Supervisor work when recruiting from abroad

The onboarding of a nurse recruited from abroad requires careful preparation and special effort from the supervisor. International recruitment may also bring new kinds of tasks and competence requirements to supervisory work, such as the need to assess the language skills of a recruited nurse.

Building a confidential relationship is key, which often requires time, presence, and regular interaction. The supervisor should encourage the nurse to get in contact in all work-related matters and possible problem situations at a low threshold.

Getting familiar with the Finnish working culture

A nurse recruited from abroad may have their previous work experience in a country where the working culture and hierarchical structures may differ significantly from those in Finland.

Finnish work communities place more emphasis on equality than in many other countries. In addition, taking initiative is appreciated and often expected of employees.  There may also be differences in nursing practices concerning, for example, active support for clients’ independence or respecting their right to self-determination. It may be a good idea to explain these themes to the recruited nurse and explore them in the orientation.

You can find more information about orientation in the section Orientation.

Common rules of the work community

The work community may have to reform its practices as the personnel becomes more international and multilingual. The supervisor should support the work community in the necessary changes in practices, such as introducing language-aware practices. Verbalising common rules and agreeing on them clarify practices and commit personnel to the new practices.

Tackling challenges quickly

The supervisor’s support is particularly important in situations where challenges arise at work, in the work community or in working with clients. These may include problems at work, conflicts in the work community or inappropriate behaviour by clients or family members. The supervisor must take up the challenges without delay. The support and presence provided by the supervisor can significantly facilitate the handling of these situations. Open discussions with the involved parties often play a key role in resolving the situation.

In client work and when collaborating with family members, it is important to highlight the professional skills and competence of nurses recruited from abroad. It is good to communicate that their work is appreciated and that possible challenges, such as language-related problems, are handled constructively.

Staff scheduling

The development of the competence and language skills of a nurse recruited from abroad can be taken into account in the planning of work shifts. Tasks can be allocated so that the nurse can gradually take on the tasks without excessive responsibility in the early stages. Situations requiring written or more demanding oral language skills may be challenging in the early stages. These may include documentation, reporting, phone communication or communicating with family members.

When planning shifts, it is best to ensure that there are always enough employees who speak Finnish. At the same time, nurses recruited from abroad should be offered opportunities to participate in tasks in which they can practice and develop their competence and language. Working in pairs, dividing tasks and engaging in more demanding situations can support learning.