Australian businesses in aged care, construction and many other sectors have a shared problem:
There simply aren’t enough skilled professionals available to achieve business goals and meet rising demand.
Across organisations, roles are staying open for longer, teams are stretched and growth plans are moving further out of reach. Meanwhile, current economic pressures mean fewer people are switching jobs as stability wins out over change.
It’s a tough environment for employers, who are competing to draw from shallow local talent pools. With pressure forecast to continue rising across multiple sectors, alternative hiring strategies are needed.
Many employers fail to seriously consider sourcing talent from overseas because they assume their business is not eligible to hire this way, or it is too expensive or complicated. In fact, it is possible to fill crucial roles with qualified, experienced professionals in a streamlined, cost-effective way.
Why international talent makes sense for Australian employers
Global markets are a vast resource for skilled individuals who are motivated to relocate to build a new life in Australia for themselves and their families.
This strategy can be applied to reduce churn, minimise the costs of temps and agency staff, and prevent lost opportunities. It has proven to be effective: around 47% of doctors and 32% of nurses in Australia hold international qualifications, while more than 40% of nurses and aged care workers were born overseas.
How to compete for global talent
There is competition from countries including the UK, Canada and New Zealand for global talent, so if you want your business to stand out to applicants while minimising the costs involved, there are a few steps to follow:
1. Start with talent mapping
Before you start placing job advertisements, you need clarity. Talent mapping will identify which roles are hardest to fill, which types of employees are eligible for the most straightforward migration pathways and where future workforce gaps are likely to appear.
If you forecast your hiring needs three, six or twelve months ahead, your business will have a steady pipeline of talent and you’ll have people in place when and where you need them.
2. Create a seamless pathway for international hires
The most sought-after professionals are often spoilt for choice when it comes to accepting international roles, so you need to provide a positive experience from the moment they see the job listing.
From visa processing to onboarding, every step should feel structured and supported. Delays, confusion or poor communication can quickly cause candidates to drop out or choose another employer.
A smooth, well-managed talent sourcing and onboarding process will set you up as an employer of choice.
3. Build a proactive talent pipeline
Forward-thinking organisations build ongoing pipelines rather than treating international talent sourcing as a one-off exercise.
This means sourcing candidates ahead of demand, hiring in cohorts and maintaining relationships with talent pools. This approach shifts workforce growth from reactive to proactive and reduces long-term hiring costs and risk.
4. Offer meaningful incentives
Global candidates are making life-changing decisions, often involving their partners and children. The right incentives can sway their choices and make them feel more confident about the upcoming change.
Quality talent tends to be motivated by clear pathways to permanent residency, personalised support to relocate and find accommodation and a package designed to help their family settle into their new life (language lessons or help finding school/care for children are some examples).
5. Support your staff and showcase their success
As a business, your marketing needs to centre around employee experience as well as client experience. If your employee wellbeing programs include cultural celebrations and special induction programs, make sure they are well publicised on social media and in your talent sourcing campaigns.
Talent mobility in action
The Migration Agency has clients across aged care, construction and other industries including childcare, medical technology and IT. Here are three examples of how we have helped fill workforce gaps with international talent:
- Aged care provider Huon Regional Care faced severe staffing shortages and margin-depleting agency costs. By implementing an international talent sourcing programme for registered nurses, they stabilised their workforce, improved care quality and reduced agency spend significantly.
Read more about Huon Aged Care’s international hiring success
- Aviation catering company Dnata struggled to find skilled trades locally. Through an international hiring strategy, they successfully mobilised 50 chefs and cooks, strengthening operations and earning internal recognition for innovation.
- A global medical technology company faced challenges when changes to Australia’s skilled occupation lists impacted their ability to sponsor critical roles. These were highly specialised positions essential to their commercial operations, and without access to international talent, their growth was at risk. Applying a labour agreement strategy fast-tracked the relocation of key specialists for their business.
Read more about this bespoke labour agreement solution.
Fast-track your growth with international talent
The world of visas and migration is complex when you are unfamiliar with processes, regulations and requirements, but having specialist support will make all the difference.
The Migration Agency (TMA) goes beyond traditional immigration services. With nearly two decades of experience, we combine legal expertise with talent mobility and international sourcing to deliver end-to-end workforce solutions.
Our team will act as your strategic partner, helping your organisation to access global talent and leverage it to facilitate long-term growth and stability.
TMA services include:
- Immigration law and visa strategy
- International talent sourcing programmes
- Talent mapping and workforce planning
- Global mobility and relocation support
- Employer-sponsored visa programmes
- Access to government-accredited talent pools
- Cohort hiring and pipeline development
- Advisory on retention and incentive structures
Talent is scarce in our local market, but having the right partner can make the difference between constant hiring pressure and a stable, scalable workforce.
