New country, new job: The first days of 5 CWC candidates in Germany

At the beginning of April, the time had come: five international nurses from India and Tunisia successfully arrived in Germany to begin their new professional journey as “nurses in the qualification recognition process” – with the goal of working as fully registered nurses once they receive their official certification.

Their destination: Marienhaus Klinikum, specifically the Marienhaus Klinikum Hetzelstift in Neustadt.

This successful group arrival is a great example of how structured international recruitment and a well-planned onboarding process not only improve efficiency but also significantly support integration and long-term retention.

In this article, we take a closer look at this real-life example:

• How a group deployment is organized
• What makes a successful arrival and integration
• How employers can design effective onboarding

The arrival of 5 candidates: Starting a new chapter together

The hospital decided to bring these five candidates to Germany as a group – a key factor in their successful start.

Four arrived with a B1 language certificate, and one had already reached B2 level. All met the minimum requirements to begin their roles.

When employers are looking to fill multiple positions at the same time, CWC organizes group travel whenever logistics allow.

Why the group approach works

Moving to a new country is a major step – culturally, professionally, and personally. Those who take this step alongside others experience less isolation, can share their experiences, and build social connections more quickly. Especially in the first few days and weeks, this creates a supportive environment that reduces uncertainty and provides guidance.

This also offers advantages for employers: processes can be streamlined, resources can be used more efficiently, and onboarding initiatives can be planned more effectively.

From job order to arrival: A structured selection process

Before the candidates even set foot in Germany, they go through a clearly defined process.

1. Job posting

Marienhaus Klinikum published a detailed job order for the Hetzelstift location.

It included all key information for international candidates:

• Type of facility
• Departments and assignments
• Salary structure (assistant nurse and registered nurse)
• Benefits and additional services
• Career perspective during qualification recognition

Transparency at this stage is essential to set expectations and attract the right candidates.

2. Screening and selection

The selection process begins once applications have been received. In this case, candidates were recruited through established international partner agencies, including CIMS (India) and Minerva (Tunisia).

The process consisted of several steps:

• Initial matching process conducted by the partner agencies
• Creation of standardized CWC candidate profiles
• Invitation of interested candidates to interviews with the employer (organized by CWC)
• Final selection by both the healthcare facilities and the candidates

This multi-step screening ensures both professional and personal fit – a key factor for long-term success.

3. Contract and travel preparation

Once the candidate has been successfully accepted, the preparation phase begins: this is the phase during which the final documents, as well as the visa and work permit, are applied for and issued, and during which the candidates obtain their B1 certificate (or B2, if required by the employer prior to departure).

This includes, among other things:

• Visa process
• Work permit
• Documents for the qualification recognition application
• Language certificates
• Travel arrangements

Thanks to clearly structured processes and close coordination among all parties involved, all five candidates were able to begin their journey as scheduled in late March/early April.

The first days at the clinic

The first days in a new work environment are crucial. They shape first impressions and strongly influence long-term motivation.

At Marienhaus Klinikum, this phase received special attention.

A successful start

The arrival took place shortly before Easter, a potentially challenging time due to holidays. Still, the clinic ensured:

• A personal welcome on the first day
• Initial orientation in the city and region
• Clear contact persons
• A structured start to daily work

These simple measures make a big difference by providing security, clarity, and appreciation.

What the first days looked like

The new employees followed a combined program of theory and practice:

• Workshops on basic nursing topics

• Body care
• Hygiene
• Mobilization

• First insights into daily ward routines
• Initial practical work on assigned wards

The candidates’ feedback was clear:

“Challenging – but in a positive way.”

This shows they were motivated and supported without being overwhelmed.

Testimonial from the clinic

According to onboarding coordinator Stefanie Greifzu:

“The new colleagues got to know each other with great interest and enjoyment and worked together on key nursing topics.”

This highlights the importance of combining professional training with social integration.

Why this onboarding worked

The success of this project is no coincidence, but rather the result of clearly defined measures. Why have onboarding and integration been so successful, and what best practices can healthcare facilities adopt from this example to strengthen integration and long-term retention?

1. Group deployment as a success factor

For candidates:

• Less isolation
• Mutual support
• Faster integration
• Shared learning

For employers:

• Efficient planning
• Group training
• Consistent communication

2. Structured onboarding process

A clear onboarding plan was in place and consistently applied:

• Overview of structures
• Explanation of daily routines
• Clear role descriptions
• Expectation management

Additional measures included:

• Regular feedback and performance meetings
• Access to language courses
• Assigned mentors
• Preparation for qualification recognition
• Orientation days

This structure provides clarity and reduces uncertainty, particularly for international professionals.

3. Continuous support

Candidates were not left on their own.

Instead:

• Contact persons were always available
• Questions were answered quickly
• Progress was regularly reviewed

This ongoing support builds trust and strengthens integration.

Key success factors at a glance

This example clearly shows that successful international recruitment does not end with the candidate’s arrival – preparation and arrival are only parts of the overall process. Among other things, these are the factors that define successful recruitment and onboarding:

1. Transparente Job Offers
   Clear communication of requirements and guidelines
2. Strukturierte Auswahlprozesse
   Multi-step screening for a better fit
3. Early preparation
   Coordination of all administrative steps prior to entry
4. Group approach
   Promoting social integration from the very beginning
5. Professional Onboarding
   Clear structures, defined processes, and personalized support

A structured start ensures long-term success

A well-designed onboarding process is much more than just an organizational necessity – it is a strategic tool.

A strong start:

• Creates a positive first impression
• Increases motivation
• Supports integration
• Improves long-term retention

Especially in times of a skills shortage, it is crucial not only to attract talent but also to integrate and retain it in the long term.

The example of Marienhaus Klinikum impressively demonstrates how this can be achieved.

For more information, please feel free to contact our specialists:

• Antje Stendel (Senior Sales Manager)
• Ulrike Soltani (Senior Sales Manager)
  
• Urte Keul (Senior Sales and Key Account Manager)