Recruiting Process for Employers
We have a solution for every requirement and can propose one, several or even hundreds of registered nurses from abroad according to the required job description.
Inquiries from nursing directors, recruitment agencies and human resource managers who would like to work with us for years to come are welcome. We appreciate your interest and I, as the managing director, am personally available for discussion. You can convince yourself about the possible ways for hiring registered nurses from abroad through our website or directly with us.
The costs? The most important thing to compare is the overall picture. All responsible parties agree that false economy will be more expensive in the end. But since we issue a guarantee, this is no longer an argument. One of our promises ensures that every professional dropping out within the probationary period will be replaced.
[tabs] [tab title=“Registered Nurse RN“] Nurse – with funding – basic information
We offer full service (FS) in our work practice, but how is our Best Practice concept construed? The most important factors are listed below: You enter a service framework agreement “Registered nurses form abroad” with Talent Solution. We clarify the extent you would like to proceed with the process according to §81 of the “FachkräfteEinwanderungsGesetz, FEG” (Skilled Immigration Act for qualified professionals) You already set up an integration management concept or you seek our advice for developing one. You select your candidates based on profiles, interviews or personal meetings. The candidate is a Registered Nurse (RN).
They hold a Bachelor’s degree in Nursing and have passed the Philippine Nurse Licensure Examination. They are qualified in the following departments: ICU, IMU, Surgery, Pediatrics, Anesthesia, etc. You endorse the Employer Pays Principle and support the candidates financially. We will guide you through the accreditation process with the Philippine government. You issue a letter of intent or employment contract early in the process.
We support the candidate every step of the way to Germany When the registered nurse has achieved the language level B2 they can come to Germany. We have already organized everything else at that point, both filing the VISA application with the German Embassy and processing all requirements with the Philippine authorities and their agencies. In Germany, the candidate only has to complete the recognition measures of their profession. These measures can range from a 7-day course to several months of training. The training measures are funded and therefore almost cost-free for the employer. In addition, we will organize and supervise the training process. The scope of the recognition measures differs depending on the federal state. We will be happy to tell you about the circumstances at your responsible recognition authority. Your job order has to comprise at least two candidates to be placed in your facility unless you are already employing Philippine workers. Our Strategy involves connecting registered nurses with an employer as early as possible to reduce the time of the placement process. The best way to hire registered nurses from abroad is to have a well-designed and sound concept, from the first to the last step, including cost calculation. * A new apprenticeship law has been proposed by the Bundestag in January 2016. Similar to the rest of the world, the occupational profiles geriatric nurse, general nurse and pediatric nurse are combined to form the occupational profile registered nurse. Parallel to this, it will be possible to absolve university studies leading to a Bachelor’s or Master’s degree of Nursing. The new law has now been in force since January 1, 2020. [/tab] [tab title=“FachkräfteEinwanderungsGesetz FeG“] Recruiting registered nurses via the new FEG law (“FachkräfteEinwanderungsGesetz”; Skilled Immigration Act for qualified professionals).
The FEG has been in force since 1 March 2020. This is the first law regulating the immigration of professionals. In essence, it is a collection of amendments to previous laws with a new perspective. Some rules adapted to the procedures contained in a dozen laws are new. Among others in the Ordinance on the Employment of Foreigners, the Immigration Act, VISA legislation and social laws.
The FEG is not an omnibus bill, but contains a number of different amendments that affect, among other things, the Residence Act (“Aufenthaltsgesetz”, AufenthG), the Ordinance on the Employment of Foreigners (“Beschäftigungsverordnung”, BeschV) and the Ordinance governing Residence (“Aufenthaltsverordnung”, AufenthV). The FEG partially restructures the previously existing right of residence and expands immigration opportunities for foreign professionals. Paradigm shift: Whereas under the old legal framework, foreigners were generally prohibited from working unless they were issued a permit, they are now generally permitted to work but can still receive a work prohibition. Foreigners in possession of a residence permit may engage in gainful employment unless a law stipulates a prohibition (§ 4a AufenthG). Note: Foreigners must always obtain a residence permit in advance in order to take up employment. Waiving the ZAV’s priority check: The Central Placement Office of the German Federal Employment Agency („Zentrale Auslands- und Fachvermittlung“, ZAV) must still be involved and its approval must be obtained before a residence permit can be issued for the purpose of gainful employment. Compared to the previous legal framework, however, the priority check is generally omitted. Furthermore, the previous restriction to bottleneck vacancies will no longer apply to professionals with vocational training. Uniform definition of professionals: The FEG provides a uniform definition of who qualifies as a professional for the purpose of immigration. The definition includes both foreigners with qualified vocational training and foreign university graduates. It is important that the foreign professional qualification is recognized in Germany or is comparable or equivalent to a domestic qualification. Establishment of central immigration authorities: In order to bundle competencies and speed up processes, the Skilled Immigration Act for qualified professionals stipulates that the federal states should each establish at least one central immigration authority responsible for VISA applications when a foreigner enters Germany for the first time for specific residence purposes. The federal state of Baden-Württemberg has so far decided against establishing a central immigration authority. This means that the local immigration authorities will continue to be responsible. Really new, however, is paragraph 81, which offers the possibility to shorten the placement process. The shortening is limited to the VISA process and a new application procedure for state recognition. Introduction of the accelerated procedure for skilled workers: Since the residence permit application procedures abroad often take a very long time, the FEG introduced the so-called accelerated procedure for skilled workers. Companies in Germany can obtain the necessary entry and residence permits for professionals more quickly than before at a higher processing fee (411.00 euros). The utilization of the accelerated procedure for skilled workers requires active support and participation in the procedure by the (future) employer based in Germany. The employer acts on behalf of the professional willing to enter the country or his representative and submits the application or has the application submitted by a representative (in this case Talent Solution) for the accelerated procedure for skilled workers to the domestic foreigners‘ registration office. An agreement is then concluded between the foreigners‘ registration office, the employer and Talent Solution, which contains the most important aspects, tasks, deadlines and contact persons for the procedure in each individual case. Due to the shortened deadlines, the procedure can thus essentially be completed more quickly.
