> There are situations where a 457 visa is appropriate, eg:
> - a fixed term contract; or
> - a multinational secondment; or
> - the employee does not qualify for ENS/RSMS
>
> However in most instances, if a person is being recruited from
> overseas to fill a position, why would any employer not sponsor for
> ENS/RSMS immediately? If any employer insists on sponsoring for a 457
> rather than PR, the first question really ought to be 'why'?
>
> And perhaps this thread should be entitled 'why should an employer
> sponsor for a 457 rather than ENS/RSMS?'
>
> Jeremy
Good points there Jeremy...
It'll be stange though not to qualify for ENS/RSMS since I believe they
have the same requirements/proof? Or perhaps the criteria is less
stringent?
In my case, my employer is a city council (I may be wrong, but
looking at the standards there in OZ, I cant imagine an OZ govt
agency doing that kind of bodyshop-like thing)... but back on this
very intriguing question:
'why should an employer sponsor for a 457 rather than ENS/RSMS?'
Im not defending the 457 to ENS/RSMS route per se since I havent even
been succesful at it yet but I could think of at least this one reason
why a 457 instead of ENS/RSMS from the start:
SPEED: 457 allows the employer to fill their urgent vacancy immediately
and then just process the ENS/RSMS once the employee is already working
for them. I guess the real danger is as you say Jeremy in your previous
post: INERTIA.
My experience on this so far is that during the interviews, my employer
havnt really tried hiring from outside OZ before, and we kinda discussed
best options, the 457 seems to be the fastest although RSMS would've
cost them less (actually zero cost for them, but I reckon they weighed
in time as a major factor).
I know it could be different, or maybe Im falling on the same trap, but
Im very optimistic this is not the case.. im raring to go hehhehehehehe
Here's just a few thoughts on those employers who do the "bodyshop"-
like thing:
Ive managed a technical support account for a call center here in the
Philippines. And attrition has always been a constant headache of mine.
Ive spent a lot in hiring and retraining agents and its difficult to
find them leaving even with bonds (yes, thats how competitive the call
center market is here).
So what we did was ENSURED employee morale and created a host of
programs to improve employee loyalty. Of course, it aint perfect but
eventually as I crunched the numbers for one of my annual reports to the
client, overall, doing these programs was less costly for the company in
the long-term and ensured better quality of work from the employees.
I guess it would be the same for these employers... they are acquiring
more costs in the long-term (as I cant imagine them paying extremely low
wages with the 457 guidelines). Cost of hiring, re-hiring, re-training
and intial work ramp-up for each and every employee that finally gets
their independent visa or found another employer willing to sponsor them
esp if they are indeed underpaid and that highly-skilled.
So I hope they find that out the hard way hehehehehe
Those are my thoughts on the issue...
Ron.
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