The Talent Is Out There — If You Know Where to Look

2 Minutes Read

 

Many Australian business owners face the same problem: They cannot attract or retain the staff they need. A common response is to tighten hiring filters. Often, this means only considering people who already have work rights.

This seems efficient. But it is a flawed strategy. It prioritises visa status over skill and experience.

In the first episode of Mind the Gap Australia, host Rhea Fawole explains why this approach limits your business. She outlines a better path to build a stable workforce.

 

Why Attracting and Retaining Good People Feels Hard

Staff vacancies stay open longer. Good employees leave. You face constant recruitment cycles. This is not a reflection on your business. It is a sign of a broader labour shortage.

For many skilled roles, there are not enough people in Australia. The government recognises this through skilled occupation lists. If your role is on that list, local scarcity is a market reality. New recruitment tactics will not change this.

The Risk of the Only People With Work Rights Filter

Limiting candidates to those with existing visas appears simpler. It avoids perceived complexity. But it introduces greater long term risk.

You are not selecting for skill or commitment. You are selecting for a visa obtained under different circumstances. Many temporary visas are not designed for long term employment. Relying on them creates workforce instability.

You also exclude skilled individuals overseas or in Australia on other visas. These people are often highly experienced and seeking long term roles. They represent a committed talent pool you cannot access with your current filter.

 

Where the Real Talent Pool Is and How Sponsorship Opens Access

Skilled migrants represent a significant talent pool. Many cannot enter Australia without employer sponsorship. Their passports may not allow working holidays. Their pathway is a structured skilled visa.

 

Sponsorship is the tool to access this group. It is not a casual try out. It is a formal arrangement that brings skilled individuals into your business for a minimum of two years. This provides stability and a return on your investment.

 

Businesses that use sponsorship effectively do not have better luck. They have a better strategy. They hire based on skill and align with the migration system.

 

Next Steps for Your Business

The talent is available. Your hiring approach must be designed to see it.

👉 Build a clear, step-by-step migration plan https://www.solvi.com.au/hire-international-workers-eligibility-checklist 

👉 If you need specific advice, book a legal consultation at www.solvi.com.au/book-a-consult 

DISCLAIMER: This content is for educational purposes only and nothing in this content or its description constitutes legal advice. For advice on your personal circumstances, please make an appointment at SOLVi Migration www.solvi.com.au Copyright SOLVI PTY LTD 2025.

About Rhea Fawole

Rhea's passion to establish SOLVi Migration came from 20 years of working in the Australian Government, including senior roles at the Australian Immigration Department, the Immigration Minister's office and as a Director in the Department of Health. She also gained an abundance of government liaison and Australian government policy experience in other agencies. SOLVi Migration has been founded with a vision to collaborate with Australian healthcare businesses and skilled workers who want to migrate to Australia. SOLVi Migration has been founded with a vision to collaborate with businesses and start-ups to bring their ideas, investments, entrepreneurship, and skilled workers to Australia.

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