Ian Little FIEAust CPEng RPEQ Overseas qualified engineers an untapped resource.
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Transcript of Ian Little FIEAust CPEng RPEQ Overseas qualified engineers an untapped resource.
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