ARRS GP Recruitment: Why an Integrated Model Outperforms Agency Hiring

• 20th April 2025

Getting your Trinity Audio player ready...

1. The Hidden Costs of Agency GP Recruitment
2. ARRS GP Cost Comparison
3. GP Agency Fees vs. ARRS Integrated Model
4. The ARRS Integrated Model: A Smarter Workforce Approach
5. Ensuring ARRS Compliance and Ongoing Support
6. Build a Sustainable ARRS GP Workforce with Core Prescribing Solutions

GP shortages continue to place significant pressure on Primary Care Networks (PCNs), making a long-term GP recruitment strategy essential. Many PCNs rely on agencies to fill vacancies quickly, but agency vs CPS GP recruitment presents key challenges. Agencies often charge high fees, offer short-term contracts, and leave PCNs with ongoing administrative burdens, creating instability in workforce planning.

A fully managed ARRS GP solution provides a structured alternative that ensures long-term workforce stability. Unlike agencies, this model embeds GPs within the PCN, ensuring compliance, retention, and a seamless recruitment process. It removes unnecessary costs, reduces reliance on locums, and allows PCNs to focus on patient care rather than repeated hiring cycles.

The Hidden Costs of Agency GP Recruitment

Many PCNs underestimate the GP recruitment hidden costs associated with agency hiring. While agencies may seem like a quick solution, their pricing structures often include:

• Non-reimbursable VAT – Agencies charge VAT, which ARRS funding does not cover.
• High commission fees – A significant percentage of recruitment costs goes to agency fees.
• Inflated sessional rate markups – Agency-hired GPs often cost more than salaried ARRS-funded roles.

A key issue in GP agency fees vs. ARRS is that agencies operate on short-term contracts, leading to:

• High turnover and frequent rehiring, increasing workforce instability.
• Increased recruitment costs over time, as PCNs must repeatedly replace agency-hired GPs.
• Lack of retention focus, leaving PCNs struggling with ongoing workforce gaps.

Additionally, recruitment admin increases as agencies rarely provide post-placement support, meaning PCNs must handle:

• Compliance and HR processes – Agencies do not manage governance or NHS workforce requirements.
• Onboarding and supervision – PCNs are responsible for training and performance management.
• Payroll administration – Salaries, pensions, and contracts must be managed in-house.

By contrast, an integrated ARRS model removes these inefficiencies, ensuring a cost-effective and sustainable approach to workforce management.

Related Read: How to optimise your ARRS funding

ARRS GP Cost Comparison: Why an Integrated Model Wins

PCNs that rely on agencies often face high costs, administrative burdens, and workforce instability. A direct ARRS GP cost comparison between agency hiring and an ARRS integrated model highlights why a fully managed approach is the better solution.

GP Agency Fees vs. ARRS Integrated Model

Factor	Agency Model	ARRS Integrated Model
Cost Structure	High fees, VAT, and commissions that are not covered by ARRS	Fully reimbursed under ARRS, ensuring cost-neutral recruitment
Retention	Short-term hires requiring frequent replacements	Long-term GP workforce stability with structured retention strategies
Compliance Burden	PCNs handle HR and payroll, adding extra admin	ARRS compliance and ongoing support, reducing workload
Recruitment Admin	PCNs manage all recruitment admin, increasing costs	Reducing GP recruitment admin through a fully managed model
Ongoing Support	Ends after placement, leaving PCNs responsible for supervision	Fully managed ARRS GP solution, including onboarding, compliance, and performance management

The ARRS integrated model provides a cost-effective, stable workforce by embedding GPs within PCNs while handling compliance, HR, and ongoing workforce support. This ensures full ARRS funding utilisation, eliminates agency fees, and reduces administrative strain.

Related Read: 2025/26 GP Contract Changes

The ARRS Integrated Model: A Smarter Workforce Approach

PCN staffing with ARRS offers a structured, long-term solution to workforce challenges, ensuring stability and efficiency without the risks of agency hiring. Instead of relying on short-term contracts, the ARRS integrated model embeds GPs within the PCN, creating a sustainable workforce strategy.

Key benefits of an ARRS integrated model include:

• Structured workforce planning – PCNs can allocate GPs where demand is highest, ensuring efficient resource use.
• Retention-focused approach – Long-term stability reduces turnover and eliminates frequent rehiring.
• Compliance and HR management – Unlike agencies, a fully managed ARRS GP solution covers recruitment, onboarding, payroll, and ongoing supervision.

By choosing PCN staffing with ARRS, practices gain a cost-effective, sustainable workforce model that supports long-term GP retention while reducing administrative burdens.

Ensuring ARRS Compliance and Ongoing Support

A fully managed ARRS GP solution ensures that every GP placement aligns with NHS workforce regulations while minimising the workload for PCN teams.

Key compliance challenges primary care networks face with agency recruitment include:

• HR and payroll management – Agencies do not handle employment contracts, pensions, or salary administration.
• Supervision and governance – PCNs must ensure GPs meet NHS performance and clinical standards.
• Regulatory alignment – Managing audits, documentation, and compliance with NHS workforce policies requires ongoing oversight.

By choosing a fully integrated ARRS model, PCNs benefit from:

• Compliance management, ensuring all GPs meet NHS workforce regulations.
• Structured recruitment and supervision, preventing compliance failures and maximising ARRS funding efficiency.

With ARRS compliance and ongoing support built into the model, PCNs can focus on patient care instead of managing complex recruitment processes.

Build a Sustainable ARRS GP Workforce with Core Prescribing Solutions

PCNs looking to move away from high-cost, short-term agency hiring need a smarter, structured workforce approach. At Core Prescribing Solutions, we provide a fully managed ARRS GP solution that eliminates unnecessary fees, reduces recruitment admin, and ensures full compliance with NHS workforce regulations.

By partnering with us, PCNs benefit from:

• Cost-neutral ARRS recruitment with full funding utilisation.
• Long-term workforce stability, reducing turnover and reliance on locums.
• Full HR, payroll, and compliance support, removing administrative burdens.

Secure a reliable, fully integrated ARRS GP workforce today. Get in touch with Core Prescribing Solutions to see how we can support your PCN in building a cost-effective, sustainable workforce.