You have found the right person—or an employer has offered you an opportunity. The next question is not simply “Which form do we fill in?” It is how the business, the position and the applicant fit together.
THREE THINGS TO KNOW
Assess the business, the position and the worker together.
A job offer is a starting point, not a visa eligibility decision.
Agree on responsibilities and evidence before setting a timetable.
01
Start with the opportunity, not the paperwork
For an employer, the immediate problem may be a skills gap. For the applicant, it may be a career move or the next step in an Australian life. A useful migration discussion puts both perspectives on the table. Clarify the proposed role, where the person will work and what the employment arrangement actually involves. Those details shape the questions that follow.
02
Stage one: the business
Sponsorship concerns the employer. Depending on the pathway and its current status, the business may need sponsorship approval. This is also the moment to understand the responsibilities that come with sponsoring a worker. An adviser should help the business identify the relevant requirements rather than assuming that a vacancy alone is enough.
03
Stage two: the position
Nomination concerns the proposed position. Job titles alone rarely tell the whole story: actual duties, occupation, location and employment arrangements need to be understood. Start with an accurate description of the work. A clear picture of the role helps the employer and adviser identify the evidence needed for the nominated position.
04
Stage three: the skilled professional
The visa application concerns the individual and any relevant family circumstances. Experience, qualifications, immigration history and other eligibility requirements need individual assessment. A willing sponsor cannot resolve every issue in an applicant’s profile. Equally, a strong applicant does not remove the need for an appropriate business and position assessment.
05
Build one plan across the three stages
Different stages may involve different information and decision-makers. A coordinated plan identifies who provides each document, which questions remain open and what needs to be resolved before the next step. It also distinguishes preparation time from government processing time. Avoid treating a proposed start date as a promise of visa approval.
06
Keep the longer-term conversation separate
Where permanent residency is a goal, discuss it early—but assess it separately. A temporary sponsored opportunity and a possible future permanent pathway are different decisions. Understanding both can help people plan without treating a future outcome as guaranteed. Revisit the strategy if the role, business or applicant’s circumstances change.
07
What to bring to the first conversation
Employers can start with a position description, workplace location and an outline of the business and proposed employment terms. Applicants can bring a CV, qualification details and current visa information. You do not need a finished application to have a useful first discussion. The purpose is to clarify the opportunity, identify gaps and agree what to investigate next.
CONSULTATION PREPARATION
Your consultation checklist
- An accurate position description and work location
- An outline of the business and proposed employment
- The applicant’s CV, qualifications and visa history
- The preferred timing and any important dependencies
Continue with official guidance
Home Affairs: Skills in Demand visaThis guide is general information, not an assessment of eligibility. Requirements can change. Obtain advice about your circumstances before acting.