UHS Case Study

UHS Challenge

UHS have ongoing requirements for Admin and Clerical Staff across a variety of departments. The requirements of each Department and Care Group are unique and often the roles require a certain set of internal skills and candidates who have experience of the internal systems and packages. The requirements are often registered on tight and immediate timescales as the roles are to cover sickness, holiday, and maternity and permanent vacancy cover.

Candidates without the required skill set and access to systems are often not viable for the requirements.

White Knight Solution

White Knight Recruitment has worked in partnership with NHS providers since 1989 and has a longstanding relationship with a range of customers.

In order to consistently support UHS White Knight offered a tailored service to ensure delivery, this encompassed:

  • Building a dedicated pool of temporary workers over a long period of time, ensuring retention and tenure with high levels of service and support.

  • Offering Dedicated Specialist Consultants, our consultants only focus within a specialist area and all our customers are allocated an NHS specialist who understands the requirements and the challenges our customers face.

  • Utilising a bespoke CRM to help us map our pool of workers skill sets against UHS range of requirements enabling us to draw a live skills matrix and effectively communicate UHS vacancies to the relevant available candidates.

  • Establishing a strong reputation leading to ongoing referrals, our candidate network has mainly been built by referrals and this has led to the creation of our exclusive specialist database of workers.

  • Offering a high level of service weekly aftercare meetings to hiring community and temporary workforce, this allows us to be constantly up to date with our pool of temporary workers availability and assist line managers with any queries and concerns.

  • Thoroughly mapping the requirements of each department, job family, and care group and utilised this information to produce a skills matrix detailing which candidates can work in each.

  • Effectively recycling the pool of workers by detailed management of candidate availability and client requirements alongside the skills matrix and specific requirements; we inform the hiring community whenever temporary workers assignments are coming to an end via our unique Candidate Register.

  • Candidate Register sent weekly to assist hiring managers plan their recruitment and recycle workers within the Trust to ensure they are retaining qualified and up skilled workers.

  • Adopting a unique internal structure with dedicated compliance co-ordinators to enable our specialist consultants to focus on the needs of their clients and candidates and speed up the registration to placement process. Utilising our stringent compliance processes and investing in a dedicated compliance team ensures White Knight is able to continually ensure prompt delivery with an industry leading thorough candidate vetting process. White Knight is one of a few providers to hold the REC Audited status.

Working in partnership with UHS Learning and Development team to monitor the relevant system courses available and vet this against the skills matrix to identify which workers would be a viable option for the courses. Once the courses are completed and alongside the candidates prior NHS experience they are fit to work across the departments and care groups.


Utilising our unique process outlined above White Knight has been able to deliver exceptional fill rates to UHS and assisted in the creation of a bespoke talent pool that is easily accessible by line managers via their specialist White Knight consultant. As a CCS approved supplier in building this talent pool we have been able to assist UHS make important savings to their admin and clerical recruitment spend.

White Knight have provided temporary medical secretary and admin staff to Division D for over 15 years. We have always been provided with a first class service and over the years have built up a working relationship such that the staff at White Knight very often go ‘that extra mile’ when an exceptional temporary member of staff is needed for a difficult assignment. With the change in management at White Knight recently there was a concern that major changes would be made and the ethos change, this has not been the case and they continue to provide an excellent service. I value their services enormously.



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