Verus People

7 Reasons Experienced Remote Area Nurses are Choosing Better Contracts in 2026

Tue, 21 Apr 2026 02:56:23 GMT

Remote Area Nursing in Australia is evolving.

Here’s what experienced nurses want from contracts in 2026.

If you’ve worked remote before, you already know this isn’t just another nursing role. You understand the pace, the responsibility, and what it takes to step into a community and deliver care where it’s needed most.

So, this isn’t about convincing you to try Remote Area Nursing. It’s about why many experienced RANs are choosing to go again in 2026, and where the right contract can take you next.

1. You can be more selective with the contracts you take

With ongoing demand across remote Australia, experienced RANs are in a strong position. That means more choice over:

Location and community type
Contract length and roster
Pay rates, on-call structures, and inclusions

It’s no longer just about finding a role. It’s about finding one that actually fits how you want to work.

2. The right support makes a noticeable difference

You already know compliance is part of the process. What tends to vary is the level of support behind it. With the right team, you’re not chasing paperwork or navigating placements on your own. You have people who understand remote roles, timelines, and what matters on the ground. And that gives you more space to focus on the placement itself.

3. Strong pay, with structures that reflect the work

Remote contracts in 2026 continue to offer competitive rates, with additional structures that recognise the demands of the role. Depending on the placement, this can include:

On-call allowances
Overtime and recall rates
Travel and accommodation covered

For many experienced RANs, it’s about finding contracts where the conditions align with the responsibility.

4. You keep building depth, not just ticking experience

At this stage in your career, it’s less about “more experience” and more about the right experience.

Different communities bring different challenges:

Complex chronic health presentations
Cultural considerations and community engagement
Working across limited resources with clinical autonomy

Each placement builds a deeper level of practice that stays with you long-term.

5. The work still feels meaningful

Even after multiple contracts, this is the part that doesn’t change. You’re still:

Providing care where access is limited
Building trust within communities
Making decisions that directly impact patient outcomes

It’s one of the few areas of nursing where the impact remains clear, no matter how experienced you are.

6. Flexibility between contracts (on your terms)

One of the biggest advantages experienced RANs value is control over their schedule. Between contracts, you have the option to:

Take time off and reset
Plan travel or personal commitments
Choose when you're ready for the next placement

It creates a rhythm that’s difficult to find in permanent roles.

7. You already know what to look for, now it’s about finding the right fit

Not all contracts are equal. And when you’ve worked remote before, you know what matters:

Reliable support
Clear communication
Contracts that match expectations on arrival

That’s where having the right recruitment partner makes a difference. It’s not just about placing you, but understanding what a good placement actually looks like for you.

Looking for your next remote contract?

If you’re already working in remote, you don’t need a pitch. You need options that make sense. At Verus People, we work closely with experienced Remote Area Nurses to match them with contracts that align with their preferences, timelines, and way of working.

Whether you’re planning your next move or just seeing what’s available, we’re here to support you through it.

Reach out to the team and explore current remote opportunities .

Changes to ENS 186 TRT Work Experience Rules

Wed, 26 Nov 2025 23:49:12 GMT

Work experience rules are changing - What this means for doctors, nurses and healthcare employers

If you are a doctor, nurse or healthcare employer using the 482 / Skills in Demand (SID) visa as a pathway to permanent residency, 29th November 2025 is an important date.

The Australian Government is tightening the rules in the Employer Nomination Scheme (ENS) Subclass 186 Temporary Residence Transition (TRT) stream and the rules around which work can be counted towards the qualifying period become more defined. This will shape how doctors and nurses move between employers and how rural services share staff, potentially impacting the "two year PR pathway" many clinicians are working through.

So what is actually changing on 29th November 2025?

Under the current framework, 457 and 482 / SID visa holders using the TRT stream generally need to show at least two years of full time work in their nominated occupation in Australia within a specified period before applying for ENS 186.

Until now, there have been circumstances where work done for a non sponsoring employer could still be counted. That has been particularly relevant for doctors in exempt occupations and some senior roles, whose work often spans multiple employers and sites.

From 29th November 2025 , the Migration Amendment (Skilled Visa Reform Technical Measures) Regulations 2025 tighten this significantly. The key idea is simple:

The work experience you rely on for ENS 186 TRT must be undertaken for an approved work sponsor - typically a standard business sponsor or an employer operating under a labour agreement.

If you spend part of your qualifying period working for an employer who is not an approved sponsor, or you move jobs without a valid sponsorship transfer, that time is expected to no longer count for TRT work experience purposes on applications lodged from 29th November 2025 onward. Although applications lodged before that date will continue to be assessed under the earlier, more flexible settings.

