A quick guide for international students. The past week has seen the culmination of Orientation Week at many universities and colleges across Australia and a new batch of international students have come here to study, live and work. A warm welcome to those who have arrived recently, you’ve come to the land of fair-go, a multicultural society that values skilled migrants like very few economies do and it is mostly up to you to make the best of your experience here. Curriculum Vitaes (CVs) or Resume During your job or internship search most local employers will require a resume; however it is essential that you prepare one that conforms to local requirements. International CVs are occasionally more personal than a typical Australian resume; including date of birth, marital status, hobbies etcetera. Compared to one you might use elsewhere, your Australian resume may be briefer, yet include more of “selling” your skills and experience. Tips to “Selling” Yourself on Your Resume Use a variety of strong action verbs to describe the experiences you have had in the past (e.g. Coordinated, Organised and Led). Concentrate on your strengths and avoid any statements that could be perceived as weak or negative. Ensure you start with the most recent experience/ qualification on the top and proceed to the least recent. Include awards you have won for academics, work, or campus/community involvements. Include any voluntary work you may have undertaken locally or internationally. Be specific with your language skills and your experience with different cultures. Get someone else to read and revise your resume if needed, spelling and grammar errors are unacceptable. A well-formatted resume can demonstrate how organized you are and is easy to read for the recruiter. Don’t underestimate the influence of your social media presence and your LinkedIn profile as well as connections. Only include links to your social media profiles if it is relevant to the work you are applying for. Cover Letters Create a new letter for each job or internship and include only information that is appropriate to what the employer is seeking in a candidate. Ensure you address all the selection criteria. Focus on Your Language Ability and Confidence Highlight that you are bi-lingual or multi-lingual, a big plus for many multi-national companies. Practice your language skills through informal interactions, class discussions, presentations, and ensure your resume as well as cover letter are impeccable. Highlight Your Unique Strengths and Cultural Knowledge Multi-Language ability and experience work and life in other cultures and nations. Adaptability and flexibility in adjusting to different environments and challenges. Demonstrate your strong work ethic and motivation. Most Universities have amazing people working/ volunteering at the Student Associations. Don’t hesitate to approach them or a relevant student collective for help or feedback. The whole point of moving abroad is to gain real life experience along with your qualifications so don’t be afraid to reach out to people.
We have received a number of queries from our readers regarding the various English tests currently accepted by the department. You can go through the answers supplied by an expert to these queries to help you decide which test is best for you. Roxana Ene has been teaching General English, IELTS and TESOL for the past eight years. She is the Director of Studies at Greenwich College and also an IELTS, Cambridge and BULATS examiner. Q. Where can I find more information about TOEFL iBT and PTE Academic tests? Resources for these two tests are available online or at bookstores. Q. What is the difference between the tests? TOEFL and PTE test tend to be more academic so they may be a better choice for university students who have a stronger academic foundation. In IELTS and CAE, tests skills are completely separated, in PTE and TOEFL tests skills are combined/integrated. Candidates have to listen or read and write the summary or they need to read or listen to extracts and answer questions about them. IELTS offers two modules, general and academic so candidates can choose one depending on their needs. CAE tends to be less academic and deals more with familiar topics. Q. Is the PTE test easier than IELTS? No test is easier or more difficult. A good grasp of language is needed no matter which test is taken. However, candidates should consider their background and needs when choosing the test. IELTS has been a very popular test for many years and the number of resources available is huge. Candidates should consider their weakness when choosing the test. IELTS is more prescriptive, ‘tips focused’ and concentrates on skills in isolation, while PTE combines skills: candidates have to listen or read and write the summary or they need to read or listen to extracts and answer questions about them. PTE can be an option for the candidates who need to do the IELTS Academic Module, but for those who need the general module, taking the IELTS test may be a better alternative as the content of the PTE test is more academic. Q. Where can I get preparation material for PTE and CAE tests? There are many resources available in bookshops, online, and on the official websites. In addition candidates can do preparation courses which will provide them with practice materials. CAE would probably be a good choice as the candidate needs to communicate mainly with another candidate. Also the given prompts (pictures) may