Yes / Introduction: The international recruitment of healthcare workers remains a UK strategy to manage workforce gaps and maintain service delivery. Although not a new phenomenon, this has been exacerbated by chronic shortages. There is a need to profile the current international recruits and identify individual motivators to understand the opportunities for future recruitment and retention initiatives. Method: A UK-wide electronic survey was conducted using the Jisc platform. The survey was promoted using social media and researcher networks. Eligibility criteria were diagnostic radiographers, internationally educated, and currently working in the UK. Results: 226 responses were received. Most were working in England (90.7%) and 58.0% were under 35 years of age. The majority had migrated having moved to the UK since 2020 (63.7%) and the main drivers were career and/or training opportunities. Initial education was in 30 different countries, the highest number originating from Africa and Asia, with a median of 6 years post-qualification experience (IQR 4–11yrs). Despite experience, most were employed in band 5 (n = 72) or band 6 posts (n = 95). 56% had postgraduate qualifications on entry and a third had undertaken postgraduate study in the UK. Conclusion: Based on the survey responses, the profile of internationally recruited diagnostic radiographers is relatively young but with pre-migration experience originating all over the globe. They are motivated to work in the UK particular for career progression opportunities. Implications for practice: This study provides an insight into the motivations, demographics and employment patterns of internationally recruited radiographers working in the UK.

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Aim ~ The aim of the study is to explore the phenomenon of external international recruitment and examine how the international recruitment and selection process is designed in practice. Regarding this aim, the study’s focus is on standardization and customization of the international recruitment process in terms of cultural and institutional aspects. Method ~ The study is based on a qualitative research method and a thematic template analysis of 11 semi-structured interviews. The sampling technique is a non-probabilistic and purposive method, resulting in respondents who are recruiters or managers which in their work participate in full-cycle or parts of the external international recruitment process. The,interviews were conducted during the time period of April - May 2022, through digital meetings or by phone. Results ~ The methods used in external international recruitment were found to be online interviewing, tests, and sourcing. Findings disclose that the international recruitment processis affected by culture in terms of three features: national, global, and generational. Additionally, institutional aspects were found to affect the recruitment sources and thus influence the process by regional divisions. As well, corporate institutions such as company size and degree of centrality were found to influence the process design. Conclusion ~ The external international recruitment process is characterized by high standardization in the preliminary phases, while a higher degree of customization according to institutional differences and cultural individuality of candidates is undertaken towards these lection phase. Thus, results are explained by institutional theory and the concepts of legitimacy and isomorphism, as the international recruitment and selection process is adapted to constraints in turn to create legitimate practices. As well, organizations are seemingly taking on the presented international recruitment process and becoming similar in their actions.

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