Refugee recruitment and workplace integration: An opportunity for human resource management scholarship and impact

• Published date: 01 November 2023
• Author: Giles Hirst,Sally Curtis,Ingrid Nielsen,Russell Smyth,Alexander Newman,Ning Xiao
• Date: 01 November 2023
• DOI: http://doi.org/10.1111/1748-8583.12349

Received: 22 April 2019

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Revised: 1 March 2021

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Accepted: 11 March 2021

DOI: 10.1111/1748-8583.12349

SPECIAL ISSUE

Refugee recruitment and workplace integration:

An opportunity for human resource

management scholarship and impact

Giles Hirst

1

|Sally Curtis

1

|Ingrid Nielsen

2

|Russell Smyth

2

|

Alexander Newman

3

|Ning Xiao

1

1

College of Business and Economics,

Australian National University, Canberra,

Australia

2

Monash Business School, Monash University,

Clayton, Victoria, Australia

3

Deakin Business School, Deakin University,

Burwood, Victoria, Australia

Correspondence

Giles Hirst, College of Business and

Economics, Australian National University,

Canberra, Australia.

Email: giles.hirst@anu.edu.au

Abstract

Employment underpins the successful resettlement and

integration of refugees, and human resource (HR) pro-

fessionals are integral to successful employee–employer

relationships. Until recently, research has largely over-

looked the role of HR professionals in the recruitment and

integration of employees at work. Reviewing the literature

on refugee employment through an HR lens, this review

offers insights and practical solutions that contribute to the

effective recruitment and workplace integration of refu-

gees. We identify strategies such as onboarding programs,

job enrichment and internships that offer realistic job

previews, and the opportunity for people from a refugee

background to validate and demonstrate their credentials.

In addition, we describe the benefits of organisations’

engagement in external relationship management to

champion changes in industrial relations and foster cross‐

sector partnerships that aid refugee employment. In the

discussion, we describe the practical implications of our

review, and highlight directions for future research that

addresses different stakeholder needs and priorities.

KEYWORDS

integration, refugee, review, society and impact, work

Abbreviations: ASRC, Asylum Seeker Resource Centre; HR, human resource; HRM, human resource management; NPO, not‐for‐profit

Hum Resour Manag J. 2023;33:783–805.wileyonlinelibrary.com/journal/hrmj© 2021 John Wiley & Sons Ltd.

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INTRODUCTION

The last decade has seen the largest forcible movement of people in history (UNHCR, 2019). Displacement may

result from war and conflict, political events, persecution, national or man‐made disasters and environmental

degradation (Reed, 2018). As one of the most pressing global issues of our time, the forced migration of refugees is

only likely to rise (Guo et al., 2020; Salehyan, 2019).

The large‐scale migration of refugees poses challenges for their integration into receiving nations. Whether

refugees find employment is a key factor that predicts their successful resettlement and integration into their new

community (Bloch, 2002; Colic‐Peisker, 2005; Feeney, 2000). Yet refugees are frequently unemployed

(Bloch, 2002; Codell et al., 2011; Mikhael & Norman, 2018), under‐employed (Krahn et al., 2000) or work informally

in precarious employment arrangements (S. Jackson & Bauder, 2013).

Human resource (HR) professionals play a key role in the recruitment of people from a refugee background. By

onboarding, clarifying workplace expectations, and implementing skill and career development programs, HR

professionals may influence multiple aspects of refugees’ workplace integration (Hurstfield et al., 2004). Although

scholars from disciplines such as migration studies, social work, sociology and psychology have studied refugee

employment from a variety of vantage points, HR scholars have largely overlooked this topic, failing to appreciate

the distinctive nature of the refugee experience, and how this influences their interactions with human resource

management (HRM) systems (Szkudlarek et al., 2019). As a consequence, the extant literature offers little in the

way of insights into how HR professionals with an interest in diversity and inclusion issues can improve workplace

outcomes for refugees.

To address this gap, we review prior work on refugee employment to identify HR related factors that support

refugees to obtain work and integrate in the workplace. We build on recent reviews that have examined refugee

employment more generally (e.g., Lee et al., 2020). Specifically, we pinpoint specific HR‐related factors that in-

fluence recruitment and workplace integration. We provide insights for HR professionals and organisations seeking

Practitioner Takeaways

�HR professionals play an important role in the recruitment and workforce integration of people from a

refugee background

�Approaches to increase value from refugee employment include the translation of policies and pro-

cedures, and standardising induction and training that advances practical work skills whilst further

developing linguistic proficiency

�HR professionals have traditionally had a strong internal focus on stakeholder management. Yet

external relationship management is key to the successful employment and workforce integration of

refugees. For example, HR executives may champion changes in industrial relations laws to streamline

visa and employment processes

�Cross‐sector partnerships with not‐for‐profit organisations or government agencies are valuable to

organisations in offering detailed knowledge of the practical requirements of employing refugees,

ensuring the job readiness of prospective employees and supporting connections with refugee

communities

�Onboarding programs may pair refugee employees with mentors from the host community to support a

culture of inclusiveness

�Organisations should consider providing internship programs that allow refugees the opportunity to

obtain realistic job previews, as well as validate and demonstrate their credentials

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