overseas recruiting including notes

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Off Shore Recruiting

Quality Candidates Made Easy

Guaranteed

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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)

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  Future trend

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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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