Background

A regional secondary care hospital in New Zealand faced a shortage of obstetricians and gynaecologists, impacting its ability to provide timely and comprehensive maternal and women’s health services. The hospital needed a skilled professional with experience in both general obstetrics and advanced gynaecological procedures to support its diverse patient population.

Given New Zealand's growing reliance on international medical professionals to address workforce gaps, the hospital decided to recruit globally. South Africa, known for its high-quality medical training and experienced specialists, emerged as a promising talent pool.

The Challenge

• Regional Recruitment: Convincing a candidate to relocate to a regional center rather than a larger urban area required showcasing the lifestyle benefits and professional opportunities of provincial New Zealand cities. A lower cost of living with plenty of accommodation options combined with good schools and leisure and cultural options was a bonus.
• Licensing and Accreditation: Ensuring the candidate met the Medical Council of New Zealand’s (MCNZ) registration requirements was a key step. South Africa is not ranked as a country with a comparable healthcare system to that of New Zealand hence applicants for provisional vocational registration are not always successful. However, a positive outcome can be expected when the doctor has trained in one or more of South Africa's premier institutions.
• Cultural Integration: The transition to a new healthcare system and adapting to New Zealand’s cultural and professional norms were potential challenges. As above, South Africa's healthcare system is not comparable to that of New Zealand and standards vary considerably across the country, which can make for a steep learning curve after arrival in New Zealand.

The Solution

The hospital partnered with Odyssey Recruitment and our recruiters prepared a strategy to identify a candidate with the right mix of clinical expertise, adaptability, and a desire to work in a regional setting. The search identified a highly qualified obstetrician and gynaecologist from South Africa with extensive experience in secondary care settings and rural areas and a broad range of clinical skills.

The Recruitment Process

1. Candidate Selection: The candidate’s background included managing high-risk pregnancies and performing complex gynaecological surgeries, aligning with the hospital’s needs.
2. Credentialing Support: The agency guided the candidate through the MCNZ registration process, ensuring his qualifications and experience met New Zealand standards and assisting with the appropriate presentation of documents.
3. Relocation Assistance: Comprehensive relocation support included securing a work visa, assisting with housing, travel and care lease and facilitating school enrollment for the candidate’s children.
4. Professional Onboarding: The hospital provided a structured orientation program, including mentorship from senior staff and training on New Zealand’s healthcare protocols and patient-centered care approach.
5. Community Integration: The hospital worked closely with local organisations to welcome the candidate and his family, helping them adapt to life in Palmerston North.

The Outcome

The successful placement delivered immediate and long-term benefits:

• Improved Patient Care: The new obstetrician and gynaecologist was a helpful addition to the existing team and shouldering a heavy workload, he significantly reduced wait times for consultations and procedures, enhancing service delivery for the community.
• Enhanced Team Dynamics: The addition of an experienced specialist strengthened the hospital’s obstetrics and gynaecology team, improving morale and reducing workload pressures.
• Long-Term Commitment: The candidate expressed satisfaction with his role and the supportive environment at the hospital with opportunities for development of new skills, committing to a long-term tenure.
• Community Connection: The candidate and his family embraced the lifestyle and opportunities in Palmerston North, integrating successfully into the local community.

Key Takeaways

This case highlights the critical role of strategic international recruitment in addressing healthcare workforce shortages, particularly in regional settings. By using the services of an experienced recruiter and providing comprehensive support for professional and personal transitions, the hospital secured a skilled obstetrician and gynaecologist who brought expertise and stability to its team.



The successful recruitment of a South African specialist not only enhanced maternal and women’s healthcare services but also demonstrated the hospital’s commitment to fostering a diverse and capable workforce to serve its community.