In 2014 CV Wizard of OZ conducted survey ‘The REASONS Why I Might NOT Respond To A New Immigrant CV’ and you can the results on the survey below.

We have run the survey for two weeks and about 60 recruiters took part in it.

Here you go:

1. About 78% of respondents wouldn’t call if your CV is poorly organised.
2. 60% of participants would consider excessive grammar and spelling mistakes as a reason not to call.
3. About 68% would doubt the language skills, though it’s not the accent but a limited vocabulary and comprehension.
4. About 25% of respondents had bad experience with skilled immigrants, mostly who were having trouble integrating into company culture.
5. About 50% of respondents would not hire immigrants who never worked locally, and would associate it with risks for the company.
6. Again half of survey participants would not apply extra efforts to ‘sell’ an overseas candidate to a potential employer.
7. Good news, that only 12% admitted that immigrants need not apply, and it’s an unwritten company policy.
8. Infamous ‘Overqualified’ response – about 25% would admit that highly qualified people are not really favoured, others reveal in comments that this is the feedback not just candidates get from recruiters BUT what employers tell recruiters.

Bear in mind that we received a lot of supporting comments. Recruiters acknowledge that skilled immigrants have a lot to offer Australian businesses and society but should make the extra effort to present themselves as equally suitable for jobs as local candidates.

Please, also review the other comments below that the participants of the survey shared.

“It’s usually the clients who are not willing to give a new immigrant a chance. They only want to receive one suitable candidate resume per recruiter in their short list. I believe in hiring the best candidate for the job regardless of their nationality”

“There is not enough information about transferable skills: employers and recruiters are not convinced that an overseas candidate’s job responsibilities are the same as what’s required here. Other reason, cultural biases including name, communication manner and self-presentation …”

“A lot of immigrants focus on their qualifications which tend to be Masters Degrees, which is a bit over the top for most roles and seem overqualified. It’s important to show quals but integrate it will relevant hands-on experience (wording that is relevant for the industry)”

“Australians believe immigrants, for either language of cultural differences, cannot build successful working relationships with both internal and external service providers. They are however suitable for employment on technical or task oriented roles but this then precludes more senior level positions where leadership and interpersonal skills are required. For this inevitably recruiters look for people who are fluent in English, have worked in Australia and demonstrated not just the technical capacity to perform a role but also the ability to communicate and relate to other Australians”

“I will generally treat all resumes in the same manner, however; I will phone screen international applicants (who are eligible to work in Australia in their own right) to gauge their level of English comprehension”.

Show Buttons
Hide Buttons