Engineers Australia Migrant Skills Assessment booklet updated
A new Engineers Australia Migration Skills Assessment booklet has been developed and there are a new series of application forms. These replace the previous documents and are now available from Engineers Australia
Engineers Australia announced these changes to migration skills assessment documents in their Victoria e-newsletter ENGAGE.
The Migration Skills Assessment booklet has been updated regarding:
• new signatories to the Washington and Sydney Accords;
• the addition of the occupational category of Engineering Manager ASCO 1221-11;
• a new set of Summary Statements which you can complete and download to include in your Competency Demonstration Report (CDR) application;
• a Declaration Statement which you can download and sign and include with your CDR application.
These changes will assist you in developing and presenting your application. In addition there is a complete new series of Application Forms. There are also new forms for:
• Application for a Formal Appeal;
• Appointment of person to receive assessment information;
• Payment of Standard Administration Fee.
All new applications to Engineers Australia must be in accordance with the requirements of the Migration Skills Assessment booklet and use the new application forms.
Mentors and mentoring for Engineers in Australia
A mentor is a personal coach who can advise and support you while you are settling in, looking for work, and establishing your career. Engineers arriving in Australian from overseas have to learn how to survive and prosper in the Australian workplace.
Settling quickly is too important to try and make it alone. The guidance provided by a mentor will help you learn the Australian customs and work practices faster, and land an engineering job sooner.
The best choice for a mentor is an engineer in your discipline and line of work, but this is not essential. Your mentor could be a family member or friend who has already settled here, or anyone else with suitable knowledge and skills.
You can discuss your plans with your mentor, get guidance on matters such as likely employers, job applications, job selection criteria, finding contacts (networking), planning, Australian standards and business practices, interpreting regulations, schools, house hunting, practicing business English and so on. A mentor can assist by helping you focus on what is important and provide moral support.
In choosing a mentor, look for someone you can talk easily to and feel relaxed with. If your relationship with your mentor does not seem to be working, find someone else.
If you cannot find a suitable mentor in your immediate support group, go to technical functions run by engineering groups such as Engineers Australia. You do not have to be a member to attend these functions. If you find some one you can talk easily with, ask them if they would be prepared to assist you by being your mentor. Contact your local Engineers Australia Division office if you cannot find a mentor. They may be able to help you find some one.
How mentoring works
It is usual to meet with your mentor at about six weekly intervals. The meetings should be about an hour and be outside the workplace, such as in a coffee shop. The meetings should be informal, but structured. Your mentor should assist you by providing guidance. There may be phone calls and correspondence in between these meetings. This will depend on what is happening. For example: if you wanted advice on a job application, you would not wait for the next planned meeting.
You and your mentor each keep a notebook to record what happens. This is purely for a personal record. You do not keep formal minutes that you check, and the mentor does not look at your notes. Your notes are your own personal record. You take written notes to ensure you remember advice the mentor may give and the actions that you each plan to do; so you do not forget, and so you have a greater commitment to the agreed actions.
It is important to plan the meeting times and keep to them. The meetings with your mentor are an important part of your engineering career management. Give them the priority you deserve. If something important comes up which clashes with an agreed meeting time, reschedule the meeting straight away. Do not just let things lapse.
Kick start your engineering career in Australia; land an engineering job quickly with the support of a mentor.
This post is taken from Project Australia: Land That Engineering Job in Australia by Ian Little
©Ian Little. All rights reserved, no part of this may be reproduced without permission rights from the publisher. Contact us www.tribuslingua.com.au
Read about…
Australian engineers get jobs by networking
Project Australia Media Release
Australia Skills Shortages
Australia Skills Shortages…
Skilled Migrants – a vital part of the solution for skill shortages in Australia.
As the available Australian workforce begins to shrink with record levels of low unemployment, an ageing population and lower birth rates, the reality of skill shortages is becoming ever more apparent. Many businesses that contribute greatly to our economy are reflecting on where in the world they will find the people to fill available jobs to ensure the continued existence of their organisation in to the future.
The worldwide economic boom has provided increased opportunities for every worker with a formally recognised skill, to the extent that almost everyone who can or wants to is presently participating in the workforce. There are new jobs being created at a record pace and traditional methods of recruitment are being usurped as more creative, innovative and effective methods are introduced.
The idea of employing a foreign worker to fill local shortages has been in practice across particular industries at the professional level over many years, but the skills squeeze across the board has brought it to the mainstream. Skilled migration is being recognised and adopted by Governments worldwide as a strategic practice to increase and bolster the existing workforce.
A respected Australian economist recently stated: “Immigration and diversity is crucial to maintaining our prosperity over the next fifteen to twenty years” . Essentially, without skilled foreign workers we simply will not be able to bridge the gap between jobs and available workers in the near future, and that organisations shouldn’t simply be considering it as an option but vigorously adopting it as a legitimate instrument of competitive advantage.
In the face of globalisation, Australian employers regardless of size, location or aspirations are competing for skills worldwide. With the portability of skills and the lure of far off places, a different lifestyle and increased economic prospects, people are on the move globally, and in order to remain competitive, even in the domestic market, Australian employers will need to embrace a diverse workforce.
