Why You Shouldn’t Handle Your Accredited Employer Work Visa Process by Yourself

The Accredited Employer Work Visa (AEWV) scheme in New Zealand is crucial for businesses to hire foreign talent. Since its launch in July last year, the program has gained significant success. As of July 26, 2023, 27,480 New Zealand businesses secured accreditation, 42,221 Job Checks (equivalent to 207,670 positions) were approved, and 75,765 AEWVs were issued, with a noteworthy 80% of the visas being granted to applicants from abroad. While this scheme undeniably streamlines the hiring process, some employers are opting for a somewhat questionable practice—delegating vital aspects of the AEWV process to their migrant candidates. Here, we will delve into the reasons why this may not be the most prudent approach and explore ways to ensure a smoother and more successful journey for both your business and potential employees.

Understanding the AEWV Process

Before we embark on understanding why entrusting the AEWV process to your candidate might be risky, let's unravel the key steps that constitute the Accredited Employer Work Visa process. This journey includes securing Employer Accreditation and conducting the Job Check, which are indispensable for New Zealand employers seeking to employ migrants on AEWVs. However, the process entails several other critical aspects.

1. Significance of Immigration Background
   

   One of the primary rationales for caution in permitting candidates to manage the AEWV process is the uncertainty surrounding their immigration backgrounds. While identifying a suitable candidate through your recruitment team or hiring manager is an excellent initial step, it is equally imperative to ascertain that their immigration background aligns with the visa requirements. Although the candidates themselves may possess an unblemished record, the situation becomes intricate when we factor in their family members who intend to accompany them to New Zealand.

   For instance, while the candidate might present an unblemished record, their family members might pose an issue. Suppose the candidate's family includes a child with a medical condition or a partner with a character concern. These circumstances hold the potential to impede the visa application process, or in extreme scenarios, result in a visa denial. If such issues come to light late in the hiring process, post-offer acceptance, approval of the job check, and the initiation of the candidate's work visa process, it can lead to wasted resources and the unwelcome challenge of reinitiating the hiring process.

   To evade such setbacks, businesses should establish an effective mechanism for assessing a candidate's and their family's immigration background before extending a final job offer. Adopting a proactive stance ensures that the visa process is more likely to culminate in a favorable outcome for all parties involved.

2. Navigating Foreign Laws
   

   Another crucial facet to consider is the awareness of the laws governing the candidate's home country when recruiting from overseas. Different nations impose unique regulations and prerequisites for their citizens seeking to work abroad. For instance, employers hiring from the Philippines might be unaware of additional obligations that need to be fulfilled before the worker can depart for New Zealand.

   In order to avoid unexpected complications, businesses should possess a comprehensive comprehension of the legal framework of the candidate's home country. Being well-informed about the particular requisites and processes of the country from which you are recruiting can expedite the transition and save time for both the employer and the employee.

3. The Complex Visa Process
   The visa application process can prove convoluted and intimidating for candidates, especially when they must navigate it independently. Here are some commonplace scenarios that candidates frequently encounter, and which employers should be cognizant of:
   • Lack of Awareness: Candidates applying for their work visas might find themselves in the dark about the specifics of the Job Check and job advertisement, beyond the information automatically populated in their AEWV application. This lack of clarity can result in candidates failing to meet the stipulated requirements or being unable to furnish the necessary documents to validate their qualifications.
   • Family Considerations:Many candidates with families opt for traveling to New Zealand as a unit. Determinations regarding when and whether their partner and children can accompany them can significantly influence their decision to accept a job offer. Employers should contemplate aspects such as assisting with family visa applications, coordinating family travel, commencing school for children, processing times, work permissions for partners, and potential stumbling blocks.
   • Delays and Escalations: When employers delegate the responsibility of managing the visa process to candidates, they may encounter delays in the visa application process administered by Immigration New Zealand (INZ). In such instances, candidates may be required to escalate matters to INZ, a formidable task for them.

   In essence, entrusting the AEWV process to prospective migrant employees can heighten the probability of encountering complications, which can result in unfavorable outcomes for the business.

Doing it Right with Professional Guidance

Given the strict regulations that oversee New Zealand's immigration sector, it is vital to seek guidance and support from credible sources. Only licensed immigration advisers, qualified lawyers, or individuals with appropriate exemptions are authorized to provide accurate guidance on a candidate's eligibility for immigration matters.

At Derrick Jones Immigration, we understand the complexities of your business and strive to minimize the chances of encountering obstacles in the AEWV process. We collect only the specific information required by INZ, ensuring a straightforward application process. Think of us as your one-stop solution for all your immigration needs. Our services encompass not only the comprehensive management of the AEWV process for your migrant candidates but also the smooth handling of visa procedures for their families.

We operate across various time zones, maintaining open communication channels to ensure a hassle-free experience for both you and your candidates. Our commitment lies in keeping you well-informed, especially when your candidate's visa is approaching its expiration date.

In conclusion, entrusting your candidates with the Accredited Employer Work Visa process can carry significant risks that may result in unfavorable outcomes. Collaborating with seasoned experts like Derrick Jones Immigration allows you to navigate the AEWV process with assurance, guaranteeing a more streamlined and successful journey for your business and esteemed candidates. While the AEWV scheme offers a valuable route for New Zealand businesses to attract and keep international talent, the key to its success lies in ensuring a well-informed, supportive, and efficient process.