Employer FAQs

We are recruiting for most farm occupations in the following fields of specialisations: agricultural and forestry scientists, agricultural technicians, aquaculture farmers, crop farmers, crop farmworkers, forestry and logging workers, livestock farmers, primary product inspectors, skilled animal and horticultural trade workers 

We also recruit for very niche roles outside of the above-mentioned industries, including other specialist roles for regional areas of Australia, with focus on, but not limited to, international candidates requiring employer-sponsorship.

Agricrew is a one-stop shop for the recruitment and migration of international candidates.

We have agriculture recruiters who strategically source suitable candidates and manage the entire recruitment process, so you may focus on the daily operation of your business. In cases of employment offer requiring visa sponsorship, we also have a dedicated team of registered migration agents in-house who can provide guidance, review, and submit applications for sponsorship, nomination, and visa on your company’s behalf and the new recruit’s.

No, we are also recruiting local talents. Since most of our hiring client companies have the urgency to fill vacant positions, we still give priority to suitable local candidates who are immediately available. Also, we only consider overseas applicants when we could not find suitable candidates onshore.

All of our job requirements are for full-time, permanent roles. Currently, we do not have a labour-hire agreement in place to enable us to hire and sponsor directly, for deployment to client companies on specific project assignments.

There are three (3) stages of the TSS/457 work visa (employer sponsorship) process, and a dedicated registered migration agent form our office can assist you with the entire process.

1. Standard Business Sponsorship (SBS): The company applies for SBS. Once approved, this has a 5-year validity where you can employ and nominate as many qualified overseas employees as you require in your business.
2. Nomination: The employer-sponsor nominates a position or positions. Once approved, but remained unused, these nominations lapse after a year.
3. Visa: The successful recruit/new hire applies for a TSS/457 visa under the approved nominated position (i.e. visa validity may be from 3 months up to 4 years, and may be extended to immediate family members).

Yes, we can. Our team of agriculture recruiters has a track record in sourcing for suitable candidates, both locally and overseas, for occupations requiring specific skills, qualification, and experience. Our successful international recruits are mostly from the UK, Ireland, South Africa, Philippines, Singapore, India, and Malaysia. For more detailed inquiry on our recruitment services, send us an enquiry with a job description of the open role.

If you have not recently sponsored any foreign workers, Agricrew, through Konnecting Migration, has the legal expertise to advise and assist your company with the process of applying for (or renewing expired) ‘standard business sponsorship’ (SBS) to the Department of Immigration and Border Protection (DIBP). Our full time registered migration agents (RMAs) can initially assess and guide you through to employer-sponsorship eligibility based on the minimum requirements set by DIBP e.g. salary, training, etc.

Contact us to request to speak with one of our RMAs today with your particular company circumstance and sponsorship needs.

Some of the company obligations set out in relevant legislation on employer-sponsorship under TSS visa, 457 Temporary Work (Skilled) Visa applicants and subclass 187 Regional Sponsored Migration Scheme visa (RSMS) include:

• Achieve the minimum pay required for employment sponsorship
• Local equivalent terms and conditions of employment
• Provide training to Australians and permanent residents, and consistently meet training benchmark
• Store records and updates on changes to employment conditions
• Not recover from, transfer, or charge certain costs to another person
• Pay travel fees to enable sponsored workers to leave Australia when needed
• Not engage in discriminatory recruitment and employment practices
• Cooperate with inspectors