Background

A 120-bed public sector secondary care hospital in New Zealand, faced challenges in recruiting registrars for its orthopaedic surgery team. The hospital sought a registrar in orthopaedic surgery who had sufficient experience in the field but was not on the Royal Australasian College of Surgeons (RACS) specialist education and training program (SET Program) because the job was unaccredited by the RACS for training. Whilst it could offer a junior surgeon substantial experience and access to surgical education, the time spent in the job did not count towards formal training, hence was unattractive to many local candidates.

The search targeted international candidates with the potential to integrate into the public healthcare system while demonstrating a commitment to professional growth within New Zealand.

The Challenge

• Transitional Role: The role required an experienced orthopaedic surgeon who was open to starting in a more junior position to adapt to the local healthcare environment. This included candidates who were interested in gaining work experience in New Zealand and knowledge of its healthcare system whilst preparing to enter the SET program or apply for vocational (specialist) registration with the Medical Council of New Zealand (MCNZ).
• International Licensing: Navigating the Medical Council of New Zealand’s registration process and ensuring compliance with national medical standards was essential. This limited the search to surgeons eligible for provisional general registration via the comparable healthcare systems pathway or graduates of medical schools in the UK, Ireland or Australia.
• Relocation and Integration: Ensuring the candidate and their family could transition smoothly to life in New Zealand in a relatively small city compared to international urban centers, was a critical consideration.

The Solution

The hospital partnered with Odyssey Recruitment and our recruiters designed a recruitment strategy. A targeted global search identified a German orthopaedic surgeon with substantial experience and a strong desire to build a long-term career in New Zealand. The candidate’s willingness to start in a junior role whilst preparing for specialist accreditation aligned perfectly with the hospital’s requirements.

The Recruitment Process

1. Candidate Identification: The surgeon’s expertise in orthopaedic procedures and commitment to adapting to the New Zealand healthcare system made her an excellent match for the role, as did her experience in a country (Germany) with a comparable healthcare system to that of New Zealand.
2. Credentialing and Licensing: Our recruiters guided the candidate through the MCNZ registration process, ensuring compliance with New Zealand medical practice standards. This was a straightforward application made via website portal.
3. Relocation Support: Our recruiters provided comprehensive assistance with visa applications, housing arrangements, travel and settling in New Zealand.
4. Professional Integration: The hospital implemented a robust onboarding program, including mentorship by senior orthopaedic surgeons to familiarize the candidate with local practices, protocols, and patient care expectations.
5. Career Development Pathway: A clear plan was established for the candidate to transition into a specialist orthopaedic role after gaining sufficient experience and meeting the healthcare system’s standards.

The Outcome

The recruitment was a success, benefiting both the hospital and the candidate:

• Immediate Contribution: The surgeon quickly adapted to her more junior role, contributing to reduced patient wait times and alleviating the workload for the orthopaedic team, whilst getting useful experience in the local hospital system.
• Pathway to Specialization: The structured career development pathway provided the surgeon with a clear route to achieving specialist status, ensuring long-term retention.
• Enhanced Team Dynamics: The surgeon’s international experience brought fresh perspectives and techniques, enriching the orthopaedic team’s capabilities.
• Community Impact: The candidate and their family integrated well into the New Zealand community, fostering positive relationships and building local ties.

Key Takeaways

This case underscores the effectiveness of flexible recruitment strategies in addressing healthcare workforce shortages. By prioritizing the long term potential of the candidate and supporting a phased transition into a specialist role, this hospital secured a dedicated and skilled orthopaedic surgeon while ensuring a seamless adaptation to the New Zealand healthcare system.

For this hospital, this placement demonstrates the value of international talent and the benefits of using the expertise of seasoned international recruiters, ultimately enhancing patient care and team stability in the public healthcare sector.