The Indisputable Case for Sponsored Employment from Overseas

1. The Indisputable Case for SponsoredEmployment from Overseas • An operational necessity to limit Salary Inflation • An operational initiative to reduce Staff Turnover • A strategic step to assure Staff Supply & Quality • A direct operational Saving to the P&L • Filipinos workers will increase Productivity

2. Limit Salary Inflation • Australia’s economy is booming creating strong employment growth • Australia is already at full employment, so where do the extra people come from? • Educational might be a long term solution, but International staffing is the only near-term solution. • Local Australian staff can only be “poached” from other businesses - at inflated salaries • Nobody leaves their current job for less money. • Businesses should include a strategy to employ a percentage of International workers. • Creates a “braking effect” on salary levels with an attractive option to local poaching. • Highly skilled workers can then be initially employed at lower job classifications, and at entry levels in the respective salary bands.

3. Reduce Staff Turnover & Cost • The average employee tenure in an Australian business is now only 12 months. • A recognition that employees can increase their salary much fast by job-hopping rather than with one employer • Staff loyalty declines in a full employment market encouraging people to change jobs. • This increases staff turnover • The “cost of turnover” i.e. replacing and retraining a person in Australia can be up to 70% of their annual salary. • So if an employer can keep a $50,000 employee for 3 years (and save one turnover cycle) then they effectively save the business up to $35,000 • Employing overseas staff on a 3-year 457 visa addresses all of these turnover issues and can significantly improve the P&L See for yourself – Click here and download our Cost-of-Turnover Calculator

4. Assure Staff Supply & Quality • Think of an Immigrant Sponsorship Agreement as a operational 2-year Staff Planning tool. • Use it to guarantee staff supply with an individual Recruitment Agency. • Plan for growth and recruit to the plan • Establish a pipeline of International candidates to the standards required by the business. • To underpin the supply of essential staff • Inclusion of tailored assessment processes to each business ensures that quality of staff is achieved. • To obtain high standards of skilled overseas workers. • Obtain continued client feedback on each placement. • To continually track quality of overseas workers

5. Direct Savings to the P&L Click here to download our Direct Savings Calculator

6. Higher levels of Productivity • Productivity is defined as Output/Cost. • Therefore the there are only three ways to increase employee productivity: • Increase employee Output • Reduce employee labour cost • or do Both 1 & 2. • Filipino workers yield higher productivity • In Australia only to work to improve their family situation back in the Philippines (strong Christian family values) • Higher skilled workers will work in lower paid jobs • Hardworking and trustworthy and will work longer hours • Resulting in both Increased output AND reduced labour cost