Welcome Culture & Integration Toolbox
Are you considering recruiting international nurses for your hospital, outpatient nursing service or for your nursing facility?
Then the Welcome Culture & Integration Toolbox can support you. It will give you information, points to focus on and ideas to inspire you. You will find explanations, background information and many implementation tips on how to set up an integration management concept suitable for your facility and promote a warm and professional welcome culture.
How do I use the toolbox?
In the Welcome Culture & Integration Toolbox you will find a range of topics in which you as a host company for international employees can be very tangibly active. We have compiled explanatory notes for each topic. In them we explore issues such as why it is important to consider the topic, how others approach the integration process and where you can find further tailored support.
Our Welcome Culture & Integration Toolbox is an active project that is continuously being added to and updated – so we suggest that you visit our site regularly!
Do you have further questions about the development and maintenance of the Welcome Culture & Integration Toolbox? You can find further information via the following button
W&I Toolbox – requirement fields
Explanations, information and implementation tips
Shape recruitment process
transparently and fairly
Long before international nurses arrive, it is important to organise the recruitment process in such a way that it is transparent and fair for everyone involved.
Preparations after recruitment
From recruitment to arrival in Germany: seamless communication and early organisation support respectful cooperation right from the start.
Arrival and the first days
A well-organised welcome: A warm welcome and a well-coordinated plan for the first few days after arrival initiates the next phase of cooperation.
Support in relocation management
An international move is a big moment in everyone’s life. Internationally recruiting companies can support and relieve newly hired employees with relocation management.
Establishment of integration management
An operational integration management concept within the company provides a central point of contact for all issues relating to the international recruitment and long-term retention of new employees.
Godparenthood and mentoring
Personal support and mentoring at the new workplace and during the recognition process are important support measures. A company can also use such models as a targeted personnel development tool for international recruitment.
Organisation of the recognition process
The process that international nurses have to go through to obtain professional recognition and a licence to practise must also be supported by the recruiting company.
Promotion of language development
Language skills are a very elementary component in the medical and nursing care of people. Supporting programmes should be created to expand these skills.
Adapt induction training
Companies must develop a structured induction concept for the professional familiarisation and integration of new employees that includes the recognition process.
Support teambuilding
Internationally recruited nurses are integrated into existing teams. A team-building process can unleash new potential here.
Develop skills
With internationally recruited nurses, the company gains professional, cultural and social diversity. It can be advantageous to expand expertise through training and seminars in order to make the best possible use of this diversity to promote a welcoming culture.
Intercept conflicts
Tensions and conflicts can always arise when changes occur. International migration in particular is a controversial topic that can also lead to professional disagreements. It is important to act in good time.
Enable social participation
Knowledge about Germany and opportunities for participation can also promote prospects for internationally recruited nurses to stay, regardless of where they work.
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