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Welcome to Nest Recruitment!


At Nest Recruitment, we specialise in connecting healthcare professionals with the right opportunities across Australia. With a deep understanding of the healthcare landscape, we've built a reputation for delivering tailored staffing solutions that meet the unique needs of our clients and candidates alike.

We’re proud to have expanded our services to include GP staffing, ensuring that clinics and healthcare facilities can access top-tier general practitioners who are not just highly skilled but also a perfect fit for their specific environment. Our commitment to quality, reliability, and excellence drives everything we do, making us a trusted partner in healthcare staffing.

Whether you're a healthcare provider looking for the best talent or a professional seeking your next career move, Nest Recruitment is here to help you find the perfect match. Welcome to a new era of healthcare staffing. Welcome to Nest Recruitment.

Mission


With a focus on personalised care, accessibility, and respect for all, we aim to be the trusted partner in healthcare staffing. Our extensive network of healthcare professionals allows us to offer a streamlined recruitment process and flexible services tailored to the specific needs of hospitals, aged care facilities, private practices, community centre, rural, medical centres and remote clinics. We prioritise quality assurance and compliance to ensure top-notch care from highly skilled professionals.

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Vision


At NEST Recruitment, our vision is embedded in the acronym NEST, symbolising our dedication to nurturing excellence, ensuring quality assurance, and supporting transformation in healthcare. We strive to continuously learn and innovate, upholding high standards of care, and enhancing the healthcare experience for both patients and professionals.

