The recent IAB (Institut für Arbeitsmarkt and Berufsforschung) Short Report sheds light on the employment landscape in the healthcare and nursing sector, dispelling fears of a massive wave of layoffs. Here are key takeaways:
(1) Stable Employment Figures:
The expected surge in layoffs did not materialize. The report shows that the number of socially insured employees in nursing professions has increased from 2016 to 2021.
(2) Foreign Workforce Growth:
The percentage of employees with foreign nationality in nursing professions has increased significantly. About 93% of the rise in socially insured employment from 2016 to 2021 is attributed to the growing foreign workforce, particularly noticeable in hospitals.
(3) Employment Stability Amid Pandemic:
Contrary to concerns, the report reveals that the stability of employment in the nursing sector did not decline during the pandemic. The study compares cohorts of nursing professionals in 2016 and 2019, showing consistent employment patterns before and after the pandemic.
(4) Challenges and Future Prospects:
The report highlights challenges in retaining staff in nursing homes and home care. Despite the increase in the number of nursing professionals, the demand for healthcare workers is expected to rise, emphasizing the need for effective recruitment, integration of foreign workers, and strategies to encourage full-time employment.
In summary, as the number of international nurses continues to rise, fostering integration between foreign nurses and their new workplace becomes exceedingly important. Not only will this increase the chance of the foreign nurse staying in Germany for the long-term, but also ensures the delivery of high-quality patient care. If you aspire to embark on a nursing career in Germany, enroll on our platform today.
Join us in shaping the future of healthcare in Germany and worldwide!
The demand for nursing staff is increasing dramatically throughout Germany and the district of Euskirchen is no exception. By 2040, the district of Euskirchen is expected to need 1330 additional nursing staff in elderly care in order to maintain current standards. (Source: „Entlastung durch Pflegekräfte aus Indien“, Press release from 13.10.2023)
To meet this challenge, the district of Euskirchen and several employers in the region have turned to CWC for immediate support. Over the next few years, CWC Recruitment will recruit, qualify and integrate more than 30 trained nursing staff from India who will work in various facilities. The facilities in the district include Marienheim Bad Münstereifel, Evangelisches Alten- und Pflegeheim Gemünd, Kreiskrankenhaus Mechernich, Marienhospital Euskirchen and Marienborn Zülpich.
According to CWC Managing Director Dr. Steffen Zoller, the partnership comes at a critical time when the demand for nursing staff is higher. Zoller continues: “We are pleased to be able to support the recruitment and promote the cultural integration of these nurses so that they can put down roots in Germany. At the same time, we are proud to be making an effective and long-term contribution to the personnel strategy in all the facilities involved.
The successful integration of Indian nursing staff is seen as crucial to the project. The efforts to welcome and integrate them were supported by the representatives of the care facilities. Measures such as the involvement of volunteers and everyday helpers are already planned in order to offer the care workers a pleasant environment.
Malte Duisberg, Managing Director of Gemünder Alten- und Pflegeheim, emphasized the importance of this initiative for everyone involved and encouraged them to take advantage of this opportunity: “As a small provider, we are particularly grateful that the district is taking the recruitment of nursing staff into its own hands. This is a great opportunity for all of us. And we should seize it.”
(Source: „Entlastung durch Pflegekräfte aus Indien“, Press release from 13.10.2023)
CWC Recruitment brings nursing professionals worldwide together with healthcare facilities in Germany. Our team is always available to support you in all matters related to the deployment and integration of nursing professionals at service@cwc-recruitment.com.
In our latest blog entry, CWC Recruitment delved into the two main training tracks available to nurses seeking to obtain the Urkunde, a Qualification Recognition certificate necessary for them to work as Registered Nurses in Germany. Germany faces a significant shortage of registered nurses, and as a placement agency, CWC Recruitment is dedicated to not only bringing nurses to Germany but also ensuring that their nursing qualifications from their home countries are fully recognized by German authorities.
In most cases, nurses initially begin working in Germany as assistant nurses, thanks to partial qualification recognition. To achieve full qualification recognition, several paths are available, which are detailed in our blog entry about QR tracks. One of these paths is the so-called Kenntnisprüfung track (Knowledge ExaminationTrack), involving a combination of theoretical and practical nursing studies. It’s at this point that educational providers become essential, as healthcare facilities may not have the resources for the theoretical learning component. Educational providers take charge of delivering the necessary nursing content for each deployed nurse to ultimately obtain the Urkunde (Qualification Recognition).