Why healthcare feels this change more than most

Australia leans heavily on internationally trained doctors and nurses, particularly in regional and remote areas. At the same time, the way care is delivered - with clinicians working across multiple hospitals, clinics, aged care homes and outreach services - rarely fits neatly into a single employer box.

Under the outgoing interpretation, some doctors and other exempt occupations could count relevant work done with non sponsoring employers towards their two years for ENS 186 TRT. For example, a GP might combine time with a sponsoring practice and time with a non sponsoring clinic in the same occupation.

From 29th November 2025, that flexibility disappears. Time with non sponsoring employers will no longer be recognised for the TRT work requirement.

For non exempt roles such as most nursing and allied health positions, the expectation has already been that your two years sit with an approved sponsor. The amendment still matters though, because it makes the requirement explicit and reduces any room to argue borderline periods of employment.

Doctors and other exempt occupations

Most of the legal commentary on this change has focused on medical practitioners; Previously, doctors in exempt occupations could, in some situations, rely on relevant employment with non sponsoring employers to reach the two year TRT requirement.

For doctors who have legitimately built their careers across a mix of sponsored and non sponsored settings, this can have real consequences. A practitioner who was on track yesterday might find that, by operation of the new rules, half of their carefully accumulated experience is no longer recognised.

Nurses, midwives and other clinicians

Nurses and midwives are not usually labelled as exempt occupations, but they are among the heaviest users of the 482 / SID to 186 TRT pathway. Public and private hospitals, aged care providers and mental health services all lean on overseas nurses who expect a genuine route to permanent residency.

For most nurses, the story is a little more straightforward:

The Department has long expected the TRT work requirement to be met with your sponsoring employer in your nominated occupation.
Many nursing pathways have already been structured around two solid years with a single approved sponsor.

The risk creeps in where arrangements blur at the edges - for example, where a nurse moves homes within a group and payroll shifts to another entity, but nominations do not keep pace, or where a clinician spends time working for a facility or agency that never held sponsorship approval at all. Under the amended regulations, those gaps matter more, because any time outside a clean, approved sponsorship trail is unlikely to be counted for ENS 186 TRT.

For employers

For hospitals, practices, aged care providers and health corporates, this change goes straight to workforce planning. Employers will now need to maintain valid sponsorship or labour agreements throughout a visa holder's employment if they want that time to count for TRT. If sponsorship lapses, work performed during that gap is likely to fall away for ENS 186 purposes.

This means:

Transfers between entities within a group must be backed by proper nomination action, not just internal HR paperwork.
Informal arrangements, such as doctors or nurses effectively working for another hospital or practice while still technically sponsored by the original employer, need to be examined very carefully.

For employers that market a "two year PR pathway", the message is clear: the pathway relies on consistently accurate sponsorship, HR and payroll processes that line up with what will be scrutinised in a future ENS 186 TRT application.

What clinicians can do now

If you are a doctor, nurse or allied health professional on a 482 / SID visa and you intend to use ENS 186 TRT, this is a good moment to pause and take stock.

Start by writing out your work history in Australia: who you have worked for, where, and when. Then compare that against your visa grant and nomination letters to see who has actually been listed as your sponsor at each point. Any period where your day to day employer was not an approved sponsor, or where you started with a new employer before a sponsorship transfer was approved, is a red flag to discuss with a professional adviser.

If you are already comfortably over the two year mark and your history sits neatly with one approved sponsor, you may simply be looking at the usual ENS 186 TRT planning. If, instead, your pathway relies on a mix of sponsored and non sponsored roles, you will want tailored advice about whether it makes sense to lodge before 29th November 2025 or whether more time under an approved sponsor is needed.

Either way, the earlier you understand your position, the more options you are likely to have.

What employers can do next

For employers, the first practical step is to get a clear picture of your sponsored workforce. Identify which doctors, nurses and other clinicians are on 482 / SID visas, and which of them are counting on ENS 186 TRT.

From there, it is worth working with your migration advisers to:

Confirm that your sponsorship approvals are current and robust.
Check that every move between entities or sites has been backed by appropriate nomination action.
Align your contracts, HR records and rosters with what you would eventually need to demonstrate in a TRT application.

For services outside the cities, where sharing staff across towns and facilities is almost a necessity, this may also be the time to think more strategically about which entities in your network should hold sponsorship approval and how you structure roles that come with a PR promise.

Verus People can support this kind of thinking by connecting you with migration professionals who understand both the legislation and the realities of running a health service, and by helping you design roles and rosters that keep patient care, compliance and long term retention in balance.

This article is published by Verus People for general information only. It does not constitute legal or migration advice and should not be used as a substitute for personalised guidance. Migration rules change frequently, and how they apply will depend on your specific visa history, role, location and employer.

Before making decisions about your visa pathway, sponsorship or workforce strategy, you should seek advice from a registered migration agent or immigration lawyer .