Historically, places that are diverse in culture are leaders in innovation and have higher levels of productivity. People who come together from varied backgrounds have a great deal to offer by way of experience and perspective, the ideas and differing points of view acting as a catalyst for thinking outside the box and innovative outcomes. Because of the vibrancy and dynamism of a multi-cultural society, diverse locations naturally act as a magnet for more talent and expertise from around the world.
Looking overseas for skilled workers becomes an exciting proposition when viewed in light of what it could mean for the economic success of a single business, region, state or entire country. For employers willing to undertake a relatively minor shift in thinking, the possibility of a full, productive workforce is available.
We are already witnessing skill shortages across industries such as engineering, accounting, IT, transport, health and the trades, and it appears to be worsening at a rapid pace. When all options for domestic workers have been exhausted (e.g. retraining agricultural workers, training school-leavers in the trades, encouraging retirees back to the workforce, offering flexible working arrangements for stay-at-home Mums and more course-relevant part time work for University students) we will still fall short by thousands. Understanding that this crippling shortage is in the pipeline, it makes sense to put the expertise and mechanisms in place to ensure skilled migration is a seamless part of the HR function now.
In order to effectively bring people from overseas to an organisation, a strategic approach is fundamental. There are three aspects to appreciate: attraction, integration and retention. Attraction is not just about the job and the company, it is about many factors including but not limited to the country, city, climate and demographic profile. You need to market the location more than the job, because the same job is usually available in many other areas around the world.
Without doubt the most important component to a mutually fruitful situation is integration. Integration does not mean assimilation. Integration promotes dynamism and vitality whereas assimilation encourages a homogenous and flat society. Integration is about helping the skilled migrant adapt to the workplace and community by involving them in activities that make them feel welcomed. It allows the skilled migrant to retain their cultural identity and at the same time feel part of their new society.
Integration can extend to a BBQ at work, personal introductions to people with similar interests, assistance in finding accommodation, transport, education and religious facilities, social, business and cultural networks. Furthermore, keeping existing employees abreast of what is happening through clear communication about looking overseas for workers, and providing cross-cultural training to all employees (including the skilled migrant) will promote workplace cohesion.
When attraction and integration have been successfully achieved, this often leads to retention. Retention means the skilled migrant has decided to remain in a geographical area permanently. The economic benefits of retention are enormous for an organisation and the community as a whole. Typically a skilled migrant is an extremely loyal, hard worker who deeply appreciates the opportunities that have come their way. In addition they usually have high levels of motivation and tenacity, and make a broader contribution to their employer than simply filling a job.
For the community the impacts are tremendous, the flow-on effects of increased demand, production, jobs and consumption can be extraordinary. An example is the City of Greater Bendigo in Victoria, who discovered through economic analysis of the skilled migration program over the three-year period 2005, 2006 and 2007, that the direct, industrial and consumption effects of 35 skilled migrants over this period translated in to an estimated increase in output of approximately $14.8 million for the local economy. The figures provided were conservative and did not reflect by any means the total number of migrants to Bendigo over that period, which can be estimated to be in the hundreds, so one can extrapolate the real figures and increased benefits the local economy has experienced as a result of skilled migration.
Employers are beginning to raise their consciousness of the skilled migrant option, but there remains a large gap between considering that course of action and actually understanding it enough to furrow the road. In the mix is fear of the unknown, worry that qualifications and skill levels aren’t the same, and misinformed judgements and assumptions about foreign workers. The good news is that there are many resources available to employers who are considering or have already decided to add skilled migrants to their workforce.
Across Australia there are skilled migration programs being run by local government who have a dedicated employee available as a resource for employers to put together a strategy and assist them in carrying it out. They can help source skilled migrants and work with employers on integrating the skilled migrant in to the community. In addition, they have access to the department of immigration for visa-related questions and processes. There are also international recruiters who can locate and recruit on an organisations behalf, and migration agents who can consult on and process visa paperwork.
Importantly, there are also community-based organisations across Australia that specialise in supporting the ethnic communities in their region. They offer settlement support and advice for migrants and their families and can introduce them to cultural networks that will also assist in welcoming them to the community.
Skilled migration is not the solution to the Australian skills shortage, but it is an important tool for HR practitioners now and in the future. By being able to confidently look overseas for a skilled worker and understand the paradigm shift involved, you can have access to millions of people worldwide and go a long way toward securing your companies economic future.
The author of this article is Lisa Farrar who has extensive experience in the field of international recruitment, worldwide relocation and immigration for over 15 years, she has lived in the United States for 12 years and repatriated to Australia in 2006.
©Lisa Farrar 2008 This excerpt may not be copied without the permission of the publishers. Please contact us for permission rights Tribus Lingua www.tribuslingua.com.au
Job Search Australia – The Migrants Guide to the Web
The keys to Job Searching in Australia
Whether you are identifying a company you would like to work for, googling a companies name for a job interview, or assessing an industry in Australia – one of the most important skills a job seeker can acquire is job research skills. This is particularly important if you are a new job seeker Australia.
