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Banfield and Kay: An Introduction to Human Resource Management

Chapter 09

HRM Insight 9.2: Recruitment of nurses in Ireland (pg. 219)

Some additional comments

This case study reflects the situation many health authorities in the UK and Ireland found themselves in the early years of the 21st Century: a limited domestic supply of skilled nursing staff, many more opportunities for young women to develop their careers in other professions and occupations, an increase in flexible working arrangements resulting in reductions on the supply side and problems with retaining existing nurses.  At the same time as the supply side was moving in a  downward direction, the demand for trained nurses was increasing as life expectancy increased and the aging population required more health care.

Clearly, despite adopting supply management strategies directed at encouraging experienced nurses to return to the profession, attracting new recruits and improving retention rates, the Health Board felt that it was necessary to mount an overseas recruitment campaign in locations where there was an accessible supply of trained nurses.  It’s important to note, that it is very difficult to predict the outcome of the three domestic initiatives; in a tight labour market generally, young people may not be attracted to nursing in the light of alternative kinds of work, and the reasons why existing nurses left may not be easily addressed.  At least an overseas recruitment campaign offers real prospects of being able to produce more nurses to work in Irish hospitals.  Of course, problems of over supply may appear if both domestic and international recruitment strategies both work!  This is not about deciding which ‘levers’ to pull; managers can never be in complete control of the situation.

Issues that need to be considered include the selection criteria and the choice of selection methods.  Although it is a sensitive issue, from a practical and financial point of view, it might be better to recruit single people who are professionally qualified, competent in English and with several years experience.  The Irish government may have different entry rules and regulations covering migrant workers that currently apply in the UK, but these will determine whether dependents are excluded from entering the country in which case the decision has already been made.  Working with an in-country agency would be an important part of the process of bringing nurses to Ireland.

Issues that arose relate to the challenges of cultural awareness and adaptability, the particular importance of getting induction right and the need to support the overseas nurses with accommodation, health care and in coming to terms with differences in nursing practice.

It’s also important to point out that migrant workers can be seen by domestic workers as a threat to job security, promotion opportunities and wages.  In this case, wages would be centrally and not market determined.  Nevertheless, the sensitivities of the existing nursing workforce need to be fully understand by hospital managers if tensions within the workforce are to be avoided.