Will my nursing career improve by being multilingual?

 

Your bilingual capacity can heighten your competitiveness in your nursing career!

The ability to read, write, and speak a second language is a skill which is desired in virtually every career.  It is very much true especially if you’re aiming to get a job in an international based company. Competition is real!

This also applies in the healthcare industry; wherein multilingual nurses are a critical necessity to having a successful career.

Is English good enough? Obviously, English is the native language of countries like the United Kingdom and the United States, but that doesn’t mean that every resident is an English speaker.  These two populations taken together form less than 5% of the world’s population.

The answer is often…No!

In England and USA there are still many residents and visitors that speak Punjabi, Urdu, Bengali, Gujarati, Arabic, French, Chinese, Portuguese, sign language, and more. In the Middle East, it is Arabic and with the German Market opening their healthcare hiring to Asian populations. These people will at some point or another need healthcare services. This is where the value of being a bilingual nurse really comes in. This is just one of the many advantages you will have as a nurse that speaks multiple languages.

 


It is increasingly necessary for nurses to learn a second language, a few additional benefits are:


#1 POTENTIAL JOB OPPORTUNITIES

There are over thousands of hospitals in the UK – and many of those serve cities with high immigrant populations. Those hospitals need healthcare providers that can communicate with patients who only speak other languages. This means greatly improved job prospects for your nursing career, more chances of getting hired. Moreover, German and Arabic opportunities are opening up to hire healthcare candidates; therefore, requirement to build German language skills is increasingly important.

 

#2 THE ABILITY TO HELP DIVERSE GROUPS OF PEOPLE

Multilingual nursing professional can help you reach out to diverse people.

Most people go into nursing because they recognize the fact that they gain great satisfaction in helping others. Being a bilingual nurse gives you the opportunity to help an even more diverse range of patients.

You could help patients be able to comfortably communicate their thoughts to you. Remember that a single information in conveying a symptom of an illness is of huge help to know whether a patient needs a simple or a major treatment. In this case, being a bilingual or a multilingual nurse could really beat this simple yet necessary international barrier – Communication!

 

 

Start saving other people and yourself!

Start saving yourself a sure place in the healthcare industry by trying to invest to language seminars or trainings. You will not just help yourself, you will also have more impact on different people’s lives. It is not just about communication, it is about the impact you can offer when you have the necessary skills to communicate.

 

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Our world is becoming more diverse and interconnected each day. With that in mind, being a bilingual (or even better, multilingual) nurse is a huge advantage. The ability to speak multiple languages makes your nursing skills more valuable and marketable, and helps increase patient outcomes and safety.

Have you encountered scenarios where bilingual nurses saved the day? Or have you found yourself out of zone, unable to communicate to a patient? Do let us know by leaving your comments below!

 

References:
https://msnonline.arizona.edu/resources/articles/3-benefits-of-being-bilingual-in-the-nursing-field/

Major Recruitment Trends in the Middle East

 

Why does being on trend becomes a critical issue in recruitment?

Well, it’s the thing called recruitment competition in knowledge on the know-how’s; competition in the crowded Recruitment Industry especially in Middle East where strict compliance applies. To start becoming an effective recruiter you must know the ins and outs in the recruitment process or else, you’ll find yourself hanged out of the region.

 


Major Recruitment Trends in the Middle East are as follows:


Trend #1: Nationalisation Pressure

One of the top priorities for Gulf region governments in recent times has been to increase the share of private sector jobs held by nationals.

Small populations and the lack of local skills and rapidly growing economy, have driven ever upward the demand for foreign candidates.

Various countries are taking measures to increase nationalisation. Saudi Arabia has embarked on Saudization, while Kuwait has also taken measures to make expatriates less employable, by limiting professions in which expatriates can be employed.  Similar measures have been taken by the emirates in the form of Emiratisation.

 

Trend #2: Worker Protection

Governments in the Gulf are gradually working to improve worker conditions mainly due to the heavy criticism from international media.

This issue came to bear recently in the Emirates when a report from the Guardian found that dozens of South Asian migrant labourers were found to be living in poor conditions.

In response, Qatar, Saudi Arabia and the Emirates have launched a wage protection system to ensure payment of salaries on time. UAE has removed a six-month visa ban on employees who left their jobs while the Kafala (worker sponsorship) system in Qatar changed to ensure more protection.

 

Trend #3: Conservative Hiring

Reduced oil prices and government spending cuts have made businesses cautious in the Middle East. Companies are looking to reduce costs and improve efficiency by undertaking restructuring, merging job roles and outsourcing candidates for a lot of jobs.

With hiring under more scrutiny, companies are looking to focus on candidates who can perform wide range of duties. This in turn created a market where top talent got freed up and was made available.

 

Trend #4: Tensions Building Between Countries

Diplomatic Tensions and burgeoning military conflicts have been rising steadily in the Middle East, putting further demands on government finances.

These tensions have translated to restrictions. The attention from international media makes it more difficult for companies to attract expatriate talents and securing employment visas for candidates continues to be a challenge. With political tensions on the rise, employers may need to look elsewhere for Arabic-speaking candidates.

Also, more pain is likely to follow if the current low prices remain the same which will have a big effect on the recruitment industry. Still, the Middle East remains a haven for large development projects, and these states remain in a better position due to investments and large government reserves.

