Struggling to Find & Bring Offshore Tech Talent ?
Key Visas to Bring Tech Talent to Australia
The tech industry is moving at an extraordinary speed. This has created an overwhelming demand for skilled professionals in software development, cybersecurity, data science, and artificial intelligence. The rapid growth has resulted in a significant talent gap, with many companies struggling to find the expertise they need. To bridge this gap and stay competitive, organizations are increasingly looking abroad to bring tech talent onshore on different visas.
Australia is facing a significant shortage of technical skilled workers. This scarcity is not unique to Australia; many developed countries are grappling with similar issues. Historically, Australia has relied on skilled migration to fill critical gaps in its workforce. Statistics indicate that the demand for skilled workers continues to outstrip supply. In the 2022-23 financial year, Australia saw a net gain of 142,344 people through overseas skilled migration. The Skill stream accounted for 73.0% of the Migration Program outcome, up from 62.0% previously. In 2022-23, the number of Employer Sponsored places increased by 34.1% to 35,000. Despite these efforts, businesses still struggle to find suitable candidates for specialized roles.
As tech-driven industries grow, the pool of talent has not expanded at the same rate. Countries with large technology sectors, including the United States, the United Kingdom, and Australia, face significant gaps between open roles and available talent. In this context, offshore hiring has become a solution for many businesses eager to meet their staffing needs. Companies are now actively looking beyond borders, seeking skilled workers in countries like India, Vietnam, and Philippines to fill their most critical roles.
Some Solutions to Address Tech Talent Gaps
Businesses can adopt several strategies to bridge the gap in skilled migration i.e. in case they are not able to hire exact talent which is essential for their business. Each approach has its advantages and challenges, which we’ll explore below.
Hiring lower skilled workers
Hiring lower-skilled workers locally can be a viable solution, especially when the need is not immediate. These workers can be trained and upskilled to meet the specific requirements of the business.
Pros:
- Cost-Effective: Lower initial salary requirements.
- Flexibility: Ability to mold skills to specific business needs.
Cons:
- Time-Consuming: Requires time & investment in training and development.
- Resource Intensive: May strain already small teams if additional training responsibilities are placed on them.
- High Experience Needs: For some niche roles, lower-skilled workers might not meet the critical demands, potentially impacting business operations.
Investing in Internal Employees
Upskilling current employees is another effective strategy. This involves providing training and development opportunities to enhance their skills, prepare them for more complex roles.
Pros:
- Employee Morale: Boosts job satisfaction and loyalty.
- Tailored Skills: Employees acquire skills specifically relevant to the business.
- Retention: Reduces attrition by investing in career growth.
Cons:
- Cost and Time: Requires financial investment and time commitment.
- Temporary Resource Reallocation: During training periods, regular business activities might be disrupted.
Engaging Consultancy Firms
Consultancy firms can provide skilled workers on a short-term basis, which can help address immediate technical needs. This can be an effective solution if the skill needed is only transient.
Pros:
- Expertise On Demand: Access to highly skilled professionals for specific projects.
- Flexibility: Short-term commitments without long-term obligations.
Cons:
- High Costs: Can be 3X to 4X more expensive compared to direct hiring.
- Budget Constraints: Tighter budgets may struggle to accommodate these high fees.
- Knowledge Gaps: Since workers are only for short term, the knowledge of the work is generally not retained with business.
Hiring Offshore Tech Talent and Visa options
Offshore hiring is a cost-effective solution, often surpassing other options by providing access to a wider talent pool. While each method—hiring lower-skilled workers, upskilling internal employees, or using consultancy firms—has its merits, offshore hiring uniquely combines multiple benefits. It allows businesses to leverage global talent, bringing diverse skills and perspectives to the table. This approach is typically more economical than local hiring, enabling companies to scale teams according to project needs. Ultimately, it offers an efficient and affordable strategy, making it an attractive choice for companies aiming to succeed in a competitive market.
