News
Immigration - Be Prepared
24/06/10
Labour shortage stories are already beginning to surface in the resources sector.
- Employment positions for skilled workers in the mining and oil and gas industry is once again starting to become constrained
- Economists are tipping labour shortages to be a notable barrier to Australia’s future growth
- Labour scarcity has the potential to become a real issue for WA businesses going forward
- The solutions are simple – we need more people
The lessons learnt from the last boom and its associated labour shortages should be kept in mind this time.
Last time, unpreparedness resulted in a few organisations – business, agents and community – being seriously caught out. As a consequence there was a huge surge in applications for overseas workers combined with expectations of instant processing.
The lessons learnt from that experience have contributed to a review of the 457 visa and its requirements and this has led to a better process.
Therefore, this time, with the appropriate forward planning, it should be possible to bring workers in when and as needed.
Skilled workers can be brought to Australia on a range of visas, permanent or temporary.
The Department of Immigration and Citizenship (DIAC) is a public service agency – its role is to facilitate the well-managed entry and settlement of people into this country for many purposes and this includes skilled workers, family members, and refugee and humanitarian settlers. Most of DIAC’s work is carried out on the basis of strategic plans informed by economic and business research. However, the best plans can come unstuck if the information fed in is not accurate.
Forward planning by sponsors can assist enormously in ensuring that the government is ready to deal with any demand.
Forward planning can also determine which visa class is most advantageous for both the company and the worker. Businesses are asked to consider the human element of migration as seriously as their business focus.
Many people who wish to come to Australia have aspirations to settle and may be disappointed later if they are unable to realise their wishes. Others will only come for a short term, career-enhancing move. It is important that sponsors of workers understand the difference and keep in mind the cost to the individual who relinquishes a job, home and other links to move to Australia when this move may burn the bridges they need to keep in case the move to Australia does not lead to permanent residence.
After the last down turn in the economy brought about by the GFC, many disappointed workers were unexpectedly sent home.
To ensure that business is poised to gain the workers it needs, forward planning through consulting your Industry Outreach Officer (IOO) or Regional Outreach Officer (ROO) is highly advisable.
Companies that strategically plan their workforce intake can discuss options for visas with the IOO and look at whether to sponsor for permanent residence under the Employer Nomination Scheme (ENS) or Regional Sponsored Migration Scheme (RSMS) if timelines permit, or the shorter term options of the 457 Business (Long Stay). There are other options as well for people coming to Australia, including for professional development, working holidays or emergencies.
By having a chat with an IOO you will be able to plan ahead for the intake of your workers when you need them. The IOO will also be able to advise DIAC well ahead of time that sponsorships, nominations and applications will be submitted so that the department can plan its own resourcing to be responsive and geared to handle increased numbers if this can be reasonably accurately predicted.
Preparation is the key to future success in this coming period of sustained growth:
- Preparation by employers – strategically plan your workforce needs and advise the IOO or ROO (or DIAC direct if you are already liaising with a case manager)
- Preparation of appropriate paper work – a full and complete application (sponsorship, nomination and/or application) will be more expeditiously processed than one where follow-up information is required.
- Sometimes less is more. Applications need to contain exactly what is spelt out in the forms. They are set out in an easy DIY format and there are no tricks. DIAC is not looking for copious information when pertinent or succinct evidence proves the claims that are being made. Overkill may be counterproductive.
- Each time an application is put on hold awaiting follow-up information it can take a month before the application is looked at again. However, for example, a 457 application is usually assessed within days. If it is complete and ready for approval, it can also be approved at the time of assessment!
Preparing the government to be ready to respond to your business needs by providing timely information through the Outreach service will be beneficial to all parties.
Your IOO is a valuable resource provided by DIAC to the businesses of Australia to assist and support you in gaining the workers you need. We are available to visit your HR teams, present to your directors and HR personnel, or simply respond by email or telephone.
Timely contact with your local IOO can same you time and money!