Problem Identification & Workforce Requirements
After assessing the expected attrition rates and national skill availabilities, it was determined that the domestic supply could realistically only meet half their needs. The other half needed to be sourced via a substantial investment in skills development through training, apprenticeships and re-skilling programs as well as strategic international recruitment.
The strategic international recruitment options available to this client involves two pathways being European based recruitment (UK) and/or Asian based (Philippines) recruitment. Previous experience has shown that staff achieve greatest efficiency after 6 months of in-country coaching and development.
As in-country coaching and development has proven to be expensive, the client chose to engage Site WorkReady to increase cost and time efficiency throughout the deployment process.
Phase I – Sourcing
The first phase identified candidate sourcing and selection requirements based on pre-determined criteria which were agreed on with the client. These selection criteria can include technical competence, English language skills, cultural suitability and up-skilling potential.
The sourcing method utilises a proactive national approach to strategically identify and engage potential candidates including those who have been previously deployed.
Selection / Screening
Once an appropriate talent pool was identified, Site WorkReady screened and selected priority candidates for the clientai??i??s review.
Typically Site WorkReady presents to the client at least 3 candidates for each vacant position. Prior to client interviews, candidates will have already been assessed against English (IELTS) language requirements and technical standards for the role.
On this occasion, the client visited the Philippines site and undertook their own selection assessment which included practical technical competence assessment and company mandated mechanical aptitude testing. From this, successful candidates were chosen and offered positions.
Phase II – Training
Site WorkReady and the client assessed the selected candidates against the clientai??i??s site-deployment standards and determined whether any skills or competency enhancements were required. Based on this, Site WorkReady developed any necessary training which would be undertaken at the Site Skills Training ai??i?? Clark Freeport Zone facility.
With competency requirements identified and training needs assessed, Site WorkReady initiated the necessary training programs. These programs incorporated English language, technical and skills training, client company procedures, rules and regulations, OHS standards (Take 5 and JSAai??i??s), company induction and any additional high risk training. For this client, skills training was centred around Certificate III competencies. Throughout this process, the Site WorkReady team worked with the client to ensure all candidates are assessed for RPL and are able to meet necessary skill certification for anticipated deployed roles.
New staff integration into the company has been seamless as line managers and supervisors have had buy-in through the recruitment and training process, with regular visits to the training site and augmented coaching during these visits. This approach has ensured the new staff were inducted into the company and became familiar with policies, procedures and culture, easing final deployment.
Phase III – Deployment
Working closely with the clientai??i??s scheduling and candidate preparation processes, deployment is strategically staggered to smoothly facilitate candidate integration into the clientai??i??s workplace and workforce.
Site WorkReady has been working closely with the clientai??i??s HR department when appointing migration agents and assessment bodies to help ensure that the technical assessments, English assessment and visa application and approval process has been smooth and well-monitored.
Throughout the Source Train Deploy process, the client has taken responsibility for engagement with the candidate and is also responsible for compensating new staff members during the training process through a nominal monthly stipend.
Full compensation payments are not made until the staff member is deployed.
Key Outcomes to Date
- 27 heavy diesel fitters have commenced and completed training with 20 having been deployed through the staggered-deployment strategy
- The client has confirmed the program is successfully achieving a smooth integration into the workplace for deployed candidates
- The client has been regularly visiting for review, providing applicants with confidence that the process is moving forwards
- Take 5 and JSA training has been delivered up front, becoming an integral part of training and practical application prior to tasks being undertaken
- High Risk Licence training has been recognised as a cost and logistics savings to the client
- Provision of company material and gear for the trainees creates a sense of belonging and commitment to the company
- Provision of company updates ensures candidates are integrated into the company
- Client focused on 3 deployments per fortnight to facilitate integration and to minimise accommodation issues
- Site WorkReady (SWR) offers a solution to source, train and deploy trade talent to meet the market requirements in short to medium terms
- SWR assists client to determine a workforce plan and availability in order to define shortfalls and alternate sourcing solutions
- SWR initiates Philippines based sourcing and selection operations based on client specified standards
- SWR and client undertake skill gap analysis and devise training and development plans
- Client engages with new employees during training to induct them to the company and culture
- SWR supports and leads testing, verification and Visa processes
- SWR and client coordinate deployment
For International Recruitment & Workforce Solutions related enquiries including sourcing, assessing and training for current employees or new labour, please contact Site WorkReady.