Potential employer’s value applicants that have done their Australian job searching research and who know key information about the company as this demonstrates that you are interested in both the job and the company.
Ultimately this can be the point of difference between you or another candidate landing the job. Ideally you should start your Australia job research before you arrive as the sooner you get started, the quicker you will get that job.
Starting your Job Search Australia Research – Locating Australian Company Information
Company Website
When starting your job search Australia research action plan the best way to start is via the web. Before starting this determine whether the company is publicly held (traded on the Australian stock exchange), privately owned, or a subsidiary of a publicly held organisation. The best way of doing this is to go to the Australian Stock Exchanges website and see if it’s listed. If a company is not listed it may be a private or not for profit company or a subsidiary of another company. If a company is private it may have share capital but is prohibited from making an invitation to the public to subscribe to shares. All registered Australian companies, have a responsibility to supply certain information to the Australian Securities & Investment Commission (ASIC) so you can find some financial information (annual return, ABN) here.
You will find that most companies use their website as a marketing tool for generating and building business. As such they are an excellent source for your job search in Australia and you should take the time to review the information and also the type of language used on it.
After you have established whether it is a public or private company you should look at all the information available on its website:
- What are its products and services (what is new or in decline?)
- It’s history and corporate culture
- Any media releases and newsletters
- The company vision and goals
- Corporate brochures
- It’s business partners or members
- Annual report
- Podcasts or videos
- Current employment and employment values
- Organisational structure and names and contact details of relevant managers (managers, directors, shareholders or major funding sources divisions, subsidiaries, etc.)
- Locations (within Australia and overseas)
- Career paths and advancement opportunities
- Benefits of working there
- Diversity initiatives
Other Job Search Australia tools
Although it can be a time-consuming task you should also be checking out other online website resources that can yield additional company and industry information. You need to find out who are the company’s main competitors and where are its major markets. Also what are the industry trends?
Start by doing a search using a search engine to see if the company appears in any other media or industry related articles. Most Australian newspaper web sites allow you to search their archives for recent articles.
Additional financial statistics and other information can be found in investment reports and other industry/financial publications available on the web eg The Australian Financial Review Shareholder, BRW top 200 companies, Australian Stock exchange (if public), Ibis world database, Dun and Bradstreet Jobson’s online
You can also look at material produced by legal websites like Austlii or legal publishing houses such as CCH to locate cases and decisions to find out if there were any recent legal proceedings that the company was involved in.
Another good job search Australia place is to take a look at companies within your industry that exporting. You can do this by searching the Austrade (The Australian Trade Commission) database.
Shortcutting the Australia job research process – The Migrants Guide to the Web
Your job search Australia research is a time-consuming and sometimes frustrating experience. However there is simple fully searchable resource, compiled especially for migrants and international students looking for work in Australia. Land That Job in Australia: The Migrants Guide to the Web provides a fully searchable career and employment resource for Australia. This excellent guide lays all the resources available out in logical order, including those ‘wish I knew about’ organisations and information, according to the specific needs of new migrants to Australia.
Australian Job Search
Australian Job Search for New or would be Migrants to Australia
Congratulations for choosing Australia as the country you want to live and work in. You are in good company. When professional people are polled internationally to find the most desirable destinations to migrate to, Australia almost always ranks in the top five. The attractions are many-sun, space, surfing, lifestyle-along with Australia’s growing economy, which has been one of the strongest in the world over the last 10 years.
Australia‘s competitive labour market
Many of Australia’s industries have experienced sustained expansion of employment in recent years due to factors such as a high GDP growth and low inflation and public debt. This increase has been met by a rise in skilled graduates and by extending the retirement age of the existing labour force. The need to maintain or expand skill levels means the labour market is highly competitive.
Australians work harder than they tend to be given credit for, probably because of the relaxed nature of their society. The proportion of full-time employees working more than 50 hours a week increased from 20% to 30% between 1982 and 2002. Australian Bureau of Statistics (ABS)1 figures also indicate that the average number of hours of Australian workers has been stable since 1994, but this hides a substantial increase in part-time and casual work, especially among women.
More than one in four (27.9%) Australian workers is employed on a casual basis-the second-highest proportion in the developed world, behind Spain. The growth has been caused by a number of factors including changes in legislation enabling labour market deregulation; increased work efficiency and de-skilling of traditional jobs; and new technology leading to the restructuring of occupations within industries. In some sectors, there is also a move towards working casual or part-time, as well as increased self-employment, in the interests of an improved lifestyle.
Australia’s conservative coalition government has won four federal elections in a row, led by the Prime Minister, John Howard. It is continuing to pursue major industrial relations changes in the interests of making the labour market less regulated and more flexible for employers. The trade unions and many community and welfare groups are opposing key aspects of the changes, believing they will disadvantage the average worker financially, affect their work conditions and reduce job security.
