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Brain Drain and Returning Nationals to Trinidad and Tobago
Almost every child dreams of what they would like to be when they grow up. Some magical, idealized fantasy of a Doctor, Lawyer or Engineer, helping others and making a positive impact on mankind. But how many of these children, teenagers and young adults find it possible to make those dreams a reality in Trinidad and Tobago? How many are of the opinion that they must leave these shores in order to actualize their career goals?
Brain drain is a direct result of citizens acting on the assumption that the proverbial “grass is greener on the other side.” Some leave on their own, while others are brought along involuntarily by family members. Depending on one’s circumstances for leaving and their immigration status within the foreign country, more often than not, there’s a desire to return home at some point. The time period of which is based on certain conditions and uniquely personal reasons.
For decades, spanning multiple changes in government, the perpetual problem of brain drain has existed in Trinidad and Tobago and the wider Caribbean. However, effective solutions are few and far between. It seems that local organizations and businesses are waiting for the government to discover the cure and distribute it to the masses.
Most recently, the Honourable Minister of Labour and Small and Micro Enterprise Development discussed incentives that the government has put in place to encourage emigrants to return home. Specifically, Clause 15 of the Finance Bill 2013 seeks to amend the Customs Act to support ease of doing business and help to create an environment to help nationals living abroad to return home and set up businesses in Trinidad and Tobago, thereby reducing the brain drain.
If only it were as easy as offering full relief from motor vehicle tax and increasing concessions on the shipment of household goods from $100,000 to $250,000. These benefits may facilitate ease of movement but they do nothing to convince skilled and well paid professionals to uproot their lives in their adopted countries and return to Trinidad and Tobago.
There are almost half a million Trinidad and Tobago born nationals currently residing abroad. This number presents a significant opportunity for the government and local organizations to fill specialized employment gaps with professionals not available in the local market. But before organizations can attract and recruit these nationals, they must know where to look.
The arduous task consists of population and demographic research, targeted communications and continuous relationship building. Once candidates have been located, strategies must be tailored to attract them based on rewards and benefits that are competitive and valuable to each target. Technological infrastructure must also be in place to streamline the hiring process for all parties involved.
Using demographic and statistical research, The Corporate Pipeline Group acts as a bridge to connect local organizations with foreign candidates and nationals living abroad. Combining strategic relationships with an online tracking system that automates the hiring process, CPG is committed to helping local organizations fill skill shortages and employment gaps by accessing candidate pools outside their borders.
Returning nationals are able to bring value and stimulate organizational growth by introducing first world ideas and concepts. They can also develop the local workforce by transferring knowledge and expertise to aspiring professionals – resulting in a more robust and innovative economy.
Subira Willock is the Founder and Lead Project Manager of The Corporate Pipeline Group. CPG offers specialized talent sourcing services to highly technical organizations within the Caribbean. Ms. Willock is based in New York City and presides over the United States, Canada and United Kingdom territories. CPG also operates within the Caribbean through a local affiliate.
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