The Importance of a Healthy Lifestyle for Healthcare Professionals

Mon, 21 Jul 2025 04:34:41 GMT

Why Your Own Health Matters Just as Much as Your Patients’

Healthcare professionals dedicate their lives to caring for others, often working long hours in high-stress environments. While they advocate for patient health and well-being, their own health can sometimes take a backseat. Ask any nurse sprinting between wards or a GP finishing late-night notes and they’ll tell you: caring for people is rewarding, but it can knock the wind out of you. Long shifts, emotional conversations, and the constant beeping of monitors make it all too easy to put your own wellbeing on the back burner.

Here’s a timely reminder of why looking after yourself isn’t a luxury - it’s part of the job.

1. Keep Stress in Check (and Burnout at Bay)

Healthcare is high-octane, and stress can creep up fast. A quick mindfulness session in the tea room, a brisk walk around the block, or simply taking three deep breaths before the next patient can reset your nervous system. Build small habits into the day and you’ll notice the load lighten.

2. Fuel Up to Power Through

Long shifts, irregular eating habits, and lack of sleep can impact physical health and late meals, vending-machine snacks, and lukewarm coffees are no match for a balanced plate. A well-balanced diet, staying hydrated, and regular exercise help sustain energy levels and support immune function. Aim for colourful veg, lean protein, and plenty of water to keep energy up and immunity strong. Sneak in a yoga class before an evening shift or swap the lift for the stairs - your body (and back) will thank you.

3. Walk the Talk for Your Patients

Patients spot authenticity a mile away. If you advise a heart-health diet while reaching for a greasy takeaway, the message is lost. Living the lifestyle you recommend not only boosts your credibility; it inspires patients to follow suit.

4. Protect Your Mental Health

Mental health is just as important as physical health, especially in high-pressure medical environments. The job can be emotionally heavy - debriefing with colleagues after a tough day, catching a comedy on Netflix, or spending time with loved ones can lift the fog. Don’t hesitate to speak with a counsellor or your GP if things feel overwhelming. Strong minds save lives.

5. Sharpen Focus, Slash Errors

Well-rested, nourished clinicians think more clearly, react faster, and make safer decisions. That means fewer mistakes, smoother shifts, and better outcomes for everyone in your care.

6. Dodge Long-Term Health Issues

Skipping lunch or running on four hours’ sleep might get you through today, but over time it hikes the risk of diabetes, heart disease, and high blood pressure. Regular check-ups, movement, and reliable shut-eye stack the odds back in your favour.

The Take-Home

You champion your patients’ health every day - do the same for yourself. Pencil in exercise, pack wholesome snacks, take mental health days, and lean on your mates when you need support. A thriving clinician gives the best care, plain and simple.

Exploring New DPA Locations in Australian Primary Care: Opportunities and Implications

Mon, 28 Apr 2025 07:07:54 GMT

In March 2025, the Australian government expanded its Distribution Priority Area (DPA) classifications, designating 17 new locations as eligible for overseas-trained general practitioners (GPs). This move aims to address GP shortages and enhance healthcare access in both metropolitan and regional areas.

What Is a DPA?

A DPA is a classification used by the Australian Department of Health and Aged Care to identify areas with a shortage of GP services. Overseas-trained doctors must work in a DPA to qualify for Medicare provider numbers, which are essential for billing Medicare and accessing various incentives. This system helps direct medical professionals to regions most in need. Find out more here: https://www.health.gov.au/topics/rural-health-workforce/classifications/dpa

Newly Classified DPA Locations

The recent updates introduced several new DPA locations across Australia, including:

Western Australia : Armadale, Byford, Cockburn, Gosnells, Joondalup (partial), Kalamunda, Mundaring, Swan, Wanneroo, Quinns Rocks
Queensland : Maroochy, Noosa, Palmwoods, Surfers Paradise, The Gap
New South Wales : Campbelltown (partial)
Australian Capital Territory : Molonglo
South Australia : Mount Barker

These additions open up opportunities for GPs to practice in areas with previously limited access to medical services.

Implications for Primary Care

Opportunities

Increased Access : Patients in newly designated DPA areas will benefit from improved access to GP services.
Attractive Incentives : Overseas-trained GPs may find these regions appealing due to the availability of Medicare provider numbers and potential financial incentives.
Community Growth : Areas like Mount Barker in South Australia are experiencing rapid growth, making them attractive for healthcare professionals seeking vibrant communities.

Concerns

Impact on Rural Areas : Critics argue that focusing on metropolitan and peri-urban areas may divert resources from rural regions that are in dire need of medical professionals. The Royal Australian College of General Practitioners (RACGP) has expressed concerns that this approach could exacerbate GP shortages in remote communities.
Equity of Access : There are debates about whether the new classifications are based on equitable criteria or if political considerations have influenced the decisions. Transparency in the selection process is crucial to ensure that the areas most in need receive adequate support.

