International Recruitment of Social Care Workers and Social Workers: Illustrations From the Uk

Abstract

This paper presents the results of a survey of international recruitment of social workers and social care workers into the United Kingdom. The literature on international recruitment, especially in relation to social care workers, is extremely sparse. Reviews conducted by the authors for the UK Department of Health did not find any definitive answer to the question of the numbers at present in the UK workforce, their movement between jobs, and their length of stay in the UK. The present study is based on qualitative interviews with three senior managers, four human resources managers, one employment agency manager, one senior social services inspector and three inspectors and three staff from the voluntary and private sectors. The interviews confirmed some of the major benefits associated with international recruitment: a reduction in vacancy rates; filling gaps in key shortage areas; improved sickness records; and once training has been provided the standards of care have improved. In addition, recruitment from overseas has the effect of creating a more diverse staff mix through the appointment of people with more varied experience and experiences. There may also be cost benefits associated with the reduction in costs of employing agency staff. The challenges involved are: having an ethical recruitment policy; the transferability of qualifications and skill sets, and cultural expectations and differences. Employers need to recognize that higher levels of induction are needed in order to meet the unique local knowledge requirements of an overseas candidate. Generally however, there are very few problems, and employers recruiting from overseas find that any problems that exist diminish with each round of recruitment, that is, as employers learn from their previous mistakes. Nevertheless, international recruitment is only a short term strategy, and, alone, does not solve the fundamental domestic problems that lead to the shortages in the first place.

International social workers in England: Factors influencing supply and demand

“…This is particularly true among social workers from A8 countries and is consistent with earlier work (Evans et al, 2006) suggesting differences between younger internationally-recruited social workers who migrate temporarily and those for whom labour migration is the starting point for permanent resettlement.…”

Strengths And Struggles: Overseas Qualified Social Workers' Experiences In Aotearoa New Zealand

“…Poor regard by other professionals on multidisciplinary teams, or a diminished social work role is distressing (Hanks & Sims, 2009). A perceived greater prescription of roles is a professional challenge to successful inclusion of social workers into their new professional environment (Evans, Baker, Huxley, White, & Philpin 2007;Simpson, 2009;White, 2006).…”

Migration of Professional Social Workers: Reflections on Challenges and Strategies for Education

“…Moreover, we also note other crucial challenges evolving in relation to the transfer of qualifications and skills acquired in different countries (Evans et al, 2006;Manthorpe et al, 2010). These challenges can be illustrated by the current situation in Canada where a significant number of immigrants face difficulties in getting their social work qualifications recognised; an indication that recognition of qualifications proves to be a major barrier to integration of the migrant workforce, especially for those clearly from ethnic minorities (Danso, 2009).…”