OJIH Academic Consulting’s Post

International nurse recruitment has indeed played a vital role in bridging workforce gaps and ensuring high-quality healthcare delivery across the UK. The recent shift in funding priorities is concerning, as it risks undermining the accessibility of skilled nurses to NHS trusts and, most importantly, to the patients who depend on timely care. It's disheartening to hear about the financial burdens nurses face today. Ensuring ethical recruitment standards and adequate funding for international recruitment is not just a matter of fairness; it's a necessary investment in the future of UK healthcare. We fully support the call to bring international nurse recruitment back on track and urge all stakeholders, including government bodies, NHS trusts, and recruitment agencies, to come together to create sustainable solutions. Collaboration and ethical practices are key to addressing this pressing issue. Let's work towards a system that values nurses for their dedication and provides the UK public with the competent healthcare they deserve.

Happy International Nurses Day to all my colleagues and patients! 🎈🎉 Nurses are the largest part of the healthcare workforce, and play a pivotal role in improving health and contributing to the wider economy. Investing in them is imperative to achieve efficient, effective, resilient and sustainable health systems. They not only provide essential care but also play a critical role in shaping health policies and driving health systems. (WHO) “Despite being the backbone of health care, nursing often faces financial constraints and societal undervaluation. IND 2024 aims to reshape perceptions, demonstrating how strategic investment in nursing can bring considerable economic and societal benefits.” #ICN #OurNursesOurFuture #proudtobeanurse https://lnkd.in/d7dhwA47

$86 million in funding to open the pathways for Internationally Educated Health Professionals (IEHPs) 🤑 😇 Canada take a bow!! 🙏 Canada's provinces are leading the charge in enhancing healthcare standards by streamlining pathways for internationally educated nurses (IENs). This strategic move not only addresses workforce shortages but also injects a wealth of global expertise into the healthcare system. By welcoming internationally educated healthcare professionals (IEHPs) and simplifying licensure processes, we not only diversify our healthcare workforce but also remove barriers that contribute to the staff shortage crisis. This collaborative effort reflects an essential commitment to elevating patient care standards nationwide. At TERN our mission is to elevate global healthcare by collectively recognising the power of pooling and sharing healthcare staff cross-border. Let's embrace these transformative changes, recognizing the invaluable contributions of IENs in shaping a more robust and inclusive healthcare ecosystem in Canada and globally. 🇨🇦 🌏 💉 #HealthcareInnovation #GlobalExpertise #ElevatedStandards 🏥✨ Source: https://lnkd.in/e5AkfMD6

🙇♀️Nurses play a central role in the provision of healthcare and are a core element of any patient-centred health system. Generally, they are the most numerous category of health workers in most EU and OECD counties. In 2021, there were 9.2 practicing nurses per 1 000 population on average across OECD member countries, up from 8.2 in 2011. The number of nurses per 1 000 population has grown in almost all OECD countries over the past decade, except in Latvia, the Slovak Republic and Sweden, where it fell slightly between 2011 and 2021. Switzerland, Norway, Australia and Korea are among those countries that have managed to increase the number of nurses substantially over the past decade. But 🤦♀️Slovakia has only 5.7 practicing nurses and only 0.4 % foreign-trained nurses per 1 000 population. 💡In some countries, recruitment of foreign-trained nurses has played an important role in increasing nurse numbers. In Europe, the number and share of foreign-trained nurses has increased particularly rapidly in Switzerland (with most of them coming from neighbouring countries, mainly Germany and France, but also to a lesser extent from Italy; it also includes a growing number of foreign-trained but native-born). In Belgium, France and Germany, the number and share of foreign-trained nurses have also increased quite rapidly over the past decade. In Italy, the number of foreign-trained nurses increased sharply between 2007 and 2015 (driven mainly by the arrival of many nurses trained in Romania following Romania’s accession to the EU is 2007), but the number and share have started to decrease in recent years. Norway has a relatively high share of foreign-trained nurses (fifth highest among OECD countries), but more than one in eight were native-born in 2017. Why it so? Medzinárodná asociácia lekárov a zdravotníkov na Slovensku Resourse OECD www.oecd-ilibrary.org

Recent revisions to the nursing registration process in New Zealand have sparked various reactions within the healthcare recruitment sector. While some recruiters applaud the removal of intermediaries and cost reductions, concerns have been raised about the accuracy of reflecting applicant's training and experience. Read more: https://lnkd.in/gC23bdcx #HealthcareRecruitment #NursingRegistration #NewZealandHealthcare #RecruitmentTrends

