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Resources for podiatry managers recruiting internationally

Resources for podiatry managers recruiting internationally

Resource list for podiatry managers

  1. Before recruiting
  2. English language/VISA/HCPC/Banking
  3. During the recruitment process
  4. Planning the start date
  5. Retention of international recruits

1. Before recruiting

1.1   Locally
  • Find out what is already in place and understand the international recruitment (IR) pathway in your organisation
  • Speak to colleagues who have already been involved in this. IR can be a complex process: look for support from your wider AHP colleagues by contacting your AHP facility
  • Speak to your HR lead for international recruitment
1.2   National resources
1.3   Ethical recruitment

Ethical, fair and sustainable recruitment processes are required for a projected global shortage of 10 million health workers to achieve universal health coverage in low and lower-middle income countries by 2030. Therefore, some developing countries should not be targeted when actively recruiting healthcare professionals. The code of practice and the classification of countries are available below:

See also the article on NHS Employers: Code of practice for international recruitment - March 2023

  • Red countries - active recruitment is not permitted
  • Amber countries - recruitment is only permitted in compliance with the terms of the government-to-government agreement
  • Green countries - recruitment is permitted. Green countries are any country not on the red or amber list Some Green countries are listed as having a government-to-government agreement in place for international health and care workforce recruitment.

If you are considering using a recruitment agency, a list of agencies available on the NHS Employers' website that adhere to the code of practice for IR is available. 

Go to the Ethical recruiters list

Freedom to migrate does not prevent individual health and social care personnel from independently applying to health and social care employers for employment in the UK. This is to be of their own accord and without being targeted by a third party, such as a recruitment agency.

The NHS abides by an ethical recruitment code of practice which was developed by NHS Employers

Go to the Code of practice for international recruitment

1.4   Existing projects

HEE (as it was) Global Partnerships

  • HEE has been working with several countries, responding to requests for support on workforce development, creating placements for professional groups, matching NHS workforce needs with overseas training requirements and seeking out new bilateral relationships to strengthen workforce development in the NHS and overseas.
  • Of these, a current recruitment drive from Spain saw the UK receive a number of internationally qualified Spanish podiatrists in 2022 and 2023. Scoping is currently being carried out in South Africa.
  • Find out more about the International Podiatrists Programme here.

HEE Project. Royal College of Podiatry. International Recruitment of Podiatrists

1.5   Target countries

Seven countries have been highlighted throughout the projects as having equivocal training and qualifications as the UK:

  • Spain
  • Canada
  • USA
  • Australia
  • Malta
  • Portugal
  • South Africa
Ethical recruitment can be carried out from other countries, but these have been discussed as equivocal degree profiles.

2. English language/VISA/HCPC 

2.1  English language

This is the first element that requires completion it has been seen to hold up applications and is an essential requirement for further stages including gaining VISA and HCPC registration.

The HCPC English language requirements are currently under review and new requirements of proficiency are set to be released from September 2023.

The current guidance is:

Using the international English language testing system (IELTS) every international applicant must submit certification as part of the application to the HCPC with no score under 7.0 unless the applicant can prove they are a native English speaker with English being their first language. This is the preferable test and TOEFL certification with a minimum score of 100/120 is also discussed via the HCPC website.

Resources
2.2 VISA

The visa will need to be in place prior to entry to the UK. A Health and Care Worker Visa allows medical professionals to come to or stay in the UK to do an eligible job with the NHS, an NHS supplier or in adult social care. A Health and Care Worker Visa is to be provided once the job application is successful and a certificate of sponsorship should be provided to the international recruit.

You should liaise closely with your organisation's HR and recruitment teams about this.

Health and Care Worker Visa

The general route for skilled workers to enter the UK for permanent employment. NHS organisations can sponsor health professionals from outside the EEA and Switzerland.

To apply visit:

You will need the following documents for the VISA application:

  • Certificate of sponsorship reference number
  • Proof of your English language status
  • A valid passport or other document that shows identity and nationality
  • Job title and annual salary
  • Job’s occupation code
  • Name of employer and their sponsor licence number - this will be on the certificate of sponsorship.

Evidence of tuberculosis test results may be required if you are from certain countries- further information is available here.

If your VISA application includes partner and/or dependents, further information can be found here.

VISA fees

Visa fees will vary depending on the length of the visa. The recruit will have three months to move to the UK once the visa has been approved under the Health and Care Worker Visa. They must be able to show that they can support themself in the UK.

Find out how much a Health and Care Worker Visa costs here.

2.3  Heath and Care Professions Council (HCPC)

This can be a long and expensive process for international applications for the register and they are assessed on a case-by-case basis. All applicants need to provide extensive evidence that they meet the HCPC standards. The HCPC requires international applicants to demonstrate a minimal level of English language proficiency and applicants must complete an English language test to complete their HCPC registration.

The scrutiny fee is a one-off non-refundable payment of £539.65 - find out more here.