 

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Why know these things? Simple… because recruitment is not easy, you should know everything by heart and mind. It isn’t just about meeting the requirements; it is all about knowing the country you are serving; their culture, their government and laws, their people and their beliefs to become successful.

To secure a spot in recruitment in the Middle East, first you must be equipped with the right knowledge about the region.

Have you had first hand experiences on the Trends in the Middle East we’ve mentioned? Share it with us by leaving a comment below!

Trends in International Recruitment, and Why It Matters to You?

One, two, three… Rethink!

Are your strategies flexible enough to face the international recruitment competition this 2017 in attracting great talents?

The job market, may it be locally or internationally, has changed rapidly over the past 20 years. Back in the 90’s, everything used to source talents was basic, no computers, no internet, just phones! To stay on top of the job market game, you need to know where the market is headed, and discover the best way to recruit fresh talents.

 


Here are the top 3 Industry Trends in International Recruitment that you should know about:


1. Data driven recruiting

Data-driven recruiting will definitely gain more traction in 2017. Access to data is getting easier and cheaper with new technology and professional network platforms like Linkedin and Facebook. Talent acquisition leaders can arm themselves with data and become very strategic in their decisions in hiring for different job openings internationally. For instance, building talent pools using data helps recruiters enhance their understanding of the market and be more efficient in acquiring people.

Data-driven international recruitment is the key to attracting and keeping the right talent needed to meet business objectives — and hiring them at the right price.

The recruitment process is a treasure trove of data that — when mined carefully — reveals important information on whether or not a candidate will be the high performing employee your organization is looking for. It’s the difference between making decisions on gut feeling and making them based on facts.

Two key metrics to keep in mind for any HR managers are:

a. Sourcing Metrics

Candidate sourcing and recruitment is a significant chunk of anyone’s recruiting budget.

Because you’re spending a lot, you need to understand the effectiveness of each of the channels you’re using: your company career site, job boards, LinkedIn Recruiter seats, niche sites, referrals, alumni networks, etc. You need to understand how these channels work for what types of jobs and locations so you can optimize your budget accordingly.

Sourcing metrics will help you understand, if your sourcing money is being spent right.

b. Pipeline Metrics

These metrics tell you how well your recruitment process is working: what’s the throughput in your hiring process?

What are your conversion percentages from one stage of recruitment to the next, and how long does each recruitment stage take?

You’ll also want to see this data divided by department, division, location, hiring manager, recruiter, etc. For example, if you have a stage in your hiring process where you hand the candidate off to a hiring manager to review, it’s important to know if those candidates sit in that stage for too long.

 

2. Social Media Integration

Facebook, Instagram, Twitter, LinkedIn…. I guess you’ve heard about them.

Fresh applicants are already jaded that even job boards are boring to them! They ignore targeted ads, and don’t bother polishing their resumes and CVs. They think that these job platforms are antiquated, hard to navigate, and spammy.

Top Echelon’s State of the Industry Report illustrates this quite well: they found that referrals were the most popular source for finding high quality candidates (43.6%). Job boards were on the bottom of the list, at only 9.5% popularity.

Other recruiters are taking a more proactive stance in hiring people for specific jobs– Social Media Integration is now seen as the new wave of recruitment. LinkedIn is of course top of mind when it comes to the network of professionals and employees. But more and more recruiters are posting jobs to platforms like Facebook, Twitter, and even Instagram! Because that’s where the eyeballs are, thus you automatically have a receptive audience for your job posts.

Lysha Holmes, founder of Qui Recruitment, talks about how she uses social media to recruit new talent: “I expect to see a lot more through video and engaging the “candidate” experience through social media channels such as Instagram and Snapchat. Real people being spoken to… My instagram channel is my busiest now @LyshaHolmes and it’s a combination of real video ads and also pics of what I eat for lunch :)”

 

3. Diversity in the Workplace

Be it in gender, race, religion, or belief, gone are the old days of binary thinking, or seeing things in black and white in recruitment. The fact is you need different personalities in your Team to make it on top. You should get people who will argue (not to fight, keep it just in a healthy manner), and not support each other in almost everything just to have a “peaceful workplace”. Have those who are aggressive but brilliant, opinionated but sound, creative and fun but serious. Have a taste on hiring variety!

In LinkedIn’s study for the top Global Recruiting Trends of 2017, hiring more diverse candidates topped the charts as the key trend for the future. It got the majority of 37% out of 4 other rubrics under trends in international recruitment, such as Innovative interview tools, Big data, and even Soft skills assessments.

What does this mean? (It’s not just HR compliance!) It means that ultimately, companies realized that in order to build a strong company, a unique and diverse pool of talent will take your brand straight to the top of international recruitment.

 

So why do these things matter to you?

Being in a business where you invest on people who thinks of their welfare, and running in a competitive industry, these trends will certainly help you keep good people and recruit more of the best ones still in the market to complete your Team.

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In the long run, the future of global recruitment looks bright. These key trends would lead to the easier acquisition of top talents – which would lead to fulfilled employees, to satisfied customers, and to purpose-filled companies who are changing the world in their own unique ways.

One, two, three… Are your strategies on trend? Do not be left out!

What are the other key trends in international recruitment that you’ve seen this 2017? Do let us know in the comments below!