help candidates produce more language and ideas which will allow them to keep speaking about the given topic. Q. I struggle with the listening test, do any of the tests play the recording twice? CAE listening is played twice and you are also given more time to read the questions (up to 75 seconds) and also the check your answers (up to 2 minutes). Q. Do any of the tests have a specific grammar test? I have only sat the IELTS and my grammar is not too good. The CAE test has a grammar component called ‘Use of English’ which includes exercises on word order, word forms, paraphrasing. This component and the reading component together last for 90 minutes. Q. Do all the tests have speaking tests? All tests have a speaking component. However, the length and the structure is different. IELTS ONE examiner- ONE candidate : based on the interaction between the examiner and the candidate Three parts: dialogue-monologue-dialogue CAE TWO examiners (an interlocutor and an assessor) – TWO candidates: very little interaction with the examiners. Prompts ( pictures) given to help candidates produce more language TOEFL Speaking component is mixed with the writing component and includes tasks like: read the lecture and the text and answer the following question. Texts tend to be more academic. It is a computer based tests so the speaking gets recorded and is marked in America. PTE Speaking component mixed with listening and writing includes tasks like: read the lecture and the text and answer the following question, listen to the lecture and answer the following questions, etc. Texts tend to be more academic. It is a computer based tests so the speaking gets recorded and is marked by a software. Q. IELTS tests are conducted every week, how often do the other tests occur? CAE- paper based or computer based tests Computer and paper based tests: Once a month NOTE: Candidate should contact Cambridge test centres and see if they run the test on the specified dates. Cambridge tests centres can choose when they want to run the test. In Australia many dates are especially available in March, June, July, September, and December. Test results are available online 2 weeks after the test. TOEFL Tests can be taken every week and results are available 10 days after the test. PTE Tests can be taken every week and results are available in 5 business days. Q. How long does the entire test session last for each of the tests? CAE: 4 hours (speaking test may be held on a different day) TOEFL: 3 hours and 10 minutes IELTS: 3 hours (speaking test may be held on a different day) PTE: around 3 hours (shorter or longer tests depending on the level of the candidate) Q. I can’t get seven on reading and I have given the IELTS 15 times, can you suggest which test has an easier reading component? In the CAE Reading test candidates need to answer 26 questions. In comparison with IELTS where different question types are being used (multiple choice questions, matching headings with paragraphs, T/F/NG, fill in the gaps) in CAE there are only multiple choice and matching question types. T/F/NG questions and matching paragraphs tend to be the most problematic question types for IELTS candidates. The reason for this is because IELTS tests use a lot of distractors to check candidates’ comprehension. Therefore, trying to guess the answer based on word similarities will not lead to a correct answer. CAE reading questions
Registered Training Organisations (RTOs) breaching standards could be issued with an immediate fine under the new infringement notice scheme starting the 2nd of April, 2015. New laws recently passed in the Senate require anyone, including brokers and other third parties, marketing a vocational education and training (VET) course to clearly identify which RTO is providing the qualification. Assistant Minister for Education and Training, Senator Simon Birmingham, said that up until now the national regulator, the Australian Skills Quality Authority (ASQA) could only write warning letters, or take regulatory action such as cancelling or suspending a provider’s registration. “Penalties for the fines range from a couple of thousand dollars to ten thousand for a single breach, and for multiple breaches there is the potential for the ultimate fine to be hundreds of thousands of dollars. ASQA can still take RTOs to court for serious breaches, including where an RTO breaches a condition of its registration, and can suspend or revoke registration of an RTO.” Posted on: www.mealliance.com.au
Select Legislative Instrument 2015 No. 34 by the Minister of Immigration and Border Protection amends the Migration Regulations 1994 in relation to work related conditions for English language test requirement, foreign air crew, character and cancellation, sponsorship obligation timeframes, medical examination requirements and legislative instrument for application requirements. You can view the entire explanatory statement here. English language test score at the time of invitation: allow an English language test score to be accepted for points tested skilled visas if the test was conducted three years before the applicant was invited to apply for the visa, rather than three years before the application was lodged. This ensures that English test scores do not become invalid between the invitation to apply for the visa and the application being lodged; Foreign crew on domestic flights: limit the number of domestic flights that foreign aircrew are permitted to work on