Can NHS jobs close early?

NHS jobs are usually advertised with a specific closing date. However, it is not uncommon for jobs to close or be removed before this date.

In the experience of the NHS Payscales team as hiring managers, the single biggest reason for this is sheer volume of applications. The use of AI in NHS job applications has meant that many vacancies now get more than 100 applications; in some cases application numbers can exceed 300.

Each application must be manually reviewed by the hiring manager and normally a second shortlister. Even if each application review only takes 5 minutes, reviewing 100 applications means dedicating an entire day to shortlisting for each of the managers involved in the shortlisting process. Given hiring managers also have their busy “day job” to take care of, spending vast amounts of time shortlisting applications is simply unsustainable.

Often, hiring managers will keep an eye on applications as they come in and work with HR colleagues to close the vacancy early if they feel they have enough strong candidates.

It is worth noting that like many other matters related to recruitment (such as probation periods), policies on closing vacancies early vary between NHS organisations – there is no single policy applied across the NHS. Some organisations have a policy to never close vacancies early because of concerns that this disadvantages people who may not be able to easily find the time to apply in a timely fashion (such as working parents).

Unfortunately, for applicants, there is no real way around the fact that the longer you leave it to apply for an NHS role, the higher the chances of the advert closing and you missing your chance.

Do short closing dates mean an internal candidate has already been earmarked for the role?

It is sometimes perceived that internal candidates are pre-selected for many NHS jobs, with the recruitment process being a mere formality.

While some jobs are only advertised internally, short closing dates don’t necessarily correlate with having a preferred internal candidate. It is more likely that the hiring manager thinks they are likely to receive a large volume of high quality applicants – and that they want someone in post quickly!