It’s one thing to conceptually talk about talent mobility, another to see a real world example of mobility in action. Huon Regional Care shares the benefits and impact of sourcing qualified international care workers on workforce sustainability, quality of care, internal culture, and the community as these candidates found a new home in regional Tasmania.
A multi-pronged response to a nationwide shortage
Several panellists pointed to international migration as a key part of their workforce recovery strategy. For our clients Huon Regional Care and Glenview Community Services, the decision to recruit overseas was a turning point. With the help of The Migration Agency, they matched skilled nurses not only to their job vacancies but to their community.
“It’s not just about who’s available — it’s about who wants to be here,” Huon’s CEO, David Brennan shared. One nurse moved from Singapore specifically for the sense of belonging offered by a regional setting. Huon’s values-based recruitment approach is now paying dividends: Huon has all but one nursing vacancy filled across their organisation.
Others echoed similar experiences, but cautioned against an over-balance of new staff at the expense of local clinical experience. High staff ratios of new hires can put pressure on training, onboarding, and culture especially if the new hires are also finding their feet in a new healthcare system.
Attracting talent to Tasmania: selling the lifestyle
As an island state, Tasmania presents both challenges and opportunities. Providers described early recruitment efforts focused on the local lifestyle — food, nature, and community.
The conversation also addressed movement out of the state, especially among younger people seeking mainland opportunities. Some providers are now watching this closely in exit interviews, highlighting the need for long-term retention strategies.
Retention starts with knowing your people
A recurring theme throughout the panel was the need for data-driven retention. One provider shared that their staff is significantly younger and more multicultural than the national average, with 70% speaking English as a second language.
“You can’t support your people properly if you don’t understand who they are,” said one panellist.
Exit interviews were another key tool. Several providers acknowledged that the traditional response rates were low. By outsourcing this process, one provider increased response rates from 5% to 95%, gaining powerful insights to inform future workforce strategies.
Creative solutions to ease pressure on the floor
To relieve workload pressures, many organisations are exploring new workforce models. For example, Huon implemented a training partnership to bring in Cert III students, who were then employed as extended care support assistants – taking on tasks like bed-making or meal service while working toward full certification.
Others spoke of daily ‘huddles’ to manage micro-risks, buddy systems for cultural integration, and investing in family support for international hires – everything from driving lessons to spousal employment connections.
Smarter technology to reduce admin
In a sector often slowed by legacy systems, many providers are now embracing the potential of technology – cautiously but optimistically. From predictive analytics for malnutrition to radar-enabled nurse call systems, tech is being used to prioritise care and free up staff time.
A shared journey, a collective future
The panel closed with a sense of cautious optimism. Providers are solving complex problems with commitment and collaboration. There is growing recognition that regional providers, with their tight-knit communities and flexible thinking, may be leading the way.
The use of technology and following Huon Regional Care’s strategies for sourcing and integrating international care workers and nurses is providing positive pathways forward that the aged care sector can learn from.
To find out more about how The Migration Agency can help you stabilise your workforce, book a consultation.
