Show Me the Talent: Adding International Recruitment to your Toolkit

WA is booming and that’s great news for business. However, with growth comes a demand for skilled talent that has quickly outpaced supply.

Anecdotally, recruitment consultants tell us most of their clients still want to recruit locally, but the local pool just isn’t deep enough. Everyone’s fishing in the same ocean.

That’s why Accelerate Workforce Solutions partnered with the RCSA to host Show Me the Talent, a panel event exploring international recruitment, migration pathways and smarter workforce planning for WA’s future.

Featuring expert insights from migration specialist Virginia Bennett, healthcare recruiter Dave Bell (Doctor Connect) and moderated by Neil Merola, CEO of Accelerate.

Together, they delivered one message loud and clear: talent is the new currency – and if you want to stay in the game, you need to find alternatives to traditional sourcing methods.

“Too Hard” Isn’t a Strategy

One of the strongest themes of the panel was myth-busting. Virginia Bennett shared her thoughts:

“People say visas are too hard, too expensive or take too long. But recruitment always takes time and money – whether it’s local or international. The difference is, with overseas talent, you get loyalty, retention and long-term ROI.”

Virginia emphasised that an individual’s visa costs can often be shared or reimbursed by candidates themselves, especially those with family dependents. “It’s not a cost,” she said, “It’s an investment.”

She also challenged the misconception that overseas talent is a last resort:

Inflationary pressure is real. In a tight market, businesses are often forced to offer increasingly higher salaries just to poach local candidates, who might only jump again six months later. “You’re paying more for the same talent, with no guarantee they’ll stay,” Virginia explained.
Notice periods level the playing field. Even if you hire locally, top talent typically comes with 3 to 6 months’ notice. “People assume local equals faster. But with planning, international hiring can move at a similar pace with better retention.”

She stressed that migration doesn’t have to be a Plan B. With the right strategy, it can a great advantage.

The Real Cost of Waiting

Dave Bell offered real-world examples from the healthcare frontline…

A remote WA clinic that was on the brink of shutting its doors is now fully staffed.
A practice in Karratha grew from zero to five GPs, all sourced internationally.

“If you’ve got an empty consult room, that’s hundreds of thousands of dollars in lost revenue,” Dave said. “You can wait 12 months for a local doctor who may never come or you can look global and have someone here in six months.”

Yet many organisations hesitate. Why?

Confusion around sponsorship obligations, visa types and migration timelines often stalls the conversation. That’s where educating clients (and partnering with experts) makes all the difference.

And when employers delay too long, the consequences are real. Dave recalled one rural town, Northampton, that after 4 years recruiting for a GP ultimately had to close its doors leaving the community without local care.

Workforce Planning Is the Missing Link

Success in international hiring depends on one thing: forward planning.

Virginia shared some practical advice:

Get ahead on Labour Market Testing so you can act quickly when your ideal candidates are identified.
Leverage government incentives, such as WA’s construction rebate and PR pathways via regional visas.
Understand visa options – there’s no one-size-fits-all. Partner with someone who can tailor the right solution.
Bring a migration expert into client conversations. “We can bust myths and map the process in plain English,” said Virginia.

Visa Flexibility: More Options Than You Think

Many employers assume visa sponsorship is rigid or high-risk. In fact, Australia’s visa system offers more flexibility than most realise – not just in structure but in who can be sponsored.

“We can structure arrangements to suit your business model, whether you’re working through an On-Hire Labour Agreement or direct sponsorship,” she explained. “There’s more flexibility than people think.”

There’s also a vast array of eligible occupations. Australia’s Combined Skilled Occupation List (CSOL) includes 456 occupations that employers can sponsor across industries such as healthcare, IT, construction, engineering, finance, education and trades.

View the full CSOL here:

www.immi.homeaffairs.gov.au/visas/working-in-australia/skill-occupation-list

When it comes to visa subclasses, businesses have multiple options depending on the nature and location of the role:

Subclass 482 (Skills in Demand visa): for mid-term skilled hires, with a path to permanent residency.
Subclass 400 (Temporary Work Visa: for short-term project (3 to 6 Months) that are inexpensive and approved quickly
Subclass 186 (Employer Nomination Scheme): permanent visa for skilled workers with employer sponsorship.
Subclass 494 (Skilled Employer Sponsored Regional): for regional roles, offering incentives and fast-tracked PR options.
Subclass 407 (Training Visa): for structured workplace-based training and upskilling programs.

“The key is understanding your options and choosing the right tool for the job.” Virginia added.

Humanising Hiring

The conversation also turned to what often gets overlooked: the human impact of migration.

“There’s a bond that forms when someone sponsors you,” said Neil. “These candidates bring loyalty, resilience and a long-term mindset.”

One audience member shared a powerful personal story.

“I came to Australia in 2007 from Kenya. My Dad was a GP, and my Mum a Nurse. A recruiter helped us settle in rural WA, organising housing, power, transport, even schools. By the time we arrived, everything was ready.”

The experience was so positive, the family referred more doctors from Kenya, South Africa and Zimbabwe to the same agency. “We were very grateful to our recruiter.”

This audience member’s story was a powerful reminder: international hiring isn’t just about filling gaps. It’s about building opportunities.

Final Takeaway

WA can’t rely on local talent alone. If you’re serious about growth, you need to broaden your sourcing strategy and tap into a global talent pool.

The key is starting early, educating stakeholders and working with partners who know how to navigate both migration and commercial realities.

As Neil put it in closing: “We’re not here to make it harder. We’re here to simplify, de-risk, and help businesses move faster.”

Want to explore overseas hiring without the complexity?

Accelerate Workforce Solutions can help you build a compliant, flexible and scalable workforce model, workforce management solutions, migration support and our On-Hire Labour Agreement.