The HCPC does not hold data on “approved” countries or universities to help inform your decision to recruit and professional bodies do not hold data that would potentially assist in the recruiting process. All AHPs should be registered with the HCPC as meeting the Standards of Proficiency.

Find out more about HCPC international applications

Awareness of costs
      • HCPC registration (£539.65 scrutiny payment if application accepted)
      • English Language Skills test (£195)
      • Travel costs/air travel plus the cost of travelling from the airport to the place of employment
      • Accommodation costs: around 8 weeks' rent
      • Visa costs for the candidate (ie, the application fee for Health and Care Worker Visa depends on whether you’ll be in the UK for up to 3 years: £247 per person, or more than 3 years: £479 per person)
      • The Immigration Skills Charge of £1000 per year for the length of the Certificate of Sponsorship (CoS)
      • They must also have at least £1,270 in their bank account and have evidence to show this has been in the bank for at least 28 days in a row. This is to show they can support themselves in the UK. Additional dependents would also incur costs. 
2.4  Banking

NHS wages can only be paid into a UK bank account. It is important to offer support with this, such as advising the recruit to research the main banking providers and arrange an appointment to set up a bank account. They will need ID in the form of either:

      • Passport
      • Driving Licence
      • EU ID card

As they are unlikely to be able to provide proof of address, a letter from the organisation can be accepted. This must include:

      • Name
      • Home address
      • Date of birth
      • Confirmation of employment by the Trust and start date.
      • Salary and duration of the contract.

3. During the recruitment process

International recruitment is a labour-intensive process; ensure you have the right skills in place to support and coordinate activity from within the organisation. This includes recruitment and administration, HR professional support, clinical, educational, and pastoral support, and any contract management.

Find out if there are existing staff with lived experience of relocating to the UK from overseas. They will have a unique understanding of the support overseas recruits may need to adapt to the cultural and working differences of the NHS.

What are the candidates’ intentions? Be clear about the role and the area that they will work in. Pull together some marketing information for your team/service.

It is strongly recommended that the repayment of sponsorship costs should an employee leave within a set amount of time is tied into the contract. Each Trust determines the timeline for this, depending on their process.

Arrange MS Teams calls to meet and discuss with individuals, especially if they are going through the HCPC registration process, and to meet the team and get involved in a team meeting. This can be a useful gauge of their level of English language and cultural awareness of NHS practices.

Resources

4. Planning the start date

Create a local information pack that contains organisational information for local guidance and pastoral support. Consider the possibility of identifying and providing a buddy who could give informal guidance to the new starter on the culture and social norms of the area or team.

Download a sample NHS induction template, which you can adapt for your own use

Plan for a cultural “on boarding”: how does this fit with preceptorship, induction locally and with the wider clinical teams. Is there any specific course that can help support new IR? Are the clinical skills the same? Will you need to have an extended induction or a shadowing process?

New staff will be required to provide a share code to allow an employer to do a right-to-work check and also produce the original of the following documents on their start date with the Trust, as the previous sight of these would have been virtual:

  • Biometric card (BRP) 
  • Passport.

See Checking a job applicant's right to work (Gov.uk)

To be paid by the NHS, staff are required to have a UK bank account; what support do you have in place to assist new arrivals with opening a bank account? What is the IT training like to support IR? It is good to remind staff they are paid in arrears or around the 28th day of the month; it is also good to inform IRs that there is a cut-off point to be paid in the month of landing/starting.

Pastoral considerations
Plan what pastoral support you will offer. You may like to offer help with booking flights and offer to meet the new recruits at the airport; you could also arrange local accommodation and provide groceries for arrival. They will need advice on WI-FI networks and telephones.  Local information on shops, banks, post offices and place of worship should also be offered.

Download a checklist of pastoral preparations in advance of the arrival of your international recruit

Download the NHS International recruitment toolkit

Promote joining the RCPod for access to support, protection, education, and networking opportunities. Becoming involved in local branches could improve pastoral and network opportunities.

Find out more about becoming a member.

Our video will give you an introduction to the Royal College of Podiatry (RCPod), the organisational backbone of podiatry in the UK, and discuss what RCPod can do for you.

5. Retention

Do not underestimate the time it takes to settle into UK living. Consider developing a package of support to assist with cultural and workplace integration and improve retention. A key aspect of this is to allay fears, apprehensions and anxiety by ensuring effective workplace integration.

The support package might also include information to help individuals understand the cuture of the NHS, the teams’ structure, operational governance, local colloquialisms and how it impacts working with colleagues and patients.

Living the language is produced by HEE for nurses and health professionals as a resource guide for English language usage in work and life.

Welcome packs

Some organisations design a welcome pack that includes towels, bedding, and food essentials which on average costs £30 per household/£10 each. This includes rice, noodles, bread, long-life milk, eggs, teabags, coffee, sugar, toilet roll, condiments, washing-up liquid and laundry detergent. Most of the above are sourced from a major local supermarket

Resources

From 2022/23 there will be a national programme running aimed to support NHS Trusts who are keen to start or expand their AHP international recruitment offer. If you have queries regarding this please email: england.workforce@nhs.net

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