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Job Opportunities


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Blogs

 aged care workforce
September 17, 2025
Australia’s aged care sector faces a growing challenge: a persistent shortage of qualified staff, including Registered Nurses, Assistants in Nursing (AINs), and Personal Care Workers (PCWs). With an ageing population and increasing demand for high-quality care, healthcare providers are under pressure to recruit and retain skilled professionals. Effective recruitment strategies are essential not only to fill vacancies but also to ensure sustainable, compassionate, and competent care for older Australians. Nest Recruitment is committed to supporting aged care providers by implementing strategies that attract, develop, and retain frontline staff, ensuring facilities can meet both current and future workforce needs. Understanding the workforce shortage Several factors contribute to the aged care staffing shortage: Growing demand: Australia’s ageing population increases the need for aged care services. Staff turnover: High-pressure work environments, burnout, and limited career pathways lead to frequent resignations. Geographic disparities: Rural and regional areas struggle to attract skilled professionals. Skills gap: Some workers lack specialised training in dementia care, palliative care, or complex clinical support. Addressing these challenges requires a multifaceted recruitment approach tailored to both candidates and employers. Effective recruitment strategies 1. Targeted candidate sourcing Identifying and attracting the right talent is the foundation of successful recruitment. Nest Recruitment focuses on proactive sourcing through: Job boards and healthcare networks Partnerships with vocational institutions and nursing schools Outreach programs to attract candidates from diverse backgrounds, including mature-age workers and migrants By widening the recruitment pool, facilities can access a broader range of skilled candidates ready to contribute to aged care. 2. Upskilling and professional development Investing in training and development is critical to both recruitment and retention. Nest Recruitment supports aged care providers by: Offering targeted upskilling programs in dementia care, palliative care, and mobility support Facilitating professional development opportunities for career progression Ensuring new recruits meet regulatory and clinical standards By building skills within the workforce, facilities not only fill vacancies but also enhance care quality and staff satisfaction. 3. Flexible staffing solutions Many candidates seek roles that offer work-life balance and flexibility. Nest Recruitment provides: Part-time, casual, and locum placements Shift-swapping and flexible rostering to accommodate personal commitments Support for staff working across multiple facilities Flexible staffing arrangements help attract candidates who might otherwise be unable to commit to traditional full-time roles while improving workforce stability. 4. Employer branding and engagement Healthcare providers that demonstrate strong workplace culture and values are more likely to attract top talent. Strategies include: Highlighting professional development pathways Recognising staff contributions and achievements Promoting employee wellbeing initiatives Nest Recruitment assists providers in presenting themselves as employers of choice, making aged care roles more appealing to prospective candidates. 5. Streamlined recruitment and onboarding Efficient recruitment processes reduce the time between candidate application and placement, ensuring that staff shortages are addressed promptly. Nest Recruitment manages: Candidate screening and verification Reference and credential checks Orientation and onboarding support A smooth process benefits both candidates and employers, reducing delays and ensuring a confident, capable workforce from day one. Benefits for aged care providers Adopting these recruitment strategies delivers tangible benefits: Improved staff retention: Career development, flexible options, and recognition foster long-term engagement. Higher care quality: Skilled, motivated staff enhance patient outcomes and satisfaction. Operational efficiency: Filling vacancies quickly reduces the burden on existing staff and maintains service levels. Sustainable workforce planning: Providers are better equipped to respond to future demand and workforce challenges. Conclusion The aged care workforce shortage is a significant challenge, but effective recruitment strategies can help providers attract, retain, and develop skilled staff. By combining targeted sourcing, upskilling, flexible staffing, employer branding, and streamlined onboarding, healthcare facilities can build a resilient, competent workforce prepared to meet the needs of Australia’s ageing population. Nest Recruitment is committed to supporting both providers and candidates through these strategies. By fostering a skilled, engaged, and motivated workforce, we ensure that older Australians receive the high-quality care they deserve while helping staff build rewarding and sustainable careers.
Locum GPs
September 17, 2025
General Practitioners (GPs) are the cornerstone of primary and community healthcare, providing essential medical services, preventative care, and ongoing management of chronic conditions. However, healthcare facilities across Australia often face GP shortages due to high demand, rural location challenges, and workforce turnover. Locum GPs play a critical role in bridging these gaps, ensuring continuity of care and maintaining high standards of patient service. Nest Recruitment understands the importance of connecting healthcare providers with skilled locum GPs. By supporting temporary and flexible placements, we help facilities manage staffing shortages while enabling GPs to gain diverse clinical experience. The growing need for locum GPs Several factors contribute to the increasing demand for locum GPs: Rural and regional shortages: Many rural communities struggle to attract permanent GPs due to isolation, limited amenities, and professional development opportunities. Temporary staff gaps: Sick leave, maternity leave, or unexpected staff departures can leave clinics and hospitals short-staffed. High patient demand: Increasing population growth and chronic disease prevalence require additional GP coverage. Flexible workforce expectations: Many GPs seek flexible working arrangements, making locum roles appealing. By filling these gaps, locum GPs ensure that patients continue to receive timely, high-quality care without disruption. Benefits of locum GPs for healthcare facilities 1. Continuity of care Locum GPs provide immediate coverage during staffing shortages, preventing delays in consultations, treatments, and chronic disease management. This continuity is vital for maintaining patient trust and outcomes. 2. Flexibility in workforce management Facilities can engage locum GPs for short-term coverage, specific projects, or peak periods without committing to long-term employment contracts. This allows healthcare managers to respond quickly to changing patient loads or staffing needs. 3. Access to specialised expertise Locum GPs often bring experience across multiple clinical settings, offering insights and skills that can enhance service delivery. Their diverse exposure can support professional development for permanent staff and improve clinical practice standards. 