Looking Ahead

While the expansion of DPA locations provides new opportunities for GPs and aims to improve healthcare access, it's essential to monitor the impact on rural and remote communities. Balancing the distribution of medical professionals across urban and rural areas will be key to ensuring equitable healthcare for all Australians.

For more detailed information and to check the DPA status of specific locations, visit the Health Workforce Locator .

If you are an overseas-trained doctor, get in touch with the Verus team today to discuss how you can find your next opportunity.

Verus People selects TargetRecruit’s Enterprise Recruiting Software

Tue, 01 Apr 2025 05:32:31 GMT

Verus People has selected TargetRecruit , the industry-leading provider of enterprise software for recruiting firms, as our dedicated healthcare recruiting platform.

Based in Sydney, Verus People specialises in connecting healthcare professionals with impactful roles across Australasia. We work closely with public Local Health Districts (LHDs), private clinical networks, government and private aged care facilities, as well as a diverse range of medical practices – including doctor-owned, family-owned, and corporate groups.

Our business is now powered by TargetRecruit’s comprehensive, end-to-end healthcare software solution, built on the Salesforce platform. Designed to streamline the entire recruitment process from front office to back office, the highly configurable Applicant Tracking System (ATS) enables candidate screening, credential verification, real-time availability tracking, and automated placement fulfilment – all adaptable to our specific workflows and healthcare industry requirements.

Larissa Barr, COO at Verus People , said: “Our vision is to consolidate our position in the top 1% of recruitment companies in Australia, so that we can provide healthcare facilities with the best doctors, nurses, midwives, and aged care staff. To do that we needed our tech stack to work hard for us, and integrate world-class systems with automation so that credentialling, shift scheduling, payments and invoicing can be taken care of and we can focus on what really matters – getting our candidates into roles which improve patient care.

TargetRecruit’s Applicant Tracking System gives us all the tools required to manage our entire recruitment lifecycle as efficiently and effectively as possible. And with Salesforce, we’re future-proofed by a system that can grow at the same pace as our organisation.”

Andy Wigderson, President at TargetRecruit , said: “We’re proud to be trusted by recruiters around the world, including established healthcare specialists – such as Verus – whose operations are powered by our Applicant Tracking System for their travel nurses, per diem staff, locum tenens and allied health professionals. We’re excited for Verus People to join us and are looking forward to working with them to provide their clients and candidates with the best possible hiring experience.”

About Verus People
Founded in 2016, Verus People is a purpose-driven recruitment agency specialising in healthcare workforce solutions across Australia. With a focus on doctor, nursing and aged care recruitment, Verus People connects highly skilled caregivers with meaningful work that delivers positive health outcomes to communities in need.

Committed to trust, service, knowledge, authenticity, and positive impact, Verus People goes beyond traditional recruitment. The company’s unique ongoing engagement model ensures that temporary healthcare workers receive continuous support before, during, and after placement, fostering long-term relationships with both professionals and healthcare providers.

As an RCSA-registered and AMRANZ-affiliated agency, the company upholds the highest standards of professionalism and compliance in medical recruitment and plays a key role in addressing workforce shortages in critical sectors, nationwide.

To learn more, visit veruspeople.com or connect on LinkedIn .

Australia’s 2025–26 Budget: What It Means for Agency Healthcare Workers

marketing@veruspeople.com (Owen Terry) — Wed, 26 Mar 2025 02:56:42 GMT

If you’re an agency Nurse, Doctor, or Aged Care professional, the 2025–26 Federal Budget promises significant developments for you. The new funding allocations and policy changes aim to strengthen Medicare, enhance public hospital resources, and address skill shortages—creating more opportunities for flexible work. Below is a snapshot of how the Budget can affect your agency career.

1. Strengthening Medicare and Bulk Billing

What’s new?

The government plans to boost Medicare substantially and increase bulk billing rates, aiming for most GP appointments to be free at the point of service. This has the potential to raise the demand for primary care services nationwide.

Why it matters for agency workers:

Growing Patient Volumes : When healthcare becomes more affordable, patient visits often rise—expanding the need for temporary or casual staff to fill in at clinics and GP practices.
Skill Utilisation : Heightened focus on preventative care may present diverse settings—ranging from rural clinics to urban medical centres—where agency professionals can take on varied assignments and hone new skills.

Potential challenges:

Balancing Quality and Quantity : Higher patient loads can stress existing systems, so agency personnel might find themselves working at a fast pace or in under-resourced settings. This can be tough, but also a chance to demonstrate adaptability and leadership.

2. Additional Public Hospital Funding & New Urgent Care Clinics

What’s new?

