Work Out How To Make It Work Out

There are around 100 different visas and subclasses in Australian migration. Migration Law is reputedly second only to tax law in complexity and volume.

We recommend that migrants, and sponsoring employers, use the services of a Registered Migration Agent. Many agents have over twenty years of experience and have built up excellent understanding of critical decision points.

Through this experience, a good migration agent develops a case strategy for their client.

This may include the emphasis or legitimate omission of information, a methodology for handling the work, or threading together two or three different visa types in the proper sequence to ensure that no issues will cause an application to fail.

Finding work is no different, whether it is in your own country or in a new one. We think it makes sense to prepare a tailored personal job search strategy to find work in the new country.

In a new country, all of that broad knowledge of who’s who and your personal contacts will not be waiting for you in Australia, and your knowledge about which companies are substantial or good employers will be lost in the move.

We’re not trying to put you off migrating! We are just suggesting that your search for new employment is undertaken in a well researched and structured way.

Having a plan is a critical part of finding a good job quickly. Some occupations are on various lists but not all, some States sponsoring certain occupations where others don’t, and different restrictions or advantages on different visa types.

We suggest that anyone finding work in Australia needs to map out:

• which States offer the best employment prospects?
• which States sponsor or encourage migrants with your occupation?
• which of the occupations listed in ASCO match your skills and abilities the best?
• if you can switch to another ASCO code that might carry more points?
• which ASCO classification would be the best one to use for sponsorship PLUS visa application PLUS pursuit of employment?
• where is your preferred industry mainly located, for more employment prospects?
• what salary range exists across the different States, especially in the trades?
• geographic boundaries for sponsorship on regional visas such as RSMS
• whether a six page CV with covering letter is best, or a two pager?
• which recruiting agencies work within your industry?
• which recruiting agencies are prepared to work with migrants?
• where can you get copies of trade magazines to familiarise yourself with industry leaders, structure and opportunities?

And after that:

• which employers offer the best terms of employment and career choices?
• which employers work exclusively with recruitment agents, and which ones?
• which employers are prepared to sponsor a migrant, either on a provisional visa or a permanent one that carries employer undertakings and financial risk?
• which employers know how to prepare a good submission to DIAC to become a sponsor for your visa?

This is a critical part of our service, working out where to look and what to look for. The actual calling work in the job search activity is then more focused and efficient.

This better fit between a migrant’s needs, employer obligations and visa requirements can also greatly accelerate the whole migration process by avoiding knock backs, refusals and repeat effort.

Then it’s a matter of tying the different threads together to see which makes the best combination. The final job search strategy draws off any or all of these features:

• preparation of an employment profile that shows confidence without being pushy;
• selection of a location that has is known to have shortages in certain occupations;
• matching ASCO codes to jobs being advertised;
• identifying employers who may be more inclined to hire a foreign-born person;
• preparing a tactically focused CV for each application and employer;
• preparing responses to deal with any possible weaknesses in the application, such as local knowledge, business culture, familiarity with regulations etc
• identifying sponsors who either know enough already or are willing to be educated about the process;
• working out “the pitch”, that gets the interest of the employer and addresses any perceived shortcomings
• selecting a mix of the above that results in the least complex requirements to be met (State Government, regional organisations, employers etc);
• and several other points that make up our strategic sales formula!

Once all of these issues have been identified and prioritised, we prepare a written strategy statement for each client and use that in our search activities. The statement will include search rules, options and key selling points.

We pride ourselves on the ways we can turn weaknesses into assets, by shifting job search to the right employers and locations.

This Job Search Strategy Report is available to clients or migration agents for a small fee.

For migration agents, we credit this fee against any further work commissioned for the same client.

To request a Job Search Strategy Report, the candidate needs to send information to us to assess for employment potential. Click here to use the enrolment forms.

After the strategy is formulated and agreed, the next step is to choose between

1. Full Service One-To-One marketing of the candidate direct to the employer, or
2. Media Search, which involves scanning all regular newspapers and magazines, trade and industry magazines, online locations (Government, employment, recruiting, corporate and private web sites), then sending in written applications.

This site is not intended for use by either migrants or sponsors who are directly in the act of sponsoring a future employe. It is a condition of use of this site that all users acknowledge that they are not seeking migration advice for themselves as migrant or to act as sponsor of a future worker. For full legal entitlement and disclaimer for use please click here (c) Hire A Migrant Pty Ltd ACN 124 164 138 unless otherwise attributed.