while holding a Special Purpose visa. The amendments provide a limit of two connecting domestic flights for foreign air crew and one connecting domestic flight for positioning foreign air crew (persons forming crew on departure). This ensures that opportunities for Australian workers on domestic flights are protected; Lower English language test scores for 476 and 485 visas: enable lower English language test scores to be specified for the Skilled Recognised Graduate and Temporary Graduate visas so that these visas can be more responsive to Australia’s labour market requirements. The tests and scores will be specified in an instrument made by the Minister; Visa application form place of lodgement: provide that the visa application form, the place in which a visa application must be lodged and the manner in which a visa application must be made (for example by internet or paper) are specified in an instrument made by the Minister, rather than set out in the Migration Regulations. This enables these administrative details to be changed more rapidly, as required, to facilitate more efficient processing arrangements; Sponsorship requirements for 457 visas: extend the timeframes in which an approved sponsor must notify the Department of certain events relating to the sponsored person (for example, a change in work duties). The amendment extends the timeframe from 10 working days to 28 calendar days to ensure there is sufficient time to comply with the requirement. It also reduces confusion for businesses as it would align with other comparable reporting periods that must be met by business; Medical tests for 485 visa: repeal the requirement that an applicant for a Temporary Graduate visa must provide evidence of having made arrangements for medical examinations at the time of application for the visa. The amendment removes an unnecessary burden on applicants as many applicants may not be required to have a medical examination to meet the health requirement at the time of decision for the visa; Cancellation of visas: prescribe the time periods and the manner in which the Minister must make notifications in relation to visa cancellation or revocation of cancellation permitted under powers that were introduced in the Migration Amendment (Character and General Visa Cancellation) Act 2014 (sections 501BA and 501CA). The same time periods that apply to section 501 (refusal or cancellation on character grounds) apply in relation to these powers; and make technical or consequential amendments
Fresh graduates are always full of hopes and expectations about their careers. But why can’t the best students nail their dream jobs? Lack of experience. If you have searched for a job in Australia, you know how hard it is to even be called for an interview when you have university qualifications but no experience. Even the most brilliant students from the best universities in the country may find it hard to find a position in a corporate organisation. We know it sounds unfair, but experience does count. And here is a reasonable explanation. Work environment has little to do with the atmosphere at university. A professional attitude is very relevant to any job position and that can be easily acquired through experience. Another point is that someone who has been part of a professional team naturally develops better communication skills, creativity and critical thinking. Three of the essential features employers look for. However, the obvious question is: How can we gain experience if that is required for any position? If you have been looking for a job that may be the feeling. The quick answer is Internships. Internships will open the first door to your dream career. You will be able to develop your skills, put what you have learnt into practice, and gain professional experience and exposure. Several renowned companies are looking for interns in the most diverse areas and fields. That is your chance to work for a big organisation and have the experience that is required for your dream jobs or dream employers. Whether the internship is paid or unpaid the benefits are numerous. Gain visibility, have experienced professionals as your mentors and supervisors, learn a lot from them and give your fresh perspective on their procedures. Your internship experience can be the beginning of a great professional career. You may even be hired by the same company in the future, or at least have them as your referees for future opportunities. That will definitely depend on our performance. So, take this unique opportunity seriously and make the most of it. International students, be prepared! Good communication skills in English are not only appreciated but a minimum requirement. Do your best to improve your oral and written communication skills to take part in an internship program. If you are willing to take this chance and find yourself an internship, we are happy to help! Call us on 02 4626 1002 or send your resume to admin@mckkrs.com.au