During the process of partnering with educational providers, numerous questions may arise. Who is responsible for covering the course costs? Are there any public financial assistance programs available to employers and candidates? How can educational providers assist in this journey?
CWC Recruitment collaborates closely with Care Forward (CF), an educational provider specializing in guiding nurses through the Knowledge Examination Track (Kenntnisprüfung). In this article, we introduce you to two CF representatives who will explain their role, how they support nurses on their path to obtaining the Urkunde (Qualification Recognition), and the financing options available.
CWC: We’re excited to discuss some important aspects of Care Forward. Could you provide a brief explanation of what CF is and its primary functions?
CF: Overall, Care Forward’s mission is to strengthen the healthcare system in Germany by enabling nurses a successful start and transition into their new life in Germany. Care Forward serves as a dedicated course provider specialized in supporting international nurses throughout the Qualification Recognition Journey. Our courses offer training and valuable resources, equipping nurses to successfully pass the QR exam and assume roles as Registered Nurses.
CWC: What are the core values of Care Forward?
CF: Our guiding principles revolve around trust and guidance. We aim to accompany candidates and employers throughout the entire journey, in tandem with the growth of our initiative. While technology enables us to scale our services within the healthcare ecosystem, we remain closely connected to each candidate, ready to provide assistance whenever and wherever it’s needed.
CWC: On your website, Care Forward promotes its courses as comprehensive, covering various aspects from the German language to integration into society. Could you give us a concise overview of how a CF course is structured?
CF: Care Forward’s courses are designed with a three-fold focus within a global pedagogical approach. First, there’s an emphasis on the German language, encompassing both everyday language and specialized medical terminology. Second, the most robust part of our program is the preparation for the QR Exam, which includes a combination of online and in-person courses held at partner schools located either in the same city or within the same federal state as the workplace. Third but equally significant are the modules dedicated to cultural integration. These sessions focus on the cultural differences between the candidates’ home countries and Germany, facilitating their understanding of and adjustment to cultural nuances. For instance, candidates from countries with consistent climates might need to grasp the significant temperature fluctuations between seasons in Germany. Other examples include explaining how recycling operates in Germany and navigating the intricacies of German bureaucratic processes. Also, it’s important to note that all modules are conducted in German, ensuring continuous language practice throughout all three components listed previously.
CWC: How are these courses developed and structured?
CF: For the language and QR training, we maintain standardized content, making the setup relatively straightforward. However, with regards to the cultural integration modules, a specialized team conducts ongoing research and integrates new content based on their findings. This content is dynamic and continuously updated, as the process of integration is not a fixed science that can be fully defined at a single point in time.
CWC: Suppose an employer decides to engage CF as an educational provider. What are the costs healthcare facilities need to consider when partnering with an educational provider, such as CF?
CF: While deployed candidates continue their work as assistant nurses in their respective healthcare facilities, they also undergo theoretical and practical training as part of the Knowledge Examination Track (Kenntnisprüfung). Throughout this learning period, the employer continues to pay the candidate a regular salary. The Federal Employment Agency provides financial support to employers through the Employer Wage Subsidy. This subsidy covers up to 100% of the lost wages due to training-related downtime. CF assists in the application process for these corresponding funds. This is a long-term investment for both parties: employers gain access to nurses who become registered through the QR process, and candidates can expect higher pay once they obtain the QR certification.
CWC: While this is considered an investment, is there any financial assistance available to employers?
CF: Absolutely, and this is where the Bildungsgutschein (BGS), a financial voucher, comes into play. This voucher signifies the willingness of the Agentur für Arbeit (Employment Agency, abbreviated as AfA) to cover some of the costs associated with a specific program, in this case, offered by Care Forward. It serves as a document acknowledging AfA’s awareness of the program itself (Maßnahme) and all its features, including candidate participation, duration, and content.
CWC: What does the BGS cover, and to what extent?
CF: The BGS covers two key components: the costs of the courses itself (including the theoretical and practical section, integration and language if applicable) as well as the expenses related to the candidate’s salary during their learning period. The latter, already mentioned earlier, is a way of supporting the employer and can cover up to 100% of the candidate’s salary corresponding to the learning time (Ausfallzeit). The specific amount is determined by AfA, but regardless, the candidate receives 100% of their salary, whether it’s fully or partially covered by AfA.
