Getting Started
Hiring internationally can feel like taking a leap of faith. You’ve found a candidate with the right experience on paper, but how do you know they truly have the skills they claim? This question looms large for many Australian businesses, especially those located in regional areas facing a growing skills shortage.
The good news? Australia’s skilled sponsored visa process is designed to ensure that international candidates are as qualified as they say they are. For example, the SC482 visa, commonly used to bring skilled workers to Australia, has strict requirements in place. Not only must candidates prove their work experience, but many trades also require a mandatory skills assessment conducted by authorised government agencies. This process makes it almost impossible for unqualified candidates to slip through.
In this blog, we’ll explore how you can confidently verify an international candidate’s qualifications, the role of the visa process in confirming skills, and how working with a skilled recruitment agency like You Solved ensures that you’re bringing only the most capable talent into your business.
Ready to dive in? Let’s break it down.
Verification Through Skilled Sponsored Visas (SC482)
One of the most powerful safeguards when hiring international candidates is Australia’s skilled sponsored visa process, specifically the SC482 visa. This visa ensures that candidates meet strict requirements, proving their qualifications and experience before they can even begin working in Australia.
For many trades, such as mechanics, welders, and chefs, a key part of this process is a mandatory skills assessment. This assessment is designed to verify that candidates have the practical abilities and expertise they claim. It’s not just about paperwork—candidates must demonstrate their skills through tests and evaluations.
The skills assessment is carried out by government-approved agencies like Trades Recognition Australia (TRA). These agencies work closely with the Department of Home Affairs to ensure that only qualified candidates are granted visas. This makes it extremely difficult for candidates to bypass the system or exaggerate their experience.
To learn more about the process, you can visit the TRA website, which outlines the specific requirements and steps involved in the skills assessment.
In short, the SC482 visa process gives businesses a significant advantage: it’s not just you checking their resume—candidates must also pass government-regulated assessments, ensuring they’re fully capable of performing the job.
Case Study: How You Solved Ensures Skill Matching
Let’s take a real-world example of how You Solved works to match international candidates with Australian businesses in need of skilled workers. A Steel Fabrication and Engineering company in Tasmania approached us when they were struggling to fill a crucial role for a Metal Machinist (First Class)—a specialised position listed on the ANZSCO Occupation List.
The local talent pool had been exhausted, and the business needed a highly skilled machinist who could hit the ground running. That’s when we stepped in, using the SOLVED filtering funnel, our comprehensive process that ensures only the most qualified candidates move forward. The funnel included thorough skills testing, multiple interviews, and a deep dive into the candidate’s past experience and qualifications.
Because the You Solved network reaches far and wide, we were able to source a candidate from our global talent pool who already had a positive skills assessment outcome from Vetassess, one of the leading assessment authorities in Australia. This assessment confirmed the candidate’s ability to meet Australian standards, removing any doubt about their qualifications. (For more details on the process, visit the Vetassess website).
Within weeks, the candidate was granted their SC482 visa and ready to contribute to the company. Thanks to the vetting process, the client could rest easy knowing they had a highly skilled, proven candidate who was ready to work from day one.
Why a Migration and Recruitment Firm Like You Solved Makes All the Difference
When it comes to international hiring, working with a recruitment firm that also handles migration is a game-changer. Many overseas recruitment agencies can help you find candidates, but they often leave you to navigate the complex visa process on your own. That’s where You Solved stands out.
At You Solved, we don’t just find you the talent; we also ensure that the entire migration process—from visa application to compliance—is seamless. Being both a recruitment and a registered migration agency means we take care of everything. For example, if you’re hiring a skilled tradesperson under the SC482 visa, we make sure all the visa paperwork is in order and that the candidate meets every requirement, including mandatory skills assessments.
This dual service is what sets us apart. We’re not just filling a role; we’re delivering a long-term solution. With You Solved, you get a candidate who has been thoroughly vetted and who already meets Australia’s strict migration standards, ensuring they’re ready to start contributing to your business as soon as they arrive.
Why take the risk with a recruitment agency that only gets you halfway there? With You Solved, you get end-to-end support, from sourcing the best talent to ensuring they legally and smoothly arrive in Australia. That’s the difference we bring.
Key Red Flags to Watch Out for
Hiring internationally can bring in highly skilled workers, but it’s important to keep an eye out for red flags when reviewing applications. Here are a few warning signs to watch for when evaluating candidates from overseas:
- Gaps in Employment History: Unexplained gaps can raise questions about the candidate’s work consistency, especially in hands-on trades where continuous experience is vital. Always ask for a detailed explanation of any time off or breaks in employment.
- Vague Job Descriptions: If a resume is filled with generic terms like “handled machinist duties” without any specific details about the tools, machinery, or processes they worked on, it’s worth digging deeper. A qualified candidate should provide clear, detailed examples of their daily responsibilities and achievements.
- Missing Certifications: Certain trades require formal certifications or assessments. If a candidate’s application lacks relevant documentation, it could be a red flag. For example, in roles requiring a skills assessment, such as a Metal Machinist (First Class), candidates should provide proof of completed assessments from recognised authorities like Vetassess.
- Inconsistent or Hard-to-Reach References: If a candidate is reluctant to share references or provides contacts that are difficult to verify, this could signal trouble. Good references should be easy to contact and provide detailed feedback on the candidate’s skills and work ethic.
- Inflated Job Titles: Some candidates may exaggerate their roles or responsibilities. Keep an eye out for resumes that include impressive job titles but lack the specific experience to back them up. Ask for examples or further details during interviews to verify claims.
By being aware of these potential red flags, you can reduce the risk of hiring someone who may not be as qualified as they appear on paper. Taking the time to ask the right questions and cross-check details can save you from future headaches.
Final Tips for a Successful International Hire
Hiring internationally can seem daunting, but with the right approach, it becomes a valuable strategy to fill the skilled roles that local markets can’t. Here are some final tips to ensure your international hire is a success:
- Work with Trusted Authorities: When recruiting for roles that require specific qualifications, make sure the candidate’s certifications and assessments are verified by recognised bodies like Vetassess. This ensures that their skills have been tested and meet Australian standards.
- Use Skills Assessments to Your Advantage: Australia’s skilled sponsored visa process, particularly the SC482 visa, is designed to help you. For many trades, a skills assessment is mandatory, and this step gives you an extra layer of verification to confirm the candidate is as capable as they claim.
- Be Thorough in Interviews: Whether you’re conducting virtual interviews or working through a recruiter, ask detailed questions about the candidate’s past roles, responsibilities, and specific achievements. This is your chance to uncover any inconsistencies and ensure the candidate is the right fit.
- Trust the Process: Australia’s migration system is designed to make it extremely difficult for unqualified candidates to enter the workforce. Use the system to your advantage—partner with agencies that understand both recruitment and migration to streamline the process and get candidates on board who meet all the necessary requirements.
By combining thorough vetting, leveraging the skills assessment process, and partnering with knowledgeable recruitment firms, you can confidently hire skilled workers from overseas who are ready to make an immediate impact on your business.
If you’re ready to discuss the impact a skilled international hire could have on your workforce, you can book a call with Managing Director Abigail Jones here.
