with Schools of Pharmacy and regulator around findings Build on developing our colleagues, both Personalised development and collectively Deliver the Why, by people who understand and live for the Why Where next?