Essential Criteria for Attracting Qualified European Doctors to France

Facing the growing medical shortage, many French health organizations are opening up to recruiting European doctors. However, to successfully attract these talents in the long term, it is not enough to offer a contract: specific criteria must be met that take into account the professional, personal, and cultural expectations of the candidates. Here are the key elements to master in order to attract and retain qualified doctors from other European Union countries.

1. Quick and accompanied diploma recognition

The first factor of trust for a European doctor is the official recognition of their qualifications. Employers must be able to clearly explain the procedures (CNG, Order, DREETS) and ideally offer support in putting together the application. Transparency, responsiveness, and experience in this process are decisive factors in reassuring candidates.

2. Clear and attractive working conditions

European doctors seek stable, well-organized environments that respect their workload. This includes:

• A cohesive and well-supported medical team.
• Access to modern equipment and a high-quality technical platform.
• A balanced schedule compatible with personal life.
• Opportunities for advancement, continuous training, and specialization.

These criteria are all the more important as they influence the overall quality of life in France.

3. Assistance with settling in and daily life

Integration is not limited to the professional setting. Foreign doctors need comprehensive support:

• Housing search.
• Registration with social security and opening a bank account.
• Information on children's schooling and local life.
• Linguistic support or French courses if necessary.

The more personalized this support is, the more the doctor feels valued and secure.

4. Cultural integration and human recognition

The success of recruitment also depends on hospitality and kindness. Organizations that take the time to explain cultural codes, introduce newcomers to the teams, and value diversity, retain their recruits much better. Recognizing the migration journey, skills, and efforts in adapting plays a central role in long-term commitment.

5. Location and quality of life

The place of practice is a determining factor. Even though some rural areas are critically lacking doctors, candidates are sensitive to:

• The quality of life (housing, environment, cultural and sports activities).
• The proximity to large cities or international transport.
• The presence of a medical community and/or other expatriates.

It is therefore crucial to highlight local assets with sincerity and precision.

Euromotion Medical: your partner in medical attractiveness

Euromotion Medical has been working for over 10 years in direct contact with European doctors. We know what motivates their departure and what they expect from a project in France. We help public and private organizations adapt their offer and ensure a humane, effective, and sustainable recruitment process. Our goal: to create win-win relationships, in the service of the healthcare system.

Contact us to strengthen your medical recruitment strategy

Euromotion Medical helps you recruit the right European profiles and retain them with comprehensive, human, and effective support.

• 📩 Contact us directly by email at nicetomeetyou@euromotion.care
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Attract the best European talents by relying on Euromotion Medical's field expertise.