PROFESSIONAL AND RECRUITMENT A Care Provider's Guide to International Recruitment

by Suleman Sacranie, Founder of Care Hires (https://carehires com/)

There is the making of a perfect storm brewing in the care sector The UK population is ageing – with the number of over 85 s set to increase to 3 1million by 2045 and estimates suggesting this growth could be especially rapid between now and 2025 The number of years we can expect to spend in good health is also in decline meaning the need for care provision can only increase However care providers are also facing a significant shortage of workers and there are currently 165 000 vacant positions in the UK

So how do we deliver care to the growing number of older people who need it? International recruitment is a solution many are looking to but with an increasing number of hoops to jump through, it can be hard to know where to start and how to ensure you are able to get the staff you need

SUPPORT FROM GOVERNMENT AND AGENCY PARTNERS

A lack of familiarity with the process and a fear of making mistakes during the application process have been stated as significant factors in many employers avoiding it entirely Although changes to immigration rules post-Brexit have increased the paperwork for employing EU nationals the government has introduced several measures to make things easier including visas and exemption from the Immigration Health Surcharge which could save most workers £624 a year It has also added care staff to the official Shortage Occupation List, introduced a £500million fund for training and career development in the sector and made changes to qualifications

The overall cost of recruiting a single worker from overseas can vary substantially depending on the decisions you make on how to manage the process either internally or through a recruitment partner A key factor to note is that recruitment agencies should never charge applicants to match them to roles so if you choose to engage an agency to assist you with offers to work for free you should make sure they are not charging the applicants as this is contrary to best practice

ADVICE AND GUIDANCE

As with many things, preparation is key Before deciding to take the route of recruitment from overseas, it s sensible to make sure the correct preparations are in place Check that your applicants will be able to get a sponsorship licence This won’t be possible if you have any unspent criminal convictions for immigration or certain other crimes or had a sponsorship licence revoked within the last 12 months You will also need to demonstrate that your organisation can monitor sponsored people and manage the process internally

You ll also need to check if the job is eligible for sponsorship Alongside the salary requirements sponsored employees must be a qualified doctor, nurse, health professional or adult social care professional and the role they fulfil will have to be for a Home Office approved UK health and care sector employer

Following best practice is always a good way to ensure success and one of the key things we recommend for successful overseas recruitment is to adopt a robust ethics policy A code of ethics based on principles laid out by the World Health Organisation is available from and recommended by the government Following this code will ensure that your approach is transparent and safeguards the interests of the applicants involved

Some of the main points to follow include that staff must not be recruited from countries on the Government s red list they should not be charged and that they should have the level of English proficiency sufficient to work in their role All new overseas applicants should also be offered appropriate support and induction which may include a pre-employment placement

Plan For Success

Although the process may be intimidating especially for smaller care providers there is no reason you cannot successfully recruit from overseas By taking your time planning carefully and ensuring you are following the best practice, you have every chance of success

Agencies and legal advice can make the process easier if you are willing and able to take on the additional financial costs

Before your recruits get to the UK ensure you have prepared thoroughly for their arrival and be willing to invest time in them to help them settle and integrate into their new roles and lives The more supported a new employee feels, the more likely they are to feel happy and settled in their new environment The process may be frustrating at first but as with most things the more you do the easier it becomes Navigating the pending staffing storm will only be successful if we can find ways of managing and balancing permanent staff from the UK and overseas as well as supplementing the workforce with temporary staff As experts in our field connecting care providers and staffing providers we have a unique vantage point to the benefits of a joined-up approach Technology can go a long way to help with this but ultimately staffing is all about people remembering this through every stage of the recruitment process will ensure we weather the storm together