Getting Started
About 10 years ago I was still working at the coal face of the hospitality industry. Good staff were hard to come by, not as tough as it is now, we hadn’t just had a global pandemic and gig economy boom! BUT my department was stuck in a vicious cycle. I couldn’t meet revenue targets because I didn’t have the staff to operate at capacity. The team I did have were so overwhelmed and nose to the grindstone they simply didn’t have capacity to train the much needed incoming team members adequately. Man-alive it was hard to keep morale and energy going, and it was also hard to see a way out. Ironically my department was able to hit budgeted profit as labour costs were so low. You can only cut so far though, and a business can’t grow on sparse rosters and flatlining revenue.
Stop me if this sounds familiar. The skills shortage feels insurmountable sometimes. Frustrating, right?
You’re not alone. Many businesses face the same problem due to the pandemic, an ageing population, and fewer trade apprentices. I was starting at an empty roster in the early days of post pandemic when the idea of You Solved was sparked into life. With 20 years of recruitment and migration experience, I’ve created a streamlined process that works.
In this article, you’ll learn:
- Where to find top candidates
- How to hire them
- What to look for to ensure a great fit.
At the end there I’ve shared a free resource checklist which is the ultimate place to start your hunt for skilled trades.
Step 1: Facing Those Gaps in Your Roster
You can’t operate or expand with low-skilled labour. The idea of upskilling local workers might sound good in theory, but there’s no guarantee they’ll stay. Many workers take their new skills and head for lucrative jobs in the mining sector. Great for mining, but not so great for regional businesses already short of tradespeople.
By focusing on hiring skilled workers from abroad, you can bypass the risks associated with upskilling and secure reliable, long-term employees for your business.
Step 2: Where to Look
Let’s face it: finding skilled trade workers feels like a never-ending cycle. You need a migration agent once you find a worker, but you can’t find a worker without an agent. It’s the classic chicken and egg situation. The key to breaking this cycle? Engage a good registered migration agent right from the start. They can help you identify the visa eligible candidates early on in the process saving you time and money.
Before hiring an international employee, ensure the role meets specific skill and experience criteria. For most employer-sponsored visas, the occupation must be listed on the Department of Home Affairs skilled occupation lists. For example, a Fitter-Welder is on the Medium and Long-term Strategic Skills List (MLTSSL), but a Factory Process Worker is not on any of these lists.
- Check the Skilled Occupation Lists: Refer to the Department of Home Affairs to see if the occupation you need is listed.
- Alternative Solutions: If you can’t find the occupation you need, other solutions may be available. Book an appointment with me to discuss a bespoke strategy.
By engaging a registered migration agent early and effectively marketing the position, you can attract high-quality international applications and find the skilled trade workers your business needs.
Step 3: How to Find Them
To attract international talent, you need to cast a wide net and showcase the appeal of your job openings and regional location. Here’s how to effectively find skilled trade workers from abroad:
- Advertise the Position: Post your job openings on various platforms such as Facebook, LinkedIn, and international job sites. This increases visibility and attracts a diverse pool of candidates.
- Use Paid Adverts: Invest in targeted paid advertising to expand your reach and ensure your job postings are seen by the right people.
- Target Specific Locations: Focus on regions known for producing skilled workers in your industry. For example, look for chefs in the tourism hub of Dubai or welders in industrial areas of Korea.
- Highlight Regional Benefits: Make sure to emphasise the benefits of your location. Many candidates are looking for a long-term place to call home, so showcase the vibrant local community, access to schools, and quality of life.
- Clear Job Page: Ensure the job section of your company website is easy to navigate and clearly specifies that the position is open to international candidates with sponsorship opportunities available.
By strategically advertising and highlighting the advantages of your region, you can attract top international talent who are eager to commit to your business for the long term.
Step 4: What to Look For
Finding the right international candidates isn’t just about skills and experience. It’s about ensuring they’re truly prepared for the move and committed to your business for the long haul. Here’s what you need to look for:
Visa Eligibility
- Skilled Sponsored Visa Criteria: Make sure candidates tick all the boxes for a skilled sponsored visa—qualifications, work experience, and English proficiency. Without these, the visa process hits a dead end.
- Occupation Lists: Double-check that the candidate’s job title is on the Department of Home Affairs skilled occupation lists..
Emotional Readiness
- Previous International Moves: Seek out candidates who’ve already made at least one international move. Why? They’ve proven they can handle the upheaval of relocating and settling into a new country.
- Genuine Motivation: Dig into why they want to move to Australia. Candidates driven by strong personal or professional goals are the ones who’ll stick around.
Financial Preparedness
- Financial Stability: Even with your company’s sponsorship, candidates need a financial cushion to support themselves during the initial phase. No one wants their new hire struggling to make ends meet right off the bat.
- Commitment to Investment: Look for those who’ve invested their own time and resources in preparing for the move. It shows they’re serious and ready to commit.
By focusing on these aspects, you’ll find candidates who are not just skilled but also genuinely ready for the adventure of working and living in Australia. These are the workers who will become valuable, long-term assets to your business.
Step 5: Ensuring Long-term Commitment
So, you’ve found your skilled trade workers—fantastic! But the job isn’t done yet. To truly reap the benefits, you need to ensure these new hires are in it for the long haul.
Start with a warm, comprehensive onboarding process that makes them feel right at home from day one. Show them around, introduce them to the team, and immerse them in your company culture.This is the value of fair exchange, What you put into a new worker now you will get back 10 fold in the future.
Help them connect with the local community. A happy worker is one who feels they belong, both at work and at home. Finally, keep those lines of communication wide open. Regular check-ins and a responsive attitude to feedback ensure that any issues are nipped in the bud, fostering a positive and loyal workforce.
The SOLVED Model
At You Solved, we’re dedicated to supporting you through every step of this journey. With our expertise in recruitment and migration, we streamline the process to make it efficient and effective. Your business deserves top talent, and with the right strategy, you can overcome the workforce drought and thrive
By following our ultimate checklist, business owners and leaders can effectively navigate the process of hiring internationally.
