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

2. Introduction
There is a large pool of unemployed migrant engineers in Australia not being accepted by employers
Why ?
Why not?
Practical ways for engineering managers to tap into the overseas qualified engineer workforce

3. Re-evaluate risks and manage
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

4. Job Specifications
Job Descriptions
Candidates

5. 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 > S individuals
Skills outside core for a specific position not recognised

6. Employers need to read between the lines
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

7. No Australian experience – can’t get job
The Migrants view
No Australian experience – can’t get job

8. 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 ?

9. Confidence is needed in the employment process
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

10. Objective – a fully functional senior engineer in two years
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

11. High return on investment
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

12. Develop confidence in your selection process
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