[ What about admin and support healthcare workers? ] I've spoken up for nurses and I'm glad they have the new ANGEL scheme which provide then financial incentives. But what about the admin and support healthcare workers? In Parliament, I asked whether MOH can provide an update on the review into extending the Award for Nurses' Grace, Excellence and Loyalty (ANGEL) scheme, which is a retention scheme to attract and encourage nurses to build a lifelong career in the public healthcare system, to the administrative and support healthcare workers who work alongside the nurses. Minister shared, "There are currently no plans to extend the ANGEL scheme beyond nurses. The ANGEL scheme is designed to encourage nurses to stay and build their careers in the publicly-funded healthcare sector. The considerations for each healthcare profession are unique, including factors like the strength of the recruitment pipeline and global competition, the nature of the job and career structure. Nurses make up a large proportion of the workforce in public healthcare, which makes retaining them through a scheme like ANGEL necessary. MOH regularly reviews the salaries of all our public healthcare workforce and ensures that their total remuneration is fair and competitive. We will continue to look into other attraction and retention measures to ensure that we are future-ready, such as by supporting mid-career entrants to the sector, providing opportunities for job redesign and career development, and ensuring a conducive and safe work environment in our public healthcare institutions." What do you think 🤔 Let me know your thoughts and I will help raise them in Parliament. Help spread the word 😊 Thanks! #LouisNgInParliament #WeLoveNeeSoonEast #NeeSoonCares #HomeWithAHeart

Is it really $52,000? To hire a nurse in the US? 😮 Reducing turnover can be the solution! Nursing shortages in the U.S. and other developed countries are causing widespread burnout and higher turnover among staff. This is particularly evident in bedside RNs, where the average turnover rate reached 22.7% in 2023, according to NSI Nursing Solutions. Turnover not only disrupts patient care but also adds significant costs—estimated at: 🤑$52,350 per nurse for recruitment, onboarding, and training! International nurses, by contrast: ✅ Often relocate with the intention of staying in long-term positions, offering greater stability. Thus, reduces turnover rates and helps healthcare organizations lower the associated costs. With fewer staff disruptions, care continuity improves, and organizations benefit from increased workforce stability and reduced financial strain over time. ❇️ This makes international nurse recruitment a viable strategy for creating a more sustainable healthcare workforce! #internationalnurserecruitment #heartsofhealthcarestaffingsolutions

The UK healthcare system faces ongoing challenges in maintaining a robust and adequately staffed nursing workforce. As of February 2024, the NHS has approximately 43,000 nursing vacancies, representing a vacancy rate of about 10.5% (NHS England Digital). These vacancies put significant strain on the existing workforce, impacting patient care quality. Integrating international recruitment into nursing workforce strategies is essential to efficiently fill these immediate gaps and ensure better healthcare outcomes. At TERN, we are dedicated to revolutionising clinical recruitment by automating processes and supporting ethical migration. By bridging the gap with high-quality international talent, we aim to alleviate the pressures on the NHS and ensure that patient care standards remain high. Read the full story from the link in the comments. #Healthcare #UKHealthcare #NHS #TERNGroup

We’re stuck in a cycle of losing nurses and recruiting from abroad | Letter: Nursing workforce shortages across the globe are a result of governments’ failure to value the work they do and develop proper retention strategies, writes Radha Adhikari As Howard Catton, chief executive of the International Council of Nurses, suggests in your article, nurses are, quite understandably, becoming angry in countries across Africa (Recruitment of nurses from global south branded ‘new form of colonialism’, 27 March). This is both because of their working conditions and because a number of their colleagues are being recruited by wealthier nations, causing workforce shortages and harming already fragile health systems. Indeed, globally, the vast majority of nurses are frustrated by their working environments. In simple terms, many countries have failed to train enough staff and retain them. To fill the workforce gap, they resort to international recruitment, so a cycle of shortages, recruitment and migration continues. The current World Health Organization code of practice, with its traffic light system where countries are placed in “red”, “amber” and “green” categories, is not working. Witness the patterns of nurse recruitment from Nigeria by some health boards in the UK. Continue reading... #Nursing #Health #Society #Immigrationandasylum #Healthcareindustry

Now more then ever, huge numbers of UK NHS Nurses are seeking improved opportunities abroad. Why is this.... and what can the NHS do to stem the flow of constant departees?!? There is a general feeling of frustration from experienced Nurses that have given years of their lives to the NHS and their long standing Trusts, but with NHS staffing levels still under huge pressure, and agency use heavily scrutinized, what is the answer for the service as a whole and where do we go from here?!? 😷 International Recruitment offers affordable long term solutions to depleted staffing levels within organizations, and irrespective of the initial cost, more needs to be done to educate the decision makers in how they can benefit in overall ROI when considering International recruitment as a viable option!! 🤓 If you are considering International Recruitment for your Hospital/facility, and want to have an informal discussion with our hugely experienced team, please feel free to reach out to CCM at info@ccmrecruitment.com or why not drop me a LinkedIn message and I will be happy to discuss : )