The shortage of medical and paramedical personnel is now a reality for many healthcare institutions—not only in France. In this context, hiring professionals trained abroad can be a relevant solution, provided that an appropriate recruitment and integration strategy is adopted.
Public hospitals, private clinics, care centers, nursing homes, pharmacies: all types of facilities may be affected. While the regulatory framework poses some constraints, the key lies in establishing solid support systems to ensure the successful integration of these qualified professionals.
Here are the main factors to consider before getting started.
1. Degree Recognition and Authorization to Practice
This may seem obvious, but it is essential to ensure that the recruited professional is legally authorized to practice in France.
- If the degree was obtained in an EU country, automatic recognition may apply under European directives.
- For degrees obtained outside the EU, the procedures are more complex. The professional will often need to undergo a formal process for authorization to practice (PAE) or take a specific examination. These processes require time and must be anticipated.
In all cases, registration with the relevant professional order (doctors, nurses, pharmacists, etc.) is mandatory and may be subject to an additional assessment of skills.
2. Proficiency in French: A Non-Negotiable Requirement
The ability to speak and understand French is essential for ensuring patient safety, delivering quality care, and achieving successful professional integration.
Although there is no single legal language requirement across all healthcare professions, good oral and written comprehension is necessary for effective work.
Communicating with patients, coordinating with teams, and handling administrative procedures all require a high degree of language proficiency.
Professional orders will often require proof of language level.
3. Legal Status and Right to Work
Administrative formalities vary depending on the nationality of the professional:
- EU / EEA / Swiss nationals: benefit from free movement and do not require a visa or residence permit to work in France.
- Non-EU nationals: must obtain a long-stay visa followed by a residence permit authorizing employment. These procedures may delay the job start date if not planned in advance.
In some cases, the institution can facilitate the process by providing an employment contract or a letter of intent—often necessary for obtaining a residence permit.
4. Professional Integration: A Crucial Challenge
A well-structured onboarding process is vital for successful integration and rapid upskilling. It can rely on several levers:
- Active involvement from your team,
- A mentorship or buddy system,
- Provision of tailored internal documents.
It is also important to adapt the assigned tasks: a professional discovering a new healthcare system will need time to understand and adjust to local organizational practices.
Strong support from the beginning is often decisive in ensuring a successful experience for both the professional and the institution.périence similaire. Un accompagnement solide dès la prise de poste est souvent déterminant pour assurer une expérience réussie, tant pour le professionnel que pour l’établissement d’accueil.
5. Housing and Settlement Conditions
Finding housing is often one of the main challenges for foreign professionals:
- Without a local guarantor or banking history, many rental applications are rejected.
- A lack of familiarity with the area or local rental procedures may lead to mistakes, precarious situations, or even early abandonment of the project.
Your involvement will be key in converting an interested candidate into a committed one.
6. Embracing Diversity Within Teams
Le recrutement international ne doit pas être perçu comme un choix par défaut, une solution International recruitment should not be viewed as a last resort or fallback option, but as a strategic opportunity.
Foreign professionals bring expertise, knowledge, and sometimes different practices that can enrich team dynamics. This involves:
- Preparing teams in advance,
- Anticipating potential cultural misunderstandings,
- Supporting change management.
Diverse teams are often more resilient and better equipped to adapt to a range of circumstances. Additionally, diversity may be positively perceived by patients—especially in a context of healthcare staffing shortages.
How Can We Support You in Practice?
Hiring a foreign healthcare professional requires careful coordination of legal, administrative, logistical, and human elements.
The HCP eXchange program was designed to support healthcare facilities through every step of the process:
- Proactive sourcing of qualified international candidates,
- Pre-arrival language preparation,
- Assistance with degree recognition procedures,
- Oversight of administrative steps (professional orders, visas, residence permits),
- Acting as a trusted intermediary to secure the success of the project—for both the professional and your institution, particularly regarding housing support.
Looking to plan ahead, fill vacant positions, or bring greater diversity to your teams?
Broaden your recruitment internationally—we’re here to support you.