When we phoned, he said, "We have supported engineers [through the immigration process] twice so far and have found that there is a lot of following up with immigration to keep the wheels rolling. Plus the fact that both times the Engineers have ended up returning home due to their wives wanting to go back home".
Two issues of frustration for this employer - the hassle and time involved 'following up' on the progress of the application and the loss of important employees.
1. A lot of following up
-
There really shouldn't be delays in processing by Immigration New Zealand (INZ) if full and relevant documentation was provided with the application. There are three critical documents - the Position Description, the job ad and the CV.
Position Description - must
provide enough relevant information to INZ if they are to understand just what the job entails and how it compares with the tasks identified in
ANZSCO
. The closer the match, the easier it is for the visa to be granted, provided the position meets the Labour Market Test.
The Job ad -
INZ requires that evidence be provided proving that the labour market test has been meet - i.e. are there NZers available who could, with reasonable training, fill the position? Unless the position is on the Skills Shortages Lists, it will be necessary to advertise the position, and in most cases to list it with Work & Income (W&I).
Do not use a generic, catch-all type advert. It must be very closely linked in detail to the PD, and of course, not exclude the applicant because his CV does not fit.
His other comment:
the Engineers have ended up returning home due to their wife/partner wanting to go back home.
This is sadly all too common, but understandable when the migrant's situation is considered. If no attempt is made to assist the partner into employment, or at least for her [usually a her] to get involved in voluntary work, don't be surprised when homesickness and loneliness become a deal breaker.
If you want to retain this skilled person into whom you have invested considerable time and resource, your investment in that person can't stop with the employee.
You would not buy a vehicle and not put fuel in it. If you want to minimise the risk of a negative return on your investment in your new employee, it is important that efforts are made to facilitate as far as is reasonable, employment of some sort, or at least out-of-home interests, for the partner and schooling for any children.
Most, schools, churches and charities would be delighted to have someone come in on a voluntary basis and s/he would gain a new interest and colleagues which could lead to employment.
Because of the perceived risk that migrant workers could be taking jobs from NZers, work visa applications can be among the most difficult types of applications to prepare.
We have available a 40 stage process we work through when preparing a successful work visa application. Please email
bmilnes@laurentlaw.co.nz
if you'd like a copy.
