Australia’s healthcare workforce is increasingly international. In 2024/25, 16,155 internationally qualified nurses registered in Australia , accounting for a significant proportion of the 38,854 people registering as nurses for the first time. International recruitment is no longer simply a response to an immediate vacancy. For many healthcare organisations, it has become part of a broader workforce strategy - alongside local recruitment, retention and workforce planning. Recent changes to skilled visa processing only reinforce that. From 19 September 2026, healthcare sits within the highest priority group for certain skilled visa applications under Ministerial Directions 121 and 122, including the Skills in Demand (subclass 482) visa. But the decision is about much more than the visa pathway. The candidate is choosing more than a role For an international candidate, accepting a job in Australia can mean making several decisions at once. They are choosing an employer, a location, a healthcare system and a country often while considering registration, visa requirements, relocation, family, accommodation and the practicalities of starting again somewhere new. That changes what a compelling opportunity looks like. Salary and role fit still matter, but so do the experience of the recruitment process, the clarity of communication, the support available and how confidently an organisation can answer the questions that come with an international move. For employers, that means thinking beyond whether a candidate can fill the vacancy. The experience of becoming part of the organisation starts well before their first shift. Make the process work for both sides International recruitment can involve more moving parts than local. Registration and eligibility need to be understood, documentation needs to be managed, and visa pathways may need to be considered alongside the recruitment process. Ahpra notes that internationally qualified nurses must meet specific qualification and registration requirements before taking up employment in Australia . That makes clarity and momentum particularly important. International candidates may be considering several opportunities at the same time, while also making decisions about relocating their lives. Long gaps between interviews, unclear next steps, slow feedback or repeated requests for information can quickly add friction to an already complex process. Building speed into the process does not mean rushing decisions. It means having the right information ready, being clear about what happens next and keeping communication moving. Think beyond the vacancy The organisations seeing value from international recruitment are likely to be those that consider what happens after the placement as carefully as what happens before it. That means looking at onboarding, integration, practical relocation support and the experience of joining the team. It also means understanding where international recruitment genuinely fits within the wider workforce plan. The strongest approach may be different for every organisation. For some, international recruitment will help address specialist or hard-to-fill vacancies. For others, it may form part of a longer-term strategy across multiple locations or workforce streams. The important thing is to approach it deliberately. International recruitment works best when the recruitment strategy considers both sides of the move: what the organisation needs from its next clinician, and what that clinician needs to confidently choose the organisation in return. A more considered approach to international recruitment Australia’s healthcare workforce is changing, and international clinicians are an established part of that picture. For employers, the opportunity is to build recruitment processes that recognise the complexity of an international move while still keeping the candidate experience clear, personal and efficient. At MAYDAY Healthcare, we support organisations across the full recruitment process - from understanding immediate and future workforce requirements to ensuring access to the right talent, when and where it’s needed.
In this edition of MAYDAY Healthcare Pulse Check, we're exploring a challenge that's all too familiar for healthcare leaders… breaking the cycle of being short-staffed and building a more resilient workforce. Let’s be honest, being short-staffed in healthcare isn’t new. But staying stuck in that cycle is. Across hospitals and clinics, many teams find themselves constantly reacting. A resignation lands, rosters need covering, pressure builds, and hiring becomes urgent. Roles get filled quickly, but not always thoughtfully and before long, the same gaps reopen. It’s a cycle that feels unavoidable… but it doesn’t have to be. The difference comes down to one shift: moving from reactive hiring to a more proactive, long-term approach. That starts with having a workforce strategy in place. Planning ahead allows healthcare teams to anticipate staffing needs, reduce reactive hiring, and build a more resilient team. So, why does reactive hiring keep teams stuck, and what does an effective workforce strategy actually look like? Why reactive hiring keeps teams stuck When hiring only begins once there’s a gap, you’re already on the back foot. Decisions get rushed, candidate pools shrink, and existing staff carry more pressure. Roles are often filled out of urgency rather than alignment, which can lead to higher turnover and the cycle repeating itself. What a more resilient approach looks like More stable teams tend to do three things well: They build talent pipelines before they need them, keeping conversations warm and staying connected to the market so they’re not starting from scratch when roles open. They use agency support strategically, not just in a crisis. Having reliable contract staff in place protects permanent teams and creates breathing space to hire properly. They think beyond immediate cover, hiring with retention, team fit, and long-term value in mind. A real example of this in action We recently partnered with a major hospital in Queensland that had never worked with an agency before. Following an initial call with their Director of Clinical Services, we were introduced to five Nurse Unit Managers across their perioperative teams. It quickly became clear the challenge wasn’t just filling roles; it was managing periods of increased demand while also planning for longer-term stability. This is where a more flexible approach made a real difference. We were able to step in with contract support, helping the teams navigate a busy period, whether that was increased theatre activity, onboarding new surgeons, service expansion, or covering planned and unplanned leave. This immediate support eased pressure on permanent staff and ensured continuity of care. Alongside this, we worked closely with each team to map out longer-term hiring needs, ensuring we weren’t just filling gaps, but building towards something more sustainable. Since then, the partnership has continued to grow, with ongoing support across both contract and permanent hiring as part of a longer-term workforce plan. By combining immediate contract staffing with strategic permanent recruitment, the hospital has reduced last-minute workforce gaps, improved workforce consistency, enhanced patient access to care, and created a more supported and sustainable environment for both clinicians and leaders. Great care starts with the right team Healthcare will always be fast-paced, but how you manage that pressure is what defines your team. A reactive approach keeps you in survival mode. A more proactive, flexible one builds stability. The organisations seeing the greatest success aren't simply filling vacancies as they arise; they're following a workforce strategy built on three key pillars: planning ahead, partnering with trusted staffing experts, and balancing contract and permanent recruitment. It's this approach that helps them build resilient teams ready for today's pressures and tomorrow's challenges. At MAYDAY Healthcare , we focus on building long-term partnerships and delivering staffing solutions that actually last. If you’re looking to navigate a busy period or build a more sustainable team for the future, we’re always here for a conversation .
We hear from Florlyn about what inspired her to pursue nursing, and the rewarding impact of working behind the scenes in theatre care.
