Ensuring the provision of nursing care for the elderly is one of the most significant current and future challenges facing society. In view of the acute "nursing shortage", geriatric care facilities have been recruiting nursing staff from third countries, i.e. countries outside the EU, for several years. One of the most important recruiting countries is the Philippines.

Recruitment poses major challenges for care facilities: The recruited nurses must be recognized as professionals as quickly as possible, prepared efficiently and effectively for their professional tasks and, above all, retained in the facilities for as long as possible.

The research work is based on two hypotheses: On the one hand , eldercare facilities can achieve retention of recruited nurses through appreciative support in social and professional integration. On the other hand , Filipino caregivers have special skills for caring for the elderly due to their studies and cultural socialization. Consequently, there is a close relationship between integration, skills development and retention of recruited caregivers. This study examines the monitoring, support and promotion of Filipino caregivers in elderly care facilities that have been recruiting for at least three years. For this purpose, expert interviews are conducted with those responsible for recruitment and integration.In order to analyze the integration process and the competencies of Filipino nurses from a second perspective, experiences and assessments of agencies that recruit in the Philippines as well as in other countries are collected. In view of the two hypotheses, the work is oriented towards two research areas. In the first research area, the expert interviews are used to evaluate which measures are necessary for the integration and long-term retention of Filipino nurses. Both the professional aspects of integration (guidance, induction, dealing with stereotyping in the teams, preparation for state recognition as a professional) and the personal and social dimensions (housing, leisure activities, family reunification) are examined. The second research area evaluates whether and how Filipino caregivers
contribute to the further development of long-term care through their a) care-related and b) social-emotional skills.

The background of the expert interviews is formed by analyses of the qualification of care workers in the Philippines, the values and norms there, the German recruitment and recognition regulations as well as a historical excursus on the first phase of the recruitment of Filipino care workers in the 1960s.

The key findings: Long-term recruitment of Filipino nurses for elderly care is possible. Facilities and elderly people in need of care gain highly motivated and highly competent caregivers. Filipino nursing staff settle in and familiarize themselves quickly, they are stress-resistant and resilient in everyday working life; they are popular and respected among colleagues and residents - especially due to their social-emotional skills. They are interested in learning and further training and are open to company career plans.

The results of the expert interviews are reflected on in terms of their transferability to nursing staff from other countries of origin and result in recommendations for action for recruiting nursing facilities. Key tasks of successful recruitment include the promotion of language skills, support with family reunification, planned induction, support with recognition as a specialist and career prospects for the recruited nursing staff.

(Abstract of Marcella Eierdanz's master's thesis)