Ian Little FIEAust CPEng RPEQ

Overseas qualified engineers

an untapped resource

Introduction

There is a large pool of unemployed migrant engineers in Australia not being

accepted by employersWhy ?

Why not?

Practical ways for engineering managers to tap into the overseas qualified engineer workforce

Risk

• Current recruiting practices aim to protect organisations from employing the wrong person

• Focus is on employing individuals• This places organisations at risk by

– excluding useful people in a tight labour market– reducing profit due to lost opportunities

Re-evaluate risks and manage Flexible solutions are needed to engage all

possible candidates

Job Specifications

Job Descriptions Candidates

Recruitment Issues

• Aim – avoid discrimination– Outcomes should be the test of equality

• Individual positions with rigid selection criteria which are often unrealistic– Used to exclude rather than select

• Business built from teams

– Total > individuals

• Skills outside core for a specific position not recognised

Common Situation

Employer expectation

• CV addresses skills and achievements

• Confidence• Applicants know about

your company• Industry specific

requirements

Migrant presentation

• CV addresses education and companies

• Low self esteem• Minimal knowledge of

business• Have skills in allied

areas

Employers need to read between the lines

The Migrants view

No Australian experience – can’t get job

Is Australia so different ?

• Fundamental science is the same• Software• International standards• Accepted international industry standards• International equipment suppliers• Global companies• Climate• Industry

Are you a kangaroo or an ostrich ?

Managing Risk

• Assess generic skills • Mentor• Accreditation of qualifications• Develop a program for ‘local knowledge’• Development program for English • Organisation culture fit • Use the 3 month probationary period

Confidence is needed in the employment process

Salary

• Create a 2 year development plan– quarterly steps

• Employing managers need to take the initiative

• Integrity is essential– New arrivals are vulnerable

Objective – a fully functional senior engineer in two years

The GOOD NEWS

• Migrant engineers develop quickly

– English

– self confidence

– ‘local knowledge’

• Highly motivated

• Will learn local standards quickly

• Broaden companies experience base

High return on investment

An Action Plan

Evaluate – Recruiting risk criteria

– How you assess job applications

– Real impact of no Australian experience

Develop confidence in your selection process

Put support mechanisms in place with clear goals

Opportunity Fair Grow