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  string(19) "2016-05-04 12:11:33"
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  string(19) "2016-05-04 02:11:33"
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  string(3601) "As a consultant specialising in placing temporary staff, I come across a variety of reasons a client will need a temp, and how they envision the new staff member adding value to their business. From a working holiday visa candidate building on their overseas experience to a local looking to temp until they relocate, to candidates who simply like to “try before they buy in” to new roles, the candidate’s point of view for wanting temp work is even more varied.

Within the last month I’ve had a handful of 4-6 month roles come across my desk for different clients; and interestingly enough as it goes in recruitment, I had two polarised conversations with my clients around what they wanted. I heard “we want a working holiday visa candidate as we know we receive a good run from them, and they stay loyal and committed throughout the duration of the role.”

The same day, another client said “I’d like to see local experience in the form of 2-5 years only, as there won’t be as much of a learning curve with these candidates.” Similar lengths of assignment, similar industries, and similar candidate skill set level.

The difference was the idea of local vs. overseas experience. As an expat who moved to Australia specifically to gain overseas working experience, I found myself playing devil’s advocate to the overseas vs local experience debate. Although it boils down to a matter of opinion, here are some pro’s to each side of the coin.

Pro-Overseas Experience

I tend to side with the above insights from my client on WHV candidates; some of the candidates I’ve received the highest level of feedback from clients on have been working holiday visa candidates who stepped into an assignment which was initially meant to be short term, and they ended up staying for 6 months and developing within the business.

In an effort to create stability, WHV candidates are often dedicated to roles, sometimes below their level, in order to ensure that they are working consistently throughout their stint abroad. Having an overseas candidate join the team provide a new set of eyes and business practices, and the team can benefit from having an outside perspective.

Pro-Local Experience 

Skill set aside, local candidates (or those with PR/citizenship) can bring longevity to a business as they don’t have any working restrictions; if a candidate is seeking longevity within an organisation you’d be looking to receive 12+ months of dedication from them.

Additionally, employment of a local candidate doesn’t require additional recruitment fees around sponsorship nomination, transfers, or permanent residency nominations. When a candidate has worked locally in their industry for a number of years, they will bring a stronger, wider network in their belt of assets. Nous around the industry which can only be gained from experience can also prove beneficial from these hires.

As you can see, there are multiple facets to the “Hire Working Holiday vs. Hire a Local” debate. If you find yourself in a situation where you’re posing the question, I’d recommend letting the situation guide your decision as opposed to a one size fits all approach.

In need of temporary staff, or have questions on the best way to approach hiring a temp? Get in touch with me.

 "
  ["post_title"]=>
  string(34) "Work Experience: Local vs Overseas"
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  string(154) "As an expat who moved to Australia specifically to gain overseas working experience, I found myself playing devil’s advocate in this polarising debate. "
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  string(19) "2016-05-05 08:32:04"
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As a consultant specialising in placing temporary staff, I come across a variety of reasons a client will need a temp, and how they envision the new staff member adding value to their business. From a working holiday visa candidate building on their overseas experience to a local looking to temp until they relocate, to candidates who simply like to “try before they buy in” to new roles, the candidate’s point of view for wanting temp work is even more varied.

Within the last month I’ve had a handful of 4-6 month roles come across my desk for different clients; and interestingly enough as it goes in recruitment, I had two polarised conversations with my clients around what they wanted. I heard “we want a working holiday visa candidate as we know we receive a good run from them, and they stay loyal and committed throughout the duration of the role.”

The same day, another client said “I’d like to see local experience in the form of 2-5 years only, as there won’t be as much of a learning curve with these candidates.” Similar lengths of assignment, similar industries, and similar candidate skill set level.

The difference was the idea of local vs. overseas experience. As an expat who moved to Australia specifically to gain overseas working experience, I found myself playing devil’s advocate to the overseas vs local experience debate. Although it boils down to a matter of opinion, here are some pro’s to each side of the coin.

Pro-Overseas Experience

I tend to side with the above insights from my client on WHV candidates; some of the candidates I’ve received the highest level of feedback from clients on have been working holiday visa candidates who stepped into an assignment which was initially meant to be short term, and they ended up staying for 6 months and developing within the business.

In an effort to create stability, WHV candidates are often dedicated to roles, sometimes below their level, in order to ensure that they are working consistently throughout their stint abroad. Having an overseas candidate join the team provide a new set of eyes and business practices, and the team can benefit from having an outside perspective.

Pro-Local Experience

Skill set aside, local candidates (or those with PR/citizenship) can bring longevity to a business as they don’t have any working restrictions; if a candidate is seeking longevity within an organisation you’d be looking to receive 12+ months of dedication from them.

Additionally, employment of a local candidate doesn’t require additional recruitment fees around sponsorship nomination, transfers, or permanent residency nominations. When a candidate has worked locally in their industry for a number of years, they will bring a stronger, wider network in their belt of assets. Nous around the industry which can only be gained from experience can also prove beneficial from these hires.

As you can see, there are multiple facets to the “Hire Working Holiday vs. Hire a Local” debate. If you find yourself in a situation where you’re posing the question, I’d recommend letting the situation guide your decision as opposed to a one size fits all approach.

In need of temporary staff, or have questions on the best way to approach hiring a temp? Get in touch with me.

 

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