Considering hiring international graduates? Here’s how it’s working for HR3
HR3’s recent success hiring international postgraduate talent into business analyst and software engineering roles could provide a template for any growing business looking to expand their recruitment channels.
When HR3 junior business analyst Monika Vishnoi went to her graduation ceremony after finishing her Professional Year Program this year, she was very surprised. With the 200-plus students in attendance all having completed 11-week internships, the obvious question was asked: how many people had jobs?
Only a handful of people put their hands up. One of them was Monika.
“It’s not easy for international students to get a job after completing their studies,” Monika says. “While companies do come to universities for things like job fairs, it’s hard to get relevant work experience while studying in a new country that will result in securing permanent, paid employment.”
A pool of professionals
The Professional Year Program is a structured postgraduate professional development pathway that combines formal classes and workshops with workplace experience in the form of an internship. The program is available in high-demand industries in Australia, including fields such as accounting, computer science, and engineering.
It is designed to provide students with what it has provided for Monika: a bridge between university study and a professional career in Australia. While contributing towards eventual permanent residency, it also provides Australian workplace cultural exposure, something that makes graduates more attractive to local employers.
To participate in the Professional Year Program, candidates need to hold a Skilled — Graduate (Temporary) Visa (Subclass 485), which allows them to remain in Australia, typically for 2 years after the completion of a degree.
A shortage of skills
HR3 CEO Rick Verloop says sourcing international postgraduate candidates through provider Readygrad for junior roles has been an effective way to add quality talent in key areas of business growth and demand.
“There’s a skills shortage in Australia in areas like IT. Unfortunately, not many local students are currently pursuing STEM (Science, Technology, Engineering and Maths) careers, so there’s a shortage of people graduating from universities in those fields,” Verloop says.
“As a result, to secure graduates for these types of roles who already have some genuine commercial experience in Australia, often the Readygrad and international graduate student pool is where need to go.”
So far, HR3 has recruited both Monika and junior software developer Dongyang Chen through Readygrad. Having previously used other recruitment channels like SEEK and LinkedIn to recruit for vacant positions, HR3’s experience has been about 90% of applications would be on some type of temporary work visa anyway.
“Most applicants are on a student visa or a temporary work visa that allows them to work in Australia up to two years - there are relatively few permanent Australian residents that seem to apply for these roles.”
Recruiting for success
HR3’s success recruiting through Readygrad has been equally important for the success of the business.
Monika says securing a permanent role with HR3 has been an important professional milestone.
“When I was offered a full-time job, I said ‘yes’ immediately,” Monika says. “I still remember my interview with Rick [Verloop]. He told me HR3 likes to support people who have a passion for something, and I was passionate about being a business analyst. It’s been an important and life-changing experience for me.”
“Both of our internships have been successful, and we’ve been thrilled to welcome their capabilities to our team as full-time employees,” Rick says. “We think there’s an opportunity for more employers to explore this recruitment option, because we’re better off for the contributions they are making to our business.”