- within Immigration topic(s)
- with Senior Company Executives, HR and Finance and Tax Executives
- with readers working within the Automotive, Banking & Credit and Consumer Industries industries
Hiring in venues moves fast. Visa bottlenecks in hospitality slow teams when the process is loose. You keep staff on roster by setting clear roles, matching the right occupation, building a clean evidence trail, and staying on top of follow ups. This field guide shows the setup that works.
Why hires stall
Delays mostly come from sequence and detail. Sponsor records fall out of date. Roles do not match the nominated occupation. Health checks and English tests are booked late. Teams lodge partial files to move faster, then lose weeks to requests. Tighten the flow and the wait times drop.
Set your quarter
Plan three months at a time. Lock headcount by venue and role. Map each role to an eligible occupation and salary band. Open a shared tracker for nomination and visa steps with owners and dates. Book health checks and English tests before you draft forms. Keep a single source of truth for documents and notes. Small actions early remove big slowdowns later.
The sequence that works
Scope the role. Confirm the salary and allowances. Run a sponsor health check so contacts, obligations, and approvals are current. Build two evidence kits on day one. One for HR. One for the candidate. Lodge a complete nomination. Lodge a complete visa with the same level of detail. Answer requests within set timeframes. Hold a short weekly stand up with HR and venue managers to clear blockers. Aim for steady throughput, not last minute surges.
What to measure
Keep the dashboard simple. Open roles by venue. Days to lodge nomination and visa. Cases at risk, with the single blocker listed. Approvals this month and start dates. These four signals keep everyone aligned and let you spot drift before rosters suffer.
Multi venue control
Use one intake form for all sites. Tag cases by venue, state, and role type. Track roster impacts and opening dates against each case. Keep a bench list for transfers and backfill. Review the portfolio every Monday so urgent roles move first.
Common pitfalls
Occupation mismatch. Underpay relative to the occupation. Partial lodgements. Mid process role changes without an impact check. Each of these adds weeks. Treat them as red flags that need an immediate fix.
When to call Roam
New venue openings. Bulk intakes across multiple roles. Complex histories or previous refusals. Urgent backfills that risk trading hours. We set the map, confirm the occupation match, tighten evidence, and keep the sequence moving.
Book a strategy call with Roam.
The content of this article is intended to provide a general guide to the subject matter. Specialist advice should be sought about your specific circumstances.
