Why Are GP Practices Finding It Harder Than Ever to Recruit Clinical Staff?

The recruitment challenges facing primary care in 2026 and what successful practices are doing differently.

The recruitment landscape in UK primary care has changed dramatically over the last decade. Many GP practices are finding that attracting and retaining experienced clinicians has become increasingly difficult, despite rising demand for healthcare services.

Whether you're recruiting a Practice Nurse, Nurse Practitioner, GP, Physician Associate, Paramedic or Healthcare Assistant, competition for skilled professionals remains high across much of the country.

So why has recruitment become more challenging, and what can practices do to improve their chances of securing the right staff? The Growing Demand for Primary Care Services

Primary care sits at the heart of the NHS. As the population grows and ages, demand for appointments continues to increase.

Patients are living longer, often with multiple long-term conditions that require ongoing management. This means practices need access to a wider range of clinical professionals than ever before.

Alongside traditional GP roles, many practices now rely on:

Advanced Nurse Practitioners (ANPs) Practice Nurses Physician Associates Paramedics Emergency Care Practitioners (ECPs) Healthcare Assistants (HCAs)

These professionals play a vital role in maintaining patient access and reducing pressure on GPs.

However, demand for these clinicians is increasing across the entire healthcare sector, creating a highly competitive recruitment market.

Why Good Candidates Have More Choice

One of the biggest changes in recent years is the sheer number of opportunities available to experienced clinicians.

Many healthcare professionals now have access to:

• Permanent roles
• Fixed-term contracts
• Locum work
• Remote opportunities
• Portfolio careers
• PCN opportunities
• Extended access services

This means candidates can be selective.

Salary remains important, but increasingly clinicians are considering:

• Flexible working arrangements
• Practice culture
• Workload expectations
• Career development opportunities
• Team support
• Commute times

Practices that focus solely on pay often find themselves losing candidates to organisations offering a better overall experience.

Speed Matters More Than Ever

One common challenge in healthcare recruitment is decision-making speed.

Strong candidates rarely remain available for long.

Many practices spend weeks reviewing applications, arranging interviews and making decisions. Unfortunately, during this period candidates are often receiving offers elsewhere.

Successful practices tend to:

Respond quickly to applications Arrange interviews promptly Provide clear feedback Make decisions efficiently

A streamlined recruitment process can dramatically improve hiring outcomes.

The Hidden Cost of Staff Shortages

Recruitment difficulties don't just impact HR teams.

Unfilled vacancies can create significant operational challenges, including:

Increased Workload

Existing staff may need to absorb additional responsibilities, increasing stress and reducing morale.

Reduced Appointment Capacity

Vacancies can directly affect patient access and waiting times.

Increased Sickness and Burnout

Overstretched teams are more susceptible to fatigue and absence.

Financial Impact

Practices may need to rely on emergency cover arrangements that are often more expensive than planned staffing solutions.

The true cost of a vacancy is frequently much higher than many organisations initially realise.

Why Specialist Healthcare Recruiters Add Value

Not all recruitment agencies are created equal.

Generalist recruiters may have experience filling vacancies across multiple sectors, but primary care recruitment requires specialist knowledge.

Understanding the difference between:

• Independent prescribing and non-prescribing clinicians
• Minor illness and minor injury competencies
• Chronic disease management experience
• Home visiting capability
• EMIS, SystmOne and Vision proficiency
• ARRS eligibility

is essential when matching candidates to roles.

Practices benefit most when working with recruiters who understand primary care inside and out.

What Makes a Good Recruitment Partner?

When evaluating a recruitment agency, practices should consider more than simply cost.

Key questions include:

• Do They Understand Primary Care?

• A specialist recruiter should understand the realities of modern general practice.

• Do They Have an Established Candidate Network?

• The larger the talent pool, the greater the chance of finding the right person quickly.

• Are They Fully Compliant?

Compliance is critical in healthcare recruitment.

Practices should expect thorough checks, robust vetting procedures and adherence to all relevant legislation.

Do They Prioritise Relationships?

The best recruitment outcomes often come from agencies that take time to understand both clients and candidates.

Recruitment is ultimately about people.

The Rise of Flexible Staffing Solutions

Many practices are increasingly using a combination of permanent and flexible staffing models.

Locum clinicians can provide valuable support during:

Annual leave Maternity leave Recruitment gaps Seasonal demand increases Unexpected absences

Used strategically, flexible staffing can help practices maintain service levels while reducing pressure on permanent teams.

Technology Is Changing Recruitment

Technology is playing an increasingly important role in healthcare staffing.

Candidates now expect:

• Mobile access
• Instant shift notifications
• Simple booking systems
• Real-time updates

Practices also benefit from faster access to available clinicians and improved communication throughout the booking process.

Recruitment agencies investing in technology are often able to respond more quickly to urgent staffing requirements.

What Successful Practices Are Doing Differently

The practices that consistently attract quality clinicians often have several things in common:

They Promote Their Culture

Candidates want to know what it's actually like to work there.

They Act Quickly

Efficient recruitment processes secure stronger candidates.

They Remain Flexible

Where possible, flexible working options attract a wider pool of applicants.

They Work With Specialists

Primary care recruitment expertise saves time and improves hiring outcomes.

They Build Long-Term Relationships

Rather than viewing recruitment as a one-off transaction, successful practices build partnerships that support future growth.

How Chase Medical Supports GP Practices Nationwide

At Chase Medical, we've spent over 13 years specialising exclusively in primary care recruitment.

We work with GP surgeries, PCNs and primary care organisations across the UK, helping them access high-quality clinicians when they need them most.

Our community includes more than 35,000 primary care professionals, making it the largest dedicated network of its kind in the UK.

We provide:

• Permanent recruitment
• Locum staffing solutions
• Dedicated account managers
• Rigorous compliance processes
• Fast access to available clinicians
• Cost-effective workforce solutions

Most importantly, we focus on relationships.

We believe recruitment should never be purely transactional. Taking time to understand both our clients and candidates allows us to create long-term matches that benefit everyone involved.

Final Thoughts

Recruitment in primary care isn't becoming easier.

As demand for healthcare services continues to rise, practices that take a strategic approach to workforce planning will place themselves in the strongest position.

Working with experienced recruitment specialists, acting quickly and prioritising candidate experience can make a significant difference in an increasingly competitive market.

For GP practices looking to secure high-quality clinical staff, the right recruitment partner can be one of the most valuable assets in building a resilient workforce.