The procedure

• Requirements profile of the customer
• Conclude staffing agreement
• Presentation of candidates via video conference
• Selection of suitable applicants
• Conclusion of all necessary contracts
• Language training in the home country
• Implementation of all official requirements
• Arrival in Germany
• Integration support through proven Personnel Care Management System
• Ongoing consulting for strategic personnel planning

Why nursing staff from Asia?

• Profession and education
  • There is a shortage of hospital jobs in our candidates' home state:
    • Many registered nurses are without the opportunity to practice their profession
    • Many interested pupils do not have access to apprenticeships
  • The placement in Germany requested by our candidates does not lead to an undersupply of the healthcare system for nurses in their home country.

• The family
  • is the central component in the Asian culture.
  • Multi-generational households are the rule.
  • The sick and elderly remain part of the community and are cared for.

• Personality structure
  • Due to their cultural background, our nurses are considered to be
    • socially and outgoing
    • at the same time tactfully reserved.

The language training

• Language schools according to TELC, ÖSD and Goethe examination procedures
• We accompany our candidates from A1 - B2 among others with DAF teachers at different partner schools in the respective Asian countries.
• There are monthly internal language tests to prove the trained language level.
• The training takes place both as face-to-face instruction and in a supportive manner through online courses.

Intercultural training

• All candidates are prepared for Germany through intercultural training as well as professional counselling in addition to language training.
• This should minimise intercultural problems such as
  • False expectations about living and working in Germany
    
  • Lack of knowledge/training of professional appearance
    
  • Lack of self-confidence due to fear of losing face
    
  • Reduced sensitivity to punctuality
    
  • Mixing of private and working life
  • Passive work and communication behaviour
  • Lack of self and situation reflection
  • Lack of understanding of critical faculties
  • Lack of sense of duty

Integration: the most important success factor

• The following are decisive for a successful placement and a permanent stay in Germany
  • good integration outside the workplace in the new place of residence
  • good integration in the workplace with the employer

• For this reason, mediation only takes place
  • after extensive preparation for life and mentality in Germany
  • after detailed information of the employer about the values and mentality of the new employees
  • with support of the new employees in the initial period by our Personnel Care Management in Germany

• Sustainability: building loyalty and trust through
  • Support for families at home in emergencies through our local partners
  • Assumption of health insurance and other benefits as well as family reunification
  • Constant contact with home through social media platforms of our partners