FAQs

This can vary depending on:

• The visa subclass your candidate is coming to Australia on
• How many candidates your are employing
• The length of the visa

It’s not as expensive as you might think and the cost can be spread. The real question is can you afford not to? Operating short staffed or with unskilled staff can impact your hospitality venue in the following ways:

• Low morale and increased staff turnover
• Reduction in quality of goods and services which affects business reputation
• Reduced capacity to grow your business

The TSMIT only applies to skilled sponsored visa holders. This threshold doesn't apply to certain positions in the aged care sector. Don't look at the increase on $53,900. This has been below market salary for many qualified professionals for years.

If you are paying award rates for your employees you are PROBABLY ALREADY PLAYING $70k (or near as dammit- check your payroll reports). A skilled professional employee has likely had to undergo formal training for a skilled job that is in demand.

Yes, you may still have gaps in your team at sub $70k. Make sure you are using ALL the tools in the government's visa subclass box to build your international team. Skills enhancement training visas should be used to build future proof your team.

It doesn’t have to be. You Solved is a specialist hospitality recruitment and migration consultancy. We understand your business and know your pain points. All those tricky migration elements are managed under one roof.

The truth is the first time you go through the process will require some document gathering. We guide you through every step of the process. However once we have opened a file for you the preceding applications are much easier.

Abigail’s business background means she can advise you on the most appropriate international recruitment strategy based on the structure of your company or companies.

Absolutely! We identify what type of experience candidates want prior to the interview stage. Some candidates are very clear the want a city location…. So we don’t let them interview for regional venues. However there are some big advantages to being regional. The main one is that designated regional locations can offer a faster pathway to permanent residency (PR). For some occupations regional is the only pathway to PR. The majority of candidates are making this move inorder to achieve PR and a new life for themselves and their family- so a regional location can be a big selling point.

We filter candidates at every stage of the process. We only present candidates to clients who I would personally hire myself. The process is as follows:

1. We look where no one else does to find only the most highly skilled candidates.
2. Candidates have to have several years of industry experience to qualify as a You Solved candidate.
3. We look for high profile venues and brands on resumes. A You Solved candidate has to have international experience with a globally recognised brand. (for example Marriott, Four Seasons, Intercontinental etc..)
4. We background check candidates well in advance of the visa application stage.
5. All candidates are reference checked with verified references.
6. Candidates have to pass a pre screening video interview to check for communication technique, work ethic, problem solving and EQ (emotional intelligence).
7. A skills quiz is sent to all candidates as an extra layer of skills analysis over and above what’s required for skilled visa.

All this before they even get to be interviewed by a potential employer.

Do be realistic with your expectations. New job, new country, new home, new life. It may take your candidate 4-6 weeks to really hit their stride. They are processing so much information to start with.

Do reach out to them before they arrive. Either an email from their new manager or some pre boarding information.

Do give them a thorough onboarding. Make sure they know everything from rosters to pay cycles to superannuation and where the changing rooms are.

Do make time to check in with them formally every few days then weeks.

Don’t put them to work as soon as they step off the plane. (Sounds obvious but I’ve seen it happen). Give them a day or so to get over jet lag and orientate.

If you offer a great onboarding experience and positive workplace culture you are going to build a lasting relationship with your candidate. There are a few things we always tell clients when asked this:

• Our candidates trust us to place them with reputable employers, to whom they are well matched. They have also paid for their visa fees and charges so have lots of skin in the game. There is significant risk for them moving employers- we don’t’ continue working with candidates who leave an employer we’ve placed them with.
• A candidate on a 482 visa can apply for a PR visa after three years with the same employer. If they change employers the clock resets. This is an incentive for them to remain with you.
• Some occupations only have access to PR via a regional location. The 494 visa means the candidate has to stay working for you for the duration of their visa (usually 3 years).

Great question. Have a reread of the screening process above, Not many companies have such a thorough screening and recruitment process. This is how to recruit for success. If for some reason the fit doesn’t work within the first 3 months we will replace your candidate for you.

Good question! There is a housing crisis so this needs to be considered. It’s advisable to offer your candidates 2 weeks accommodation on arrival so they can get settled. However for city candidates this often isn’t necessary (or a few days is sufficient).

Regional and rural locations need to plan ahead. Even if there is some access to rental accommodation it can be competitive. Therefore we recommend clients consider the following:

• The business renting a unit or accommodation and using that for international candidates. Accommodation can either be included as part of the employment package or rent can be charged to the candidate after the initial settling in period (ask about our ‘employee accommodation agreements’).
• It doesn’t have to be a unit or house. Plenty of regional and rural candidates live very comfortably in cabins and caravan parks for a while. If it’s safe and walking distance to their work venue, this is a good solution.
• If you’ve got the space, consider a static caravan or container home.

You can’t not consider this as an option!

• Australia is currently experiencing one of the most intense skills shortages in decades.
• The industry is growing at a staggering 14% every year. Yet according to government statisticians, we will experience a 69% drop in workers across the tourism and hospitality industries
• Only 45% of food trade apprenticeships are actually completed (on top of declining entrance rates)
• This equates to over 123 000 jobs.

The skills gap in hospitality is VAST and looking further afield is the only way to keep up with the staggering industry growth and ever increasing customer expectations.