With Australian unemployment figures still sitting at around the 4% mark, skills shortages are impacting productivity and growth for many industries.
Unfilled roles and positions can cost organisations thousands in lost output, which is why HR leaders must be proactive in addressing talent gaps. Innovative thinking and specialist support can help build robust talent pipelines and implement new strategies for sourcing skills.
If you are an HR leader, the following steps can prevent the current skills shortage from becoming an issue in your organisation:
Plan ahead
Reviews and forecasts are essential to prevent skills shortages, yet research shows almost half of employers fail to plan their workforce a year in advance.
Stay ahead by identifying roles that are ‘mission critical’ within your organisation and the skills required for sustaining your organisation’s growth. This may involve discussions with your leadership team about future talent needs for your business. This could be experts in implementing new AI technology or experienced operators who can help you cater to an expanding market.
To prepare for the future, consider implementing leadership development programs or integrating programs to upskill your team and meet future demands.
Expand your talent pool
In 2024, 33% of Australian occupations are experiencing shortages. Because of this, relying solely on local candidates is no longer enough. Fortunately, international hiring. particularly through Australia’s Migration Pathways, offers a viable solution.
If the employees you need in your business are on Australia’s skilled occupation lists, you may be able to find international candidates who are eligible to participate in Australia’s Skilled Migration Program. Under this, professionals can migrate to Australia without the need for a formal employer sponsor.
Partnering with a migration agency will streamline the process of sourcing international candidates whose skills and experience translate into the Australian workplace and qualify for a visa to Australia. Many of these professionals are eligible for pathways to permanent residency, and supporting them through this process can foster long-term loyalty.
International workers are often the answer to skills shortage issues. International talent can be more accessible than you think, especially with the support of a professional team.
Build a skills matrix
Creating a ‘matrix’ and mapping out current and future roles needed within your organisation can help to identify those on skills shortage lists and assess difficulties you may face in filling those roles. By identifying and understanding potential future weak spots in your workforce, you can design a strategic plan to fill gaps.
By mapping the qualifications, experience and competencies required for each role, you can determine your strategy and timeline for sourcing talent. From there, you can figure out if you should pursue local candidates or partner with a professional team to explore migration pathways for international team members.
Promote workforce sustainability
Retaining talent is as important as sourcing it. Simple initiatives to boost employee engagement include competitive remuneration, service and retention bonuses, and flexible working options.
For overseas hires, consider offering additional support, such as subsidised travel to their home countries, English language classes or assistance in settling their families. Reports say that helping accompanying spouses and family members to connect with services and employment can also help to attract and retain individuals from migrant backgrounds.
Research has found that taking a holistic approach and supporting the whole family to settle in Australia with help offered to find jobs, settle children into schools and foster community engagement increases retention.
Read more: How to improve retention of your international workforce.
Build a positive employer brand
A welcoming and inclusive employer brand is essential for attracting and retaining top talent. Focus on highlighting your organisation’s values and commitment to diversity on your website and throughout your career pages. Be transparent about the option for sponsorship or your policies when it comes to employing visa holders.
Prospective candidates from locally and from abroad are more likely to apply if they can see your organisation provides a welcoming, inclusive environment.
As skills shortages become a growing challenge in Australia, staying proactive and continuously reviewing your talent strategies is essential. By planning ahead and fostering a diverse, engaged workforce, HR leaders can mitigate the impact of these shortages and maintain a steady talent pipeline.
