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Your newly qualified staff are your future. Let's make sure they stay.
You already know this bit: getting an Allied Health Professional through training and into their first role is a huge investment — of time, money, and hope.
What happens in that first year decides an awful lot. Whether they stay. Whether they thrive. Whether all that investment turns into a confident, settled clinician who sticks around — or someone who quietly starts looking elsewhere before their first supervision. I've seen both and I can really say; a robust preceptorship programme that actually speaks to the individual can make all the difference in someone staying or someone leaving.
I spent over a decade in the NHS, including leading an award-winning AHP Preceptorship Programme, watching this play out up close. I've seen what happens when newly qualified staff get real support — and what happens when they don't.
Blume exists to be that support, built with your organisation, not just dropped on top of it.
What investing in Blume actually gets you
A stronger, steadier preceptorship offer.
Whether you need a fresh framework built from scratch or your existing programme given some love, I bring proven, award-winning structure — without losing the personal touch that actually makes it work.
Newly qualified staff who feel supported, not lost.
The gap between "graduated" and "genuinely confident" is where most early wobbles happen. Structured mentoring closes that gap — and it shows up in how settled, capable and committed your staff feel. AHPs can work in isolation in comparison to many of of healthcare colleagues. Which can bring heightened sense of loneliness, incompetence and feeling a little lost. I hear this regularly. We need to ensure we are really taking time to nurture those who may not be surrounded by a big team day-to-day.
Retention you can actually point to.
This isn't guesswork dressed up as a service. Preceptorship is recognised nationally — including in NHS England's own workforce plans — as one of the most effective retention levers available for newly registered staff. Investing here is investing in people staying.
Less time and money lost to turnover.
Every AHP who leaves early means recruiting again, inducting again, and covering the gap in the meantime. Support that keeps people in post is support that protects your budget too.
Someone whose actually done the job.
I'm not a consultant parachuting in with a generic framework. I'm a practising, HCPC-registered Podiatrist who has lived the early-career wobbles myself — led an award-winning preceptorship programme, and co-authored published research on exactly this topic in BMJ Leader. I've worked with over 20 different partners across the country from NHS organisations from all settings: acute, community, mental health, prisons...to small private providers who only employ one AHP member of staff. I pride myself on the partnerships I create and can't wait to continue to build this.
Why it matters right now - the numbers
Newly qualified staff are the highest-risk group for leaving.
Research consistently shows early-career professionals leave at a higher rate than any other point in their career — driven by the stress, fatigue and "is this normal?" feeling of that first year. It's a well-documented pattern, not a one-off.
It's genuinely costly to lose someone this early.
Replacing a newly qualified member of staff has been estimated at up to £12,000 per person once you factor in recruitment, induction, and cover — and that's before you count the loss of someone who was just starting to find their feet.
Preceptorship is a recognised fix — not a nice-to-have.
NHS England's own AHP Preceptorship Standards and Framework names good quality preceptorship as key to improving recruitment and retention. The HCPC has been actively researching this too, as part of its own work on improving preceptorship across the professions it regulates.
The variation is real — and it's fixable.
Retention rates differ noticeably across AHP professions and even by where someone trained. That's not bad luck — it's a sign that the quality of support someone gets in their first year genuinely moves the needle.
Partnerships
Every trust, team and service is different — so this isn't a one-size-fits-all offer. Whether you want a Blume Away Day to refresh your preceptorship programme, ongoing group mentoring for your newly qualified cohort, or a full bespoke package built around your specific challenges, I'd love to talk it through.
Let's build something that fits your organisation
Lead Veterinarian