Regional businesses in Australia are currently affected by skills shortages across almost every industry. One potential solution for regional employers is to source talent from overseas to fill the gap in your organisation’s workforce.
For any organisation looking to hire international talent into a regional area, the success of your recruitment program will be determined by the support provided to help your employee settle into your organisation, the community and into Australia.
Migration pathways for regional employers
There are a number of visa pathways available for skilled migrants to work in regional areas. An example is the subclass 482 Temporary Work visa, which allows people to come and work in Australia, so long as they are sponsored by an employer in an eligible skilled occupation.
There is also the Regional Employer Sponsored visa, which allows an employee to come to Australia and be sponsored by their employer to work in a regional location. Under this visa, an individual must obtain a positive skills assessment to show that they are skilled in their occupation and the scarcity of their skills must be confirmed by a Regional Certifying Body. The visa holder can move locations whilst working for the same company, provided they remain in a regional area.
Other visas that may be utilised for unskilled or semi-skilled positions in regional locations include working holiday visas and the Pacific Australia Labour Mobility (PALM) scheme.
Knowing which visas can facilitate pathways for international talent can help organisations make informed decisions about their hiring strategy. The visa pathway selection is important because it determines for how long an employee can work in your business. For example, the subclass 482 temporary work visa and the subclass 494 regional work visa have a pathway to permanent residence, whereas the PALM scheme does not (in fact, it has a mandatory exclusion period requiring the visa holder to depart Australia upon completion of their work assignment).
Aside from selecting the most suitable visa pathway for your candidate, the next most important step is to create a positive experience. Ensuring newcomers to Australia and their families find it easy to settle in and feel supported is a key step to improve retention.
Case study: How Sapphire Coast Community Aged Care supports new migrants
One regional organisation, Sapphire Coast Community Aged Care has spent the last two years building a best practice international workforce program in the regional town of the Sapphire Coast between Bermagui and the Victoria/NSW border.
Led by CEO Julie Evans, the organisation has sponsored an impressive 50 employees on visas over the past two years, leveraging a three-year work visa and offering their employees support for permanent residency.
Benefits of building a migrant workforce
Julie explains that introducing international workers was a way to avoid having to leave beds empty due to a lack of staff. “It has been the difference between us keeping our beds open and having to consider closing beds. There were two other local services in our area that closed beds, all because of staffing.”
Sapphire Coast Community Aged Care was amongst the first aged care providers to implement an Aged Care Industry Labour Agreement in May 2022. This allowed the organisation to source skilled workers who are originally from The Philippines, Nepal, Bhutan, India and parts of Africa.
The flow-on of recruiting international talent has been fast-tracked workforce expansion. Sponsoring 50 employees directly led to a total of 81 roles being filled across the business because many individuals’ partners or family members have joined the organisation to fill homecare and residential roles. “Some people have husbands, wives or partners who are either carers or work in our kitchen or our laundry,” says Julie.
Overcoming logistical and cultural challenges
Settling migrant workers into a remote region has posed unique challenges. As Julie explains, “Public transport, distance from the city and access to culturally appropriate food were all initial concerns. To make the transition smoother, we worked to create small, supportive communities by engaging local groups like Rotary to provide welcome packs and guidance.”
The local Rotary Club’s involvement helped bridge cultural gaps. “The organisation offered a neutral space where new arrivals could ask questions they might not feel comfortable asking us as their employer.”
Housing was another crucial consideration, with Sapphire Coast Community Aged Care leasing 40 rental properties to ensure quality living conditions for their staff. “We have also actively supported families in finding jobs, connected them with local schools, and built a network that fosters a sense of belonging,” adds Julie.
Supporting engagement and community integration
The integration of their international workers has been a success. As Julie explains, “It made the difference between keeping beds open or closing them. Migrant staff have become an essential part of our community, and we’ve even held cultural days as part of our lifestyle program to celebrate their diverse backgrounds.”
Sapphire Coast’s commitment to welcoming and supporting its migrant workforce has been instrumental in sustaining aged care services in the region, whilst enriching the local community with a more culturally diverse population.
According to Julie, residents and their families have been very supportive of new nurses and carers, and they even instigated an Employee of the Month program. However, she reminds other facilities to be proactive and strategic when introducing a migrant workforce.
In terms of retention, Sapphire Coast Community Aged Care has brought on 25 new team members per year through its international worker program. It has outstanding retention because the visa offered has a pathway to permanent residency which the company supports after the employee has completed three years with the business. However, it is still important to focus on creating a sense of community and providing practical support beyond the workplace as a way to support engagement and retention beyond the terms of visas.
“Our philosophy is that if we help to create a community, people will stay,” she explains. Julie also highlights the importance of assisting workers with securing housing, navigating childcare and schooling, and providing access to local services like healthcare. She also recommends engaging with local community groups like Rotary and Chambers of Commerce, which have been instrumental in helping workers integrate into the region.
Finally, Julie shares advice for other aged care organisations, “Engage your existing team and your residents and their families right from the start. Promote an inclusive workplace and continually engage with your new hires on a one-on-one level.”
Tips to help visa holders settle into a regional community
A solid global talent strategy will consider how the organisation can enlist the support of its people as well as the local community to help a new migrant settle in quickly, to build confidence and performance in their role, and achieve a sense of belonging.
Steps an employer can take to help visa holders feel more settled include the introduction of:
- Subsidised relocation costs
- Supporting family members with visa sponsorship
- Offering assistance with permanent residency
- Paying return airfares to visit family
- Providing additional leave to visit their home country
- A formal or informal mentor who can be a go-to for questions
- Culturally sensitive onboarding, taking into account the individual’s background and circumstances
- Culturally relevant celebrations such as Diwali or Eid Al-Fitr, and a flexible / floating public holiday leave policy
- Welcome events, inviting the employee’s family and local community to attend
- Subsidised English language lessons
- Subsidised accommodation or providing the services of a relocation agent
- Support to enrol children in school, daycare and schools
- A press release shared with the local media to do a ‘feel good’ story and introduce newcomers to the town
Find out how your organisation can benefit from sourcing international talent to fill critical skills gaps. Book a consultation with The Migration Agency today.