24 June 2022
Many organisations have sophisticated and detailed induction programmes for new hires, but not all of them consider the simple logistical challenges faced by candidates when migrating to Australia.
So you’ve gone to the effort and expense of sifting through resumes, interviews, skills assessments, reference checks, contract preparation and your overseas candidate is on the plane, Australia bound. Exciting isn’t it? It’s also really nerve wracking for the candidate, especially if it’s their first time Down Under. Many organisations have sophisticated and detailed induction programmes for new hires, but not all of them consider the simple logistical challenges faced by candidates when migrating to Australia.
1. Airport Pick Up
Sounds obvious right? Not always. Make sure your new team member is embraced by your business culture from the moment that they touch down. This will help build confidence in your organisation build loyalty. You can go all out by arranging a car to meet them, but clear instructions guiding them to the right train platform or coach terminal may suffice. Make sure your new recruit has a destination to arrive at from the airport. For example a train station where they will be met by someone.
Relocation packages for senior and executive hospitality positions tend to include accommodation, at least for the first few weeks. However it’s not often offered for positions outside this bracket. Our new post pandemic landscape now means that employers need to reconsider how to attract and retain cooks and chefs. Often candidates can be relocating to a city or region where they know no-one. Providing some accommodation in the early days, or facilitating a base for those first few overwhelming weeks need to be factored into your recruitment budget.
We find many of our candidates who migrate to Australia don’t have access to a car straight away. Make sure your new recruit knows how to get to and from work and that they are orientated with local public transport and have clear directions from the nearest bus stop or train station. If you are in a rural or regional area access to a car or a lift to and from work should be arranged.
4. Health Insurance
Most candidates purchase a one month health insurance policy facilitated by our migration partners to meet their visa requirements. For these policies to be maintained the candidate needs to take over payment via a credit card or direct debit. As it’s a visa requirement, we recommend employers remind their candidates at the two and four week mark to ensure this critical policy is continued.
5. Local Area Orientation
A staggering 69% of employees are more likely to stay with a company for three years if they experienced great onboarding. When hiring an overseas candidate you are onboarding them to a whole new life! Knowing where essential services are will help a candidate new to the area feel more settled. An orientation pack that includes details regarding essential services such as local supermarkets, pharmacy, doctors surgery, shopping malls and restaurants. Consider sharing websites where they can look for permanent accommodation and purchase furniture.
This information has been gathered following years of anecdotal conversations and experience. If you hire a candidate through You Solved we provide a comprehensive orientation pack specific to your business and location, especially prepared to make your candidates’ onboarding experience spectacular. Let us Solve your migration and recruitment needs.
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