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High-Volume Candidate Sourcing Support for a UK-Based Staffing Agency
Service:
Candidate Sourcing (Recruitment Support)
Engagement Type:
Monthly Retainer
Client Type:
UK Staffing & Workforce Solutions Firm
Geography:
United Kingdom
Hiring Focus:
Operations, Support & Entry-to-Mid Level Roles
Hiring Volume:
40–70 roles per month
Client Background
The client is a UK-based staffing agency supplying talent to logistics, retail, customer support, and light operations clients across England.
Key characteristics:
- Volume-driven recruitment business
- Strict client SLAs on candidate submissions
- Roles with fast turnaround expectations
- Heavy reliance on speed and consistency
- Recruiters managing multiple requisitions simultaneously
The Hiring Challenge
The agency faced scaling and execution challenges during peak hiring cycles, including:
- Sudden spikes in requisitions from key accounts
- Recruiters overwhelmed with sourcing and screening tasks
- Inconsistent candidate flow across roles
- Delays in meeting submission SLAs
- Rising cost pressure when adding temporary internal recruiters
This resulted in:
- Missed SLAs with enterprise clients
- Recruiters spending too much time sourcing instead of coordinating interviews
- Reduced margins due to short-term hiring fixes
Objectives
The staffing firm needed a cost-efficient, scalable sourcing partner who could:
- Handle high-volume sourcing demands
- Maintain consistent candidate quality
- Support multiple roles in parallel
- Adapt quickly to demand fluctuations
- Work seamlessly within existing agency workflows
Our Approach
Outsure Global was engaged as a flexible offshore sourcing layer, supporting the agency’s recruiters during both steady-state and peak hiring periods.
Rapid Role Intake & Volume Planning
Instead of deep one-off intakes, we:
- Grouped roles by category (e.g., warehouse ops, customer support)
- Defined baseline qualification criteria
- Agreed on submission volume targets per role type
This enabled:
- Faster ramp-up
- Reduced intake time per requisition
Multi-Channel Sourcing Strategy
We conducted:
- Job board sourcing (Indeed, Reed, CV databases)
- LinkedIn sourcing for supervisory roles
- Resume database mining
Tools & workflows:
- Job boards approved by the agency
- Spreadsheet-based candidate trackers
- Agency ATS (read-only access where applicable)
Initial Screening & Validation
We conducted first-level screening focused on:
- Location and shift availability
- Basic experience match
- Right to work status (UK-specific)
- Immediate joining availability
This ensured:
- Recruiters only reviewed pre-qualified profiles
- Lower rejection rates downstream
Shortlisting & Submission Support
Each shortlist included:
- Candidate CV
- Summary notes (availability, shift preference, constraints)
- Compliance flags (if any)
Delivery cadence:
- Daily submissions during peak cycles
- Weekly roll-ups for steady hiring
Feedback & Throughput Optimization
We worked closely with recruiters to:
- Track submission-to-interview ratios
- Adjust screening filters
- Improve shortlist acceptance rates
Over time, this increased submission efficiency per role.
Scope of Work
- High-volume candidate sourcing
- Resume screening and validation
- Shortlist preparation
- ATS / tracker updates
- Weekly sourcing performance summaries
Roles Supported
- Warehouse Associates
- Delivery & Logistics Staff
- Customer Support Executives
- Retail Associates
- Operations Coordinators
Results Achieved (First 60–90 Days)
- Consistent candidate flow during peak hiring cycles
- Improved SLA adherence for client submissions
- Reduced recruiter workload during demand spikes
- Lower cost compared to temporary internal hires
The agency was able to:
- Scale hiring operations without increasing fixed overhead
- Maintain service quality during high-demand periods
- Protect margins while meeting client expectations
