Episode 5 – Why Pastoral Care is Vital When Recruiting International Healthcare Staff

Each week, we sit down to discuss and share key insights that help healthcare employers create a more supportive and sustainable workforce. In this week’s episode, Claire Donoghue is joined by Mathew James to explore a crucial — and often overlooked — part of international recruitment: pastoral care.

Why Pastoral Care Matters

Recruiting internationally qualified healthcare professionals is more than filling vacancies — it’s about helping people uproot their lives to build a future in a new country. For international staff, particularly those arriving in the UK for the first time, this process can be overwhelming.

As Claire and Mathew discuss, good pastoral care isn’t a “nice to have” — it’s an essential strategy for successful onboarding and long-term retention. It’s about making staff feel safe, welcome, and valued from day one.

Top Employer Tips for Supporting International Healthcare Staff

1. Get the Basics Right — Before They Arrive

Planning starts long before a candidate steps foot in the UK. Employers should:

• Secure appropriate accommodation in advance.

• Provide a clear, structured arrival plan, including:

• Arrival date

• Airport pickup

• Initial local orientation

• Maintain consistent communication leading up to arrival — uncertainty breeds anxiety.

2. Make a Strong First Impression

The first few days are pivotal. A warm welcome and a well-organised induction programme set the tone. Remember:

• Cultural differences may affect how new staff perceive work environments.

• Roles and expectations should be clearly explained.

A thorough induction process helps international nurses and carers understand their workplace — particularly in environments like UK care homes, which may differ from systems they are used to.

3. Help Them Integrate into the Team

Workplace integration is a two-way street:

• Inform existing staff about new arrivals ahead of time.

• Foster a positive perception and encourage team inclusion.

• Make sure everyone knows who is joining, when, and in what role.

4. Build Ongoing Support Structures

Pastoral care doesn’t end after week one — it should be ongoing:

• Implement a buddy system to offer peer support.

• Recruit in small cohorts when possible — having more than one international staff member can ease isolation.

• Regular check-ins help identify concerns early.

5. Go the Extra Mile — It Pays Off

Mathew shared a valuable case study where a care home they worked with supported an international RGN who later wanted their family to join them in the UK. By helping with local information on schools and the community, the employer not only supported their employee but also strengthened retention — a win-win for all.

Final Thoughts

International recruitment is a long-term investment, not just a quick fix for staffing shortages. Providing compassionate, well-structured pastoral care is key to retaining talent and creating a workplace where international staff feel they belong.