CWC: How can employers apply for the BGS?
CF: As implied in your question, it’s the employer’s responsibility to submit the BGS application for each candidate. However, there’s no need to worry, as CF provides comprehensive guidance throughout the entire process. The steps are:
CWC: Is there any advice that CF can offer employers to streamline the BGS process and make it more efficient?
CF: Trust in the support provided by CF is crucial, given the knowledge and expertise we’ve gained from countless candidate experiences. We recommend following the timelines we provide to ensure a smooth start to the QR course. As an employer, it’s also essential to maintain regular communication with all stakeholders, including CF and AfA, to stay informed about the process. Lastly, patience is key, as this is a bureaucratic process that takes time. The timing for BGS filing may vary depending on the region, but our experience suggests that the first forms should be submitted around 5 or 6 weeks before the course’s start date.
CWC: Finally, now that we understand how CF and BGS filing operate, could you share some key metrics with us?
CF: Certainly. The most important indicator is the passing rate for the QR exam. As of 2023, we’ve achieved an impressive passing rate of 92% on the first attempt at the QR exam. This success can be attributed in part to the introduction of our new B2 technical language course in September 2021.
CWC: Congratulations on that achievement! Any final thoughts you’d like to share?
CF: Thank you! We are continually striving to enhance our service by integrating technology alongside personalized guidance. One distinctive feature of CF is our support in assisting healthcare facilities with the filing of all necessary documents. The results speak for themselves, as you can see in the table below:
CWC: Thank you for providing this valuable information!
CWC is a recruitment agency that brings nurses from all over the world to Germany with the goal to solidify the healthcare network and compensate for the current lack of a health workforce. Don’t hesitate to contact us anytime at service@cwc-recruitment.com. For any inquiries about the educational courses provided by CF, contact support@careforward.org.
The World Health Organization (WHO) Health Workforce Support and Safeguards List is an essential tool that plays a crucial role in the recruitment of healthcare professionals, including nurses and other healthcare workers, across the globe. This list serves as a dynamic document that categorizes countries based on their healthcare workforce and the associated safeguards and which determines the eligible countries from which nurses can be recruited. The official WHO list plays a significant role in safeguarding the ethical recruitment of healthcare workers while addressing the healthcare needs of both source and destination countries. As the healthcare landscape evolves, so does the WHO list, and this evolution significantly impacts the source countries from which CWC Recruitment can recruit nursing professionals. In this blog post, we will explore the main changes that have occurred in the WHO Health Workforce Support and Safeguards List for 2023, focusing on the countries that have been recently added.
The WHO Health Workforce Support and Safeguards List is a comprehensive document that classifies countries based on the availability and quality of their healthcare workforce. It is instrumental in ensuring ethical recruitment practices and maintaining a balance between the healthcare needs of source and destination countries. This list is a dynamic entity, subject to periodic updates to reflect the ever-changing landscape of healthcare around the world.
The WHO Workforce Support and Safeguards List 2023 specifically references the residence country of a candidate rather than their country of birth. For CWC Recruitment, this distinction has a significant impact on their practices. In cases where a candidate is originally from a restricted country as per the WHO list but currently resides in a non-restricted country, it is possible to recruit this candidate, thus allowing for flexibility in recruitment. Conversely, if a candidate’s original country of birth is not on the WHO’s restricted list, but they reside in a country that falls under the WHO’s restrictions, recruitment of this candidate is not feasible under the WHO guidelines. This distinction underscores the importance of considering a candidate’s current residence for ethical recruitment practices.
The WHO Health Workforce Support and Safeguards List was initially published in 2006, marking a crucial milestone in the organization’s commitment to global health equity. To ensure transparency and provide clear guidance to candidates and healthcare facilities, CWC also published a comprehensive blog entry by explaining the specific countries from which they can recruit in accordance with the WHO list.
Since then, the list has seen regular updates to address the evolving healthcare landscape. The WHO list for 2023, with its latest update being released in March 2023, has seen some significant changes, with a notable addition of eight countries: Timor-Leste, Laos, Samoa, Tuvalu, Comoros, Rwanda, Zambia, and Zimbabwe. These 8 countries have been added to the list, reflecting a significant decline in its healthcare workforce. The WHO determined that recruiting healthcare professionals who live in these nations would exacerbate its healthcare shortages.
