As countries across the globe face growing workforce shortages in key sectors, it’s natural to look outside their own borders for qualified talent (international talent sourcing). This is especially true in industries such as healthcare, aged care, construction and manufacturing where international workers are available.
Critics of international talent sourcing often raise concerns about a “brain drain,” where one country loses its skilled workforce to benefit another. However, the reality is far more nuanced. By adopting sustainable hiring practices, it’s possible to create a mutually beneficial approach that supports both the ‘host’ and ‘source’ countries.
The global competition for talent
Countries including the UK and Ireland are traditionally reliable sources of skilled workers for Australia, with similar standards of qualification and accreditation, but they are also grappling with shortages of suitable candidates in specific industries.
In Canada and Europe, workforce deficits are pronounced in nursing and aged care, with governments actively working to attract more healthcare professionals rather than exporting their talent. Meanwhile, the UK faces its own shortage of nurses, with one in three hospital shifts reportedly lacking at least a quarter of the registered nurses they need. This reality limits developed countries’ ability to contribute to international workforce mobility, even though many qualified professionals do decide to register for a temporary visa and plan a working holiday in Australia, which temporarily bolsters workforce numbers here at home.
To add to this, smaller nations across the Pacific such as Fiji and Vanuatu face challenges of scale. With limited populations, they can only support a finite number of skilled workers for export without risking a detrimental ‘brain drain’, which depletes their own workforce. This is why the Pacific Australia Labour Mobility (PALM) Scheme limits the amount of time a worker can spend in Australia and requires PALM Scheme participants to return to their home country after their assignment for at least 6 months.
High-potential markets hold the solution
Organisations seeking talent at scale should investigate high potential and under-penetrated markets such as the Philippines and India, which are actively preparing a workforce for global industries. In these locations, education systems and government initiatives are developing skills to align with international demand.
For instance, the Philippines is a world leader in nursing education and is the largest exporter of nurses in the world. This deliberate approach by the Philippines Government supports the local healthcare system while enabling talent mobility to other nations in need. As explained by Science Direct, training nurses for overseas markets in the Philippines is part of a government-facilitated labour migration program introduced during the 1970s. While the program was intended as a short-term solution to domestic unemployment and high foreign debt, it has remained in place because economic growth has lagged behind the growth of the domestic labour force.
Domestic and foreign demand for nurses has generated a rapidly growing nursing education sector now made up of about 460 nursing colleges that offer the Bachelor of Science in Nursing (BSN) program and graduate approximately 20,000 nurses annually, according to Philippines higher education data.
Meanwhile, India, with its vast population and strategic emphasis on skills development, has also emerged as a major player when it comes to the international supply of talent. In 2017, it was reported that around 56,000 India-trained nurses worked in the USA, UK, Canada and Australia. India currently has the largest number of medical colleges worldwide and stands out as one of the primary exporters of healthcare workers to developed nations.
As reported by the Economic Times, there is a growing focus on cross-skilling initiatives, which ensures that Indian nurses are especially equipped with the necessary skills and qualifications to meet the specific healthcare requirements of different countries.
Another country providing healthcare workers to the world is Nepal. In one example of the strategic support of talent, an Australian organisation, Twilight Aged Care partnered with a Nepalese training institution and committed to hiring a percentage of its graduates while ensuring others remain to support the local healthcare system. This model demonstrates how reciprocity can be embedded into international recruitment practices, creating benefits for host and source countries.
A sustainable approach to international talent sourcing
At The Migration Agency, sustainability is a core principle of our talent mobility strategy. We are committed to exploring options for sourcing skilled workers from countries with a surplus of talent. Our comprehensive talent-sourcing process includes:
Attracting and identifying from high-potential markets
We work with our clients to explore countries like the Philippines and India, which are actively preparing a workforce for global industries.
Quality assurance
Our specialists evaluate candidates’ qualifications and competencies to ensure they meet host-country standards while supporting their professional growth.
Workforce planning
The Migration Agency collaborates with organisations to forecast workforce needs, aligning recruitment efforts with long-term industry requirements.
We also encourage investment in training and up-skilling initiatives in source countries, which can create mutual benefits.
The global mobility of talent is a complex subject. Australia often loses homegrown talent to other countries who are in more advanced stages of building partnerships and programs for talent deployment.
Australia has the potential to source high calibre skilled workers from overseas, with the help of skilled visa programs, high living standards, excellent salary rates and permanent residency pathways. At the Migration Agency, we are always exploring sustainable ways for Australian employers to support the global community while sourcing the talent they need.
Book a workforce consultation with The Migration Agency today to explore how we can help your organisation build a sustainable workforce strategy.