186 Direct Entry Job Title differs from one on Skills list

[Irish to oz]

Hi,
My employer is intending to nominate me soon under the skills shortage list occupation - Electronic Instrument Trade worker (Special Class). I have received my successful skills assessment and am gathering my last few bits and pieces myself and my employer need before lodging the nomination. I have one thing I'm unsure of regarding my job title.

My job title is Weightometer Technician (Servicing/Calibrating conveyer weighing scale systems). This is what my current contract title says and its the occupation title on the job advert my company has posted to show that they are actively looking for someone to fill the role.

My job description/duties I am 100% confident can be proven to match the job description of Electronic Instrument Trade worker if I am questioned on it. However I'd like to hear from anyone else who may have been in a similar situation. Would I be best off getting my contact updated to state my job title as exactly what it's called on the skills shortage list? and presumably get my boss to update the ad aswell?

My boss will have no problems with it I'm sure, but I'm curious to know might it get processed faster if I update it
Thanks

[Marisawright]

Your employer should have an agent who is handling their site of the case.   Ask your employer to ask the agent if they think it is necessary.

If they don't have an agent, I would be very concerned - the employer side of the process is complex and time-consuming and the tiniest mistake will lead to refusal.

[Irish to oz]

Thanks Marissa. Myself and the employer agreed we can manage it ourselves as the person in the company handling the nomination has done this before. We have all the documentation almost ready and I think it would be a waste to involve an agent at this stage tbh.

I'm more wondering if anyone has been in a similar situation. where their job title and the skills list job title varied slightly, and whether it would be a good idea to change the advert/contract of employment

[Marisawright]

33 minutes ago, Irish to oz said:

Thanks Marissa. Myself and the employer agreed we can manage it ourselves as the person in the company handling the nomination has done this before. We have all the documentation almost ready and I think it would be a waste to involve an agent at this stage tbh.

You can engage an agent just to double-check all the paperwork, which will cost less than engaging them to do the full job.  Worth thinking about.

[calNgary]

I would definately pay an agent to go over everything before its submitted. One little error could cost you a refusal and application costs so well worth it, especially if you can convince the employer to go halves.

  Cal x

[Ausvisitor]

21 hours ago, Irish to oz said:

Thanks Marissa. Myself and the employer agreed we can manage it ourselves as the person in the company handling the nomination has done this before. We have all the documentation almost ready and I think it would be a waste to involve an agent at this stage tbh.

I'm more wondering if anyone has been in a similar situation. where their job title and the skills list job title varied slightly, and whether it would be a good idea to change the advert/contract of employment

You see this would have alarm bells ringing in my ear.

It's one thing for an individual to decide that an agent is costly and have a go at a DIY, it's entirely something else for a solvent professional entity to want to try this alone. The time commitment alone makes it almost a "zero sum game" in terms of paying the agent or the wages of the staff member doing the application.

Unless they are splitting the agent fee saved with you (it will be around $10k) I can't see how this is a win for you, the impact of a refusal is much more for you than it is for them.

I would certainly be pushing for the final paperwork to be checked over before submitting.

 

Edited March 28, 2022 by Ausvisitor

[Irish to oz]

Thanks everyone for your replies. Myself and the employer initially were each quoted quite a large sum by a visa agent who was quoting us for doing everything from start to finish (Compiling, making the documents, etc). We had the idea that we would be able to do it on our own, tbh I think we'll probably be able to get most of it on our own, However,  I'll discuss it with my employer about maybe getting a visa agent to do a final check on the documentation for both the employer nomination and my own application, as opposed to the visa agent doing  " the whole thing ". Cheers

[Marisawright]

28 minutes ago, Irish to oz said:

Thanks everyone for your replies. Myself and the employer initially were each quoted quite a large sum by a visa agent who was quoting us for doing everything from start to finish 

I wonder who the agent was. I've seen agents here caution against having the same agent represent both the employer and employee, due to potential conflicts of interest. 