These changes are a testament to the evolving healthcare ecosystem and the WHO’s commitment to maintaining ethical recruitment practices. While continually evaluating and adjusting to align with the dynamic needs of nations, the primary goal of this list is to support countries in achieving the United Nations Sustainable Development Goal by 2030, making healthcare accessible and equitable for all.
In addition to the recently included eight nations on the WHO list, 47 other countries continue to be designated as regions where international recruitment remains restricted. This restriction is attributed to the ongoing challenges in achieving a balanced healthcare equilibrium between population needs and the availability of healthcare workers. The detailed list of these countries is provided below.
Countries that were already part of the WHO list in 2020 (47)
Countries added to the WHO list in 2023 (8)
The WHO’s continuous efforts to monitor and update the Health Workforce Support and Safeguards List reflect its commitment to ethical healthcare recruitment and its dedication to addressing the evolving healthcare needs of nations worldwide. These changes emphasize the importance of staying vigilant and responsive to healthcare workforce dynamics.
CWC Recruitment actively aligns and closely monitors all WHO updates, demonstrating a commitment to upholding ethical, transparent, and fair recruitment processes. To achieve this, they provide the list of restricted countries in introductory information sessions to candidates and employers, and further ensure compliance by implementing a system that filters out candidates from restricted countries during the enrollment process on the CWC platform. This comprehensive approach reinforces their dedication to responsible recruitment practices.
The WHO Health Workforce Support and Safeguards List for 2023 has witnessed significant changes, reflecting the evolving nature of healthcare systems across the globe. The addition and exclusion of countries from this list highlight the need for regular updates to ensure ethical recruitment practices and safeguard the healthcare workforce.
CWC’s mission is to commit to the goal of health equity and global balance by keeping track of the WHO updates, ensuring that healthcare recruitment aligns with the principles of fairness and accessibility in support of the WHO’s objectives.
Read more about the WHO official communication on the 2023 list here.
Our team is always available to support you in all matters related to the recruitment of international nurses. If you are a healthcare facility and have inquiries about the recruitment process, contact us at service@cwc-recruitment.com. If you are a candidate looking to move to Germany to work as a nurse, send us your inquiry at candidates@cwc-recruitment.com.
As a healthcare facility partnering with CWC (CWC Recruitment), you will have the opportunity to welcome new employees from abroad who are initially qualified to work as assistant nurses, holding (in most cases) a Partial Qualification Recognition (PQR). This blog post aims to provide you with an overview of what options are available and how you can support and guide your nurses until they achieve full professional recognition in Germany.
At the very beginning of the process to obtain QR, the recognition procedure happens, i.e. an application for the equivalence of the professional qualification acquired abroad is submitted. This takes place directly with the competent authorities in the federal state of the employer, i.e. you. The procedure is officially known as “Erteilung der Erlaubnis zum Führen der Berufsbezeichnung”. The authority checks all documents of our pre-screened candidates which then leads to one of the following two possible outcomes:
1) Nurse obtains Partial Qualification Recognition (also known as Defizitbescheid):
In this case, the nurse must complete a professional recognition measure with certain requirements (including language training) in Germany in order to receive Full Qualification Recognition.
2) Nurse obtains Full Qualification Recognition (so-called Vollanerkennung):
If the nurse receives Full Qualification Recognition, he or she can start working as a recognized registered nurse after entering Germany. In order to receive the professional recognition certificate, these nursing professionals must also be able to present a B2 certificate.
Based on our experience, most nursing professionals who come from abroad first receive a notice of Partial Qualification Recognition (Defizitbescheid). This is because nursing education in other countries may differ slightly from the requirements in Germany; and for obtaining full recognition, years of professional experience with work experience in various wards of a hospital must usually be proven. The nurses that CWC places usually come from so-called third countries and have a degree in nursing (Bachelor of Science in Nursing).
A deficiency notice (Defizitbescheid) lists exactly which requirements must be fulfilled and proven in Germany in order to obtain full recognition and thus professional recognition in Germany.
