Help from Turkey for UKGM
Date: 13.05.2024, 06:30 AM
The shortage of skilled workers is one of the most pressing cross-industry issues of our time, with the healthcare sector being particularly affected. “The recruitment of nursing staff is a major concern for us,” explains Frank Steibli, spokesperson for the University Hospital of Giessen and Marburg (UKGM). He describes the domestic labor market in this field as “practically empty.” For this reason, the hospital has been actively recruiting personnel from countries that do not face an acute shortage of skilled workers, such as Turkey.
Until now, this opportunity was only available to certified nurses who had already completed their training and only needed to undergo a recognition process in German clinics. However, UKGM is now taking a new approach: for the first time, individuals without formal training are being invited to Germany to obtain their qualifications.
Targeted Recruitment in Istanbul
In April, Nursing Director Judith Schäfer, along with the principals of the Nursing and Nursing Assistant Schools, Sabine Graf-Schäfer and Anette Heider, traveled to Istanbul in collaboration with the recruitment agency “Sprachportal.” The goal of the trip was to attract young individuals without prior professional experience to enroll in a training program at UKGM.
The three representatives conducted nearly 50 job interviews with candidates who had traveled from all over Turkey. “We don’t just want to train helpers; we also want to offer them a pathway into professional nursing education,” emphasizes Anette Heider. Candidates have the opportunity to complete a one-year nursing assistant training program at UKGM. Following this, they can continue with a three-year training program to become fully qualified nursing professionals.
The recruitment team has already received 27 commitments and has scheduled additional interviews for April 2025, marking the trip as a great success.
UKGM as an Attractive Employer
In addition to presenting training opportunities, the UKGM representatives introduced Giessen as a city with a high quality of life, offering a variety of cultural and recreational activities. “I was very impressed by how important it was for many to come to Germany,” recalls Judith Schäfer. “Most were incredibly excited.”
Many applicants had previously worked in temporary or low-skilled jobs and saw little future in Turkey’s challenging job market. A major incentive is the relatively higher salary in Germany: a nurse in Turkey earns only about a third of what their counterparts make in Germany.
“Taking this step and learning a new language, which is not easy, is truly remarkable,” acknowledges Anette Heider. Many of the candidates face entirely new challenges, especially women who, depending on their background, have had limited access to education and are now entering the workforce for the first time. However, their motivation remains strong: “They are eager to work, be independent, and give back.”
Intercultural Challenges and Opportunities
The training courses at UKGM have long been internationally diverse. The current class includes participants from twelve different nations. Naturally, this diversity brings some linguistic and cultural challenges. “In the first rounds, we noticed some initial difficulties,” summarizes Sabine Graf-Schäfer. “But things are improving with each cycle.”
Sustainable Solutions for the Skilled Labor Shortage
From UKGM’s perspective, recruiting both skilled and unskilled workers from abroad is essential to maintaining the healthcare workforce. “We will not be able to meet the demand for nursing staff without young people from abroad,” emphasizes Frank Steibli. At the same time, Germany must remain an attractive destination for labor migration.
This includes fostering a welcoming culture, facilitating integration, and combating prejudices. “It is crucial to make new trainees feel welcome here,” Steibli concludes.