Anyhow, the point is that the employer application is the one that is complex and because of that, it's errors  on the employer side that mot often result in refusal.  So in your shoes, I would be lobbying them to hire an agent to check their application only.

Edited March 28, 2022 by Marisawright

[millski88]

Just my 2 cents. There seems to be little in the way of encouragement when it comes to this approach, which is understandable because these things are tough. I think it's worth hearing the positive experiences of others though, as if you're determined enough then it's far from impossible to do yourself (in my opinion). 

I did my 186 (both employer + applicant side) with the help and authority of someone from my HR department, without an agent. This included setting up the organisation's account with the department from scratch.

To be honest I ended up doing most of the work in preparing the approach; checklists; examples of supporting documentation etc, but I was lucky to have someone at my work who was allowed the time to work on it as part of their job. I.e. not something 'on the side' of their job description, where you'll have to fight for the due time and attention to get it done to the right standard. 

If you have someone at your workplace who has the authority to access the relevant company paperwork; sign off as an account holder with the department (or can easily chase sign-off from the account holder); and can dedicate the necessary time and attention to understanding the process, then it's far from impossible to do without an agent, in my opinion. 

As a side note, rather than paying an agent to prepare or check off the whole application, you can always compile the 'unknowns' or question areas and have a call with an immigration lawyer. Whilst you're working through the apps, if something is unclear, flag it and move on to the next thing. Then when you're all done except for the 'unknowns' or question areas, pay for a 30-60 minute call with a lawyer, and let them know in advance it'll be a 'quick fire' question call and that you are very well prepared with your questions. You can get a LOT of information from an immigration lawyer in 30 mins if you're well prepared. This is something I did for an earlier de facto visa application. 

It feels like many moons ago now, but reach out if you need any support (/moral support!).

Edited April 6, 2022 by millski88

[millski88]

On the job title thing - if it's not a big deal for the employer to change the job title then you could do it, but the aim of the sponsorship application is to prove the role is clearly relevant to the specific job classification (over any other classification), not that it has exactly the same title. It'd be unrealistic to expect every real world job title is the same as the relevant ANZSCO classification name (it'd be pretty weird!). 

You're applying for the specific classification of Electronic Instrument Trades worker. It's more an objective of making sure your new role and any relevant work experience closely aligns with what's outlined in that specific classification. 

Have you thoroughly reviewed the ANZCO classification? You should definitely be leaning on this and using it to shape the application where possible. 

https://www.abs.gov.au/statistics/classifications/anzsco-australian-and-new-zealand-standard-classification-occupations/2021/browse-classification/3/34/342/3423#342314-electronic-instrument-trades-worker-general-

Use this as a guide to make sure your job description (new job) and previous experience (if applicable) align with what they're looking to validate. Also make sure to check the parent classification (3423 Electronics Trades Workers) for the core outline and 'tasks' etc.

Where possible and without bending the truth, use the same or similar language to describe what your role includes and your experience, and make sure to include information that covers the breadth of what's outlined in the classification (not just a few points that align). 

A useful exercise is to try putting yourself in the shoes of the case officer at the department (or practice with someone who doesn't know anything about your job or industry!)...

If you were to pick up your new job description and the outline of your previous experience, alongside this ANZSCO classification, as someone who is potentially a complete layperson to the job or industry, then would these clearly (and easily!) match up for that person to have confidence in:

1. The new role advertised clearly fitting with what the government is looking for by including the classification on the skills list
2. You being clearly suitable to fulfil that role based on highly relevant work experience (if work experience is necessary)

[wrussell]

All costs relating to sponsorship and nomination must be met by the employer and must not ne paid wholly or in part by the visa applicant/s.

[wrussell]

(be paid)

or having paid such costs seek to recover them from the employee.

https://immi.homeaffairs.gov.au/visas/employing-and-sponsoring-someone/sponsoring-workers/learn-about-sponsoring/cost-of-sponsoring