457 VISA Overview

The 457 program allows Australian businesses to recruit staff internationally in order to address skills shortages being experienced from within the local labour market. There are 3 processing stages in sponsoring an employee from overseas under the 457 visa program:

1. Sponsorship - The employer appllies for approval as Standard Business Sponsor (SBS).

2. Nomination -  The employer nominates an occupation and the person being sponsored.

3. Visa application - The sponsored candidate applies for the 457 visa.

Stage one - Sponsorship

This consists of demonstrating that you are a lawfully operating business, have the financial capabilities of paying the sponsored persons salary and have a commitment to training.

Stage two - Nomination

This is simply a matter of nominating a position or positions within the business that are to be filled and the corresponding persons being sponsored. This needs to be consistent with the normal business activities of the sponsoring business.

Stage three - Visa application

This stage is where the proposed employee/candidate applies for their visa. They must be able to demonstrate that they possess the relevant skills, qualifications and/or work experience to carry out the nominated occupation. Applicants may also be required to demonstrate that they possess a required level of English language ability.

Once finalised the SBS approval from DIAC will be valid for 2 years or until the maximum number of temporary business entrants nominated by the company has been reached.

In addition to this, there are other important issues that employers will need to be aware of, such as employer/sponsorship obligations etc.

For more detailed information, please register your details and we will get back to you as soon as possible.

Understanding Cultural Diversity in the Workplace

New migrant workers are entering Australia at an every increasing rate. The numbers are large and are expected to grow. The primary reason for these increase immigration numbers is that Australia has a looming skills shortage and needs more skilled workers. Diverse employees are most often invited into an organisation because of a basic need for skilled labour. Benefits employers receive from integrating highly skilled migrant workers into their workforce typically go beyond their original expectations. Finding ways to integrate culturally different people without losing their identity and purpose will be one of the major challenges Australian employers will face in the 21st century.

Alongside the trends of adaptation and integration, there exists the equally strong phenomenon of cultures holding their own while interacting with others. This fusion, clashing, and co evolution of cultures is fascinating and important. The future of work and the workplace will be changed by it, as well as the aspects of society.

We have come to realise the following.

• Most new migrant workers vastly underestimate the impact of cultural differences in their work. Whether it be accountants, engineers, doctors, technicians and tradespeople, the common belief is that the technical skills can be universally recognised and that these skills are what will “make or break” the professional equally in any country. This belief is common among BOTH NEW MIGRANT WORKER AND AUSTRALIAN EMPLOYERS.

• Culturally different applicants are often passed over at some stage in the recruitment process, not because of lack of technical skills, but rather because of cultural disconnects or misunderstandings. Organisations are cutting themselves off from an incredible talent pool because they are misinterpreting the behaviours they are seeing in resumes, interviews, and probation periods.

• By being coached on cultural differences, BOTH EMPLOYER and NEW MIGRANT WORKER can make a number of minor changes to their approach that will allow them to connect successfully.

The purpose of cross-cultural understanding is not so that we can necessarily do things in the style of the other person. Rather, the purpose is to be able to choose, from a position of understanding, an approach for the particular situation that is more likely to help everyone involved reach his or her professional objectives. It aims at helping everyone to interpret the actions, words, attitudes, and behaviours of both employer and new migrant employee.

We at ALLSKILLS endeavour to address this imbalance by delving into the cultural differences that hinder new migrant workers and their employers from making the connection that would benefit both.