In recent years we have seen a significant increase in the number of internationally trained physiotherapists coming to work in the UK
Bridging the gap
Last year alone saw an additional 5,000 added to the HCPC register. While many areas of the UK are struggling to recruit, and vacancies go unfilled, for the physiotherapy profession, international recruitment has never been more necessary.
International recruitment does, however, bring with it many challenges. Often physiotherapists from overseas have little knowledge or experience of working within the UK health system. They may not qualify with the same knowledge and skills as UK graduates and are said to be ‘comparable’ rather than equivalent to UK-trained graduates. They must learn to adapt and integrate into a new culture and the support and finance to achieve this varies considerably across the country.
As the professional body for all physiotherapists in the UK it is imperative the CSP fully understands the pertinent issues facing services, internationally educated physiotherapists (IEP) and existing members.
This year, we’re gaining insights from managers, services and internationally trained physiotherapists.
We all have a role to play here, and this article summarises our findings and some possible solutions.
Challenges for managers
Applications and shortlisting
- Overwhelmed by the number of applications.
- Find it hard to shortlist applications not tailored to the role.
- Suspect the use of third parties and AI in generating applications.
Knowledge, experience and competence
- Lack confidence in the HCPC process.
- Need support for candidates to meet required expectations.
- Concerned professional autonomy and direct access not widely practised in other countries.
Interview process
- Don’t see the skills and experience demonstrated at interview.
- Suggest use of textbook answers are not demonstrative of experience and knowledge required.
- Perceive a poor understanding of the NHS and its drivers.
Solutions
Applications and shortlisting
- Thorough interview planning to ensure role requirements are adequately assessed before hand.
- Consider the use of role play and clinical scenarios.
- Use inclusive language.
Knowledge, experience and competence
- Prepare and plan for adequate induction and supervision.
- Prepare teams for their role in supporting and welcoming IE.
- Plan to address training needs.
Interview process
- Provide clear person specification and job description.
- Use preliminary screening questions during the application process.
Challenges for IEP
Applications and shortlisting
- Lack understanding about how to write application.
- Lack understanding about grading system and eligibility criteria.
- Struggle to demonstrate experience without a CV.
Knowledge, experience and competence
- Can feel ‘set up to fail’ by HCPC process.
- Experience inadequate induction and supervision provision.
- Have training needs, autonomy, respiratory training.
Interview process
- Don’t know what to expect or how to prepare.
- Poor understanding of what is being asked.
- Lack ability to link questions to their experience.
Solutions
Applications and shortlisting
- Research the service and post applied for in advance.
- Review NHS websites and our grading system guidance.
- Review our guidance on how to write a good application.
Knowledge, experience and competence
- Seek clarity about the role and expectations from managers.
- Be aware of your individual responsibility for undertaking CPD and learning.
Interview process
- Review guidance on the interview process.
- Ensure you can demonstrate how your experience is relevant to the role during your interview.
This work will continue to be a priority at the CSP. Our manager’s guide to getting started will be launched soon and we plan a series of resources and updates to our webpages to support all involved in this process.
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