Another policy of the Howard governments has been to continue the path of privatisation taken by the main political opposition, the Labor Party, in the 1980s. Airlines and airports, banks, financial institutions, rail infrastructure and telecommunications services are among the assets that have been sold to private enterprise.
Australia’s employment landscape is in the midst of major change.
Migrants for growth
Australia’s population topped 20 million for the first time in 2004. The country has a population growth rate of 1.2%, about the same as the world as a whole. Based on various assumptions about future fertility, life expectancy and net migration, the ABS has projected a population of between 23 million and 31 million by 2052 (probably about 26 million). Australia has an aging population-that is, the proportion of older people is getting bigger-and it is widely recognised that immigration into Australia will play a big part in the nation’s future.
In 2003-04, Australia accepted 114,360 new migrants, an increase of almost 6% on the previous 12 months. Nearly 76% were skilled (including family of recently settled migrants). Immigration Department figures show that significant numbers of people came from more than 60 countries.
In 2003-04, the major sources of skilled migrants to Australia were:
United Kingdom 21%
India 13%
China 12%
South Africa 8%
Malaysia 5%
Singapore 4%
Indonesia 4%
Philippines 3%
Other 30%
About 17% of Australians speak a language other than English at home.
Australia – Workers wanted
Nearly a million new jobs were created in Australia in the five years to February 2005, and almost two-thirds of them were in four sectors: retail trade (187% growth); health and community services (157%); construction (149%); and property and business services (141%). Other sectors to experience significant growth were: government administration and defence; accommodation, cafes and restaurants; education; and transport and storage.
The pattern is expected to be similar over the next five years. The Department of Immigration and Citizenship (DIAC – www.immi.gov.au ) longitudinal survey of immigrants showed that, after 18 months 50% of skilled migrants were in a job that used their highest qualifications, and 40% of skilled migrants were still in unskilled or semi-skilled employment.
The study also showed that 36% of skilled migrants rarely or never used their highest qualification. This is compared to a Centre of Full Employment and Equity study which showed that 9.8% of the general Australian workforce is being underutilised.
As these statistics show, in most categories ‘skill stream’ migrants to Australia are likely to be participating in the labour force within six months of arriving. However, breaking into your professional field, such as accountancy or pharmacy, is sometimes harder and takes longer than expected. The challenge is further intensified for migrants from non-English-speaking backgrounds (NESB) and even more so for migrants from developing countries.
Nearly a million new jobs were created in Australia in the five years to February 2005…
Many migrants initially work in casual or lower-level entry positions until they can kick-start their careers again. There are many reasons for this, not least the structural ‘catch 22′ situation of employers wanting local experience but being unwilling to hire migrants so they can get it. Also, bridging courses can cost money and take time and being considered over-qualified can be a problem. All of these can sometimes lead to a loss of currency of skills. On an individual level it also takes time to find local referees, develop local reference points to impress interviewers, and learn how best to adapt to preferred Australian résumé and interview styles.
Help at hand for your Australian Job Search
The good news is that, whether you are a new arrival or are yet to move to Australia, this book will provide you with the means to meet all of these challenges. It identifies the key factors for success in job-hunting and tells you how to turn them to your advantage. Problems, confusion and anxiety are commonly associated with getting established in a new country, but landing that all-important first job can greatly relieve all of these things. We outline many ways to smooth your transition as clearly as we can for your Australian Job Search.
The advice ranges from the job market information you need and where to find it, to getting over the ‘local experience’ and ‘local referee’ humps, to effective networking and volunteering. Deciding to move overseas takes courage and commitment. It is important to have the right attitude and approach in broad terms as well as the specifics of working out what employers want and the techniques and tricks for convincing them that they want you. You need to view your journey as one of self-empowerment-and getting familiar with the relevant information and a lot of good advice is the place to start your Australian Job Search.
During our research, we interviewed many skilled migrants from culturally and linguistically diverse backgrounds. While each story was unique, common themes emerged, and two in particular-networking and volunteering are key in your Australian Job Search! It is difficult to overstate the importance of each for finding work and establishing a social support base, which is why the whole of Chapter 9 is about it.
As you may know, Australia is made up of five very large mainland states (Queensland, New South Wales, Victoria, South Australia, Western Australia), the southern, island state of Tasmania, and two territories (Australian Capital Territory, Northern Territory). The legal powers and laws vary in each state and territory, which means conditions of employment can vary from one part of Australia to another, as can other things, such as employer groups and professional associations.
You need to view your journey as one of self-empowerment…Much of the book applies wherever you are in Australia-such as the step by-step guides to preparing résumés and cover letters, the selection criteria, and the daunting prospect of dealing with interviews in an Australian context. All of this is far less daunting when you have the means to compete on a more equal footing. This book will improve your job readiness and probably save you a lot of wasted time and effort. You can bet that most of the locals don’t know half of what we tell you here. As we go along, we have taken into account many nuances of the culture and language you need to know about. For a start, when you have put your everything into finding and applying for the job of your dreams, and word finally comes through that it’s yours, the appropriate exclamation is ‘You bewdy!’
Welcome to Australia – Let your Australian Job Search begin.
