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SIX KEY STRATEGIES TO ACCESS SKILLED MINING PERSONNEL
Back in the 1940s, the then Minister for Immigration, Arthur Calwell, prophetically proclaimed that Australia must “populate or perish”; words that still resonate strongly more than sixty years later.
Last year, around three quarters of Australia’s regional employers said they had experienced difficulties in recruiting employees. They nominated a lack of suitably qualified employees as the second largest constraint on business investment.
There are some answers to this dilemma that can give Australia’s mining industry access to not just a local skills pool but a global one. They are achievable in the short-term and would complement the long-term, strategic education and training of Australians.
Some of these include:
1. Quick temporary work visas for up to four years
These are often the most practical, immediate solution for a mining business. Well over 50,000 of these popular visas (known as “457 visas”) are issued annually. Additionally, very recent law changes have approved some mining companies for direct sponsorship of bona fide business people to travel to and enter Australia on one or more occasions of up to three months to conduct business. Examples of appropriate activities include a conference, negotiation or an exploratory business visit. These visas are intended for those business visitors (including intended employees – but seek legal advice first) with an Australian sponsor and who are seeking a fast-tracking process. Furthermore, the 100,000 or so working holiday makers, travelling constantly around Australia, are now able to work for each employer for six months per job instead of three months.
2. Mining company employer-sponsored permanent residence for overseas skilled workers
The quick visas described above can also be used by the employer and the employee as “stepping stones” to Australian permanent residence (the right to live and work in Australia permanently with one’s family). There are three ways to do this. Firstly, to employ a “457 visa” holder who has held a “457 visa” for at least two years (or only one year if the employee already has held a “457 visa” with another employer for a year), and then apply for their permanent residence as a permanent employee. Secondly, if the proposed permanent employee has three years’ post qualification experience they can use an assessment of their overseas skills as grounds for permanent residence. Thirdly, an appropriately skilled employee offered a salary of at least $165,000 can remain permanently in that way. In each case the employer must also have sponsorship approval from The Department of Immigration and Multicultural and Indigenous Affairs (DIMIA).
3. The Regional Sponsored Migration Scheme (RSMS)
If an employer finds and nominates an overseas job applicant, then a DIMIA Regional Certifying Body (RCB) can certify the person and position for approval as well as assess the employer’s nomination. After that, the visa can be granted. The RCB’s are strategically positioned throughout Australia and contactable on a nationwide free-call number or via a lawyer or migration agent.
The advantages of the RSMS for an employer are:
. Employers are eligible for a 10 per cent lower minimum salary for the visa applicant ($37 665 instead of $41 850 for a “457”);
. Employers can target a wider range of occupations including semi-skilled workers;
. There are useful relaxations to the usual strict visa requirements i.e visa applicant’s age and language skills.
4. Skills matching database (SMD)
This is a free services offered by DIMIA on the internet, that matches around 6,500 skilled migrants (whose resumes are online) awaiting sponsorship, with local jobs. The website offers you the option to search for potential candidates in the required occupation and apply for access to specific job applicant’s details.
5. Regional outreach officers (ROO)
The ROOs provide information on state-specific/regional migration initiatives and liaise on behalf of employers with state/local governments to raise awareness of regional migration. They aim to work with employer’s skills needs and objectives and employers should notify them of any skills shortages.
6. Skills Migration Expos – Australia and overseas
DIMIA has taken action to market Australia’s skills shortages and needs to the world and within Australia. It arranges a series of “Australia Needs Skills” expos throughout the world that provide employers access to skilled, English-speaking migrants who they can sponsor into Australia. Upcoming expos include Detroit and Houston (USA), Sao Paulo (Brazil), Lima (Peru), Dublin (Ireland) in late August/early September, and Manchester and London (UK) in early October. Last year’s international expos attracted more than 8,000 attendees in London, Amsterdam, Berlin and Chennai.
DIMIA expos around Australia aim to connect employers with temporary visa holders and permanent residents. The expos target international university students, working holiday makers (backpackers), temporary residents, overseas tourists and other skilled workers in Australia. In 2005, expos were held in Brisbane, Melbourne and Perth with around 40 employers and 35 regional and state government representatives. There were around 500 attendees in Brisbane, 4,800 in Melbourne and 2,800 in Perth.
There are clearly solutions to address the current skills shortage in the mining industry. However, it is essential to consult an experienced and successful case-proven lawyer and migration agent, as the Australian government can not be relied upon for advice or assistance and the laws in this area are constantly changing and evolving.
For more information visit the DIMIA’s website at http://www.immi.gov.au
About the author: Justin Rickard B.A LL.B M.A (SYD.) M.M.I.A, has been a Solicitor and Barrister since 1986, practicing in the Supreme Court of NSW, Federal and High Courts of Australia. He is the Principal Lawyer of Justin Rickard & Associates in Sydney. Justin has been a registered migration agent since 1994, and can be contacted on (+612) 9981 7755 or at http://www.australianimmigrationlawyers.com
(this article is currently being updated to reflect recent changes to the law)
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Source by Justin K. Rickard
