International nurse May learn something from International Nurse Recruitment Guideline

By http://www.skybluecross.org/

Maybe International nurse can have a good idea as to deal with Recruiter agency and employer via learning how they process recruitment; and can avoid some problems as to:


· hidden charges to the nurse applicant, for example, agency fees

· unreasonable or inappropriate charges for things such as the provision of induction training / the provision of unsuitable/poor quality accommodation

· double charging of the employer and the internationally recruited nurses (IRN)

· the provision of inadequate, inaccurate or false information to the nurse applicant about the conditions of work including clinical area or specialism and the geographical location (leading to conflict and/or failure to retain the nurse on arrival in the recruiting country)

· the substitution of different employment contracts when an IRN arrives in the recruiting country

[Selection of Good Practice Guidance For International Recruitment]

commercial recruitment agencies provide a high quality and ethical service and have extensive expertise in international recruitment. Such agencies can greatly assist employers who wish to recruit internationally. However, experience has also shown that employers must ensure that adequate quality controls are in place to protect themselves and the internationally recruited nurses (IRNs.) Examples of the kind of exploitative situations that can arise where quality controls are not in place include:

· hidden charges to the nurse applicant, for example, agency fees

· unreasonable or inappropriate charges for things such as the provision of induction training / the provision of unsuitable/poor quality accommodation

· double charging of the employer and the internationally recruited nurses (IRN)

· the provision of inadequate, inaccurate or false information to the nurse applicant about the conditions of work including clinical area or specialism and the geographical location (leading to conflict and/or failure to retain the nurse on arrival in the recruiting country)

· the substitution of different employment contracts when an IRN arrives in the recruiting country



Once an employer has decided to set up a contract with an international recruitment agency, the employer should check that the agency:



· is a properly established company

· does not charge the nurse applicant fees and that a partnership agency in the source country does not charge the nurse

· will supply information on other clients so that references can be sought

· has an equal opportunities policy that they implement

· charges appropriate and reasonable rents if accommodation is supplied.



Some EU countries have specific guidance for employers on working with commercial recruitment agencies. For more information contact the national nursing association/Nurse Association member in your country.



Good practice in nurse recruitment agencies



This section lists the key issues to ensure good practice by nursing agencies recruiting internationally.



When nursing agencies consider recruiting nurses from abroad they should ensure that they understand the immigration and work permit rules in their country (see next section).



Some of the issues that nursing agencies should consider before recruiting internationally are:



· whether the Government in their country has identified if recruitment from the country they are targeting would undermine the delivery of health care

· whether they have sufficient familiarity with the professional registration bodies of the country from which they are considering recruiting, and how nurses from this country can register in their country

· matching skills and competencies to job vacancies to ensure that nurses are appropriately placed

· ensuring clarity about payment of IRNs while on adaptation courses with their new employer



Follow-up process



Nursing recruitment agencies should have a follow-up process to ensure that the IRNs they place are receiving help to settle successfully and are being looked after by their employer.



Agencies should also ensure that accurate information is given to nurse applicants about the type of jobs in which they might be placed. This information must be given prior to signing of any contract and preferably prior to departure from the home country. It should include the following:



· the health sector they will be working in (public, private, hospital or community based etc..)

· minimum terms and conditions of employment. If nurses are being recruited to a specific job/employer they should receive copies of the job and person specification in advance. They should have the opportunity to clarify anything they do not understand

· professional associations and trade unions they can join in that country

· the nurse registration process

· geographical area and the cost of living in the country where they will be moving. To avoid disappointment, nurses from some countries may need to appreciate what they can afford with what may seem like a very high salary

· all other costs that they might incur for example accommodation, uniform and transport costs

· how to change jobs and ensure compliance with immigration rules.





5. Immigration and Work Permit Guidance



Immigration legislation and arrangements differ in each US/Canada member State/Province but it is important that prospective employers and nurse recruiters are aware of the procedures in their country before commencing the recruitment process.





6. Nurse Registration



All US/Canada haS a national or regional regulatory system for nurses. In the majority of countries a nurse is required to register his or her qualification with the regulatory authority (which may be a government ministry or a separate body) before being allowed to practice in that country.

 

Other basic nursing qualifications gained in the US/Canada fall within the general systems directives. This means that the regulatory authority in another US/Canada member state/province has the right to assess these nurses’ qualifications individually to determine whether they meet the requirements of that country. If they do not they can be asked to undertake a period of adaptation or supervised practice. This may also apply to nurses wishing to gain recognition for qualifications from outside the US/Canada.

 Employers and nurses should contact the regulatory authority in the relevant country to find out more about registering nursing qualifications.