Selection
Viaferra coordination
Coordinate profiles and agreed assessment requirements.
Employer responsibility
Review candidates, interview and make hiring decisions.
Clear steps.
Shared understanding.
Two starting points. One considered approach to connecting people and work.
The employer journeyFrom a workforce brief
From a workforce brief
to an agreed plan.
Each stage has a purpose. Timing and responsibilities are agreed around the specific requirement.
Define the requirement
Agree the roles, headcount, skills, location and intended start date. Discuss the work environment, contract terms and relevant eligibility requirements.
Source relevant profiles
Consider candidate experience, qualifications and role-specific assessment needs against the agreed brief. The sourcing approach depends on the role and market.
Review & select
Employers review profiles and can arrange interviews or practical assessments. The employer retains the final hiring decision.
Coordinate documentation
Confirm the responsibilities for contracts, relevant permissions, medical requirements and supporting documents. Authorities determine approvals.
Prepare for arrival
Agree travel, accommodation, induction and handover responsibilities where applicable. Establish the communication needed for the employee’s arrival and onboarding.
The candidate journeyYour experience.
Your experience.
A practical next step.
Choose your direction
Select your preferred region, industry and skill level. A preference expresses interest and does not establish work eligibility.
Build your profile
Add your contact details, work experience, education and skills. You can create a profile without previous formal employment.
Review your CV
Check your information carefully and download your professional CV. Keep it current as your experience grows.
Register your interest
Submit your profile using the registration flow and review the privacy information before sharing your details.
Discuss a relevant opportunity
If your profile matches a suitable requirement, the team can discuss the role and next steps. Registration does not guarantee a job, visa or placement.
A working partnership
Know who does what.
The written service agreement defines the final scope. These are the responsibilities to discuss at the outset.
Documentation
Viaferra coordination
Coordinate information and the agreed documentation process.
Employer responsibility
Provide employer documents, contracts and sponsorship information where required.
Travel & arrival
Viaferra coordination
Coordinate arrangements within the agreed service scope.
Employer responsibility
Confirm reception, accommodation and workplace onboarding responsibilities.
Workplace support
Viaferra coordination
Maintain the agreed communication and follow-up arrangements.
Employer responsibility
Manage employment, daily work, safety and workplace training.
Useful answers
Before you begin.
How long does recruitment take?
Timing depends on the role, candidate availability, employer decisions, documentation and relevant authorities. A practical timeline is discussed for each requirement; there is no universal deployment guarantee.
Can our team interview candidates?
Yes. Discuss interview arrangements and any practical assessment needs as part of the recruitment brief. Your organisation retains the final hiring decision.
Is replacement support included?
Any replacement arrangement, eligibility conditions and service period must be set out in the applicable written agreement. A general website enquiry does not create a replacement guarantee.
How are costs agreed?
Discuss the service scope, responsibilities and applicable costs before proceeding. Ask the team for the terms relevant to your requirement.
Does candidate registration guarantee work?
No. Registration records your interest. Any opportunity depends on employer requirements, selection and applicable eligibility or permission requirements.