In any Tasmanian business sector, recruiting the right staff can be a tricky, complicated and expensive process. The valuable time you spend spent advertising positions, and then identifying, assessing and interviewing potential employees, is all time away from your core day-to-day business activities.
The problem is even more difficult in the fast-growing tourism and hospitality sector. Tasmanian operators in this area need an increasing number of skilled professionals and usually have to deal with tight timeframes to appoint the right people to meet peak periods.
Adding to the time and cost involved in recruiting staff is the extra work involved in dealing with international candidates, whether they’re overseas or already working elsewhere in Australia.
That’s where a specialist recruitment firm like Divergence can assist Tasmanian businesses.
Director Adrian Sampson explains that the Divergence strategy turns the traditional recruitment model on its head, to deliver a customised, cost-effective, end-to-end solution, which is particularly important in the fast-growing tourism and hospitality industry.
“The Divergence service doesn’t stop when we have identified and recruited skilled people for roles in this important sector,” Mr Sampson says. “That’s just the beginning, because when we’ve connected the right people with the right businesses in Tasmania, we offer on-ground support throughout the time they’re working here. We know how critical this support can be, both for professional staff and for their employers.”
Divergence understands that among the many international workers already employed in mainland capital cities, there’s a significant number who would jump at the chance to live and work in the Tasmanian tourism and hospitality sector.
“International staff who move here may be able to qualify for permanent Australian residence under the Regional Sponsored Migration Scheme, an Australian Government initiative that aims to assist regional areas of the country, including Tasmania, to attract skilled workers,” Mr Sampson says.
And while filling vacant positions is the key benefit for employers, the Divergence recruitment model offers another important positive outcome for businesses.
“There are costs involved with the RSMS service, and these have generally been borne by the sponsoring employers,” Mr Sampson says. “But the key innovation that sets our service apart from the conventional recruitment model is that Divergence requires the candidates to make a personal financial commitment to their relocation, assisting the employers to fund the costs of migration services and other related expenses.” he says.
This means that Tasmanian employers don’t carry the whole burden of recruitment costs. And because the international staff have some ‘skin in the game’, they have a strong incentive to commit to their new positions and become key professionals for their new employers.
For more on the Divergence service and its benefits for employers, visit www.divergence.com.au