Hospitals receive extra funds to cut wait times. Plus, more Medicare Urgent Care Clinics will be set up across the country, aiming to reduce pressure on emergency departments.

Why it matters for agency workers:

Flexible Shifts : This expansion often leads to new roles on short notice—ideal for professionals seeking casual or part-time arrangements.
Wider Range of Assignments : Work could include short-term emergency cover, nursing staff relief in urgent care clinics, or short assignments to help manage surges in patient flow.

Potential challenges:

Staffing Pressures : Even with extra funding, some facilities may struggle to recruit permanent staff. Agency professionals might face quick turnarounds or hectic environments. However, this also translates into a higher demand for reliable agency support, offering continuous opportunities.

3. Fairer Wages and Support for Aged Care Workers

What’s new?

Substantial budget allocations are geared towards fairer pay in aged care. Training and professional development initiatives—like scholarships—are included for nurses, midwives, and other health professionals.

Why it matters for agency workers:

Competitive Rates : Improved wages in aged care can lead to better agency pay rates when picking up shifts in residential facilities or at-home care roles.
Professional Growth : Additional education funding can help agency workers gain certifications, making them more versatile and in demand.

Potential challenges:

Implementing Pay Rises : While pay improvements are planned, some providers may take time to adjust, so actual benefits could vary. Flexibility in choosing which facility or provider to work with helps agency staff secure fair compensation.

4. Cheaper Medicines & Enhanced Patient Access

What’s new?

From 2026, patients will pay less for PBS-listed medications, and an array of treatments will be newly listed. Public hospital resources are also set to climb, potentially improving overall care efficiency.

Why it matters for agency workers:

Better Patient Outcomes : When medications are more affordable, patients can adhere to treatment plans more effectively. This generally leads to smoother, more proactive care environments.
Shift Stability : With improved patient management, you may see more predictable (though still plentiful) shifts—especially if fewer patients end up in critical or emergency situations.

Potential challenges:

Administrative Updates: Rolling out the new pricing may temporarily create confusion among providers and patients, requiring agency professionals to be patient communicators and quick on their feet.

5. Empowering Women’s Health Services

What’s new?

Additional funding goes towards specialised women’s health clinics and improved support for issues like endometriosis and menopause.

Why it matters for agency workers:

Expanded Specialties: These targeted clinics and programmes open up new assignments for agency Nurses, Doctors, and allied professionals interested in women’s health.
Opportunities to Upskill : You can choose to gain further expertise in this area, making yourself even more sought after for temp or locum roles.

Potential challenges:

Service Scalability: Recruiting and training the workforce to support new and expanded clinics can take time. Agency workers who are flexible and well-prepared can step into gaps that arise as programmes scale up.

6. Overall Economic Outlook and Agency Growth

Beyond the direct healthcare measures, the Budget aims to improve cost-of-living conditions, support skills training, and drive broader economic recovery.

More Demand for Agency Flexibility : With continued investment in healthcare, providers often rely on agency staff to respond to fluctuating patient numbers and employee leave.
Potential for Rapid Shifts : While that can mean last-minute offers, it can also lead to consistent opportunities for those seeking varied experiences and better work-life balance.

Balancing Realism with Optimism: The Pros and Cons

Pros
Increased Funding : Hospitals, GP services, and aged care settings are likely to have greater need for short-term or casual staff.
Higher & Fairer Wages : There’s a push toward more competitive rates that can trickle down to agency engagements.
Broadened Career Horizons : New or expanded programmes (such as women’s health clinics) are looking for dedicated professionals, giving you a chance to specialise or add new skills.
Workforce Gaps = Opportunities : Any shortfall in permanent staffing can translate into steady agency shifts.
Cons
Quick Turnaround Times : The growing pressure on facilities can result in fast-paced, last-minute scheduling, requiring strong adaptability.
Resource Strain : Funding improvements don’t always roll out instantly, so some placements might feel under-supported if changes lag.
Geographical Imbalances : Regional areas might especially need more agency workers, which is great if you’re open to travelling, but can be a challenge if you’re staying in the city.

Making the Most of These Changes

The 2025–26 Federal Budget’s commitments offer immense potential for healthcare professionals who thrive in dynamic, flexible settings. If you’re an agency Nurse, Doctor, or Aged Care worker, now might be a great time to explore new facilities, take on diverse assignments, or invest in additional training and certifications.

At Verus People , we specialise in connecting dedicated healthcare professionals to the right short-term or ongoing placements. Whether you’re seeking variety, better pay, or the chance to quickly expand your skill set, we can help you find a schedule and environment that align with your goals.

References

For a more detailed look at the Budget’s healthcare initiatives and how to leverage them for a rewarding agency career, visit our blog or get in touch with the team at Verus People . Let’s work together to help you thrive in this evolving healthcare landscape.

