Short of skilled creative consultants?

Why not consider sponsoring an overseas creative consultant for your business needs if you are unable to find a local resource to fill the role?

Like many other Australian industries, the creative sector also suffers from skill shortages in various graphic design and advertising roles and may need to consider options outside of locally skilled creatives to fulfill their client requirements.

Artisan has asked their preferred supplier of Migration services, Entity Solutions, to offer some advice to clients who find themselves in need of overseas skills.

1. Check out the “fit” first

Consider hiring an overseas creative who is already here on a Working Holiday visa, or just visiting on a Tourist visa (no permission to work) so you can make sure they are a good “cultural fit” for your company before offering longer term visa sponsorship. * Make sure work rights are checked each and every time.

2. Visa Process v Length of employment offer

As the visa process may take several weeks to be completed from start to finish and visa holders must have continuous employment (directly with you - not freelance), make sure you have ongoing full-time work for the candidate rather than just a very short term assignment.

3. Get your Employment Agreement right

Ensure your employment agreement covers immigration specific matters, in addition to all of the usual terms and conditions of employment. This may include areas such as the start date being dependent upon 457 visa approval, private health insurance coverage and repatriation when the role ceases.

4. Outsource for specialist assistance

Consider outsourcing both the migration and relocation process to specialists in these areas, rather than wasting the time and resources of your internal (HR) staff in these complex areas.

5. Train your Aussie staff

Speak to a migration advisor about the amount of documented training of your Australian employees, which will be required not only to meet the Department of Immigration and Citizenship’s (DIAC) requirements to become a Business Sponsor, but also to retain your Sponsorship status.

6. Payroll assistance required?

Take a leaf out of Artisan’s book and outsource the payroll of your sponsored employees (and Aussies too if you like!), particularly if your payroll system is unable to calculate tax free allowances such as Living Away from Home Allowance (LAFHA). These payments need to be carefully administered in order to comply with both ATO and Immigration requirements

Vicki Little is the Victorian State Manager for Entity Solutions. For more information on Entity Solutions, check out their website