Gabriela Hoare, business development manager at MMA Healthcare Recruitment, examines how international recruitment can strengthen the care team

The UK care sector faces a chronic staffing crisis, with high turnover rates adding to immense pressure on an already stretched workforce. In this turbulent landscape, international recruitment has emerged as a potential solution, but is it a genuine answer to the staff retention conundrum? Examining the findings of the recent Skills for Care report, we delve into the potential advantages and considerations of recruiting care professionals from overseas.

Firstly, the report paints a stark picture of the sector’s reliance on international candidates. In 2022, 99% of care workers sponsored for work visas in the UK were from non-EU countries. This influx has demonstrably helped in filling roles, with Skills for Care reporting a staggering 70,000 care worker positions filled between March 2022 and March 2023, compared to only 20,000 the previous year. This rapid injection of personnel significantly reduced vacancy rates, with employers utilizing international recruitment experiencing a 13.5% drop compared to those who did not.

But where does this translate to staff retention? Intriguingly, the report reveals a potentially game-changing statistic: internationally recruited workers boast a 16.5% turnover rate compared to a staggering 30.7% for their domestic counterparts. This remarkable difference suggests that international candidates may be more likely to stay in their roles, alleviating the burden of constant recruitment and the associated disruptions to care continuity.

Several factors could contribute to this positive trend. International recruits often come with strong qualifications and a deep commitment to their chosen profession. Additionally, the opportunity to work in the UK can offer them significant career advancement and financial security compared to their home countries. This increased motivation and long-term outlook could translate into higher job satisfaction and loyalty to their employers.

However, it’s crucial to acknowledge the ethical considerations of international recruitment. Responsible practices must prioritize fair wages, good working conditions and support for integration into the UK workforce. Exploitative practices can damage professional reputations and exacerbate workforce issues in developing countries. Additionally, ensuring adequate language skills and cultural understanding are essential for both the quality of care and the well-being of the recruited individuals.

In conclusion, while international recruitment cannot be a sole solution to the care sector’s staff retention woes, the Skills for Care report paints a promising picture. By prioritizing ethical practices and focusing on creating a supportive environment for international professionals, the sector can potentially tap into a highly motivated workforce and contribute to a more stable and sustainable care ecosystem for all. Ultimately, the success of this strategy hinges on a multifaceted approach that addresses both the immediate staffing needs and the long-term well-being of all care workers, both domestic and international.

References: Skills for Care (2023). Care worker vacancies: The impact of overseas recruitment;

Fragomen, Del Rey, Bernsen & Loewy LLP (2023). Benefits of International Recruitment in the UK’s Social Care Sector.