Skilled migration is an important part of addressing the skills shortage here in Australia. And, when you bring new people in from overseas, it’s important to help them settle into the local community as well as the company. We spoke with a workplace culture expert to get the lowdown.

Cards on the table: Australia is facing an unprecedented skills shortage in electrical trades – so much so that up to 42,000 additional electricians will be needed by 2030 to tackle the work countrywide.

Of course, it’s one thing knowing what’s happening… but it’s another thing altogether to have a strategy, as a business owner, to deal with it.

A number of tradie businesses are looking further afield to boost their ranks, turning to skilled migration.

There’s a fair bit of legal stuff to navigate to get people here in the first place, as well as having qualifications assessed – but when they are here, it’s important to help them settle into not just a new company, but a new country, too.

We spoke to Ananya Varma, workplace culture expert and editor of Trovia Magazine for her top tips on how to welcome, and support, overseas recruits with open arms.

Skilled migrants face a number of challenges, from getting to grips with local licensing and safety standards to navigating workplace dynamics and local slang. How can business owners best help their new team members feel at home in a new country?

“There’s a lot going on, that’s for sure. That’s why it’s key to treat recruitment as a mentorship opportunity, rather than just hiring. Be an open book for your new team member, have regular check-ins and encourage questions. This will help them feel supported and confident in the role. It’s also important your new recruit is equipped with standard, quality tools and uniforms from day one – so they feel like part of the crew and have immediate access to the tools they need to get the job done.”

What about the whole Aussie slang scenario? We can be tough to understand at the best of times – it’s going to be especially tricky for those who speak English as their second language. Where would you begin?

“Back in the schoolyard days, new students would be assigned a buddy to help them settle in. I strongly recommend the same tactic here – pair your new recruit with an experienced, local team member to show them the ropes and support them in closing the culture gap. A buddy can explain site-specific jargon, model safety practices, and provide informal guidance. Combining this with team introductions and social activities helps recruits feel welcomed. Getting to grips with local communication, hierarchy and workplace humour can be really challenging, so offering context on these norms, clarifying expectations and encouraging open dialogue makes the adjustment smoother. If needed, provide time off or resources for essential language training.”

Then there’s the safety protocols. How can we help get it right?

“Clear communication is key here – that means creating clear guides on safety protocols, reporting lines and workflows, and even team rituals. Make sure you include emergency procedures and go-to communication channels too, this will ensure both consistency and clarity. When it comes to local wiring codes, Australian/NZ electrical standards, and equipment usage, explicit instruction is essential, as is keeping it all clearly documented and updated. I’d also suggest booking in regular team sessions to talk through any industry updates and offer practical demonstrations too. Remember overseas recruits who speak English as a second language may take a lot of instructions literally, so the visual demos will boost confidence and ultimately reduce mistakes.”

What about the mental health check? We’re teaming up with people who have left their home country, their culture and everything that feels familiar. How can we help them feel a deeper sense of belonging and ensure they’re supported both mentally and emotionally, too?

“This is where you need to lead with heart. Investing in overseas recruits with empathy, structure and clarity not only fills a skills gap, it enriches your company culture and ultimately encourages innovation, loyalty and long-term business growth. That’s why supporting mental health is crucial. I’ve found that regular check-ins, not just about work, but about how they’re settling in make a big difference. Be sure to encourage social connections too, like team lunches or casual coffee chats. Offering access to counselling or support programs ensures they have access to outside help if needed, too. Showing empathy and creating a culture of belonging allows overseas recruits to thrive both personally and professionally, which strengthens the team overall. Do it well, and you’ll not only lead your business to future success, but will also build a reputation as an employer of choice in a global market.”

And finally, how can we help new skilled migrants settle into their new community too?

“One thing that really helps new recruits is giving them a simple ‘settling-in guide’ with reliable rental websites, local bank options, nearby clinics, and even basic things like where the closest supermarkets are. It sounds small, but it removes a lot of the early stress. Leaning on their local buddy to help them navigate the city also makes a big difference in how quickly they feel grounded. Some companies work with relocation services that support everything from house-hunting to school searches and city orientation. These services also offer help for partners who are looking for work, usually through networking assistance or expat employment programs. They are quite common and can make the transition much smoother for the whole family.”

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