We manage all measures in this procedure as well. An agreement between the federal agency, the responsible foreigners‘ office and you as the employer serves as the basis for the procedure. The procedure is carried out in full as in the normal transfer of professionals or via the newly established DEFA Agency of the Federal Government (German Agency for International Healthcare Professionals), which is also the perfect time to apply for funding for recruitment. This is only possible due to Talent Solution’s participation in the certification of the quality seal „Fair Recruitment Healthcare Germany“. The quality seal initiative is expected to be completed in early 2022. However, applications for funding can be submitted even now. Feel free to seek our advice, we would be pleased to inform you about the procedures available.
[/tab] [tab title=“Vocational training as a nurse“]
Funded vocational training as a nurse – A prospective nurse from abroad who already has at least one to several years of practice, at least one year of study or training in the nursing field at a university, clinic or nursing facility. They have achieved the language level B1 and possess cultural competence. They can be with you within 6 months. Financial funding supports the candidate directly so they can attend full-time classes at a language school.
[/tab] [tab title=“Geriatric nurse“] Geriatric nurse – A registered nurse from abroad, Croatia/Serbia/Eastern Bloc or Philippines, with at least two years of experience and attendance at a health care university as well as German language level B1 can be with you within 6 months. You will enter into a designated employment contract with the candidate. The candidate must achieve the language level B2 in Germany. Professional recognition has to be earned in a course of at least three months in which the candidate must be temporarily released from duty for one week per month
[/tab] [tab title=“Professional recognition“]
The recognition measures, next to the language school, are the bottleneck of the process. Registered nurses from the Philippines need to take a minor state examination as confirmation of their professional status in Germany. The state governments are responsible for overseeing these examinations and managing the submission of applications, even if the candidate is still abroad. For this purpose, all their education and training documents are compared in a specific procedure with the professional requirements in Germany. In all cases, a so-called notice of deficit is then issued, which serves as the foundation for further processing. Applicants can then make a choice regarding the required adaptation measure: entweder einen
- an adaptation training course
- a minor state examination called “Kenntnisprüfung“ (examination for assessment purposes).
The adaptation training course can last from 7 days to 12 months, depending on the state authority and assessment result. Prior to taking the „Kenntnisprüfung“, a preparation course must be held on discretionary grounds since the German vocational training system is so different. A nurse is very likely to fail the examination without attending the preparation course and more than 90% of examinees failed in the early days without it. Consequently, discretionary decisions were made to recommend a preparation course to applicants. The German embassy and the nursing schools, however, already consider this a requirement and no longer allow examination without taking a preparation course. So, if an applicant decides to take this course and the corresponding „Kenntnisprüfung” they must be registered with a relevant institution and also registered for taking the examination itself.
Taking the preparation course in Manila?
One of the best solution we offer in the meantime is a German preparation course held in Manila. That means, while the applicants have to wait for the VISA, which takes 4 to 5 months anyway, they can attend the course to prepare for the „Kenntnisprüfung“. This course is conducted by a German nursing school which sends material, medical equipment, tools and teachers to Manila and is supervised by some institutions in Manila. When the nurse then comes to Germany, they only have to take the exam and receive the recognition certificate four weeks later. This is the shortest way to obtain professional recognition and is just as eligible for financial funding as if the course was held in Germany. This option is the most elegant at the moment and also a tried and tested solution. For further information please contact our office in Munich or Stuttgart
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