Nurses can complete the following professional recognition measures in Germany:
In order to receive the professional recognition certificate that acknowledges the Full Qualification Recognition and once having completed the professional recognition measure training, the following documents must also be submitted: the B2 language certificate (in the future, the federal states are planning to switch to a technical language examination here, which will be taken in Germany), a medical certificate of suitability for the profession, a current certificate of good conduct from Germany as well as a current certificate of good conduct from the home country. CWC supports the nursing staff during this process to achieve Full Qualification Recognition.
Thus, there are two types of QR Measure Paths for nurses who initially obtain partial QR (Defizitbescheid):
1) Anerkennungslehrgang (Recognition Training Course):
The Anerkennungslehrgang is an internship happening at the employer’s facility, where the nurse can practice and learn the missing skills and knowledge identified in the deficiency notice (Defizitbescheid). It is common that the nurse is requested to work for a certain number of hours on certain wards. The duration of the recognition course can range from 4 to 12 months, depending on the needs of the nurse. At the end of the program, there is an oral exam (called a final interview) with the employer.
Not all employers can offer the Anerkennungslehrgang option, as it requires a corresponding training infrastructure. As a rule, only hospitals, clinics, rehabilitation clinics can offer a recognition training course (Anerkennungslehrgang) if they can prove that they have the appropriate wards.
2) Kenntnisprüfung (Knowledge examination) with corresponding preparation courses
The Kenntnisprüfung path involves preparing for and taking theory and practical exams at a German nursing school. The process for preparing for these exams may vary. As a rule, the preparation, including the examination, takes between 6 and 9 months.
The possibility of the Kenntnisprüfung is available to all nurses in all facilities, regardless of whether they are employed in a hospital in the category of maximum care provider or in a smaller geriatric care facility with 50 beds. The preparation course is implemented with an educational partner (e.g. Care Forward), so that the preparation course can be planned independently of the type of facility.
Another special feature of the Kenntnisprüfung is that if everyone agrees that the nurse will go through the Kenntnisprüfung path and take the knowledge examination in Germany in the future, a detailed examination of the submitted documents can be waived already at the time of application for the equivalence of the professional qualification and thus the deficiency notice (Defizitbescheid) can be processed and issued more quickly.
If you would like to get a detailed explanation of the differences between both tracks mentioned above to obtain Full Qualification Recognition, you are welcome to read this blog post on “How does the nurse recognition process work in Germany?”.
To put it simply, if you are a senior care facility, the decision is easy and you can currently only take the path via the “Kenntnisprüfung”. However, many hospitals and clinics that operate the necessary wards to be able to implement the course also use the “Anerkennungslehrgang” path with their own nursing school or partners, such as our training provider Care Forward. Overall, around 95% of our clients currently take the Kenntnisprüfung path.
With the support of CWC Recruitment and our education partner Care Forward, you can ensure that your nursing professionals successfully complete the professional recognition and settle into their role as registered nursing professionals in Germany. Care Forward’s courses bring together language training, integration, and preparation for and implementation of the knowledge exam (Kenntnisprüfung).
The costs for the knowledge exam path can be handled through the BGS (education voucher) of the Federal Employment Agency, we will go into more detail about this in another blog article.
CWC Recruitment brings nursing professionals worldwide together with healthcare facilities in Germany. Our team is always available to support you in all matters related to the deployment and integration of nursing professionals at service@cwc-recruitment.com. If you are interested in booking Care Forward’s courses independently of our other services, feel free to contact us. We are here to support you every step of the way.
If you’ve recently explored our website or received communication from us, you may have noticed some changes, namely an updated brand name and logo! These past months mark a new chapter in our journey. Care With Care, a name that has resonated with our values and aspirations, has evolved into CWC Recruitment, a name that more closely recognizes our commitment to the recruitment of overseas nurses. While our appearance may be evolved, rest assured that our ethics, dedication, and commitment remain unchanged.
Thank you for being a part of our journey, and we look forward to many more milestones together as CWC Recruitment!
In today’s globalized world, businesses are increasingly operating with international teams. While this diversity brings numerous benefits, it also presents challenges in terms of effective communication and understanding across cultural differences. This is especially crucial in the healthcare industry, where nurses from diverse backgrounds come together to provide quality care to patients. In this blog post, we will explore the significance of nurse cultural differences and provide valuable insights to healthcare employers on how to successfully transition across these variations, ensuring seamless collaboration and communication within international nurse teams.
