Employer support / Recruitment evidence that connects
Labour market testing.
Plan the advertising. Prepare the evidence.
Good preparation starts before the job ad goes live. We help you check the advertising rules, keep useful records and prepare the nomination evidence.
- Support
- Advertising and nomination evidence
- Check first
- The pathway and any exemption
- Plan
- Campaign and lodgement dates
- Keep
- The original recruitment records
A clearer plan for your business
Plan the campaign. Keep the evidence.
The ads, recruitment records and nominated role should all support the same hiring need.
Check what applies
Understand whether labour market testing is required for your nomination.
Review the campaign
Check the wording, advertising channels and dates before relying on the ads.
Keep the right records
Save the original advertisements and evidence of the recruitment process.
The requirements in context
What you advertise. How you show it.
For standard labour market testing, focus on these three areas.
The advertisement
Check the role, required skills or experience, employer or agency name, and salary information where required.
The campaign
The usual rules require two compliant advertisements and at least four weeks of advertising and accepting applications. Check the permitted channels.
The nomination file
Keep the ads, campaign dates and recruitment outcome. Required advertising evidence must be ready when the nomination is lodged.
Start with the right questions
What needs to line up.
Check the rules before treating a campaign as ready for nomination.
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01
The relevant rules
The visa and stream determine the requirements. Exemptions, alternative evidence and labour agreement rules can change what is needed.
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02
The ad and channel
Review the wording, language, required pay details and where the role was advertised.
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03
The timing
For most relevant nominations, advertising must be within the previous four months. Recent redundancies can affect the required dates.
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04
The role and recruitment outcome
Make sure the position description, salary, hiring need and recruitment records are consistent.
Start with the nomination date. Work backwards.
Allow time for the required campaign before lodging. Check the four-month window that usually applies.
Workforce Australia advertising is no longer mandatory under the standard framework. The remaining ads must still comply.
Review any gaps before applying. Missing required advertising is not something to leave until after lodgement.
A plan you can follow
From the hiring need to the next step.
If you have already advertised, keep the original records so we can review what was actually published.
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1
Check the pathway
Confirm the role, visa stream and applicable advertising rules.
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2
Review the ads
Check the content, channels and campaign dates.
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3
Gather the records
Save publication evidence, application dates and the genuine recruitment outcome.
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4
Prepare the nomination
Check the advertising alongside the role, salary and business evidence.
Preparation that makes sense
The right records. A clearer picture.
We will confirm what is needed. Useful records may include:
- Position description and proposed work location.
- Original advertisements and publication records.
- Evidence of campaign and application dates.
- Recruitment outcomes and salary evidence.
- Any exemption, agreement or redundancy information.
A little more clarity
Your questions, made clearer.
A few answers to help you plan your next move.
Do all nominations need the same advertising?
No. We check the visa, stream, exemptions and any alternative evidence rules first. Permanent nominations and labour agreements may differ.
Do we need two ads or three?
The common standard framework requires two compliant ads. Workforce Australia advertising stopped being mandatory on 11 December 2023.
Can a recruitment agency run the ads?
An authorised agency can advertise for you. Your business still needs access to the required campaign and recruitment records.
Can we use our website or social media?
General social-media posts do not meet the standard rules. An accredited sponsor's website may be accepted. Check the actual channel before relying on it.
We already advertised. Can those ads count?
We can check the original wording, dates, channels and records. Older or incomplete campaigns may need further work.
What if we recently made someone redundant?
A relevant redundancy in the previous four months can require fresh advertising after that event. Tell us before planning the nomination.
How is the work scoped and priced?
We agree the work, fees and responsibilities before starting. Government charges and any levy depend on the applications needed. See official sponsorship cost guidance for the relevant pathway.
Your next step starts with you
A clear campaign. A better-prepared next step.
Tell us about the role, your advertising and the date you are working towards.