Employer questions answered

GRIA has merged with Hire Australia. Hire Australia's recruiters run the search and send you a shortlist. Getting started takes one short enquiry.

Tell the team about your role. The existing industry information covers aged care, healthcare and construction, alongside other skilled roles. Any sponsorship question needs a current check by AIA.

Discuss relevant skills, qualifications, experience, references and English communication with your recruiter. Confirm which checks are needed for your role and any registration or licensing requirements. After a job match, AIA checks visa eligibility.

Australian Immigration Agency (AIA) provides the migration advice. Its MARA registered migration agents are members of the Migration Institute of Australia (MIA), with 15+ years of experience. Ask AIA which pathway and scope of work apply to your situation.

Recruitment fee: 15% of the candidate's base salary, excluding super, plus GST. One fixed fee. Payment: only after a successful placement, and not until two months after the candidate starts. Migration (visa) fees are quoted case by case by Australian Immigration Agency (AIA), in writing. Government fees are charged separately by the Australian Government. Read the fee information.

The timing depends on the search, candidate availability and any registration, licensing or visa steps. Discuss your preferred start date with the recruiter and ask AIA about the visa process. We do not promise a fixed hiring or visa-processing timeframe.

For some international searches, the team may discuss a Letter of Interest or other employer documentation with you. Ask what it is for and review its wording and commitments before signing.

Work rights are asked first on Hire Australia’s candidate profile. Tell the recruiter whether you can consider someone who needs sponsorship. AIA can check the visa questions for the proposed hire.

Yes. Review the shortlist with your recruiter and arrange interviews with people you want to meet. Discuss any role-specific assessment you need before making an offer.

If your new employee leaves within the first two months, you won't be invoiced for them and we'll find you a replacement. Full terms are in your recruitment agreement.

Describe your hiring needs in the employer enquiry. The team can discuss the search brief and priorities with you, including the locations and skills involved.

Send an employer enquiry to Hire Australia with the role, location, skills, pay and intended start date. A recruiter will call you to discuss the search.

Contact AIA to discuss the decision and the options for your case. Ask for written advice on any further work and fees before proceeding. The two-month replacement guarantee relates to an employee leaving after starting; it does not promise a visa outcome.

Tell the recruiter about the candidate and their current work-rights information. AIA can advise on visa questions for the proposed employment. Being in Australia does not by itself settle those questions.

Discuss travel, accommodation, induction, supervision and settling-in needs with the candidate. Confirm who is responsible for each arrangement and cost. Do not assume relocation services are included.

Ask AIA about the obligations for your proposed sponsorship, including records, employment conditions and reporting changes. Get advice for your circumstances rather than treating this FAQ as a compliance checklist.

Use a clear role description, realistic expectations, a structured induction and regular discussions with your employee. No retention percentage or minimum period of service is promised.

Yes. Share likely vacancies, locations and skills with the recruitment team. Separate confirmed roles from longer-term plans so you can discuss priorities and possible candidate searches.