When it comes to international recruitment, administrative and regulatory hurdles can mean significant delays between making an offer to a candidate, and the time that they arrive in the UK.
For a nurse from outside the EU for example, it isn’t unusual to wait between six and twelve months for them to arrive as they progress through the IELTS English Language Test and the NMC registration process.
During this time, it’s important to keep in touch with your candidate because
- It can reduce their pre-travel nerves knowing that the team is ready to welcome them to the UK
- If they are being approached by other employers they feel a greater sense of loyalty and engagement towards you
- It is a great opportunity to help prepare them for their imminent relocation
Here are some top tips to keep your candidate engaged before they arrive in the UK:
Be creative in how you communicate with your recruit before they arrive – Your interactions with candidates before they arrive don’t have to be formal. Why not consider pre-recording videos of colleagues welcoming them; coordinating a quick Skype call with their new team lead, or telling them the book they should read if they want to participate in next month’s book club? Arriving to some friendly faces can make the transition process easier.
Be a cultural champion – Your new recruits are likely to be very eager to immerse themselves in British culture. To take advantage of this engagement, and whet their appetite, why not provide a list of “typically” British cultural activities they may want to try when they get here such as “eating fish and chips”, going for a “Sunday lunch” or having “afternoon tea”. You can personalise it with activities specifically relevant to your organisation or local area such as “feed ducks at the town pond” or tell them about your last team social. Providing this information enables them to visualise being there, and helps them form a greater sense of attachment.
Use social media to facilitate inter-team connections – If you have a large number of international recruits then setting up a social media channel such as Facebook can be a helpful way of communicating key information, but also enabling your healthcare professionals to meet with other individuals in the same situation and make bonds before they arrive.
Provide key information before they fly – It is possible to allay a lot of concerns before your new professionals arrive by sending them helpful documentation before they fly. This could include everything from how to open a bank account, the easiest local transport to use, the cost of living, or what their orientation programme looks like. Most candidates will be desperate to learn more about their new way of life and keen to receive tidbits of key information from you.
Share cultural norms and “rules of the road” – Help new team members adapt to the UK more quickly by providing information that will enable them to acclimatise. “Rules of the road” could include department etiquette; who, how and why people socialise; the performance management process; dress code; supervisory structure; and typical celebrations.
Communicate the professional development process – One key reason healthcare professionals often relocate to the UK is because of the career progression opportunities available. If you can communicate potential career trajectories in your pre-arrival information, it will reassure them that you are invested in their development and that their new role offers professional growth.
Ensure new recruits have a consistent point of contact for the authorities and formalities – This could be someone from your organisation or from the recruiting agency, but inevitably there will be a number of administrative queries that new team members will need answers to in order to progress comfortably through the relocation process. Having a dedicated person on hand to answer questions can help streamline and speed up this process.
Tell them what makes your organisation special – Every employer has something that differentiates them from other healthcare employers – perhaps you have a really welcoming team, a fantastic volunteering arm, excellent gender-diversity, or a great city-centre location. Think about what sets you apart as an employer and share this with your new team members to get them excited about what to expect.
Ultimately when it comes to relocation, anything you can do to make the process easier, more personal, or fun, will be well-received by your new recruits and can help to keep your workforce plans on track.
My Healthcare Recruit supports UK healthcare employers in the public, private, and care sector to find international nurses who are a great fit for their organisation, by using market-leading video interviewing tools to connect them to our database of qualified candidates. Our innovative approach makes international candidates easier to find and more cost-effective to source than ever before. Find out more at www.myhealthcarerecruit.com