Hire top talent from overseas
International
recruitment in
the care sector
Supporting providers
Yes, there are benefits to hiring talent from overseas. However, (as you probably know) there are also plenty of challenges to getting it right.
From onboarding to handling cultural differences, there are some crucial aspects that you need to manage. We have summarised some key information on this page, but the SESCA website is also a great resource for learning more.
Let’s clarify some of the benefits, and then get into how to handle the challenges.
Benefits of international recruitment
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Access a larger talent pool
Why settle for recruiting in the UK? There are over 8 billion people in the world. Cast a larger net.
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Get staff with different skills
When you hire from overseas, you will bring in hires with more diverse skills that can add capabilities to your service.
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Word of mouth recruitment
New international hires will refer you to other potential recruits in their overseas network. Now, you have even more reach.
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More workforce resiliency
When you can hire from multiple job markets, you reduce your reliance (and risk exposure) to the UK job market.
Onboarding
When your new staff member comes onboard, it’s important to provide them with as much relevant information as possible. This includes:
Likely costs they will have to pay for living in the area.
Recommend access to education (think local schools for their children.)
Local health services information for them, and their family if relevant.
Putting this information together in a welcome pack you provide (and, ideally customise for each hire) is a straightforward way to make this easier for your HR team to deliver.
Employment support
Here is the Code of Practice for the international recruitment of health and social care personnel. Before a new hire accepts a role, you must provide this information.
In addition, you should provide details of trade unions which can offer them support and benefits:
Finances
Your new hire may also need support organising their financial situation. Here are some ways you can help:
Provide a salary advance so they have money on arrival to the UK.
Explain how renting and utilities billing works in this country.
Support them in creating a bank account, getting a national insurance number, as well as a Biometric Residence Permit. (Many services in the UK, like utilities, require these so it is a priority).
For more detailed guidance,
you can refer them to the citizens advice bureau.
Healthcare
You should encourage your new recruit to register themselves and their family with a GP as soon as possible. Here is a list of GP surgeries on the Isle of Wight.
Also let them know that they can call 111 for free, or go to 111.nhs.uk for advice or treatment. It’s available 24 hours a day, 7 days a week.
In case of urgent treatment, there is a centre at St Mary’s Hospital in Newport.
Accommodation
Perhaps the most important role you will have is assisting in finding a home for your new hire.
There are a few options here, including:
Local hosts, short-term. Your international recruit can use websites like Airbnb or Homestay.
Homeshare. Here, your care worker provides some time and assistance with an older person they live with. Shareandcare is a website that puts carers and home sharers together.
A staff member’s room. Perhaps one of your staff, or you yourself, have space to accommodate the recruit.
Rented accommodation. Of course, there is also the option to rent a home (try Rightmove), or just a room (try Spareroom).
Transport
Providing transport information will help your recruit feel at ease, and enable them to get around the Island.
Here are some excellent resources on driving in the UK from Expatica and gov.uk.
For traveling specifically on the Isle of Wight, here is a useful resource on transport and parking.
If your international hire is keener on two wheels, they can find out about cycle routes on the Isle of Wight at Komoot.com.
Ready to learn more about
International Recruitment?
The SESCA website has plenty of information you might find useful.