Overseas%20Recruitment%20Tales%20of%20Success

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• Overseas Recruitment Tales of Success

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Ramsay Health Care
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Ramsay WA Hospitals
Attadale Private Hospital 38 beds
Glengarry Private Hospital 110 beds
Hollywood Private Hospital 659 beds
Joondalup Health Campus 490 beds
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Overseas Recruitment Strategy

• Supply and Demand
• Shrinking workforce pool
• Increasing population
• Increasing demand for services
• Competition for existing resource
• Workforce expectations availability

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WORK FORCE OF THE FUTURE
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Overseas Recruitment Strategy

• The state of play in WA hospitals 2008
• Serious shortage of labour in WA
• Chronic shortage of midwives and experienced
  operating suite staff
• Shift to part-time work by nurses
• Escalating agency rates
• Excessive fees charged by recruitment agencies

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Overseas Recruitment Strategy

• The state of play in RHC WA in 2008
• Higher turnover rate
• Hollywood 11 vacancy rate or 50 FTE with
  significant expansion planned
• Joondalup increasing demand planned future
  growth
• Attadale Glengarry shortage of midwives

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Overseas Recruitment Strategy

• Overseas Recruitment Drive
• Recruitment agency use
• Recruitment costly, slow, impersonal
• Recruitment drives
• 2008 UK, Ireland, Singapore, South Africa
• 2009 UK Ireland

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Overseas Recruitment Strategy

• Recruitment Drive Process - Locations
• Ireland
• Dublin, Galway and Cork
• United Kingdom
• Glasgow, Newcastle, Manchester, Liverpool,
  Bristol
• South Africa
• Johannesburg and Durban
• Singapore

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Overseas Recruitment Strategy

• Recruitment Drive Process - Advertising
• Nursing journals
• Websites
• Word of mouth
• Universities

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Overseas Recruitment Strategy

• Overseas Recruitment Process
• Receive applications via email
• Review application CV
• Schedule interviews
• Request any additional information

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Overseas Recruitment Strategy

• Recruitment Drive Process - Preparation
• Presentation
• RHC Overview
• Positions available
• Living and working in Australia
• Interview questions
• Clinical Scenarios
• Written Test assess level of English

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Overseas Recruitment Strategy

• Recruitment Drive Process the Team
• One HR person co-ordinated
• Two senior nurses conducted interviews
• All obtained references

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Overseas Recruitment Strategy

• Recruitment Drive - What we offered
• Permanent Residency
• Limited 457 visas
• 3,000 relocation allowance upon commencement of
  employment
• Meet and great at airport upon arrival
• Information on migration document
• Access to a designated person for queries

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Overseas Recruitment Strategy

• Recruitment Drive - Settling in
• Targeted support where needed
• Very self sufficient and resourceful
• Supportive of each other
• Low turnover

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Overseas Recruitment Strategy

• Recruitment Drive Overall Results
• 2008 South Africa/UK/Ireland/Singapore
• Interviewed 117
• Contracts offered 92/117 (79)
• Accepted and Commenced 58/92 (63)
• 2009 UK Ireland
• Interviewed 215
• Contracts offered 155/215 (72)
• Accepted and commenced 108/155 (70)

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Overseas Recruitment Strategy

• Specialty Breakdown 2008 2009
• Medical/Surgical 83
• Graduate RN 30
• Operating Suite 20
• Emergency Dept 11
• SCN/Paediatrics 5
• Mental Health 8
• Midwifery 5
• ICU/CCU 4

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Overseas Recruitment Strategy

• Recruitment Drive Costs
• 120,000 airfares, accommodation, interview
  facilities
• 3,000 relocation per employee (477,000)
• Total cost 597,000 or
• Cost per employee 3,755

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Overseas Recruitment Strategy

• Recruitment Drive - What Worked
• E-Contract sent within 7 days
• Information Document
• health insurance, school system, housing market,
  
• tax file number, pets
• Next Steps Document
• visa application, medical requirements,
  registration
• Timeframes for Registration Visa process
• Assistance with DIAC process
• Flexible induction support

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Overseas Recruitment Drive

• Research results CNM interviews
• Positive attributes of overseas recruitment
• Increased staffing levels
• Reduced agency usage
• Cultural diversity
• Good attitude to work
• Friendly, polite gentle
• Keen to fit into team
• Broadening of views and experiences

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Overseas Recruitment Drive

• Research results CNM interviews
• Negative attributes of overseas recruitment
• Communication and language issues
• Less assertive
• Lacking in confidence

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Overseas Recruitment Drive

• Feedback from overseas recruits
• Positive attributes
• Presentation informative
• Guided thru immigration and registration process
• Airport pick up service
• Welcome into ward
• Supernumerary time
• Better workloads
• Autonomy
• Opportunities for education
• Climate lifestyle

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Overseas Recruitment Drive

• Feedback from overseas recruits
• Negative factors
• Cost of living
• Securing long term rental
• Shift patterns no 12 hour shifts
• Terminology and slang
• Drug names

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Overseas Recruitment Strategy

• QUESTIONS