More people are working abroad than ever - as of 2013, 232 million, or 3.2 percent of the world, to be exact. The UN found that most of those workers are headed to the US, but Europe and Asia together have nearly two-thirds of international migrants.
It's a development that's indicative of an increasingly globalized world, but it's also a situation that looks at cost. An argument behind both the tightening of the US' H-1B and Australia's 457 visa processes is to improve country employment by forcing businesses to hire citizens instead of people overseas, who tend to work for lower rates and save businesses money.
However, is that the only reason at play? Hiring overseas can benefit companies in a myriad of other ways besides cost.
Why does anyone hire in the first place? People don't hire for origin or money - they hire for skills. The original reason behind the skilled work 457 visa was to fill skill country-wide shortages - once employers could prove that they weren't able to fill the position with a citizen, they got the go-ahead to look abroad.
Overseas workers can fill skill gaps, particularly if those gaps are not fully supported within your business' country.
Meanwhile, there were 98,300 people working in software engineering and programming jobs in Australia in 2015. That number is projected to jump to 116,300 in 2020 - just three years from now. In the past five years, the job growth in the industry has hit 28.5 percent, well above the country average of 6.9 percent.
It's not a demand that current numbers of university grads can meet. Three years is less than a full university term away, and employers are going to need to fill that need somehow. Taking software engineers from abroad can help.
Another advantage comes when, again, looking at globalization. If enterprises really want to compete on a global stage, it makes sense that they would have to hire from around the world.
Imagine two companies want to get into a foreign economy. The one that has the advantage is the one that has talent from that economy - people who not only understand the way that the country works but can catch cultural nuances missed by people who haven't grown up there.
The concept of “diversity" comes up so often when speaking about company operations that the term (understandably) risks losing its meaning. So what exactly does this mean? Enterprises of course want a diversity of skill, but diversity of perspective can't hurt either.
An extreme recent example, perhaps, is Susan Fowler's Uber post, the damage control of which was tackled - among other ways - by simply talking to women at the company and allowing them full range of speech.
In other companies, depending on their goals, diversity may factor in culture, race, and nationality.
Hiring away from home
If enriching your company with foreign talent interests you, you're in luck - there are plenty of places you can look if you can't send someone to physically recruit overseas.
LinkedIn's search criteria allows job-seekers to zero in on factors like industry and location to find employers willing to hire.
If you're a little more focused on tech or startups, AngelList makes a particularly good choice, as recruiting companies can zero in on the community they're seeking.
Of course, the easiest route when hiring is to look as little as possible and let the employees come to you. If you're seeking quality engineers in one place, 100offer brings the talent to you. All you have to do is sign up: