Involving people affected by cancer in staff recruitment

Alison Carey , Patient Involvement Network Manager, talks to us about how the team have involved people affected by cancer in their staff recruitment, and one of our Cancer Insights Panel members, Branwen Hywel, shares what the experience was like for her.

In our organisation, we want to have the greatest impact for people affected by cancer. That’s why patient involvement is a vital part of our work – it helps to make sure we’re meeting the needs of patients, their families, and loved ones. So, it makes sense to give people affected by cancer the opportunity to share their insight as part of our recruitment process, too.

Last October, the Patient Involvement team were recruiting for a new Patient Involvement Officer. Being the Patient Involvement team we have to practice what we preach, right?! We knew we wanted to involve people affected by cancer in the whole recruitment process from the start. So, we liaised with our Cancer Insights Panel members to see who would be interested in working with us during the recruitment phase. Luckily, we had three people who felt they had the time to help.

We worked in partnership with our three panel members who supported us to refresh our interview questions, helped us to shortlist for interview, attended virtual interviews asking questions and scoring candidates, and finally helping us to make our final decision on who was successful.

One of our panel members, Branwen Hywel shares her experience of being involved in the recruitment process:

“I have been involved in recruitment of our volunteers before, which I found to be a positive experience. However I felt being involved in the recruitment of a staff member the most rewarding as it raises the value placed on those of us with the lived experience of living with cancer. Involving cancer survivors in recruitment raises the bar in terms of patients being part of the processes rather than the processes being done to the cancer patient.

Living through the journey of diagnosis, treatment and survivorship of cancer has given myself and others like me insight into the reality of cancer which is very different to people who have not been through this."

What I did 

"Myself and two other panel members were involved in the recruitment process from the scoring of applications to the actual interviews. I was sent a clear timeline of the process which enabled me to plan my days for shortlisting and interviews.

Being able to not only interview but also shortlist enabled me to understand the job and person specification requirements of the role. This allowed me to be clear of the skills required in the role and therefore to be able to score and measure candidates effectively.

I was sent 10 application forms and a scoring matrix divided into five areas with a clear explanation of the criteria e.g. if the candidate had not met expectations, met expectations or exceeded expectations. I read through and submitted my scoring of applications based on these five key areas.

I participated in two interviews with the hiring managers. I had been asked previously to submit dates that I was available to interview. Therefore, the organisation of interviews was relatively simple. I was sent the interview questions in advance alongside clear guidance of who would be asking which questions and the scoring of all answers given by applicants.

The forward planning enabled me to understand the running of the interview and to record candidates answers as per the requirements of the scoring criteria. Each interview was managed well and ran very smoothly and professionally, I feel, due to this forward planning.

I think the candidates were interested by the fact that on each interview panel there was a real-life person who has lived with or cared for someone with cancer which resulted in more in-depth answers/discussions arising during interviews."

How I felt

"Prior to my cancer diagnosis, as the headteacher of a large inner London primary school I led in the recruitment of staff members in a range of different roles. I greatly miss being involved in strategic higher-level areas of development. Being asked to be part of recruitment of staff members taps into a skillset that I miss."

“To be valued and trusted to use not only my experience of cancer but also that of being able to work in a professional capacity, making decisions based on criteria and judgments on a candidate’s abilities, gave me a sense of responsibility and involvement that far outweighs any involvement in cancer charities I have previously had. Being part of the process and decision was incredibly fulfilling, rewarding and gave me a buzz that I have missed for a long five years!”

“I think involving people who are living with cancer in the recruitment process of all areas in the organisation benefits all involved. In terms of culture and ethos the insight and value of this outweighs the small amount of additional organisation required to involve us. We are interesting and interested in improving your work so go on, be brave and just ask us to be involved – WE CAN DO IT!"

Holly Booker, the Patient Involvement Officer who was the successful candidate in this recruitment joined CRUK in January. Holly said: “Meeting Branwen on the interview panel was a big reason why I accepted the role, and showed how our team puts patient voices first. It made a difference and l Ioved having the opportunity to talk with her.”