Businesses around the globe are facing recruitment challenges, and social care is no exception. The NHS is also grappling with similar issues. So, what's the solution? Many of us look abroad for staff, which is a fantastic idea and part of the solution. However, how often do we consider what it's like for individuals who not only move house but also move to a different country? This blog will help you think about how you, as a provider, can support these individuals and retain them in your team.
Understanding the Motivation
First, step into someone else’s shoes. Imagine why someone might want to move to another country for work. Some may seek to travel and explore the world, but many need to move abroad for a better lifestyle and higher earnings, often sending a significant portion back home to their families. They leave behind loved ones, including children, out of necessity.
Building Rapport and Understanding
Consider things from the new employee’s perspective and always keep that in mind when working with them. Recruiting from abroad isn’t new. Over 23 years ago, I supported adaptation nurses, and the treatment they received was often poor. Unfortunately, not much has changed over the years. This highlights the importance of getting it right, from the recruitment process to supporting the employee’s transition into a new country and way of life.
A great starting point is building rapport. As the sponsor, you are the new staff member's primary contact in the UK. They need to feel comfortable talking to you about anything. Show an interest in their likes, dislikes, family, and reasons for coming to the UK. Understand their perspective because it will be different from yours.
Practical Support
Be clear about the practical aspects. Make it easy for them to understand the sponsorship process, visa workings, employment terms, timelines, and what to do if they have questions.
Moving to the UK: Key Considerations
- Accommodation: Who is responsible? Ensure it is fully equipped and provide instructions for the house. Sort out bills, council tax, etc.
- Welcome Pack: Include basic food items, treats, and toiletries.
- Emergency Contacts: Provide a list of emergency services, local authority numbers, support agencies, embassy contacts, and local taxi numbers.
- Local Amenities: Guide them to shops, especially culturally specific ones.
- GP Registration: Assist them with this crucial step.
- Faith Groups: Identify local places of worship if relevant.
- Transport Information: Provide bus and train schedules and a brief guide.
- Workplace Induction: Include a welcome guide, training details, uniform information, shift patterns, and rota.
- Support Contacts: Ensure they have a contact for any issues, someone to confide in and support them outside of work.
- Phone and Bank Account: Provide a UK SIM card and help set up a bank account. Ensure they have some UK cash initially.
- Buddy/Mentor: Allocate a supportive colleague to help them settle in.
- Regular Check-Ins: Regularly check on their well-being as they adapt to a new life and being away from loved ones.
- Clothing Needs: Consider if they need additional clothing, especially if coming from a warmer climate to a cold UK winter.
Fostering Acceptance
A crucial part of the process is ensuring that the new staff member is accepted by the rest of the team. This involves cultivating a culture of acceptance and aligning everyone to the company’s values. Address any issues promptly to maintain a supportive environment.
Conclusion
Above all, remember that people are people. They may solve your business problem, but they are just as human as you. Treat them with the empathy and support they deserve.
About the Author
This article was written by Lucy Buxton RN. Lucy has spent the last 32 years working in social care and the NHS, starting her career as a care assistant before training as a nurse. More recently, she has expanded her skills, working as an NLP trainer, coach, and hypnotherapy trainer. Lucy helps businesses build values-driven cultures to achieve a happy staff team and better outcomes for those cared for. She can be contacted via LinkedIn or email at lucy@ljbcoachconsultancy.co.uk.
.png)
