After spending a quarter of a century in the recruitment market, I’ve been fortunate enough to successfully recruit a large variety of roles and build long lasting relationships with clients and candidates. I particularly have enjoyed successfully placing roles that have been deemed to be “hard to fill”, often the client may have previously initiated various recruitment methods previously, and there is a great professional satisfaction in both being given the opportunity and ultimately placing an individual in such roles.
Current Market
In the current market, the number of “hard to fill” roles appear to be increasing across the board. This can be due to many factors including skill shortages and location. We often see clients consistently trying to fill these roles, with little success and return on investment (ROI). There seems to be no quick solution to these shortages on a local level which pushes us towards looking at international migration to meet the needs of a variety of industry sectors.
Benefits of International Recruitment
The benefits of international recruitment are that there is often a significant pool of candidates who are suitably skilled, trained and able to be on the ground with clients in relatively short time frames. These candidates have worked in very similar roles, to similar standards required in Australia, and are highly motivated to successfully build a life and career in Australia. The provision of skills assessments and thorough recruitment processes ensures that only suitable and motivated candidates are successful in gaining the opportunities.
A large part of my motivation for joining Dizon and Associates International was down to the offering that we can provide. Whilst international migration and the recruitment of overseas staff is nothing new in Australia, offering these services under one provider such as Dizon & Associates is relatively infantile in the market.
Often there can be a disconnect between the migration agent, the overseas recruitment provider and the Australian client/recruiter. This can prove both frustrating for the client and the candidate and often lead to an unsatisfactory outcome. The model Dizon & Associates provides means that at every stage we are the point of contact for the client. This covers:
- arranging interviews with pre-qualified overseas candidates
- managing the recruitment process to offer and acceptance stage
- the full migration process,
- candidates’ cultural integration
- and ultimate placement.
Myself and the team at Dizon & Associates would love to hear of any requirements that you may have, and will happily provide advice around the most suitable sourcing and visa solutions to meet your needs.
Author: Rob Ettrick