Skilled Shortages? Australia is currently experiencing a shortage in both skilled professionals and trades professionals Shortages exist in both metropolitan and provincial regions Exact causes for skilled shortages are varied including but not limited to locality, appeal, education, training & labour market needs Shortages are determined through labour/market surveys and projections for potential future shortages
Skilled Occupations List Skilled Occupations List (SOL) and Employer Nominated Skilled Occupation List (ENSOL) Lists occupations in demand including Job Title Australian Standard Classification of Occupations code (ASCO) SOL and/or ENSOL eligibility Points Awarded for Skill Assessment Authority Available from http://www.immi.gov.au/allforms/pdf/1121i.pdf http://www.immi.gov.au/allforms/pdf/1121i.pdf
Live in Victoria The Victorian Government sponsors eligible applications for provisional and permanent visas This will assist the applicant to meet the DIAC General Migration points test and obtain a visa. For more information, visit –http://www.liveinvictoria.vic.gov.auhttp://www.liveinvictoria.vic.gov.au –Click on “Skilled Visas” on the side menu
I have a skill in shortage, why don’t they hire me? Think back to your favourite teachers in primary/secondary school. What qualities did they have that made them stand out from the other teachers? It was that extra something special coupled with qualifications and experience that made you develop a connection. Employers have very high standards, even in times of shortage … they want the best and will wait for the best!
Industry Familiarisation Job Guide (www.jobguide.dest.gov.au)www.jobguide.dest.gov.au –This site gives basic information about positions, requirements, state and territory requirements and related jobs –Related jobs are listed for each occupation – may be useful to look for transitional roles For more information on wages, market conditions, weekly earnings and job prospects, visit: https://jobsearch.gov.au/joboutlook/https://jobsearch.gov.au/joboutlook/
Salary Surveys Most major recruitment agencies utilise salary surveys Surveys are used to guide candidates towards salary ranges in both industry and position Surveys are generally based on candidates experience in a field Utilise a wide variety of salary surveys and develop an “average” salary range irrespective of agency bias Develop a comfortable bargaining range –It is better to represent good value rather than overvalue –It is easier to re-negotiate salary from within –If you value yourself outside the employers range, you will be excluded Salary guides (eg) –www.hays.com.auwww.hays.com.au –www.michaelpage.com.auwww.michaelpage.com.au
What did I leave behind? Networks, Reputation and Prestige
Rebuilding your Networks/Prestige Register with clubs and organisations Participate in Industry Seminars and Expos Membership of professional affiliations and unions Become involved with schools and charitable organisations Converse with friends already in employment
Selling your Prestige Rather than list your experience in this manner: Level 2, DB Programmer Oracle Bangalore, India Jan 2004 – July 2007
Selling your Prestige (continued) Use this format, which involves Simplifying your title Using the company logo for added impact Only use the company logo if it is internationally recognised Must be known in Australia Database Programmer Bangalore, India Jan 2004 – July 2007
Selling your Prestige This can also work for your education If you have an overseas qualification, indicate that it has been assessed Bachelor of Engineering 2007 Bachelor of Engineering Zhengzhou University, China 2003 Recognised in Australia by Engineers Australia according to AEI – NOOSR standards as equivalent to an Australian Bachelor degree.
Selling your Prestige (continued) You can also sell your prestige by promoting Accreditation or professional membership May Befictional 24 John St, Newtown VIC 3210 0412 345 678 03 9876 5432 MayBe@bigpond.com MayBe@bigpond.com
Recruitment Methods in Australia Internal Promotion/Transfer This is commonly the first stage – assess existing employees to see who can “fill in” or “grow into” the vacancy Recommendations Ask staff if they know anyone who may be suitable for the vacancy Poach/Head hunt – not what it sounds like! Open Market Advertise on Internet, Papers, Recruitment Agencies Only 30% of jobs are openly advertised
Open Market Sources Websites –SEEK, Mycareer, Careerone –Recruitment Agencies (Hays, Hudson, Adecco etc) –Company Websites – Careers/Employment tab Papers –The Age, Herald Sun, The Australian –Local Papers Recruitment Agencies –Jobs listed in Agencies also listed on Major websites
Incorrect Use of Search Engines By using both classification and sub classification, the search options will be limited to only those that match BOTH categories.
Correct Use of Search Engines Keywords –Select Location –Select Classification –Use 1 keyword only …eg Accountant KPMG MYOB Taxation Audit Mandarin If you select Sub classification, the job may be incorrectly classified or filed
Other Sources of Vacancies Direct Contact –Visit www.yellowpages.com.au and search for companies that operate in your field.www.yellowpages.com.au –Send a canvassing letter to see if you can meet to discuss potential vacancies or hiring practices Networking –Participate in Open Days and Industry Induction seminars at your educational institution –Apply for graduate programs in publicly listed companies (www.asx.com.au)www.asx.com.au Work Placement/Volunteering –Gives the employer an opportunity to see you skills in a real environment –Allows candidates to be in the right place at the right time
Success Story: Manju Arrived as a Skilled migrant (HR) in 2006 Joined SEAP in July 2006 –Attended Employment Development Program for Overseas Qualified Professionals with Box Hill TAFE in July. –Placed in SCRMRC as a Recruitment Consultant in Sept 2006 Was offered a position with Clarinda Community Centre in mid September
Success Story: Rajesh Rajesh joined SEAP in June 2006 Joined the VLGA 15 weeks placement for Engineers in Local Councils project –Rajesh attended preliminary meetings with Engineers Australia, OQU & SEAP After meeting with Hindmarsh Shire Council, they decided to forgo the 15 weeks placement and offer the client full – time employment on 25 th July 2006.
Success Story: Nastaran Coordinator of the HIV – CALD Unit of The Alfred hospital Needed a Farsi/Persian speaking co-worker with HIV/AIDS + HEP C experience Nastaran spoke Farsi but had a background in Social Work –Re-typed the client’s resume and directly promoted the client to Maureen Nastaran is now working at The Alfred
Overseas Experience – Valid? Yes….but we require some convincing! Market Yourself! –Convince the employer that your experience is valid in an Australian context and that duties/skills are not that dissimilar –If your company was a multinational, talk about international standards and systems (same regardless of country) Value Yourself! –Visit AmBIT, Hays and Hudson and look at salary surveys. –Develop a comfortable bargaining range on salary (10% below, 5% above) the median salary. –Ignore direct salary conversions….some currencies don’t convert favourably Trust Yourself! –If you lose confidence, the employer wont be confident in you either!
Good Luck! Remember…luck favours the well prepared