Prepare for the Battle Ahead – Survive the Upswing
Article In Brief:
Ben Willis, a respected Migration Consultant and Director of Greenberg Australia, shares some practical advice on how you can effectively set your organisation up to e the right environment for overseas skilled talent to thrive. Reading Time: 4 Minutes.
The signs are starting to appear. Business confidence is growing, interest rates are predicted to rise, the share market is beginning to bounce back, and the company balance sheet is looking a little healthier.
For many businesses, the past twelve months have been very difficult. In many cases staff have been made redundant, releasing skilled workers. This is turn affected the corporate immigration landscape with Australian Government introducing changes have been made to take account of the slow down in economic activity and rising unemployment locally.
It wasn’t too long ago that we all found ourselves in the war for talent. Then we were told that the war was lost, and it was the candidate who was calling all of the shots.
Well, those days may not be too far away. As the Australian Economy emerges from the economic downturn, and key projects start in the New Year, skilled workers will be snapped up quickly and the need to look further a field for applicants will be a reality.
Skilled migrants, both temporary and permanent, will play an important role in helping Australia to quickly return to the strong economic growth numbers experienced not that long ago.
Here are five immigration secrets to surviving the upswing.
1. Review your business from an immigration perspective.
During the Global Economic Recession the benefit to Australia test was one of the mechanisms employed by the Australian Government to ensure that employers do not employ foreign nationals to the detriment of the local labour market.
Whilst this requirement has always been in immigration policy, during periods of low unemployment it has not been front of mind for decision makers. We believe that this area of policy will continue to be energetically pursued by the Australian Government, even if we return to full employment.
I would therefore recommend that companies review (at least yearly) their ability to meet the benefit to Australia test. Part of this yearly test may in fact take the form of an immigration compliance audit.
2. It’s not about immigration, it’s about international mobility.
The more progressive companies are integrating their immigration requirements into the wider international mobility framework for their organisation. International mobility can encompass taxation, international assignment policy, employment law, relocation, as well as immigration.
By designing an international mobility program, which takes into account all of these aspects, companies would be minimising the potential for service delivery failures, and enjoy the consequential rise in employee satisfaction.
3. Plan beyond the visa application.
Many companies see their role as delivering the visa label into the assignee passport. Those days have gone forever. These days it’s about much more – managing compliance, a positive service delivery experience, accessibility, workforce planning, retention and repatriation.
As difficult as it is for many companies, everyone needs to be thinking and planning at least two years in advance with respect to immigration matters. The visa application is just one small part of what should be a carefully structured and formulated immigration program, which in turn should sit within a company’s international mobility framework.
4. Understand your obligations.
On 14 September 2009, the Australian Government introduced significant new laws to protect the rights of temporary overseas workers and ensure that Australian wages and conditions are not undermined.
All employers using the Australian immigration program must be aware of these issues, and ensure that you are fully conversant with the changes and have procedures in place to cope.
If you do need a better understanding of the new laws, contact Ben Willis at Greenberg Australia on 07 3212 2288 or bwillis@greenberg-global.com.
5. Think about what your competitors are up to.
Companies need to truly think about what their competitors are up to – what’s worked, and importantly what hasn’t worked. Use the information you gather to develop an immigration program, which is tailored to the requirements of your company, and one which sets a clear path for the future.
For further information on the issues raised in this article, please contact Ben Willis at Greenberg Australia on 07 3212 2288 or bwillis@greenberg-global.com.
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