Browsing: Recruitment | Page 56 (703 items)

Just one month after centralising its recruitment systems, the Hilton's Australasian group was considering 17,000 fewer applications - and filling 15 per cent more positions - than it had previously.

Engaging contingent labour purely to save costs is fraught with risks, so employers should ensure they use contractors for the "right" reasons, and take adequate steps to protect themselves against claims, says employment lawyer Nick Duggal.

Employers that attempt to recover costs associated with sponsoring workers could find themselves on the wrong side of the law, placing their ongoing eligibility as a sponsor at risk, says immigration law specialist Katie Malyon.

As employers increase their reliance on foreign workers to fill local skills shortages, understanding the 457-visa scheme is becoming a top HR priority. Watch this webinar to ensure that compliance errors don't jeopardise your organisation's ability to take advantage of this valuable resource.



This presentation, by immigration law expert Katie Malyon, outlines:

• The criteria for eligibility as a 457-visa sponsor;
• The interface between employment and immigration laws;
• How to comply with DIAC's requirements around remuneration, record-keeping, notification and more;
• Special considerations when dismissing 457-visa holders;
• How to transition 457-visa holders to permanent residency; and
• Case studies of employers caught out in non-compliance.

This schedule, prepared by immigration law expert Katie Malyon, sets out 10 key employer obligations under the 457-visa scheme.

HR teams under pressure to justify recruitment spend must ensure appropriate attention is paid to onboarding new executives, says leadership and performance expert Bruce Anderson.

In this Q&A session, immigration law specialist Katie Malyon answers your queries about compliance with the 457-visa scheme.



The Q&A clarifies:

• General compliance issues;
• How to meet the training benchmark;
• Remuneration and entitlements for sponsored workers;
• Return travel obligations on employers;
• Sponsorship costs and recovery;
• DIAC notification requirements; and
• General advice.

Unless supervisors are engaged in the development of their grads, employers will fail to see a good return on investment from their programs and won't build a strong leadership pipeline, according to graduate development expert Josh Mackenzie.

HR professionals must create more flexible workforces to meet the demands posed by economic uncertainty and other emerging trends, says Pacific Brands Workwear Group general manager Holly Kramer.

HR professionals should provide oversight and advice about position descriptions, but managers should ultimately "own" them, says HR consultant Michael Sleap.