Visa for Bringing Offshore Tech Talent to Australia
Australia has developed several visa pathways to help businesses meet their staffing needs. These programs range from short-term options, like the Temporary Skill Shortage (TSS) Visa (subclass 482), which allows companies to address immediate staffing needs, to more long-term solutions, like the Employer Nomination Scheme (ENS) Visa (subclass 186), which allows for permanent work placements. Choosing the right visa depends on the long-term goals of both the company and the worker. Following sections enumerate various visa to bring tech talent to Australia
Temporary Skill Shortage (subclass 482) Visa
This visa allows Australian employers to sponsor skilled workers from overseas to fill positions that cannot be filled by Australian workers. There are three main streams for this visa which mainly impact the duration for which an offshore talent can come for:
- Short term stream
- Medium term stream
- Labour agreement stream
However, watchout this space as there are changes coming in with regards to this and it will soon be referred as “Skill in demand visa”. The visa is expected to be impacted by CSOL.
Employer Nomination Scheme (subclass 186) visa
The Employer Nomination Scheme (subclass 186) visa is a permanent visa designed for skilled workers ( including tech talent ) nominated by an Australian employer. This visa allows individuals to live and work in Australia indefinitely, providing a pathway to permanent residency.
Recently the Australian government has implemented changes to make the visa process more efficient, including faster processing times and improved digital systems for application management. These updates reflect the need to attract and retain skilled professionals in critical industries such as healthcare, information technology, and engineering. The demand for skilled workers is particularly acute in regional areas, where local labor markets struggle to meet the needs of expanding industries.
Read our other blogs to get into the details of this important visa to bring Tech Talent to Australia:
Global Talent Visa (Subclass 858)
The Global Talent Visa is designed to attract highly skilled professionals in priority sectors, including technology, health, and science. This visa offers fast-tracked processing and allows tech professionals to work and live in Australia permanently. It targets individuals with skills in emerging tech fields such as AI, cybersecurity, fintech, and digital transformation.
The Global Talent Visa is an excellent option for professionals who have achieved international recognition in their field and are looking for a country with a strong tech infrastructure to continue their work. By fast-tracking talented individuals, this visa ensures Australia remains competitive in attracting the world’s top talent in sectors that are shaping the future of technology.
General Skilled Migration (GSM) visas
Australia’s General Skilled Migration (GSM) visas, including subclasses 189, 190, and 491, are important for attracting skilled professionals to the workforce. Known as “skilled visas,” applicants first submit an Expression of Interest (EOI) and may then receive an invitation to apply based on their skills and points score, addressing critical skill shortages. The Skilled Independent Visa (subclass 189) targets highly skilled workers without the need for employer or state sponsorship, offering flexibility to live and work anywhere in Australia. The Skilled Nominated Visa (subclass 190) requires state or territory nomination, providing additional points and opportunities for professionals in regions with specific skill shortages. The Skilled Work Regional Visa (subclass 491) allows skilled workers to live and work in regional Australia, offering a pathway to permanent residency after meeting certain criteria.
Challenges in Offshore Recruitment
While offshore hiring can address the talent shortage, it is not without challenges. One of the biggest hurdles remains navigating the complex immigration systems when hiring international talent. Legal processes, particularly immigration regulations, can often be confusing, time-consuming, and fraught with delays.
To simplify this process, Australia has created a range of visa options designed to attract skilled workers from overseas. However, with so many visa categories available, it can be difficult for employers to decide which pathway is best suited to their needs. Each option offers different benefits, depending on the qualifications of the worker and the specific requirements of the hiring company.
Partnering with a MARA agent can significantly simplify the complexities of international hiring for recruitment agencies and companies. MARA agents specialize in immigration law and can guide businesses through the maze of visa options, helping to choose the most suitable pathway for each candidate. In addition, MARA agents can assist candidates with critical steps such as the Australian Computer Society (ACS) skills assessment, ensuring that potential hires meet the necessary qualifications. By collaborating with a MARA agent, companies can streamline the process, reduce potential legal complications, and ensure they are fully compliant while securing top offshore tech talent.
A key expert in this field is Nidhi Bansal, principal migration agent at KnN Migration Advisors. With over 20 years of experience, Nidhi specializes in migration law, particularly assisting tech professionals with the ACS assessment process. By partnering with Nidhi and her team, companies can steer the offshore hiring process effectively and secure the talent necessary to succeed in the tech industry.
