It’s a common line in job ads: “Only candidates with current work rights should apply.”
But in today’s labour market, that mindset could be keeping your business short-staffed.
Here’s the truth — most people who already have work rights didn’t come to Australia through a skilled migration pathway.
They may be on:
a working holiday visa (short-term, limited duration)
a partner visa (no connection to their skill set)
or a student visa (restricted hours and other obligations).
None of these options guarantee long-term retention, eligibility, or the specific skills your business actually needs.
By excluding candidates who need sponsorship, many employers are overlooking the exact people who:
✔ meet Australia’s skilled migration criteria
✔ have the right experience and qualifications
✔ and want to stay and build a long-term career in your organisation.
These are candidates who bring staying power, not just availability.
The migration system can look complex from the outside — full of acronyms, subclass codes, and legal steps that seem daunting.
So most employers put it in the too-hard basket, assuming it’s quicker and safer to hire someone already in Australia.
But the reality is, a properly managed sponsorship pathway is often simpler than cycling through short-term hires who leave just as they get trained.
Sponsorship isn’t a gamble. It’s a structured, lawful framework that allows Australian employers to access the talent they genuinely need.
A standard sponsorship process includes three clear steps:
1️⃣ Sponsorship Approval – confirming your business meets eligibility and training benchmarks.
2️⃣ Nomination – linking the role to the correct occupation code and salary level.
3️⃣ Visa – preparing a compliant, evidence-based application for the chosen candidate.
Handled correctly, it becomes one of the most reliable ways to attract skilled, long-term professionals to your business.
Whether you’re running a healthcare clinic, an aged-care facility, or a construction firm, understanding how sponsorship works gives you a powerful edge.
It means you can plan your workforce strategically, attract better candidates, and retain them for the long term.
The question isn’t whether to consider skilled migration — it’s whether your business can afford to overlook it.
You don’t need to become an immigration expert.
You just need the right information and a trusted partner to make the system work for your business.
👉 Take the 60-Second Eligibility Check:
solvi.com.au/hire-international-workers-eligibility-checklist
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