Real-world constraints
While overseas hiring is an attractive option for businesses, it’s not without its complexities.
As Clinton says, “Leveraging international talent demands careful navigation.”
“Many employers find immigration processes complex, slow, and costly. Others have been plagued by skilled migrants arriving without recognised qualifications or substantial local experience.”
He says, “It’s also important to acknowledge the ‘bad marriage’ concept regarding visas. They can be quite restrictive for the candidate, which means they are less likely to leave. This might sound beneficial, but if they dislike their job, their attitude could pollute the work environment. On the other hand, if the employee needs to leave the country quickly and the company terminates their employment, the business will be forced to reckon with sunken costs.”
“I believe the secret to avoiding bad marriages is often a long engagement (although it’s not always possible with visas). Employers can be overconfident in their hiring decisions - when facing a slim pool of candidates, they often think an overseas candidate could quickly solve their problems. I encourage all business leaders to look past the short-term solutions and think carefully about the long-term risks,” says Clinton.
“Don’t let the horror stories deter you – be smart when navigating the overseas hiring process. You must understand the parameters around compliance to maximise the outcomes of this skill shortage solution.”
Ready to tackle Australia’s skill shortage using overseas talent?
It’s time to acquaint yourself with some of the top constraints that you’ll face:
Visa and immigration complexities
Australia’s visa system demands a high level of comprehension and compliance.
The main visa types include:
Temporary Skill Shortage (TSS) visa (subclass 482)
Skilled Independent visa (subclass 189)
Employer Nomination Scheme (subclass 186)
“Businesses must ensure that candidates have the correct working rights. Compliance is not optional - it’s imperative. Navigating visa types, employer sponsorship, and evolving migration policies can be difficult, especially for small businesses who might not have dedicated HR support,” says Clinton.
Remember, visa processing times can fluctuate, causing disruptions to hiring timelines and workforce planning. Be sure to consider this when reviewing your options.
Cost implications
While overseas hiring can offer long-term benefits, the short-term costs can be a deterrent for many organisations.
Carefully review all the additional costs that you wouldn’t otherwise incur when recruiting locally.
These may include:
Government visa application fees.
Immigration legal advice or services.
Relocation assistance (flights, accommodation, resettlement support). And,
Sponsorship training levies.
Clinton says, “Failure to comply with immigration laws (even unintentionally) can result in financial penalties. Be sure to manage these risks professionally and ethically to avoid costly mishaps.”
Onboarding and cultural integration
Clinton believes that overseas hiring can’t succeed without a smooth integration system.
He says, “Onboarding international employees demands an added layer of sensitivity and support. In many cases, you aren’t just helping them to adjust to your business, you’re helping them to adjust to Australian workplace culture.”
“Cold feet can be a harsh reality, too. The magnitude of such a transition can be too much for some candidates to bear. There’s always the risk that they will back out after accepting your offer.”
“Consider the possibilities of homesickness and family emergencies that require the candidate to return home. There is a level of disruption that comes with these scenarios, and they aren’t risks that local candidates would necessarily pose,” says Clinton.
To maximise your investment in international talent, offer language and communication support where necessary and take the time to address any cultural differences in professional norms and expectations.
“I’ve seen many cases where ineffective onboarding has led to disengagement and high turnover. After all, new employees often have limited social networks and a greater dependency on stable and healthy work relationships. Therefore, you mustn’t let poor onboarding compromise your recruitment efforts,” says Clinton.
Time zones and remote working
In some cases, overseas hires may be required to work remotely instead of relocating.
If you’re considering this option, remember that different time zones can hamper collaboration, productivity and inclusion.
“It’s not an impossible working arrangement, but careful consideration is key. Set clear expectations and work closely with your team to curate communication practices that help remote staff to feel valued and included,” says Clinton.
Recognition of overseas qualifications
Do you work in a highly regulated industry like finance or accounting?
If so, be aware that overseas qualifications and experience may not align with Australian standards.
Clinton says, “Be diligent when it comes to qualifications. As an employer, you’ll need to verify migrant credentials and, in some cases, assist them in obtaining local certification or training.”
