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8/14/2019 Overseas Recruiting Including Notes
http://slidepdf.com/reader/full/overseas-recruiting-including-notes 1/19
Off Shore Recruiting
Quality Candidates Made Easy
Guaranteed
8/14/2019 Overseas Recruiting Including Notes
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Economic Crunch Time
Long Term
Boomers Retire– Australia
Over the past 50 years the number of people added tothe productive population (aged 15-64) in Australia hasbeen about 200,000 a year . However, with no change inimmigration this growth rate will drop next decade to lessthan 100,000. (The Australian, 25/09/08)
–
Rest of world In the US, the growth in the productive population will fall from 2million to less than 1 million in the same time frame. In BritainUK the productive population will shrink from 2013 onwards. InJapan the productive population has been in decline since
1994. (The Australian, 25/09/08)
8/14/2019 Overseas Recruiting Including Notes
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Future trend
8/14/2019 Overseas Recruiting Including Notes
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RECRUITING IS A NUMBERS GAME
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YOU NEED TO LOOK WORLDWIDE
TO GET THE BEST
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Immediate Benefit 1
Greater selectionof candidates
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IMMEDIATE BENEFIT 2
International Market gets the BEST talent
•Committed employees
•Better retention
Increases your PROFIT
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The Benefits 3
Greater ability to
plan growth
Puts you aheadof the pack
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Oversea Recruiting
Areas covered–
International Competition– Recruiting overseas Key issues
– The migration process
– “On boarding” for migrants
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International Competition
SWOT Analysis– Strengths – Australia’s great lifestyle
– Weakness – Isolation/ Capacity to Pay
– Opportunity – Recruit from UK, South Africaand Middle East (Better Lifestyle Key)
– Threats – Shortages in rest of developedworld high.
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Recruiting Offshore
Face to Face and on the ground
presence
Understand the local market
Work with trusted partners
Be in place to take up opportunities
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Migration Process
Visa Options
457 (Temporary work visa)–
Fastest processing time 2- 4 mths– Commercial risks
Medical Insurance Mitigation - Insure
Repatriation costs Mitigation - Recruit properly
– Retention benefits – Tied in to employer– +100000 applications per annum
ENS (Permanent Sponsorship)– Use as a retention tool
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Migration Process
Key Issues
Expectation Management–
New Employees and their families– “What is it going to be like”
Process Management– Understanding the difficulties of the visa
process. Timing
– Working with the “real” timeframes
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“On boarding” – Our
experience
Our arrival survey on our candidates
returned key priorities:– Children are a primary factor
– Settling into the role, being successful and
valued
– Becoming Australian, being accepted
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On boarding - Australia
Even the BEST people fail torecognise culture difference
upfront
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On boarding - Australia
Key Cultural Differences elements– Team based approach
– Task assignment – “May we”
– Asking people for help
Communication on these differencesis key for success
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Broader Issues
Visas and the current regulatory
environment– No changes expected
Economic considerations– Candidates usually pay for their own
relocation. Ensuring success via excellent process
– Plan for someone in your business tomanage the process
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