Competition for international talent is tough.
How can New Zealand recruiters find and attract expats and migrants with the scarce skills employers need?
We work with many successful internal and external recruiters - here's what we've seen them do:
Source creatively. If you need large numbers of people, can you entice an existing team to relocate? Use referral fees to incentivize. Keep on top of international industry developments, like mergers and rationalisations, releasing mass talent onto the market.
Diversify where in the world you look for talent. Having a limited pool of candidates drives costs up. The cost of talent varies widely depending on their home country, current compensation package and personal expectations.
Get flexible with the role. Don’t be constrained by traditional expectations about the way jobs have been done in the past. We’ve seen solid but hard-to-fill roles become desirable when repackaged as a 2-year work/lifestyle experiences in New Zealand.
Look around you. Untapped international talent pools exist here in New Zealand. Seek out people who’ve already relocated but aren’t happy in current roles. And spouses of migrants who often enter the job market once their families are settled.
Bridget is Principal at Mobile Ltd. To grow you business's expat and migrant attraction, retention and productivity rates contact us at firstname.lastname@example.org.