What Actually Makes Sponsorship Viable

Many Australian business owners face the same struggle. They cannot attract or retain skilled staff. A common response is to hire only people who already have full Australian work rights. This approach creates more problems than it solves.
In Episode 2 of Mind the Gap Australia, host Rhea Fawole explains what actually makes employer sponsorship a viable and strategic workforce solution.

Why Attracting and Retaining Good People Feels Hard

Businesses in healthcare, construction, engineering, and skilled trades report the same issue. They train people only to see them leave. They receive few qualified applicants. This is not a reflection on your business or culture.

These occupations are on the skilled migration list for a reason. Government data confirms a national shortage of people with these skills. The local supply is too small. No amount of local recruitment advertising will change this structural gap.

The first step is a mindset shift. The problem is the labour market, not your recruitment.

The Risk of the Only People With Work Rights Filter

The filter "must have full work rights" seems practical. In reality, it selects for visa convenience over skill and long term fit.

Candidates on working holiday visas are often temporary travellers. Student visa holders have work restrictions. Graduate visa holders may not have qualifications that align with your role.

This filter actively excludes the strongest long term candidates. These are skilled people overseas who seek stability. They want to bring their families and commit to a business. They cannot sponsor themselves. They need an employer to lead the process.

By relying on temporary visa categories, you plan your workforce with tools designed for short term stays. This results in a costly cycle of hiring and losing staff.

What Actually Makes Sponsorship Viable

Sponsorship is a complex legal process. Its viability depends on expert management in three key areas:

1️⃣ The role must align with skilled occupation definitions. This is based on job duties, not titles. Legal assessment determines this alignment.

2️⃣ The business must be eligible to sponsor. This requires a review of its structure, operations, and financial capacity.

3️⃣ The candidate must be eligible. A CV is not enough. Qualifications must be assessed against Australian standards. Skills assessments may be required from one of many specialised authorities. English language requirements and personal circumstances must be evaluated.

Employers should not guess these requirements. Candidates cannot interpret migration law for you. Your legal team acts as your back office. We assess eligibility, manage the application, and provide clear guidance. Your role is to run your business and provide documents.

Our role is to manage the legal infrastructure that brings you skilled talent. This professional support transforms sponsorship from an overwhelming risk into a strategic, manageable part of your workforce planning.

Next Steps for Your Business

The talent is available. Your hiring approach must be designed to see it.

👉 Build a clear, step-by-step migration plan https://www.solvi.com.au/hire-international-workers-eligibility-checklist 

👉 If you need specific advice, book a legal consultation at www.solvi.com.au/book-a-consult 

DISCLAIMER: This content is for educational purposes only and nothing in this content or its description constitutes legal advice. For advice on your personal circumstances, please make an appointment at SOLVi Migration www.solvi.com.au Copyright SOLVI PTY LTD 2025.