Nurse cultural differences encompass a wide range of aspects, including communication styles, beliefs about health and healthcare, expectations of care, religious or spiritual practices, dietary preferences, and perceptions of illness and wellness. Recognizing and respecting these differences within a team composed of nurses with diverse backgrounds is vital to ensure the success of your team and to guarantee that your nurses deliver as well culturally competent and patient-centered care. The cultural integration rate of an international team is based on effective communication, mutual understanding and trust, which will undoubtedly lead to improved health outcomes. In brief, understanding the cultural and social ecosystem of a human team will not only bring the overall satisfaction of your employees but it also translates into them providing better services and therefore, into having happier patients.
Transitioning across cultural differences requires a proactive approach to ensure the smooth integration of international nurses within the healthcare facility. Here are some key strategies to facilitate this transition:
1) Pre-Deployment Preparation
Before the nurses’ arrival, it is essential to designate a team member responsible for welcoming them on their first day. This person should have sufficient knowledge on how to onboard and have a minimum required experience at the healthcare facility to be able to transmit the knowledge.
Additionally, consider offering a welcome package that includes food items from their home country, as food plays a significant role in cultural identity. CWC Recruitment (CWC) provides clients with detailed checklists to assist in selecting appropriate welcome gifts, tailored to the specific cultural backgrounds of the incoming nurses.
2) First Days of Work
On the nurses’ first days, provide comprehensive onboarding that not only familiarizes them with their tasks but also introduces them to the team. Foster connections between international nurses by organizing team-building events or social gatherings to encourage dialogue and camaraderie among team members.
As a newly arrived person in Germany, language barriers might arise and this can be discouraging for nurses when getting to know local people. Implementing a buddy program is one of the strategies that allows people from different departments in the same organization to connect. Having a mix of both local and international nurses, it is highly recommended to combine these two groups and invite them to regularly meet (for a coffee, a meal or any other social event). On top of getting to know each other, international nurses also will also have the chance to practice their German language in a calm and non stressful environment. If you find yourself lacking internal HR resources to establish buddy programs, we recommend exploring several other alternatives that will enable nurses to connect with each other: make use of social media tools to create group chats, explore the options provided by local authorities or reach out to nearby churches for available social activities that could be recommended to your employees.
3) Long-Term Integration
To ensure ongoing integration, it is advisable to offer regular check-in meetings between the department/residential area management and/or nursing service management and your new employees in order to be able to exchange information. In some cases, facilities/hospitals already have international management representatives who play a central role in monitoring the integration process, such as integration officers. These individuals can provide guidance and support and ensure that integration is moving in the right direction.
Another recommendation is to use integration services offered by external providers such as Care Forward, one of CWC’s partners, who is specialized in supporting newly arrived caregivers. Care Forward’s integration course focuses intensively on teaching caregivers about German culture, how to use the language, and helping them master their new daily lives. The integration course is automatically offered by CWC Recruitment when Care Forward is contracted to organize the entire professional recognition process for your caregivers, but can also be booked as an extra service (even for non-CWC clients). Both CWC and Care Forward support the integration management after the arrival of the healthcare professionals in Germany, providing continuous support and expertise to enable a smooth transition.
In an increasingly interconnected world, embracing and effectively navigating nurse cultural differences is crucial for international teams in the healthcare industry. By understanding the variations in cultural beliefs, values, and behaviors, healthcare facilities can foster an environment of inclusivity, respect, and effective communication. CWC is dedicated to supporting our clients in their integration management efforts, ensuring seamless transitions and successful collaboration within international teams.
Remember, collaboration, cooperation, and communication are key to achieving team success. Embrace cultural differences, promote integration, and unlock the full potential of your international team!
Our team is always available to support you in any matter related to the deployment and integration of nurses through service@carewithcare.com. We are here to assist you every step of the way.
Find out more about our integration partner, Care Forward, at: careforward.org
In February 2022, Care With Care was one of the first companies to be awarded the RAL Quality Seal – “Fair Recruitment Healthcare Germany” by the Gütegemeinschaft Anwerbung und Vermittlung von Pflegekräften aus dem Ausland e.V. (Quality Association for the Recruitment and Placement of Care Workers from Abroad) for its ethical, fair and transparent recruitment processes.
We are honoured to announce that on November 10-2022, Care With Care gained a new milestone and officially became a member of the Gütegemeinschaft.