Interview Tips for Healthcare Professionals

Mon, 03 Mar 2025 23:03:24 GMT

Landing a healthcare role involves more than just clinical skills—it also demands strong interview performance. Employers seek professionals who are technically proficient, culturally adaptable, and excellent communicators. Below are ten key tips to help healthcare professionals shine in interviews.

1. Research the Employer and Healthcare System

Before your interview, invest time in learning about the employer’s healthcare facility, the broader healthcare system, and any job-specific requirements. Familiarise yourself with:

Regulatory bodies and accreditation standards
Medical licensing processes
Workplace culture and values

This knowledge shows you’re well-prepared and genuinely committed to joining their team.

2. Understand the Job Role and Responsibilities

Each healthcare role has unique demands. Review the position description carefully, noting the required qualifications and daily duties. Be ready to explain how your background and experience align with these specific responsibilities.

3. Highlight Relevant Skills and Experience

Healthcare employers often look for candidates who demonstrate:

Clinical expertise
Excellent patient care skills
Calmness under pressure
Adaptability to a new environment

Prepare real-life examples illustrating how you’ve applied these skills. Concrete stories help interviewers see how you’ll contribute to their facility.

4. Prepare for Common Interview Questions

Practise clear and concise responses to standard questions, such as:

“Why do you want to work at this facility?”
“How do you handle high-pressure situations?”
“Can you describe a challenging case and how you managed it?”
“How do you ensure cultural sensitivity in patient care?”

Use the STAR method (Situation, Task, Action, Result) to structure your answers and demonstrate your problem-solving approach.

5. Demonstrate Strong Communication Skills

Effective communication is crucial in healthcare. Speak confidently and empathetically, ensuring you can:

Explain complex medical concepts to patients and professionals
Convey instructions or information clearly
Listen attentively to patient concerns and team feedback

Showing you can connect with different audiences highlights your value.

6. Show Cultural Awareness and Adaptability

Healthcare environments are increasingly diverse. Be ready to discuss:

How you work with people from various cultural backgrounds
Examples of adapting to new settings

Reinforce your willingness to learn about and respect diverse patient and team experiences.

7. Prepare for Practical Assessments

Some employers test clinical skills through scenarios or patient case studies. Familiarise yourself with the protocols and procedures common to the facility and the broader healthcare system in which you’ll be practising.

8. Ask Thoughtful Questions

Demonstrate genuine interest by asking about:

Team dynamics and workplace culture
Professional development and training opportunities
Job performance expectations
Staff support and mentorship programs

Engaging questions reinforce your enthusiasm and help you understand if the environment is right for you.

9. Dress Professionally and Be Punctual

First impressions count. Wear attire appropriate for a healthcare setting and arrive on time (or log in early for virtual interviews). This simple step shows respect for the employer’s time and sets a professional tone.

10. Follow Up After the Interview

Send a brief thank-you email to express gratitude for the opportunity and to reaffirm your interest in the role. You can also highlight any key points you felt strongly about during the interview or address any topics that needed clarification.

Conclusion

Thorough preparation, clear communication, and cultural awareness are vital for securing a healthcare role. By following these interview tips, you’ll be better positioned to impress potential employers and advance your career.

Ready to Take the Next Step?

Contact Verus People for further guidance on job opportunities, interview preparation, and tailored career advice in the healthcare sector. We’re here to help you succeed.

FAQs about working for a nursing agency

Fri, 03 Jan 2025 04:05:54 GMT

Many nurses experience remote health practice for the first time while working for a nursing agency. Today, we're answering your frequently asked questions about agency employment.

What is nursing agency work?

Nursing agency work refers to the practice of hiring nurses on a temporary or contract basis through a nursing agency. These agencies act as intermediaries between healthcare facilities and nurses, providing healthcare facilities with nurses on an as-needed basis.

Nursing agency work allows nurses to work in a variety of settings, including hospitals, clinics, and nursing homes, and provides the flexibility to choose when and where they work.

What qualifications do I need to work as a nurse through an agency?

In Australia, to work as a nurse through an agency, you typically need to have:

A current registration and nursing practice permit with the Australian Health Practitioner Regulation Agency (AHPRA).
A minimum of 12 months of recent nursing experience in an acute care setting.
A current National Police Check.
A valid Working With Children Check (WWCC) or equivalent depending on the state.
A valid professional indemnity insurance.
Proficiency in English language and comprehension.
A valid visa (if you’re an international nurse).
Updated vaccination records.

It’s important to note that the specific qualifications may vary depending on the agency and the type of work you’re looking to do. It’s best to check with the agency or consult with a recruitment agent for specific requirements. Also, having a specialised certification in certain areas such as ICU, oncology, paediatrics, mental health and others may also increase your chances of getting hired by an agency.

What are the benefits of working as a nurse through an agency?

