Here at S&R Consultancy Group we recruit for some of the most reputable organisations in the UK, finding and placing the highest calibre of candidates within various industries. We offer a wide range of jobs to meet candidates needs and client fulfilments.

With over 10 years’ experience recruiting healthcare workers, we also conduct in the recruitment of international healthcare candidates looking for work within the UK. Giving candidates from various countries an opportunity to explore and travel for work. 

Why not relocate to the UK with your family, for life changing opportunities! 

• Healthcare Assistants 

• Senior Healthcare Assistants

• Doctors

• Nurses

• Schedulers 

• Deputy Managers 

• Training & Engagement Managers 

• Recruiters 

• Administrators 

• Shift leaders 

• Any more…

The current shortage of qualified nurses and healthcare staff in the UK is well-documented and chronic. Staff turnover has always been high in healthcare and retention difficult. The NHS has long been committed to recruiting from overseas, and since Brexit care homes are following suit. Although upfront costs can be significant, sponsoring an overseas candidate usually secures them for a fixed term of between 3 & 5 years. Candidates from overseas are typically much more committed since moving abroad is involved and requires huge dedication. Even HCAs recruited from overseas can be qualified nurses who have fallen short of the requirements to register with the NMC – an attractive proposition for employers who might otherwise recruit inexperienced British nationals.

The first step in sponsoring overseas nursing staff is to apply for a license from the UK government. This currently costs from £536 depending on your organisation. The process is not difficult if you are thorough & as a CQC registered healthcare provider you are usually eligible. Most of the process is concerned with identifying and verifying you as a company, and ensuring you have a good reason to need the licence. There’s even now a ‘Health and Care Worker Visa’ in recognition of the needs of our industry. Your recruit will need to fill a position in a ‘shortage occupation’ to be awarded a visa. Currently, only nurses and senior healthcare assistants are on this list, but healthcare assistants are soon to be added to it. You should refer to the gov.uk website for a list of eligible occupations and their salary requirements.

The competence testing is delivered directly by the NMC, andcomprises two elements known as the CBT and the OSCE.

The CBT is the computer based test and it is purelytheoretical. It tests the candidate’s numeracy and their knowledge as a nurse.The OSCE is a practical test and involves observing a practical situation thatis typically simulated.

English testing can be done externally and from thecandidate’s home country. Recognised English tests include IELTS and OET. It’snot unusual for candidates to have undertaken their own exams beforeapproaching an agency to find employment in the UK, but the NMC tests must becompleted on UK soil.

The good news is it’s possible to test and prepare yournurse candidate before their arrival, and assess their likelihood of passingbefore committing.

You can set your own boundaries here to an extent, but mostcandidates will expect a similar package from UK employers. Nurses recruitedfrom overseas will need help not only to qualify & register, but also withthe relocation itself. It’s typical for NHS trusts to assist with therelocation costs of their candidates from the cost of flights to accommodation,and even provide pastoral support with bank accounts and amenities. 

If you’renot able to meet these costs fully, it’s customary to provide support in theform of a loan for example. The candidate is usually responsible for the costsof their visa application, but some employers also reimburse these costs.Although the upfront cost can be quite high, costs can be recovered quitequickly when compared to the cost of agency staffing in the UK. 

It’s important to also consider that your candidate is committed to a longer term of employment than a typical UK employee.