Gary Denton

This morning the RCSA Australia and New Zealand WA Council hosted a free breakfast seminar, attended by 70 recruitment leaders and staffing professionals to learn more from Pendragon Management about workforce planning, visas, sponsorship and strategies to tackle the local skills shortage by focusing on overseas talent. Guided by Neil Merola, CEO of Pendragon Management, Virginia Bennett and Dave Bell shared expert insights and real-life experiences navigating the journey of bringing international workers to Australia, with some of the key takeaways including: 💡Securing visas and sponsorship is easier and less time-consuming than you think (and was in the past) 💡Tapping into overseas talent expands your pool and helps you to solve your clients’ issues - and get them the best person for the job 💡Government is supportive of professional migration and most applications are being approved, and relatively quickly 💡Anywhere outside of Sydney, Melbourne and Brisbane metro areas is considered regional - which opens up the regional visa route (and a faster/cheaper pathway to sponsorship) 💡Whilst some of the Visa costs are paid for by the employer, the employee can take on other costs such as clearances, medicals and relocation - and contracts can include provisions for repayments to be made if someone leaves within a certain timeframe 💡the 482 visa requirement to only work for the same employer for 6 months has a workaround - you can change the employer (ie another business entity) or the work location (and WFH/hybrid is a different work location) and the rules reset for every new WFH As an approved RCSA supplier, Pendragon Management are available to provide suppprt and guidance and help facilitate labour hire arrangements and visa applications. Thank you for facilitating the session and on behalf of the RCSA WA Council thanks to everyone that came along! #recruitment #RCSA #LoveYourWork

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We are seeing an increasing number of offshore candidates reaching out about opportunities in Australia. Here’s what we are advising them: 🔵 Sponsorship visas remain challenging with our corporate clients. The clients we work with who are open to sponsorship typically have specific requirements: A. They have a larger strategy team and are willing to wait for visa processing before you can start. They can carry the load in the meantime and are constantly pipelining talent to backfill those who move into the business. These companies usually only make the effort to sponsor offshore talent who have a top tier consulting pedigree. B. They need candidates with deep expertise in a sector or skill that is not widely available locally. Again, this is most often top tier talent from McKinsey, Bain or BCG. 🔵 The good news. Consulting clients are coming to us thick and fast to build their teams up, mostly at the Manager levels. This is the most likely way to secure an opportunity in Australia with the offer of sponsorship at the moment. 🔵 Visa processing is improving. Times have significantly decreased with a new type of visa being introduced. Even so, employers must have a compelling reason to sponsor and wait for a candidate. 🔵 Competition is strong. The local talent market is highly competitive, with a strong pool of senior candidates actively looking. This makes it particularly difficult for Associate Partner and Partner level candidates seeking to relocate. 🔵 Junior candidates face more barriers. Many firms have policies against sponsoring candidates with less than 3 years of consulting experience. However, we are having success with more junior consultants arriving on a working holiday visa, especially if they have an MBB background. Rachel Quick is placing them into contracts so clients can “try before they buy”, and this often leads to sponsorship. 🔵 We also speak regularly with MBB candidates applying from overseas who are open to multiple locations. Our key question to them is: What are you optimising for? If the answer is compensation, Australia may not be the right fit given exchange rates, high tax and cost of living. Other markets, such as tax free or lower cost regions, often provide stronger financial incentives. If the answer is career acceleration, it is important to assess why Australia, as other countries may provide a faster trajectory. If the answer is lifestyle, then Australia can be an excellent choice. 🔵 Ultimately. Relocating here requires both strong personal motivation for Australia specifically and a compelling value proposition for employers. #strategyjobs #MBB

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Australia’s HR market remains strong, but organisations are adapting to a more cautious talent landscape. Interim and project-based HR professionals are increasingly supporting critical initiatives, while key trends are shaping the way HR adds strategic value: HR at the centre of workforce transformation From reporting to predicting: the rise of HR analytics Wellbeing and belonging as core to retention DEI evolution: from policy to accountability Explore how HR leaders can stay ahead and build sustainable, high-performing workforces.  https://lnkd.in/gMuFZ3h6

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I’m excited to be back in Melbourne on 2 October running our TA Fundamentals Training Program.   This one-day workshop is ideal for anyone in TA or HR, but especially for people who have never received any formal training or are new to recruitment or stepping into their first TA role.   We’ll cover the essentials like: ✨ EVP and Employer Branding ✨ Interviewing techniques that work ✨ Building confidence in taking a recruitment brief ✨ Inclusive hiring practices, EEO and legal compliance ✨ The impact of HR tech and AI tools on how we hire, and much more!   It’s a small group format (max 15 people), which makes it a great space for sharing experiences and building confidence in the basics. Perfect for those who are new to recruitment or stepping into a TA role for the first time.   If you know someone in your network who’s just starting out in TA, or who could benefit from grounding their practice in the essentials, I’d love for you to share this with them.   📍 Melbourne CBD | 🗓️ 2 October 2025 | 9 AM – 5 PM Book here: https://lnkd.in/gSF_3myN

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Thinking about sponsoring an overseas candidate? Here are 5 things you MUST have ready before you begin - to save time, reduce stress and stay compliant! 1. Your Sponsorship License - All companies must be a registered sponsor. 2. A Defined CoS (Certificate of Sponsorship) - Allocated and ready to assign. 3. The Right Job Role & Salary Level - It must meet Home Office eligibility requirements. 4. Proof of Genuine Vacancy - A clear job description and business need. 5. Prepared Onboarding Plan - Accommodation, support and induction steps. We've helped hundreds of businesses sponsor skilled candidates from the UK and overseas, without the usual headaches. Candidate Visa Guidance | Pre-Screening | Relocation Support Contact us to make you're hiring as simple as possible 📩 #WorkforceRecruitment #RelocationRecruitment #SkilledWorkerVisa #Careers #Jobs #B2B #Hiring

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