There are many benefits to working as a nurse through an agency. The most obvious is the flexibility of being able to choose when and where you work. You can also gain experience in different specialties, settings, and locations, which can help you to advance your career.

Additionally, working for an agency can provide you with a consistent and stable income, even if you’re only working part-time.

It also allows you to have a variety of shifts, which can be beneficial for nurses who want to work part-time or have other commitments.

How do agency shifts and schedules work?

Agency shifts and schedules vary depending on the agency and the location but usually run from two to 12 weeks in length. Some agencies offer a variety of shift options, including full-time, part-time, and casual work. Others may offer a more consistent schedule, with regular shifts.

How do I find nursing agency work?

There are many ways to find nursing agency work. One of the most common is to search online for nursing agencies in your area. You can also ask friends or colleagues who have worked with an agency in the past for recommendations. Additionally, many hospitals and healthcare facilities have relationships with agencies and can provide you with information on how to find work through an agency. If you’re interested in nursing agency work or would like to find out more then get in contact with our specialist Nursing team at Verus People by emailing nursing@veruspeople.com or giving us a call on 1300 063 437 .

Verus People Announces Leadership Transition

Mon, 26 Aug 2024 07:56:24 GMT

Lawrence Eadie Appointed Chairman of the Board, Richard Spenceley Named CEO

Sydney, NSW – 26 August 2024 – Verus People, a leading provider of workforce solutions for the healthcare industry, is pleased to announce a significant leadership transition that will drive the company’s strategic vision and continued growth. Lawrence Eadie, Managing Director and Founder of Verus People, will transition to the role of Chairman of the Board. Richard Spenceley, formerly the Commercial Director, has been appointed as the new Chief Executive Officer (CEO) starting July 2024.

Lawrence Eadie has been at the helm of Verus People since its inception in 2017, steering the company to its status as a trusted leader in healthcare staffing. His enthusiasm and dedication to excellence have been instrumental in the company's growth and success. As Chairman of the Board, Lawrence will continue to provide strategic oversight and guidance, ensuring Verus People remains at the forefront of the industry.

Reflecting on his transition, Lawrence Eadie stated, “It has been an incredible journey leading Verus People from strength to strength, as the business has grown to provide more than 30,000 hours of healthcare support to the Australian market every month. As I step into the role of Chairman, I am confident that the company is on track for even greater success under Richard's leadership. His record of achievement and strategic vision make him the ideal person to lead Verus People into the future.”

Richard Spenceley brings a wealth of experience and a proven track record of success in the international healthcare recruitment market to his new role as CEO. During his time as Commercial Director, Richard played a pivotal role in driving the company's commercial strategy, expanding market presence and fostering key relationships. This period of growth has been marked by a commitment to innovation, operational excellence and a deep understanding of the evolving needs of Verus People’s clients and candidates.

Under Richard’s guidance, Verus People is poised to achieve significant milestones, including the launch of several key initiatives that will strengthen the company’s position in the market. Richard’s vision for Verus People focuses on leveraging technology to enhance service delivery, expanding the company’s global footprint and fostering a culture of continuous improvement and customer-centricity.

“We have a very important and privileged role to play in helping guide candidates along their career journey and in healthcare the impact of our efforts extends even further,” said Richard Spenceley. “What we do genuinely improves the quality of care patients receive, often at the time they need it most. I look forward to building on the strong foundation laid by Lawrence and to work with our talented team to drive the next phase of our growth.”

Budget 2023-24: A Strong Focus on Health

Fri, 10 May 2024 08:01:35 GMT

The 2023-24 Australian budget has been announced with a range of measures aimed at improving the healthcare system and supporting healthcare workers.

These measures are designed to address shortages, improve access to care, and reduce healthcare costs across the country.

$5.7 billion for General Practice

One of the most significant investments in this budget is the $5.7 billion allocated to general practice over the next five years. This funding aims to tackle the shortage of general practitioners in Australia and improve access to care for patients. This investment will result in more appointments being available each day, and patients will experience shorter wait times for consultations. Additionally, the cost of consultations will be reduced by increasing the Medicare rebate for GP services.

The general practice funding package also includes a 30% increase in the Workforce Incentive Program, which will help to attract more GPs to areas where they are most needed. It also includes a new level E MBS item for consultations lasting 60 minutes or longer, and funding for after-hours care targeted at homeless and culturally and linguistically diverse people. The changes will also increase Medicare rebates by allocating $3.5 billion to expand bulk-billing and provide GPs with more options when treating vulnerable patients.

$11.3 billion for Aged Care

The budget also includes an investment of $11.3 billion for aged care. This investment aims to improve the quality of care for the elderly by increasing the number of nurses and carers per resident. It will also reduce the number of people on waiting lists by increasing the number of beds available and improve the training and development of aged care workers.