The Department of Immigration has informed stakeholders of a change to the policy guidance relating to industry training funds.No Commission can be paid from Training Benchmark A contributions and Training Benchmark A contributions cannot be made to TAFEs and Universities if there is a statutory Industry Training Fund operative This is due to an audit being conducted by DIBP of known training funds in response to recent allegations of misuse of funds for meeting 457 training benchmark requirements. The concern was that TAFEs and Universities would be allocating part of the amount spent on contributions to pay commissions to registered migration agents or other institutions for referring clients to them, which clearly goes against the objective of the training fund contributions. This issue of misuse of Training Benchmark A funds was also raised in the October 2014 edition of ME magazine. The change in the departmental policy has been updated which specifies that: No percentage of a contribution made to either a recognised industry body or a scholarship fund operated by a university or TAFE college, for the purposes of satisfying training benchmark A, may be allocated to a commission. In the same report in the October edition of ME magazine, I had also raised the issue that Training Benchmark A contributions made to scholarships funds of TAFEs and Universities may be invalid contributions as those contributions can only be made to TAFEs and Universities where a statutory Industry Training Fund is not operative. The DIBP email dated 19th February 2015 to stakeholders indicates that Training Benchmark A contributions can be made to Statutory Industry Funds only where such Funds are operative. Industry training funds are statutory authorities responsible for providing funding for training of eligible workers in certain industries. The email from the DIBP states that if there is no statutory industry training fund operating in the same sector as the applicant for approval, for the purposes of meeting training benchmark A, the department will accept evidence of contributions made to: a recognised industry body who provide training opportunities or a recognised scholarship fund operated by an Australian university or TAFE college. The Department goes on to state that 457 sponsorship applications which do not meet these training benchmark requirements will be refused. In view of this we would like to inform RMAs that they should ascertain whether an industry training fund is operative or not before they advise their clients to pay Training Benchmark A contributions to the scholarship funds of TAFEs and Universities. Alternatively, RMAs can consider the option of Training Benchmark B if their clients are eligible for Training Benchmark B. If you have any questions or would like to know more, you may write to: support@mealliance.com.au DIBP also advises that a formal government response to all 22 of the recommendations made by the integrity review is expected to be announced shortly and implementation will begin immediately following this announcement.
The Migration and Education Alliance of Australia welcomes the Australian Government’s response to the recommendations made by an independent review into maintaining the integrity of the subclass 457 visa programme. The review chaired by Mr John Azarias was commissioned in 2014 and the panel was tasked with examining compliance within the 457 programme by sponsors of overseas workers to ensure that the scheme was being used as intended – to address skill shortages which cannot be met from the Australian labour market. The panel consulted widely across Australia – meeting with over 140 stakeholders and received 189 written submissions, including from businesses, unions, industry bodies, universities and academics. Senator Michaelia Cash said “This programme is of fundamental importance for Australia’s productivity going forward.” Key recommendations of the review comprise an increased focus on targeting employers who seek to misuse the programme, greater transparency around the department’s sanctions processes and proactive sharing of information between key government agencies. To give a perspective of how widespread this visa subclass actually is Minister Cash stated “The number of 457 visa holders in Australia is less than one percent of Australia’s workforce.” The Department of Immigration and Border Protection will work collaboratively with the Australian Taxation Office to cross check records to ensure that workers on 457 visas are receiving their nominated salary and are not undercutting Australian workers. “We will reduce the regulatory burden for those businesses with a proven track record by streamlining sponsorship requirements,” Minister Cash said. Steps will be taken to ensure businesses that utilise the 457 programme appropriately will incur less regulation and cost, without compromising on the necessary safeguards that underpin the scheme. “The Government will introduce a new penalty making it unlawful for sponsors to receive payment in return for sponsoring a worker for a 457 visa,” Minister Cash said. An important recommendation which is subject to further consultation is the proposal to replace the current training benchmark provisions which are complex, costly, and susceptible to misuse. The Government will also appoint a Ministerial Advisory Council on Skilled Migration (MACSM) with new terms of reference. The Council will be tasked with reviewing the list of occupations available for sponsorship under the 457 programme to ensure it is responsive to the genuine skill needs of employers, the labour market and the economy. Minister Cash said contrary to allegations the review did not find there was widespread rorting of the programme “The majority of the employers do the right thing.” Implementation of the review’s recommendations will be further rolled out throughout 2015. You can read more at the following link: Independent review of the 457 programme.
