Search
People also search for:
our services:
quick contact:
connect with us on social media:
Search
People also search for:
our services:
quick contact:
connect with us on social media:
Dedicated Nurse Sourcing Support for a UK Healthcare Staffing Agency
Service:
Candidate Sourcing (Healthcare Recruitment Support)
Engagement Type:
Monthly Capacity-Based Sourcing Support
Client Type:
UK Healthcare Staffing Agency
Geography:
United Kingdom
Hiring Focus:
Registered Nurses (RGN, RMN, Community)
Demand Pattern:
Continuous, multi-region nurse requirements
Client Background
The client is a UK-based healthcare staffing agency supplying qualified nursing staff to:
- NHS Trusts
- Private hospitals
- Care homes and community healthcare providers
Key operating characteristics:
- Framework-led hiring environment
- Ongoing, rolling nurse demand rather than one-off roles
- High competition for qualified nurses
- Strong emphasis on compliance, readiness, and availability
The agency’s recruiters were responsible for compliance, interviews, and placements, but sourcing had become the primary bottleneck
The Challenge
The agency faced persistent sourcing capacity constraints, including:
- Difficulty building consistent nurse pipelines across regions
- Recruiters spending excessive time sourcing instead of progressing candidates
- Delays in responding to urgent staffing requests
- Limited visibility into nurse availability and readiness
- Pressure to maintain compliance discipline while moving fast
These challenges resulted in:
- Missed or delayed submissions
- Increased recruiter workload
- Lost opportunities in high-demand regions
Objectives
The agency needed a reliable sourcing partner who could:
- Act as a behind-the-scenes extension of their recruitment team
- Build and maintain nurse pipelines aligned to UK hiring realities
- Improve time-to-submit without compromising standards
- Support multiple regions and nurse types simultaneously
- Operate under a predictable monthly cost model
Our Engagement Model
Outsure Global was engaged on a monthly capacity-based sourcing model, providing dedicated nurse sourcing support rather than placement-based recruitment.
- Pipeline creation
- Readiness screening
- Recruiter enablement
All clinical verification and compliance checks remained with the agency.
Our Approach
Role Intake & Compliance Alignment
For each nurse requirement, we aligned on:
- Nurse category (RGN, RMN, Community, etc.)
- Region and preferred travel radius
- Shift patterns (day, night, rotational)
- Minimum experience expectations
At sourcing stage, we screened for compliance readiness signals, including:
- Active NMC registration status (self-declared, status checked)
- UK right-to-work declaration
- Willingness for DBS, occupational health, and reference checks
Clinical verification and formal compliance checks were performed exclusively by the agency.
Nurse Talent Mapping & Market Research
We conducted region-wise nurse market mapping to:
- Identify active and passive nurse talent pools
- Understand availability patterns by geography
- Prioritize sourcing based on urgency and demand density
Tools & workflows:
- Healthcare-focused job boards
- CV databases approved by the agency
- LinkedIn Recruiter (where relevant for senior/community roles)
Active Nurse Sourcing
Execution included:
- Proactive outreach to qualified nurses
- CV screening focused on specialty and experience
- Initial validation of:
- Availability
- Preferred shifts
- Location flexibility
Candidates were bucketed internally as:
- Immediately available
- Available within 2–4 weeks
- Future pipeline
This helped recruiters prioritize outreach and submissions.
Shortlisting & Submission Support
Each shortlist included:
- Candidate CV
- Specialty and experience summary
- Location and shift preferences
- Availability and readiness indicators
Delivery cadence:
- Weekly structured shortlists per region
- Rapid submissions for urgent staffing needs
Feedback Loop & Pipeline Optimization
We worked closely with recruiters to:
- Track shortlist acceptance rates
- Refine sourcing filters
- Improve candidate relevance over time
This resulted in progressively stronger pipelines and faster downstream movement.
Scope of Work
- Nurse candidate sourcing
- Region-wise talent mapping
- CV screening and readiness checks
- Shortlist preparation
- Pipeline tracking and weekly reporting
Roles Supported
- Registered General Nurses (RGN)
- Registered Mental Health Nurses (RMN)
- Community and Care Home Nurses
Results Achieved (First 90 Days)
- Consistent nurse pipelines across multiple UK regions
- Improved time-to-submit for urgent requirements
- Reduced sourcing workload for onshore recruiters
- Better preparedness for sudden staffing spikes
The agency was able to:
- Respond faster to client requests
- Maintain compliance discipline
- Scale sourcing capacity without increasing recruiter headcount