Excerpted from Land That Job in Australia: Successful job-hunting for Migrants
Learn more …
Read About
©Tribus Lingua 2007
Hitwise leading the way for Australian companies
Hitwise epitomises the new breed of knowledge-based Australian companies, flourishing on constant innovation in a world with few boundaries.
Steve Packer talks to co-founder and executive director Adrian Giles.
If there was a competition to pick one Australian company to represent the spirit of the times, Hitwise would be a smart choice. It gets ticks in all the right boxes: technology; innovation; entrepreneurship; globalisation; diversity; a knowledge base; a progressive workplace culture; fast growth; and by all indications, continued expansion.
The Australian company hitwise was founded in Melbourne in 1997 when Adrian Giles and Andrew Barlow recognised a gap in the internet intelligence market and pioneered a unique, ISP network-based approach to website measurement. By enabling a much broader, more cost-effective form of comparative monitoring than was previously possible, they hit on a new market in the new online world of doing business.
Their patented methodology captures the usage, search and conversion behaviour of 25 million internet users, anonymously and automatically. The data is processed to provide a range of services such as daily reports on the online performance of more than 800,000 businesses, keyword advice for small businesses running marketing campaigns, and one-off reports.
As well as its original R&D base in Melbourne, Hitwise has sales and marketing offices in Sydney, Singapore, London and San Francisco, and a corporate headquarters in New York. About half of its 210 employees are in Australia, with 70 in the United States. The London staff come from all over Europe.
Specific skill sets
“Almost all working in the Melbourne office is an Australian citizen, with some who are first or second-generation Australians, from Asia and parts of Europe,” says Giles, Hitwise’s executive director. “We require people with very specific skill sets, and recently, when filling five positions in the technical division, we advertised in New Zealand as well as Australia-wide for the first time. We have no boundaries. While we haven’t had the need to sponsor anyone from another country up to this point, if we find someone who fits the skill set we need, we’ll be talking to them.”
Similarly, Hitwise saw no barriers to establishing a software development relationship with one of its European clients, in the Ukraine. “They got in touch with us about it and happened to have the skills and technology we were looking for.”
Giles, now 32, was only 24 when he and Barlow started out. He had already led several internet divisions for corporate groups. He studied a Bachelor of Computing Degree at Monash University and an Associate Diploma of Business. Barlow, who maintains a limited role in Hitwise, has turned his entrepreneurial flair to establishing two remarkably different ventures: Oxia, “a world leader in personal bottled oxygen”; and maxSuper, an online superannuation management company.
Relaxed company culture
Not surprisingly, Giles reflects the comparatively relaxed work culture of his company. He says it has a fairly flat structure, with everyone able to contribute at the various levels. In his telling of the story, things “just happen” to turn out and they “got lucky” in various ways. For example, with their recruitment specialist. “He used to work for us as a technical programmer before he went into recruitment, so he knows the business inside out. Because of this, he is great at filtering candidates for us. Imagine if all recruiters could first work in the company for two years, then do recruitment. It’s so important for Australian companies that their recruiter understand the specific business. We used to farm recruitment out more widely, but ours is not a model many organisations could replicate. We got lucky there.”
Giles says he has tried to be a doer and lead by example, by setting a high benchmark “Being so young when we started, we had to learn a lot of things on the job, and we recognised early the need to pull in a strong management team. In hindsight, it’s fantastic that we accepted that early on. There are a lot of examples of young Australian companies that suffer from not bringing in that kind of experience. We look for leadership qualities in everyone and spread that though the organisation.”
To attract, retain and inspire its employees (“the cream of the crop”), the company pays above average remuneration and all employees join its share option plan. After some ebbing and flowing, those who have ridden Hitwise’s growth pattern over five years are now finding the plan very attractive.
Leading edge
Another major attraction is the fact that Hitwise is an employer at the leading edge of the technology and its commercial application. “By lunchtime each day, we have built an entire product suite around what Australia did on the internet yesterday,” says Giles. “The challenge is to stay ahead of the competition, and programmers love to be challenged.”
Clients are also tapped as a valuable source of ideas and insight. Most recently, client advisory boards of 8-12 people have been brainstorming in New York, London and Sydney.
For the past four years the company has ranked in the 10 fastest growing IT companies in the Asia-Pacific region. It was the Victorian winner in the 2004 Telstra Small Business Awards and the Most Innovative Digital Business in the United Kingdom for 2004. In 2003, Giles was a finalist in the Australian Entrepreneur of the Year awards.
Partnerships and alliances have been formed, and assets have been acquired. It’s heady stuff, and the pressure never lets up, but they have the ideal workplace culture for dealing with it: “flexible, enjoyable, and very professional at the same time”. HR people in each location organise an active social program and fun activities of a morale-building nature (yes, even paintball skirmishing). Staff get the time to generate new ideas and undertake programs to try them out. “In our space, it’s important to recognise that we have a lot of creative minds. A little freedom comes back 10-fold,” says Giles.