Training providers in Australia will soon be banned from offering what the government calls “miraculously” short diploma courses, and from offering students incentives to sign up, ABC News reported on Thursday. The ban will be applied under a new legislation ready to be introduced by the Federal Government. Announcing a range of measures to crack down on rogue and “dodgy” providers, Assistant Training Minister Simon Birmingham said he was “very concerned” that the Government’s vocational education loans scheme (VET FEE-HELP) was being abused. Training colleges will be banned from offering laptops, iPads, prizes and other inducements to attract students, and unscrupulous institutions fined and forced to refund their course fees. Quoting from Government figures, the report said that over 180,000 students had accessed the VET FEE-HELP scheme last year, taking out more than $1.6 billion in loans. The new legislative changes would prevent students from taking out billions in bad loans over the next decade, the Minister said.
Every person working in Australia is entitled to basic rights and safeguards in the workplace, including minimum pay and conditions. The Fair Work Ombudsman makes sure that these rights are protected and enforced fairly as per Australia’s workplace laws. Like many international students, you may get a part time or casual job to help pay your living expenses while you study in Australia. It is important that you know your rights in the workplace in order to protect yourself from being exploited. Most international students and their partners are allowed to work limited hours when classes are in session and may qualify as part-time or casual employees. Part-time employees work regular hours each week, but less than the 38 hours of full-time employees. You generally receive the same benefits as full-time workers, but they are generally calculated on pro-rata basis depending on the number of hours you work. Casual employees work on an hourly or daily basis and are less likely to have regular or guaranteed hours of work. Casual employees do not get paid sick leave or annual leave, but the rates of pay are usually higher to make up for this. Overtime is when an employee works extra time. It can include work done: beyond their ordinary hours of work outside the agreed number of hours outside the spread of ordinary hours. The spread of hours is the times of the day ordinary hours can be worked (eg. between 7am – 7pm). Your minimum rights and conditions at work may be set by a legal document like an award, an agreement, or a contract of employment. Before you start work it is in your best interests to ask your employer which one applies to you to find out how you are being affected. If an award or agreement does not apply, all employees in the national workplace relations system receive basic minimum pay, conditions and protections under Commonwealth workplace laws. If you are asked to sign any type of document agreeing to specific work conditions, make sure you read it very carefully and understand it before signing anything and always keep a copy for your records. You should not feel undue pressure to sign any agreement with an employer, if you do, you contact the Fair Work Infoline on 13 13 94 for advice. You can read more about your rights and obligations while you work in Australia as well as download theinternational students factsheet at the Fair Work website.
As a young graduate or professional, it’s easy to suffocate in the bubble of conflicting advice. The media feeds us stories of those who found contentment in their dream jobs. There’s the accountant that became a Master Chef, the librarian who became an author, but is ‘following your passion’ the right advice for everyone? Here’s a healthy dose of reality. It’s great to follow your passion, but we do live in the real world and I’m sure you know it’s not all a magic carpet ride. To truly reach your potential, a healthy balance of being a realist and a dream catcher is the best way forward. Ask yourself these questions. Are you good at what you enjoy? Do some soul searching to discover what your strongest, natural skills are. What do your friends say your qualities are? What have you consistently been good at? Once you start identifying these skills, you can explore careers that will allow you to grow and succeed.