With this, Care With Care will be able to participate in the decisions on what the seal should entail and work on improving it. This will include further development of the quality criteria for ethically justifiable and fair recruitment. Being a member of the association also gives Care With Care the opportunity to network with other organizations that share the same values while also being able to encourage possible new members to comply with requirements.
The Care With Care Code-of-Conduct, below, dictates our core values and business practices from strategy to day-to-day operations. These principles serve as an “ethical roadmap” that we follow and will use to maintain, improve and further develop the quality criteria.
Here is a quick look at our Code-of-Conduct:
With the above guidelines already existing for Care With Care, we believe that we are a good addition to the Gütegemeinschaft. Access our Code of Conduct site for a detailed overview of the standards that define Care With Care’s recruitment and hiring process.
Together with the other members of the Gütegemeinschaft, we are committed to the fairest recruitment policies for healthcare workers in Germany.
Care With Care is one of the leading agencies in the recruitment and integration of international nurses, especially from the Philippines. In particular, CWC focuses on transparency in the placement process as well as expectation management and accompanying integration. Care With Care’s clients are represented throughout Germany, including university clinics, hospitals, and nursing homes. CWC is one of the first agencies to receive the “Fair Recruitment Healthcare Germany” seal of quality.
In May 2022, the UK Code of Practice for International Recruitment List recognized Care With Care for their ethical standards of active international recruitment in alignment with the United Kingdom’s strategy to strengthen medical and community care institutions while ensuring safeguards on proactive recruiting from nations with a surplus of healthcare personnel. Care With Care founder and Managing Director Laura Esnaola comments, “After receiving the German RAL Quality Seal in February 2022, we are honoured to also be included in the UK code of practice and to receive recognition for our ethical recruitment practices. (At Care With Care), our goal is to be known as the most effective and the fairest overseas healthcare recruitment agency in Europe, so this is a tremendous honour that deeply aligns with our core mission”.
‘Ethical international recruitment’ is described as the procedure by which the United Kingdom health and social care employers contract organizations and subcontractors to recruit individual citizens to consider United Kingdom job opportunities in the health or social care sector. Care With Care’s model of ethical active international recruitment ensures that our operational policies remain centered around the well-being our recruited nursing candidates.
This quality seal stands for:
In addition to the the quality seal conditions underlined above, Care With Care has built their organization around the following principles:
We previously, have also had the honour of receiving the first RAL quality mark “Fair Recruitment Healthcare Germany ”. Care With Care is one of the first companies to be awarded and certified for its ethical, fair and transparent recruitment processes. The RAL excellence label “Fair Recruiting Healthcare Germany” denotes an employment and integration process that is just, fair, and transparent.
The German Competence Centre for International Healthcare and Nursing Professionals (DKF) established the excellence seal and test standards on account of the BGM, the German Ministry of Health, and delivered them in autumn 2021. The RAL Quality Association is in charge of putting the test method in place, as well as educating and appointing professional examiners and issuing the performance seal.
We are honored and excited to join the UK Code of Practice for International Recruitment List and to receive the first RAL quality mark by “Fair Recruitment Healthcare Germany ”. Our recruitment processes are aimed at being fair, ethical and transparent and we remain humbly motivated to help healthcare workers find safe international job opportunities through which they will strengthen the global healthcare environment.
Care With Care has been the acting leader in ethical healthcare recruiting in Germany for over 10 years. The current clientele of Care With Care can mostly be found across Germany, including world class university clinics, hospitals, and nursing homes where international health care workers will find job opportunities leading them to professional growth and excellence.
Any new skill takes time and energy to learn and master, especially when it comes to learning a new language. It’s absolutely normal to be intimidated at first! However – as you begin with the process, you will realize that not only does it get easier, it gets much more enjoyable as you establish your foundation of knowledge in a different language.
As a prerequisite to work in Germany as a nurse, Care With Care candidates must speak German at the B1 level and, if they wish to become a registered nurse, must speak at a B2 level. Most candidates pass their B1 exam in their home country and then obtain a B2 certificate when in Germany, unless they already have one.
At Care With Care, we believe in excellence and simplicity. Our aim is to help you clear your exams faster, motivate you to learn the language better and absorb the nuances of the job easily! We have collated a list of some tips and methods that work wonderfully, when you are learning German.
