Good points there Jeremy...
It'll be stange though not to qualify for ENS-RSMS since I believe they have the same requirements-proof? Or perhaps the criteria is less stringent?
In my case, my employer is a city council (I may be wrong, but looking at the standards there in OZ, I cant imagine an OZ govt agency doing that kind of bodyshop-like thing)... but back on this very intriguing question:
'why should an employer sponsor for a 457 rather than ENS-RSMS?'
Im not defending the 457 to ENS-RSMS route per se since I havent even been succesful at it yet but I could think of at least this one reason why a 457 instead of ENS-RSMS from the start:
SPEED: 457 allows the employer to fill their urgent vacancy immediately and then just process the ENS-RSMS once the employee is already working for them. I guess the real danger is as you say Jeremy in your previous post: INERTIA.
My experience on this so far is that during the interviews, my employer havnt really tried hiring from outside OZ before, and we kinda discussed best options, the 457 seems to be the fastest although RSMS would've cost them less (actually zero cost for them, but I reckon they weighed in time as a major factor).
Accountants NIA buttessment Sender: dedreiI am not a CA, but what we call here in South Africa CPA (certified public accountant). CPA's don't audit companies, but can draw up financials for close corporations (simlified private company) and sign...
I know it could be different, or maybe Im falling on the same trap, but Im very optimistic this is not the case.. im raring to go hehhehehehehe
Here's just a few thoughts on those employers who do the "bodyshop"- like thing:
Ive managed a technical support account for a call center here in the Philippines. And attrition has always been a constant headache of mine. Ive spent a lot in hiring and retraining agents and its difficult to find them leaving even with bonds (yes, thats how compebreastive the call center market is here).
So what we did was ENSURED employee morale and created a host of programs to improve employee loyalty. Of course, it aint perfect but eventually as I crunched the numbers for one of my annual reports to the client, overall, doing these programs was less costly for the company in the long-term and ensured better quality of work from the employees.
I guess it would be the same for these employers... they are acquiring more costs in the long-term (as I cant imagine them paying extremely low wages with the 457 guidelines). Cost of hiring, re-hiring, re-training and intial work ramp-up for each and every employee that finally gets their independent visa or found another employer willing to sponsor them esp if they are indeed underpaid and that highly-send.
So I hope they find that out the hard way hehehehehe
Those are my thoughts on the issue... Ron.
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