Recruiting international trainees for nursing-care training

In addition to attracting already trained international nursing-care professionals, recruiting international trainees can be a good way to fill vacant training positions and attract skilled workers in the long term.  

We spoke to Vivien Kurbach from the Vidacta Group and, in this article, explain the advantages, challenges and opportunities involved in attracting international trainees. The Vidacta Group trains international skilled workers and trainees in the professions of occupational therapy, physiotherapy and nursing care. Susan P. also provides insights into her experiences as an international trainee in nursing.

When you bring international trainees to Germany for nursing-care training, they naturally learn the nursing standards that apply in Germany. And, of course, recognition of professional skills is no longer required in this case.

Recruiting international trainees is also a very sustainable way to fill vacant training positions and attract skilled workers. The trainees remain at the facility for at least the three-year training period. This helps to build good employee loyalty: “International trainees are highly motivated, eager to learn and very interested in long-term career prospects in Germany,” explains Vivien Kurbach, project assistant for integration at the Vidacta Group.  

However, Vivien Kurbach also emphasises that recruitment does not end with entry into the country. A lot of responsibility also lies with employers: “The process continues through integration and ongoing support throughout the entire training period.” Employers must therefore also ensure that young people are able to find their feet and integrate well. This goes far beyond nursing-care training alone.

Diversity also offers a great opportunity in every team. “We are convinced that bringing together different countries of origin, social backgrounds, religions and realities of life leads to positive developments in companies and social structures in the long term. The stories and courage of these young people not only enrich everyday training, but also the teams in the facilities,” explains Vivien Kurbach. And studies confirm this: diversity, whether ethnic or gender-specific, leads to higher productivity.

One of the challenges in this process is the high level of bureaucracy: ‘In recruitment, you inevitably have to deal with various national and international authorities,’ explains the project assistant. And that is precisely where the difficulties lie: countless forms, certificates, documents and, in some cases, long waiting times. Susan P. from India explains that the long waiting times, in particular, were a challenge: “I had to wait a long time for an appointment at the embassy for my visa.” In most cases, all parties involved require a lot of patience.  

Moreover, prospective nursing staff and their teams are usually confronted with language barriers, too. To enter Germany, international trainees must demonstrate language skills at B2 level. In practice, these are often not enough. Vivien Kurbach confirms this: “Language certificates are an important foundation, but they are not sufficient for everyday training or for life in Germany.” Language training is a continuous process and, here too, the responsibility of the employer does not end with the trainee’s arrival in Germany.

Another requirement is that young people learn German to at least B2 level in their country of origin. Susan P. also advises young international trainees: “Language is very important for settling in quickly. I studied German intensively before coming here.”

Language is therefore the key to successful training and integration. Vivien Kurbach also emphasises: “The chances of success depend on several factors, including language development.”

It is therefore essential that you invest in language training for prospective nursing-care professionals after their arrival. This includes both everyday language and technical terminology. If you invest in this, you will be more successful in the long term in integrating international professionals and trainees.

The young people also need to put in sufficient effort. “The technical language in class was new and difficult. I had to learn vocabulary after school and prepare differently than I did at school in my home country,” explains Susan P.

International trainees not only have to learn a new language, but also new routines and different customs. Many prepare for this in their home country by attending courses and researching online. However, it is not possible for the young people to be prepared for every eventuality. Some things simply take time.

Patience is required here – and support. “From the second week onwards, I slowly settled in. By then I knew where the supermarkets were and how to buy a bus ticket. I found a routine and got to know people who could help me,” says Susan P., describing her first weeks in Germany. She also received help from the integration assistance service, but also from people she had just met. It also helped Susan P. to meet like-minded people at school who were familiar with these challenging situations.

She advises others to make sure they find out as much as they can about Germany before they arrive.

Language is one element of successful integration. However, it is also essential that employers recognise the important role they play in the integration of international skilled workers and trainees. Integration is a responsibility that is not borne solely by the person immigrating. Employers can contribute a great deal. They can prepare teams in advance, consistently accompany and support immigrants even after they have arrived, and create a system in which young people feel comfortable and well cared for.  

But it is not only employers who bear responsibility – society must also recognise and accept its role in integration. “Integration is a mutual process between trainees and society. The aim is for international trainees to become long-term skilled workers in the German nursing-care system,” explains Vivien Kurbach.

If you ensure that international skilled workers and trainees feel integrated, you can also retain them at your institution in the long term. It is only then that you are able to achieve sustainable recruitment of skilled workers.