1. Create a schedule (and stick to it!)
Start by establishing how much time you want to make available for learning German. Remember, your proficiency in a new language is directly proportional to the amount of time you spend learning and practicing. Consistently block out part of your day that is dedicated to learning and studying German. Experts agree that a minimum of 6-7 hours per week is best, but choose what works for you. Try to arrange these for the times of day when you are most productive and fresh. For example, some people are very energized and efficient in the morning, while others focus more effectively in the afternoon or evening. Beware! Frequent interruptions can eat into your time and energy. Keep your phone on silent and switch off distractions. Sit in a calm, comfortable area that is clean and decluttered. This will keep your head clear and help you stay motivated for your +1hr of studying.
2. Find a tune or two
Listening to music helps relax the mind and body and is fun. So, why not use it as a way to learn your new language? Not only are songs packed with vocabulary and grammar, but studies show that music taps into our memory using melody and storytelling which makes it easier to remember. Here is a list of five German songs which are fun and uplifting! Try to understand and groove to the lyrics. Before you know it, you will have mastered a whole new set of words without even realizing it, as well as learned something about the culture.
3. Netflix is your new best friend
Who doesn’t love a movie night-in with pop-corn? Movies are a great way to learn the language and add variety to traditional study methods, which can become a little monotonous after a while. Find movies or shows that interest you, which will help you stay engaged. Using subtitles is fine, but eventually try to watch content that you can follow without translation. Pro tip: start with kid’s shows! The slow and simple sentence structures will help boost your language confidence in the beginning. Check out this list of exciting German movies which will make sure you learn the language and its nuances, while having fun.
4. Review, review and review!
Okay, so this actually has scientific evidence behind it. It’s called the spaced repetition system! Spaced repetition systems are a way of committing things to memory that is based on the spacing effect. The spacing effect is the idea that things are better learned in the long term if you repeatedly do them, or go over them, over a long period of time, leaving spacing in between each session. So, pick 2-3 times per day to review your notes such as after waking up, before sleeping, or before a meal. Your brain will get used to this rhythm and start to commit your notes to memory!
5. Find a tandem partner (previously Be confident and relax!)
Learning to read and write in a new language is great, but if you are going to be employed in a new country you will eventually need to know how to hear and speak the language effectively. One of the best ways to practice this is to find a tandem partner who will sit with you once a week to have a casual conversation in your new language. In the beginning, speaking a new language can feel awkward and embarrassing, which makes us avoid it altogether. We are usually our own worst critic so it’s important to be kind to ourselves and remember that we are learning a whole new language. Undoubtedly your tandem partner will understand this too, so you really can just relax and have fun.
6. The Internet makes it easy…Keep a list (and Google it!)
Googling is a solution to all your doubts – yes…even the ones that involve your new language. During your studies, or when you’re listening to entertainment in our new language, you will frequently come across words or terms that are new to you. When you are unsure, write down the word or phrase and turn to the internet! Some of our favorites translation apps include DeepL, Google Translate, and Lion. This will not only increase your word bank, but it will boost your confidence and speed over time.
7. Mock tests make it easy:
It’s no surprise that practice makes perfect. We recommend that you take plenty of practice tests which will help you identify your mistakes, understand your strengths and direct your practice accordingly. In a study on mock exams, researchers actually found that students who did a practice test after a period of review did better on the final exam than those students who didn’t participate in the mock exam but only reviewed. So, practice tests are basically your key to performing well when it’s time to take the real exams! Here is a list of our favorite resources for mock tests.
Our website is well-equipped with tips and information for you, to understand the language training process and help you with it.
Once you are enrolled in our program Care With Care is here to support you unconditionally! Here are some ways we will help:
Care With Care has 10 years experience supporting candidates in their language journey. We help you find the best program that fits your needs and schedule and will award a substantial financial bonus after you have passed your employer’s probationary period and your B2 exam in Germany.
Care With Care will cover your study and examination cost for the B2 exam. This will help you achieve the B2 certificate and you can begin working as a registered nurse. That actually means a higher compensation and a better position!
Our team members are always here to help answer your questions and provide expert support whether you are just starting out or close to mastering your new language.
We hope this helped you understand the small ways in which you can easily make learning German easier, simpler and fun. Require further guidance or have comments? Reach us without hesitation! Email us at: (candidates@carewithcare.com)
Happy to hear from you!
Your CWC Team