International Recruitment in Social Care

HOW CAN THE SECTOR BENEFIT FROM AN INFLUX OF INTERNATIONAL TALENT?

According to Skills for Care’s report, one of the factors behind the increased number of international recruits entering the sector is the fact that care workers were added to the Shortage Occupation List in February 2022. The decision to include care workers on the Shortage Occupation List was made in December 2021 following the Migration Advisory Committee’s recommendations.

Skills for Care’s report continues to highlight that the increased number of international recruits entering the sector is also responsible for the increased starters’ rate in the independent sector from 32% to 34% in 2022/23. In addition, further information from Skills for Care in the form of its Adult Social Care Workforce Data Set indicates that international recruitment may have contributed to a decrease in the turnover rate in the independent sector in 2022/23 from 32% to 30%, as the turnover rate for international recruits was around half that of people recruited domestically.

Key benefits

The Local Government Association’s Overseas recruitment bite-size guide for social care providers in England outlines several benefits that providers have experienced as a result of overseas recruitment, including loyalty and commitment, access to a future supply chain and increased potential for succession planning.

Sector employers may also be incentivised to recruit internationally to access Government’s recently announced £15m international recruitment fund. In February 2023, Government awarded this funding to help employers overcome some of the main barriers to international recruitment it had identified, including administrative complexity and costs but also challenges with issues like pastoral support, housing and travel.

Addressing challenges

Case studies from UNISON, the UK’s largest union representing members employed in the public, voluntary and private sectors, have revealed that some migrant staff who have travelled to the UK to take up jobs in social care are being forced to pay back thousands of pounds in fees, housed in sub-standard accommodation and forced to share beds with colleagues.

Furthermore, the Migration Advisory Committee’s Review of adult social care 2022 report summarised that using the immigration system to address shortages in social care has ‘costs’, including the risk of exploitation of potentially vulnerable workers. The report specifies situations where workers are isolated within the care environment as being more susceptible to exploitation.

Looking forward

Analysis from The King’s Fund states that immigration policy should be designed with the social care sector in mind, citing the example that high-salary thresholds as part of a points-based immigration system do not cater to the rate of pay currently being offered by providers who are looking to recruit internationally. Despite this, Government’s response in April 2023 to the Health and Social Care Committee’s Report on Workforce: recruitment, training and retention in health and social care, re-affirmed that it has no plans to reduce the minimum salary requirement for care workers, directly disagreeing with a recommendation from the Committee.

Lastly, research from The Migration Observatory at the University of Oxford examined the medium- to long-term implications for the development of policy to improve recruitment and retention in the sector. It argues that workforce shortages do not seem to result from immigration policy, given the number of Health and Care Visas issued in recent years. Rather, that a lack of action on pay and conditions for domestically trained workers is hindering lasting recruitment and retention.

It is essential that basics are met

70,000 people have been recruited from abroad into direct care-providing roles after adult social care was added to the Shortage Occupation List in February 2022. This is great news for vacancy rates and recruitment, showing that there are people who are willing to come here to work.

It is essential that care workers remain on the Shortage Occupation List and that care providers continue to recruit from abroad. Especially since Brexit, free influx of workers from Europe has stopped. What we must remember is that these people are often coming a long way for a demanding job, so they must be properly supported.

Firstly, the hours promised must be in place as we have heard of care workers on international visas not having enough work. Apart from it being a requirement for their visa, they need the hours to pay for accommodation and food.

Having come from abroad, many workers do not have family to live with or get support from, so it is essential that basics are met. Being careful about not tying accommodation to employment in an unhealthy way which traps the person, is also critical. I have heard of cases where the modern slavery line was almost crossed because of poor delivery of good intentions.

Supporting the mental wellbeing of international recruits is another consideration. Moving from abroad to a different culture is very straining on mental health (I have personal experience with that). There is a lot to learn – such as language (idioms), behaviours that are expected but do not happen (no afternoon tea everywhere?!), things that were unexpected (regional accents) and more.

To benefit from international recruitment, all providers should offer good pastoral care. This includes language and culture lessons so people feel part of society, not excluded from it.

Karolina Gerlich, Chief Executive Officer, Care Workers’ Charity

@CareWorkersFund

International talent is like a ray of sunshine on a cloudy day

The sector is on the cusp of an exciting transformation thanks to the infusion of international talent. This isn’t just about the numbers; it’s about the multitude of benefits it brings.

Imagine having a wider pool of compassionate and skilled professionals at your service. International recruitment opens the doors to a vast talent pool, ensuring that care providers can find the right people to fill the ever-growing number of direct care roles.

One of the things we’ve all heard about is the shortage of skilled workers. International talent is like a ray of sunshine on a cloudy day, bridging that gap and making sure we have enough hands on deck to meet the rising demand for care services.

And don’t you just love the idea of ethical recruitment practices? We’re not just hiring anyone; we’re doing it responsibly and fairly. Our commitment to the World Health Organization’s guidelines means we’re making sure international recruitment is done with a big heart, caring for both our sector and the talented professionals joining us. International talent isn’t just about skills; it’s about stories, experiences and perspectives from around the world. It’s like adding a splash of colour to a canvas. These diverse backgrounds lead to innovation and better care, making each day brighter for those in our care.

Finally, think of this as a delightful collaboration. We’re bringing together professionals from different walks of life, creating a symphony of expertise. It’s a continuous learning experience. This collaboration is nurturing growth and improvement in our sector. The surge of international talent in the UK care sector is nothing short of heartwarming. It’s bolstering our workforce, ensuring ethical recruitment and infusing diversity and collaboration. Together, we’re painting a picture of a future where quality care knows no bounds, and that’s something to celebrate with a smile.