4. Reduced burnout for permanent staff Temporary locum coverage helps alleviate pressure on permanent GPs, reducing workload and preventing burnout. A healthier, well-supported workforce leads to better patient care and lower staff turnover. How locum GPs benefit their careers Locum work is not just valuable for healthcare facilities—it also offers significant advantages for GPs themselves: Flexible schedules: Locum roles allow GPs to balance work with personal commitments or pursue travel opportunities. Diverse clinical experience: Working in different practices and settings enhances skills and broadens expertise. Networking opportunities: Locum placements create professional connections that may lead to permanent opportunities or specialist roles. Professional autonomy: GPs can choose placements that align with their interests, preferred locations, and career goals. Nest Recruitment’s role in locum GP staffing Nest Recruitment goes beyond filling temporary roles. Our approach ensures successful placements for both healthcare facilities and locum GPs through: Rigorous vetting: Verifying credentials, experience, and suitability for each placement. Tailored matching: Aligning GP skills and preferences with the unique requirements of each facility. Ongoing support: Providing guidance, administrative assistance, and continuous communication throughout the placement. Compliance and regulation: Ensuring all locum placements meet healthcare standards and professional requirements. By managing the logistics and matching process, Nest Recruitment allows facilities to focus on patient care while GPs enjoy seamless, rewarding placements. Conclusion Locum GPs are vital for maintaining high-quality healthcare across Australia, particularly in regional, rural, and high-demand areas. They provide flexibility, continuity, and specialised skills that strengthen healthcare teams and ensure patients receive uninterrupted care. Nest Recruitment is dedicated to supporting locum GPs and healthcare providers alike. Through targeted placements, professional guidance, and comprehensive support, we help bridge staffing gaps, improve patient outcomes, and create rewarding opportunities for GPs. Investing in locum staffing is not just a solution for workforce shortages—it is a strategic approach to maintaining the quality, resilience, and sustainability of healthcare services nationwide.
AINs and PCWs
September 17, 2025
The aged care and hospital sectors rely heavily on the skills, dedication, and compassion of frontline staff, particularly Assistants in Nursing (AINs) and Personal Care Workers (PCWs). These professionals are the backbone of patient care, providing essential support, ensuring comfort, and assisting with daily living activities. Yet, the healthcare environment is constantly evolving, requiring staff to adapt to new care practices, technologies, and patient needs. Upskilling AINs and PCWs is not only critical for improving patient outcomes but also for fostering career growth and workforce retention. Nest Recruitment recognises that a skilled, confident workforce is key to delivering quality healthcare. By investing in targeted training and professional development, AINs and PCWs can enhance their capabilities, feel valued in their roles, and contribute more effectively to patient care. The importance of upskilling frontline staff Frontline healthcare workers face increasingly complex challenges: Diverse patient needs: Patients may have multiple comorbidities, cognitive impairments, or require palliative care. Technological integration: Electronic health records, patient monitoring systems, and mobility aids demand new competencies. Regulatory compliance: Staff must stay updated on infection control, medication handling, and aged care standards. Professional development: Career pathways and continuous learning opportunities are essential to retain motivated staff. Upskilling ensures that AINs and PCWs are prepared to meet these challenges, delivering safe, high-quality care while advancing their own careers. Effective upskilling strategies 1. Targeted clinical training AINs and PCWs benefit from practical, role-specific training. This can include: Dementia care and behavioural management Mobility support and fall prevention Palliative and end-of-life care Infection control and medication assistance Training programs that focus on real-world scenarios help staff apply skills directly in their work environment, improving confidence and patient outcomes. 2. Soft skills development Effective healthcare delivery requires more than clinical knowledge. Communication, empathy, teamwork, and conflict resolution are essential for building strong relationships with patients, families, and colleagues. Soft skills training ensures staff can navigate challenging situations while maintaining professionalism and compassion. 3. Digital and technological literacy Healthcare technology continues to evolve, from digital patient records to monitoring equipment. Providing training on these tools ensures AINs and PCWs can use technology efficiently, reduce errors, and support seamless care delivery. 4. Continuous learning and professional growth Upskilling is most effective when it is ongoing. Nest Recruitment encourages staff to participate in workshops, online courses, and mentorship programs. Continuous learning allows AINs and PCWs to remain current with best practices, enhances job satisfaction, and creates clear pathways for career progression, such as moving toward enrolled nursing roles. Benefits for healthcare facilities Investing in the upskilling of AINs and PCWs yields tangible benefits for hospitals and aged care facilities: Improved patient care: Skilled staff deliver higher-quality, safer care. Enhanced staff retention: Training and development opportunities increase job satisfaction and reduce turnover. Operational efficiency: Confident, capable staff streamline workflows and reduce errors. Regulatory compliance: Well-trained staff ensure adherence to healthcare standards and accreditation requirements. The role of Nest Recruitment Nest Recruitment goes beyond simply placing staff. We actively support the professional development of AINs and PCWs through: Tailored training programs: Aligning upskilling with the specific needs of healthcare facilities. Ongoing support and mentorship: Providing guidance, feedback, and career advice to staff. Workforce planning: Ensuring facilities have access to staff with the right skills and qualifications for their unique requirements. By fostering a culture of learning and professional growth, Nest Recruitment strengthens the frontline workforce, ensuring patients receive the best care possible. Conclusion Upskilling AINs and PCWs is essential for delivering safe, effective, and compassionate care in hospitals and aged care facilities. Training and professional development not only enhance clinical competence but also support career progression, staff retention, and overall workforce satisfaction. Nest Recruitment is committed to empowering frontline healthcare workers. Through targeted training, mentorship, and ongoing support, we ensure AINs and PCWs are confident, capable, and prepared to meet the evolving needs of patients and healthcare providers. Investing in the development of frontline staff is an investment in the quality, safety, and sustainability of healthcare itself.
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