The company’s written values are posted on walls and included in everyone’s induction. “They are a mix of the generic values you’d expect any reasonable organisation to have, as well as values focused on the type of business we are. One of those is to constantly strive to be pioneers in our industry, to show entrepreneurial passion and think outside the box. It speaks to our heritage.” In this business, any Australian company which is still at the leading edge after 10 years has heritage.
Steve Packer is a Sydney freelance journalist.
©Tribus Lingua 2007
Australia Salary
Australia Federal Minimum Wage Levels
The most recent (October 2006) new Australian federal minimum wage is $511.86/week or $13.47/hour. Most job sectors are bound by ‘award’ wages, which are set for different industries, professions and trades through a unique system, decided at federal or state level by pay agreements between unions and employers. The Commission announced an increase of $27.36 per week for minimum wage rates up to $700 and $22.04 per week for minimum wage rates $700 and above.
The Australian Fair Pay Commission has handed down its first decision. The Australian Fair Pay Commission has announced its Federal Minimum Wage decision for October 2006.
The Commission announced an increase of $27.36 per week for minimum wage rates up to $700 and $22.04 per week for minimum wage rates $700 and above.
Government surveys of average weekly earnings are published regularly for a wide range of trades and professions, both nationally and for individual states and cities. The government-run organisation Wagenet has a website where you can consult wages and conditions of employment information (www.wagenet.gov.au).
Graduates can expect to start on annual salaries of around $36,000. At the other end of the scale, managing directors earn between $350,000 and $600,000 a year in Sydney compared with $200,000 to $400,000 in Melbourne and $140,000 to $225,000 in Perth. Executive salaries in Australia are fast catching up with the rest of the world, and expatriate American bosses of top Australian companies earn $millions a year (including $tens of millions in bonuses in the form of share incentives/options and performance-related bonuses).
Australian Working hours
Working hours in Australia vary according to your employer, your position and the type of industry in which you’re employed. A national 38-hour working week was introduced in 1981, since reduced to 37 hours. However, many people work longer hours, particularly employees in factories, who often work ten or more hours’ overtime per week. (A survey in 2003 showed that almost a third of full-time employees work more than 48 hours per week.) A standard working day (without overtime) for a blue-collar worker is from 7 or 8am to 3.30 or 4.30pm, while working hours in most offices and shops are from 8.30 or 9.30am until 4.30 or 5.30pm, with an hour’s break for lunch.
Australian Tax File Number
Your tax file number (TFN), consisting of nine digits, is probably the most important number you receive in Australia. Without one, you’re taxed at the maximum rate (47 per cent) on all your wages (it’s that important!). You also need a TFN to claim unemployment and sickness benefits, to make any investment and to enrol in a fee-free course of higher education. It’s required when completing your annual income tax return and when you start work or change jobs (there are both personal and business tax file numbers).
You can obtain an application form for a TFN from your local Australian Tax Office (ATO). You must produce identification, such as your birth certificate, driving licence or passport with a valid visa, and should receive your TFN around two weeks after making an application. The ATO publishes a brochure, Applying for Your Tax File Number, which explains the application procedure.
TIP: According to the Australian Tax Office you can register for an Australian Tax File Number online:
Who can apply for a tax file number online?
You can apply for a tax file number (TFN) online only if you are currently in Australia and you have:
* a valid permanent migrant visa, or
* a valid visa with work rights, or
* a valid overseas student visa, or
* a valid visa allowing you to stay in Australia indefinitely.
Only one TFN will ever be issued to you. Once you have a TFN , you don’t need to re-apply for one if your circumstances change, for example, if you change your name, have investments or claim government benefits.
If you already have a TFN but do not know what it is, go through this application process and indicate when asked that you already have a TFN. A notice with your TFN will be forwarded to you.
If you know your TFN but wish to advise the Tax Office of changes to your details, go through this application process and enter your updated details.
Source: MyCareer.com.au
What’s your worth?
