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Introduction: In response to the recent introduction of programs aimed at increasing employment in the healthcare sector in the Kingdom of Saudi Arabia, the Director of Human Resources at a hospital has been tasked with filling several open positions. One strategy being considered is to recruit expatriates, or individuals from other countries residing in the Kingdom. However, there are national policies and procedures that must be followed before recruiting and hiring expats. In this PowerPoint presentation, we will identify and describe an open position that needs to be filled, rationalize the need for this position, explain national policies that restrict expat employment in the Kingdom, describe how to “sell” the strategy of recruiting and hiring expats to the Board of Directors, and provide a conclusion.

1. Identify and describe an open position that needs to be filled:
The open position that needs to be filled is a registered nurse in the intensive care unit (ICU). The registered nurse will work with critically ill patients and their families, providing specialized care and support during their hospital stay.

2. Rationalize the need for this position:
The ICU is a critical area of the hospital where patients with life-threatening conditions receive specialized care. The shortage of registered nurses in the ICU is a significant concern as it affects the quality of care provided to critically ill patients. Proper nurse-to-patient ratios ensure that patients receive timely and effective care, resulting in better health outcomes. The addition of another registered nurse will improve the nurse-to-patient ratio, increase patient safety, and ensure that the ICU provides quality and timely care to critically ill patients.

3. Explain national policies that restrict expat employment in the Kingdom:
The national policies in Saudi Arabia require that employers prioritize the hiring of Saudi nationals before considering expats for job openings. Furthermore, employers must obtain an expat work permit from the Ministry of Interior before hiring an expat. Expats must also have a valid Saudi work visa and a residence permit, and their employer must provide them with medical coverage, housing, and transportation.

4. Describe how to “sell” the strategy of recruiting and hiring expats to the Board of Directors:
Recruiting expats can be a valuable strategy for filling open positions and addressing workforce shortages in critical areas such as the ICU. Expats bring diverse perspectives and experiences, which can enhance the quality of care provided to patients, improve patient satisfaction, and yield positive outcomes. By hiring qualified expats, the hospital can expand its pool of potential candidates, reduce staffing shortages, and ensure a consistent quality of care. Furthermore, expats can contribute to the hospital’s reputation as a provider of excellent care, attracting more patients and medical professionals to the hospital.

5. Conclusion:
In conclusion, the recruitment of expats is a viable strategy for addressing workforce shortages in critical areas of the hospital like the ICU. While national policies and procedures regulate the recruitment and hiring of expats, they also provide clear guidelines for employers to follow. By understanding and adhering to these policies, the hospital can successfully recruit and hire qualified expats, improving the quality of care provided to critically ill patients.