The $11.3 billion investment is mainly focused on a 15% pay rise for aged care workers, which will be the largest ever pay increase in the history of the sector. It is estimated that this pay increase will benefit around 250,000 aged care workers across the country, many of whom have been underpaid and undervalued for years.

The investment will also fund the rollout of a new regulatory model and embed new aged care assessment arrangements, as well as increasing the number of home care packages and providing more support for carers.

Summary

Overall, the 2023-24 Australian budget is a significant step towards improving healthcare in Australia and supporting healthcare workers. The measures announced in the budget will help address the challenges facing the healthcare system, and ensure that Australians continue to receive the best possible healthcare.

The government's commitment to improving healthcare in Australia is welcome news for healthcare workers, who have been working tirelessly to provide care to those in need, and the investment in the healthcare system will help them to continue to do so.

Verus People turns 7

Fri, 27 Oct 2023 08:03:55 GMT

This month we turned 7! It's quite a milestone for us, and for a business started by our Managing Director, Lawrence Eadie, in a sun room in Sydney we've come a long, long way.

We're proud of the team we've built at Verus, and with BIG plans on the horizon, we're really excited for what the future holds!

If you'd like to be a part of our family then we'd love to hear from you. .

Verus People

7 Reasons Experienced Remote Area Nurses are Choosing Better Contracts in 2026

Remote Area Nursing in Australia is evolving.

Here’s what experienced nurses want from contracts in 2026.

1. You can be more selective with the contracts you take

2. The right support makes a noticeable difference

3. Strong pay, with structures that reflect the work

4. You keep building depth, not just ticking experience

5. The work still feels meaningful

6. Flexibility between contracts (on your terms)

7. You already know what to look for, now it’s about finding the right fit

Looking for your next remote contract?

Reach out to the team and explore current remote opportunities .

Changes to ENS 186 TRT Work Experience Rules

Work experience rules are changing - What this means for doctors, nurses and healthcare employers

So what is actually changing on 29th November 2025?

Why healthcare feels this change more than most

Doctors and other exempt occupations

Nurses, midwives and other clinicians

For employers

What clinicians can do now

What employers can do next

The Importance of a Healthy Lifestyle for Healthcare Professionals

Why Your Own Health Matters Just as Much as Your Patients’ ﻿

Here’s a timely reminder of why looking after yourself isn’t a luxury - it’s part of the job.

1. Keep Stress in Check (and Burnout at Bay)

2. Fuel Up to Power Through

3. Walk the Talk for Your Patients

4. Protect Your Mental Health

5. Sharpen Focus, Slash Errors

6. Dodge Long-Term Health Issues

The Take-Home

Exploring New DPA Locations in Australian Primary Care: Opportunities and Implications

What Is a DPA?

Newly Classified DPA Locations

Implications for Primary Care

Looking Ahead

Verus People selects TargetRecruit’s Enterprise Recruiting Software

Verus People has selected TargetRecruit , the industry-leading provider of enterprise software for recruiting firms, as our dedicated healthcare recruiting platform.

Australia’s 2025–26 Budget: What It Means for Agency Healthcare Workers

1. Strengthening Medicare and Bulk Billing

What’s new?

Why it matters for agency workers:

Potential challenges:

2. Additional Public Hospital Funding & New Urgent Care Clinics

What’s new?

Why it matters for agency workers:

Potential challenges:

3. Fairer Wages and Support for Aged Care Workers

What’s new?

Why it matters for agency workers:

Potential challenges:

4. Cheaper Medicines & Enhanced Patient Access

What’s new?

Why it matters for agency workers:

Potential challenges:

5. Empowering Women’s Health Services

What’s new?

Why it matters for agency workers:

Potential challenges:

6. Overall Economic Outlook and Agency Growth

Balancing Realism with Optimism: The Pros and Cons

Making the Most of These Changes

References

Interview Tips for Healthcare Professionals

1. Research the Employer and Healthcare System

2. Understand the Job Role and Responsibilities

3. Highlight Relevant Skills and Experience

4. Prepare for Common Interview Questions

5. Demonstrate Strong Communication Skills

6. Show Cultural Awareness and Adaptability

7. Prepare for Practical Assessments

8. Ask Thoughtful Questions

9. Dress Professionally and Be Punctual

10. Follow Up After the Interview

Conclusion

Ready to Take the Next Step?

FAQs about working for a nursing agency

Many nurses experience remote health practice for the first time while working for a nursing agency. Today, we're answering your frequently asked questions about agency employment.

What is nurs­ing agency work?

Why Your Own Health Matters Just as Much as Your Patients’

What is nursing agency work?

What qualifications do I need to work as a nurse through an agency?

What are the benefits of working as a nurse through an agency?

How do agency shifts and schedules work?

How do I find nursing agency work?