Average Australian Salary: $75,106
Sector Minimum Maximum Average
Accounting $40,682 $131,545 $72,715
Admin/Office Support $29,727 $75,085 $44,931
Automotive $34,614 $134,444 $60,584
Banking & Financial Services $37,999 $172,727 $70,947
Community, Sport & Leisure $29,293 $108,771 $56,397
Construction, Building & Architecture $40,613 $171,176 $96,363
Customer Service & Call Centre $31,743 $88,571 $44,427
Education $34,261 $113,265 $57,744
Engineering $45,364 $178,816 $97,357
Executive $45,941 $209,375 $108,489
Government & Defence $42,040 $134,932 $68,373
Graduate $29,296 $131,885 $48,936
Hospitality, Travel & Tourism $30,456 $102,412 $51,288
Human Resources & Recruitment $39,500 $177,700 $77,381
Insurance $32,636 $134,091 $57,953
IT & Telecommunications $42,251 $166,133 $90,171
Legal $40,706 $215,588 $73,603
Logistics, Transport & Supply $33,275 $123,056 $63,167
Manufacturing $32,585 $121,236 $63,439
Marketing $39,727 $150,909 $76,781
Media, Advertising, Arts/Entertain $32,120 $120,197 $70,037
Medical & Healthcare $40,531 $144,384 $74,054
Mining, Oil & Gas $58,000 $252,570 $120,088
Other $22,000 $160,000 $82,385
PR & Communications $37,778 $138,111 $72,122
Primary Industry $36,809 $126,429 $62,602
Property & Real Estate $33,769 $162,692 $72,989
Retail $31,111 $123,333 $49,174
Sales $35,750 $173,750 $76,869
Scientific $35,518 $128,169 $78,751
Self-Employment $10,667 $215,000 $72,459
Trades & Services $26,913 $112,357 $59,604
*All figures may include benefits
Source: www.mycareer.com.au
Hays Australian and New Zealand Salary Survey 2007
One of the best sources for finding Australian Salary information is from Hays (a specialist recruitment company) Australian Salary Survey which has been published in 2007. Australian Salary Guides are listed by city in Australia and New Zealand detailing different occupational levels in addition to economic indicators for all of these occupations:
Accountancy and Finance, Professional Practice, Banking, Insurance, Office Support, Contact Centre’s Salary, HR | Sales & Marketing, Logistics & Procurement, Legal Salary Guide, Information Technology, Construction and Engineering Property, Resources & Mining
You can find this information by clicking the following link: Hays Australian Salary Guide
Source: Hays Australian Salary Survey 2007
Australia Recruitment
Inside the Recruiting industry in
The recruitment industry in
The Big 5 Recruiting Companies in
Global recruitment companies are generally publicly listed companies with a well-established brand and a ‘High Street’ presence. For clients, they offer an end-to-end, one-stop-shop service. They have fixed fees and operate on a high-volume low-margin basis. For job seekers, at any one time they tend to have a selection of positions across all industries and levels, available with multinational or large domestic companies. The small to medium-sized business sector tends not to use what are known as the ‘Big 5’ because their fees are rigid and their service can be seen as inconsistent when their focus shifts to the needs of a high-volume client.
In my opinion, the Big 5 recruitment companies in
Tier 2 Recruiting Companies in
The second-tier agencies are generally privately, domestically owned companies with a presence across the country, or at least across the eastern states of
Try to track down some good consultants in a few of the Tier 2 firms and build long-term relationships with them. To find Tier 2s, refer to the RSCA (Recruitment and Consulting Association) site at www.rcsa.com.au , the ITCRA (IT Contract Recruitment Association) site at www.itcra.com.au or the listing of recruitment companies on Seek.com.au. Check if they have a presence in the area you are moving too.
Niche/boutique Recruiting Agencies in
The smaller niche and boutique agencies tend to concentrate on specific sectors such as IT, sales and marketing, PR, civil engineering, executives, etc. If they are good at making contacts, they will have the details of just about every good candidate in town in their database. Here the client will get a high level of service, the job seeker may get to deal with a company director, and the relationships may develop into ones where candidates become clients. Operating typically in the $100K and above space, these agencies are a good source of executive and senior roles within medium to large companies.
Find their details via the sites mentioned above or look at the recruiters who are advertising in your trade magazines. Feel free to approach niche agencies directly even if they have no roles advertised to suit you.
Suburbanites Recruiters in
The suburbanites are made up of 2 groups. The first are the local Big 5 branches close to the temping markets in the suburbs of major cities or in the towns and smaller cities around them. The Big 5 pros and cons apply. The second group of suburbanites are former top end of town recruiters who are running their own business from their home or suburban office. The number of recruiters bravely going it alone amazes me. It is a testimony to the conviction of the relationships they have built with their clients over the years.
For the average job seeker, this group can be a great alternative. They can share the ‘warts and all’ story with you, and they work on whatever they can get from their clients, so they will have a wide range of roles available. To find this sort of recruiter, look on freelancing websites such as www.ozsmallbiz.net and www.virtual-professionals.com, and look out for ads from largely unknown firms and make contact.
Headhunters in
The retained search business is much more exclusive than the contingency model operated by the general agencies. Retained recruiters, or headhunters, research the performers in a market segment and then target specific candidates for their clients. They generally charge clients up-front or retainer fees, and the total fee can be around 30 per cent of the starting salary or even more. Headhunters spend a great deal of time researching their clients’ competitors, developing profiles of individual candidates and approaching candidates with opportunities. They determine the candidate’s willingness and ability to do the job, how they would fit into the company’s corporate culture and whether they would relocate for the job if necessary. The majority of C-level roles (chief executive, chief financial officer, chief information officer) in
It’s not easy for job seekers to get themselves on headhunters’ databases; it’s very much a ‘don’t find us, we will find you’ business. Networking in headhunter circles is the best approach, such as at trade and industry seminars and conferences.
Each recruitment company is structured differently and it helps to be aware of the different processes that may occur. In
Excerpt from:
Engaging Recruiters in Australia
by Jill Noble
Learn More…
Engaging Recruiters in Australia
©Tribus Lingua 2007
Finding Australian Jobs
New Migrants may find that getting an Australian job may be more challenging than they expected.
