Remarkable Tips for Hiring Refugees

In the last two years, the influx of migrants and refugees has increased in Australia as people are forced to flee their homes to find safety. Most of them have been granted humanitarian visas in Australia to work and study for up to three years. In addition to navigating an unfamiliar work environment and culture, refugees may find it difficult to progress in their careers or even find employment. While many refugees suffer a great deal of physical and emotional trauma, they bring rich cultural perspectives and international expertise that can drive business success.

Despite the support provided by welfare organisations, refugees have trouble finding employment. The reason for this is a lack of Australian Credentials and local references, speaking English as a second language, and a lack of skills and qualifications. Refugees are often in a negative headspace because of what they have been through or what they have left behind. Australian employers thus, need to be more understanding and broaden their thinking to be more inclusive. Employers should think of hiring refugees as a means of strengthening their businesses. Continue reading below for the remarkable tips for hiring refugees.

1. Devise short-term refugee employment programs
Providing two to three months of paid work placements or internships to refugees can significantly benefit refugee employment programs. These placements can enable the creation of social and professional networks, building refugees’ confidence and improving skills. In addition, this program can serve as a pathway to a permanent job by allowing them to demonstrate their abilities on the job.  

2. Tailoring the recruitment process for refugees
Establishing a specific recruitment process to identify positions for refugees is an excellent first step. Posting job vacancies on refugee social networks and social media can help employers recruit refugees. Then evaluate resumes to determine transferable skills and relevant experience for the role that best suits a particular personality. Interviewers should also have information readily available for support to remove any bias. Additionally, hiring managers should prepare candidates for interviews and teach them about eye contact, body language, and shaking hands.  

3. Ongoing Support for hiring refugees
It is also crucial that organisations train their managers to handle the various issues and scenarios refugee employees encounter at work. Managing refugees is an essential part of supporting them throughout their journey. Having a buddy for refugee employees can help them adjust to the new environment. The buddy relationships can be crucial to assisting refugees in navigating individual tasks, organisational processes, and other cultural norms in the workplace. Another way of providing ongoing support is through workshops and seminars to upskill refugees. Examples are formal lessons in spoken English, study support and knowledge enhancement, resume writing skills, and presentation and customer service lessons.  

Conclu​sion
In developing refugee employment programs, organisations need to continuously allocate adequate resources to improve the program. Keeping track of the progress and accomplishments of refugee employees is an ideal way to measure success and introduce measures to embrace refugees within organisations further.

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​The information contained in this blog is general in nature. Therefore, if you are unsure how this applies to you, please contact us at VeiraMal Consulting. Our HR Consultants will be happy to guide you through this.