For the most part, employers hire foreign workers for seasonal jobs but as the talent pool overseas increases, it is not uncommon that full-time employees are outsourced from abroad. However, there are several points and steps to consider when hiring a foreign worker.

Be prepared to wait

Hiring the domestic workers is as simple as saying: “You start tomorrow” and they’re in your office the following day. With foreign workers, the procedure is much longer and you have to be ready to wait weeks, if not months before the employee arrives.

For some, this is a downside to hiring staff from abroad but this is perfectly normal. Arming yourself with patience will enable you to attract the best talent out there. Longer hiring procedures don’t automatically mean that you end up with a poor worker.

Job agencies as intermediaries

One of the reasons why you have to wait so long is labor allocation. Even with all the technologies, gizmos, and broadband internet, it can still prove difficult to find the exact profile of the worker you are looking for. This problem only occurs when you search for employees on your own, i.e. through the HR department.

A better way to find staff is to hire a job agency to act as an intermediary. They will allocate the right employees for your business. It is better to pay them a small fee than to waste hours browsing employment websites in foreign languages.

The hassle vs the hustle

Often enough, businesses recklessly enter the process of hiring foreign staff without having searched the local labor market thoroughly. The main reason behind contacting foreign workers is the inability to find good help in your country. To avoid going through all the trouble for no reason, make sure the hustling skills of the desired worker are more valuable than the hassle of securing their services.

An online interview

Some companies have a policy stating that the job interview must be conducted in person. However, shaking the hand of the individual you wish to hire isn’t a guarantee that you have made the right choice. That’s why flying in prospective employees from places thousands of kilometers away, such a China or Thailand is unfair to them and their time.

An online interview is a much better solution, as it doesn’t cost either side anything. In fact, you can even organize probation work online for professions that support remote work. Who knows, you might find part-time associates this way.

Applying for a visa

Once you are certain you have the right man or woman for the job (quite literally), you should invite them to relocate. There are several types of visas in Australia, from student ones to working and skilled visas. The later ones are of particular interest to the employer as they allow the worker to relocate to the country; temporarily at first and permanently later on.

Legal shenanigans

Once the worker applies for an Australian visa, you will get to experience the intricacies of the country’s legal system firsthand. This part of the process is most-hated by energizes, as they waste valuable work hours on legal shenanigans.

It is far wiser to hire an immigration lawyer who can guarantee with 99% certainty that the visa application will go through. The experience of a good immigration lawyer ensures you submit all the papers needed and receive the desired visa in the first attempt.

Privacy of data

Since the immigration policies are designed in such a way to thwart illegal immigration, the process is long and complicated. Normally, this is a good thing but it also means that workers have to be ready to provide a lot of personal data.

Unlike the United States, Australia doesn’t have a social security number (SSN) but foreign workers still have to provide their data to governmental institutions, such as the Federal Benefits Unit (they have an office in every embassy).

It is important you tell this to the prospective employee in advance, so they know which info they will be required to provide. The usual set of personal data includes the worker’s full name, date of birth, place of birth current address, sex, their parents’ full names, etc.

The system is your friend

Just like every other country on the planet, Australia has an exact list of occupations that are eligible for work visas. Fraudulent employers try to nominally list an occupation different than the post they require to get a visa but this is not recommendable.

Yes, the application process is long and intricate but for a good reason. Trying to fool the system won’t get you anywhere and you might end up losing the desired worker and your reputation. The penalties far exceed the small benefit you might receive from cheating the system.

How to write the perfect job ad

Speaking of the types of jobs, the foreign employees you hire will start working immediately (who wouldn’t, after all the waiting). However, the ad they applied to should have listed exactly what their job would consist of.

For instance, listing “basic knowledge of programming languages” is too wide of a description for a game designer. If your IT programs in Python, then write in the ad: “basic knowledge of Python.” Writing a great job ad is considered a proper profession!

What to make of references?

Checking references for an Australian employer is easy, as know well who your competitors are. However, the references that arrive with a foreign worker’s CV might prove harder to validate. One way to confirm these references is to ask the applicant to provide references from management or business owners, rather than co-workers. Former employers will provide you with a broader image of the worker in question, helping you decide whether hiring him/her is worth the trouble.

These are just some of the steps you need to take if you wish to employ an overseas worker. Once you establish a good business relationship with an employment agency and an immigration lawyer, you will be more likely to hire a foreign employee the next time a position opens. It all comes down to individual cases, as one worker will perform below par, while another one will prove an asset to keep.

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