Preparing for and Onboarding Your New Skilled Migrant Employee
For regional employers, securing a skilled migrant often feels like crossing the finish line.
In reality, it’s the starting gun.
Some sponsorship failures aren't because the worker can’t do the job.
They can happen because of pressures in life outside work — housing stress, isolation, confusion, or feeling unsupported.
Having hired and settled Filipino and other offshore workers into regional businesses myself, I can say this clearly:
Initial effort to help them get settled in the first few days, will have lasting loyalty benefits.
This guide isn’t immigration advice.
It’s the practical onboarding playbook that experienced regional employers quietly use to retain good people.
Pre-Arrival Preparation: Accommodation Is the First Risk Point
Accommodation is not a “nice to have.”
In regional Australia, it’s the make-or-break issue.
Before your worker arrives, you should actively test the rental market - not assume something will “come up.”
Practical, Real-World Accommodation Strategies
Check the rental market early
Look at real listings, not averages
Understand what’s actually available right now
Talk to local real estate agents
As a local employer, your word carries weight
Agents are more open when they know it’s a long-term worker, not a short-term tenant
Ask your business network
Other employers may already run staff share houses
A spare room inside an existing setup can be gold
Leverage the worker’s community
Filipino, Indian, or Pacific Islander communities are incredibly supportive
Someone often has a spare room they will rent to a new arrival
This is common, accepted, affordable, and often preferred early on
Employer insight: The fastest housing solutions usually come from people - not listings.
Even 2–4 weeks of stable temporary accommodation dramatically reduces stress and attrition risk.
Arrival Day: The “First Hour”
Most onboarding guides get this wrong.
The first priority is not transport.
It’s connection. A proactive mutual photo swap can help you recognise one another at the airport.
The First Hour Priority: Data Before Directions
When your worker lands, their number one concern is contacting family to say:
“I arrived safely.”
If they can’t do that, nothing else matters.
Do this immediately:
Have a pre-paid SIM card ready
In regional areas, use Telstra or Boost (Optus/Vodafone often fail outside cities)
Help them activate it on the spot
This single step builds instant trust.
The Welcome Pack (Small Cost, Massive Loyalty)
Don’t just hand over keys.
A strong welcome pack includes:
Pre-paid SIM card with data
Basic groceries (milk, bread)
A rice cooker and a 5kg bag of rice
(This $30 item buys unbelievable goodwill for many Asian workers)A simple town map
Wi-Fi password written clearly and stuck on the fridge
Emergency contact numbers
Transport Reality in Regional Australia
Airport pickup is easy.
Day 2 is the real problem.
There are usually:
No Ubers
Limited buses
No way to get to work independently
Plan options early:
Temporary car-pooling roster with staff
Company vehicle access
Help understanding licence conversion pathways (high-level only)
A bicycle from a garage sale can be a cheap option to get started if the distance is not too great.
New arrivals have no credit score.
Buying or financing a car takes time - have a plan.
Employment Setup: The Banking Trap
This is the single biggest stress point for new arrivals.
The Problem
Banks want an address
Rentals want a bank account
New arrivals have neither
The Smart Fix
Pre-arrival banking
Encourage account setup before arrival
Some major banks (e.g. CommBank) allow this up to 3 months prior
Employer backup plan
Be ready with a Proof of Employment / Residence letter
Company letterhead
States they are employed and temporarily housed by you
This usually allows:
Initial bank activation
TFN processing
Payroll to start smoothly
Without this, delays snowball fast.
Superannuation: It’s Not “Tax”
Many new migrants think Super is a government fee.
It’s not.
What employers should explain clearly:
Super is their money
It’s for their future
Not understanding this creates mistrust
Also be aware of Stapled Funds:
If they’ve worked in Australia before, they may already have a fund. These can usually be consolidated or moved.
Accidentally creating a second fund causes long-term headaches
Help them get an account up and running at the first opportunity
Cultural Integration: “Yes” Doesn’t Always Mean “I Understand”
The single biggest problem in Communication is the illusion that it has taken place - George Bernard Shaw.
Check that there has been understanding.
Understanding “Hiya” (Saving Face)
Workers from hierarchical cultures (including the Philippines) may:
Avoid saying “I don’t understand”
Nod or smile out of respect
Struggle silently
What Works Better
Don’t ask:
“Is everything okay?”
“Do you understand?”
Ask:
“Can you show me how you would do this task?”
“What would you do first if something went wrong?”
The Buddy System (Critical)
Assign a peer-level buddy, not a supervisor.
They will ask the buddy questions they will never ask the boss.
Food = Comfort = Retention
Showing them the local IGA is not enough.
Practical employer moves:
Identify the nearest Asian grocer (even if it’s in another town)
Point out international food aisles
Order bulk staples online if needed
Food familiarity reduces homesickness more than almost anything else.
The First 30–90 Days: Sets them up for the future
Good employers check in before problems explode.
Focus on:
Weekly informal check-ins
Housing progress
Transport independence
Social connection
Don’t Forget the Family
If the worker is fine but their spouse is isolated, the worker will have pressure.
If family is present:
Show them through the workplace
Introduce spouses to community groups
Share playgroups, churches, sporting clubs
Even casual job leads help - often the spouse has more of a language barrier but an introduction to local restaurants looking for back of house staff, might be all that is needed.
A settled family = a retained employee.
Common Mistakes First-Time Sponsors Make
Assuming silence means “all good”
No accommodation plan
No transport plan after Day 1
Forgetting food and cultural comfort
Treating onboarding as a one-hour task
Ignoring the family unit
Glossary of Key Terms
TFN (Tax File Number)
A personal identifier used for tax and payroll purposes in Australia.
Superannuation
Employer-paid retirement savings that belong to the employee.
Stapled Fund
An existing superannuation fund linked to a worker from previous Australian employment.
Onboarding
The structured process of settling an employee into work and life.
Regional Employment
Work located outside major capital cities, often with limited services.
18. Related Articles
Related Articles that you may enjoy
https://auvisas.au/post/becoming-a-business-sponsor
https://auvisas.au/post/common-visa-mistakes
https://auvisas.au/post/labour-market-testing
https://auvisas.au/post/costperday
https://auvisas.au/blog
Source: AU Visas Employer Guide Series
19. Mandatory Disclaimer
The content provided is for informational purposes only and does not constitute immigration or legal advice. It is subject to change. Consult a MARA-registered migration agent or lawyer for professional advice before making any application.
👉 Contact AU Visas today for a professional opinion on your situation. https://auvisas.au/free-consult
