0291 Barton Mills Recruitment
- Submitterʼs name
- Barton Mills Recruitment
- Submitted on behalf of
About the submission
- Is your organisation an Approved Sponsor for any of the following programs?
- Temporary Work (Skilled) (Subclass 457) visa program
- Employer Nomination Scheme (Subclass 186) visa program
- Regional Sponsored Migration Scheme (Subclass 187) visa program
- Labour agreements
- Are you an Australian assessing authority for migration purposes?
- Please select the industry your submission is in relation to. If required, you may select multiple industries.
- Other Services
- Do you have a particular regional interest? If required, you may select multiple regions.
- New South Wales
1. Do you consider that occupations need to be added to the Medium and Long-term Strategic Skills List (MLTSSL)?
What occupations should be added to the Medium and Long-term Strategic Skills List (MLTSSL)?
Please also include occupations that you propose should be moved from the Short-term Skilled Occupation List (STSOL) to the MLTSSL.
- 223112 Recruitment Consultant
Please outline the evidence or data that would support these occupations being added to the MLTSSL.
- I am the Director of a Recruitment to Recruitment business called Barton Mills Recruitment. Should you not be familiar with the term “Recruitment to Recruitment” or “Rec to Rec”, it means that we are suppliers to the Australian Recruitment industry. In short, we find and place recruitment consultants into agency recruitment roles and have done since 2004.
My business recruits for 50-60 recruitment agencies in Australia at any one time. We operate in an incredibly short candidate market and on average we have 100+ live roles to around 5 live candidates at any one time. Hopefully this gives you a sense of what I mean by candidate short.
Why do we end up bringing in overseas talent to fill the roles of Recruitment Consultant?
Despite the fact that every recruitment agency wants to hire locals. Local Australians simply are not interested in the agency recruitment as a career and believe me I have spent 13 years trying to persuade them.
Agency recruitment is a mature industry overseas. Overseas candidates tend to be highly skilled, extremely well trained and extremely motivated to be successful and to reap the potential financial rewards.
Two years’ worth of placements broken down:
Experienced candidates: Only 41% of our placements were Australian residents/citizens. When we broke this down further and looked at which residents had originally had come from the 457 visa program, the figure jumped to 67% of placements coming originally from overseas
If Recruitment Consultant is to be removed, we are wiping out nearly 2/3 of potential candidates from an already exceptionally small talent pool. I do not believe that the industry will survive this.
Junior/Graduate scheme: Our early careers division stats show that less than half of our placements have been candidates holding Australian residency. Despite a dedicated consultant’s best attempts, to meet demand at even a very junior level we have been forced to look overseas for talent.
2. Do you consider that occupations need to be added to the Short Term Skilled Occupation List (STSOL)?
3. Do you consider that occupations need to be removed from the Medium and Long Term Strategic Skills List (MLTSSSL) or the Short Term Skilled Occupation List (STSOL)?
- Do you have any supporting material for your submission?
- Yes (see attachments)
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