The first place to start is by tapping into the hidden Australian Job Market. Given that
What are the top tips for New Migrants Finding Australian Jobs?
• Write an Australian style CV/resume and cover letter. This is essential. Australian employers generally expect three or four pages with a clear, detailed history of your professional experience.
• Most Australian government and public organisations expect job applicants to complete “selection criteria“. Selection criteria describe the qualifications, knowledge, skills, abilities and experience a person requires in order to do a job effectively. They are divided into:
· essential criteria
· desirable criteria.
You must meet the essential criteria to be considered for a position because without having the relevant qualifications, knowledge, skills or experience you would not be able to do the job. If you do not meet the essential criteria, you will not be shortlisted for interview.
It is not necessary for you to have the qualifications, knowledge, skills and experience described by the desirable criteria, but your chances of being shortlisted are better if you do. Where there are several applicants who meet the essential criteria, the selection panel will shortlist on the basis of the desirable criteria.
Most new skilled migrant’s even native English speakers find it difficult to address Australian Selection Criteria correctly. We recommend you find someone to help you or get professional assistance as it will save a lot of time and frustration
• Adopt Australian-style interview techniques and approaches. A delicate aspect of this is the need to promote yourself without overselling. Australians don’t take kindly to over-confident or boastful people―but you don’t want to undersell yourself either.
• When finding an Australian job it is important to understand the relevant employment conditions, law and documentation so you know your rights in the context of what employers offer. More than a quarter of Australian employees work on a casual basis, and casual workers can be especially vulnerable if they don’t know their rights.
• Gain local experience through volunteering. A comparatively large proportion of Australians do volunteer work to contribute to the community, meet people, learn skills and improve their career opportunities. Volunteering may not be a normal part of your own culture, but it has more benefits than you probably realise. People from all walks of life in
• It won’t take you long to notice that taking an interest in sport is a fast lane to the centre of Australian culture. Knowing your “footie�? and cricket is good for networking; it’s a much more potent ice-breaker than the weather, for example. And joining a sports club has many benefits, not least the inexpensive facilities and activities they provide.
• We highly recommend finding a local mentor who can give advice and help you stay positive and motivated. They can also act as a referee (likely to carry more weight than a referee from your home country).
• Manage your expectations. It typically takes 6-12 months to find a job, and an estimated 50% of skilled migrants accept positions that don’t make use of their highest qualifications. Having the right information about the job market is the surest way to reduce your job-hunting time, and the associated stress and frustration.
• The more people you meet the better – Get out and mix with Australian’s who are highly approachable and friendly and you will quickly find yourself on the road to finding an Australian job through networking. The majority of migrants find this the biggest key to success in
Jobs in Australia
What are the best strategies for new migrants to find Jobs in Australia?
Landing a job in Australia is a lot easier for new migrants if they understand the particular challenges involved.
The first things to know are that more than 80% of job vacancies in Australia are not advertised, and small to medium-sized enterprises (SMEs) make up almost three-quarters of the Australian economy.
This means many jobs in Australia are beyond the reach of migrants who have not yet built up social and professional networks. It also means competition is stiff for the jobs that get advertised. Many migrants find a job through direct marketing—approaching employers directly or through networking—which makes researching the state of your industry and occupation very important.
Australians network extensively in both their social and professional lives. From our experience of living and working in seven different countries, it is apparent that networking is more significant in Australian culture than in the comparable economies of the United Kingdom, Europe and the United States.
Networking involves talking to friends, neighbours, casual acquaintances and any relatives you might have in Australia. New migrants naturally tend to start with people from their own country, and this may include community and business organisations for their specific nationality. But you should make every effort to extend your sphere of contacts to the wider community and get to know as many people as possible. This will help you discover how and where locals look for jobs in Australia.
Migrants from all countries will find there is a range of professional associations to join related to your nationality, and they should know who their community leaders are. Australian society is very multicultural, with powerful people from all nationalities and walks of life. A large number of communities have strong established business and community Groups. People who have taken the journey before you can give you insights and connect you to other people who may know of job vacancies in Australia.
Joining professional associations, trade bodies and representative organisations as quickly as possible is another way to tap into the hidden job market. Some companies seeking candidates for jobs in Australia even offer incentives to staff who refer candidates for job interviews.
International experience is not highly regarded, but networking can help potential employers overcome their doubts about hiring an “outsider?. We have found that skilled migrants are much more successful when they have the opportunity to meet a potential employer face to face.
Migrants with international experience at a senior level can become frustrated when their job applications fail because they lack local experience and local referees and cannot get jobs in Australia. Note that Australians who return home after working overseas for long periods commonly face the same problem.
One inspiring statistic (from DIAC, the Department of Immigration in Australia, immi.gov.au) is that 29% of all small businesses in Australia are owned or managed by people who were born in another country. One in five Australian jobs is directly export-related, and 12 of the top 15 export markets are non-English-speaking countries. The scope for marketing yourself to companies with international operations is considerable and offers some of the best opportunities for skilled migrants to get jobs in Australia.
