02. SOURCE CANDIDATES

Use online job boards, professional networks, and sector forums to target candidates, and partner with global recruitment firms, local headhunters, and specialist agencies to extend reach. Coordinate with international university partners, clinical partners, and language academies for pipeline development, and participate in—or host—career fairs, virtual hiring events, and targeted networking sessions to identify and attract top IT and nursing talent.

03. SCREEN APPLICATIONS

Thoroughly evaluate all submitted CVs and cover letters to shortlist candidates who match the core qualifications and experience for IT and nursing roles. Use an applicant tracking system to automate screening, tag key competencies, and ensure no qualified candidates are missed.

04. INTERVIEW & ASSESS

Interview shortlisted candidates to assess technical competence, relevant experience, and cultural fit for IT and nursing roles. Combine behavioral questions with role-specific technical or clinical scenarios to form a holistic view of each candidate’s capabilities and suitability.

01. CLARIFY THE POSITION

For IT roles: list technical competencies (languages, frameworks, cloud, security), certifications, experience level, and relevant soft skills (teamwork, agile practices). Note English and German language expectations and any probationary technical assessments.

For Nursing roles (Germany): state clinical duties, required credential (nursing diploma/degree or Anerkennung), specialty experience, mandatory documentation (certificates, vaccinations, certified translations), and the German language level needed for safe patient care and licensing. Include potential adaptation training or the Kenntnisprüfung where applicable.