APSCo Australia’s comments to the Skilled Occupations List Review for January 2018

DECEMBER 1, 2017

SUBMITTED BY JULIE MILLS, APSCO AUSTRALIA MANAGING DIRECTOR JULIE@APSCOAU.ORG MOB: 0437 771 616

1

1. Introduction

The Association of Professional Staffing Companies of Australia (APSCo Au) represents the professional contracting and staffing sector in Australia. Our members supply and manage skilled white collar professionals for permanent and flexible work engagements across Australia and multiple international markets. APSCo Au has 121 member companies across Australia and is part of a global Association employing thousands of recruitment consultants across multiple countries who manage and source roles for professionals locally and internationally. APSCo Au welcomes the opportunity to provide research and statistics to support the retention of Recruitment Consultant as a classification for the STSOL in the short term but requests an opportunity to review this question more broadly, through a consultation process, in the longer term.

2. Elements of the Response

APSCo Australia, in responding to the consideration of the removal of Recruitment Consultant from

the Skilled Occupations List believed that there were three elements to review in responding to the

opportunity for consultation.

1. Where does it fit as a Skilled Occupation?

2. What is the evident need (if any) to keep or remove the Occupation?

3. Impact on Australian business and economy if the professional staffing sector does not have the

talent it requires to deliver skilled, well sourced talent to corporate and Government clients for

roles across every industry.

Data sources:

APSCo Australia, Skilled Migration Survey, November 2017

This survey uses PeoplePulse for both numerical and text answers. The report is too large a file to

submit but will be made available on request. The survey had 1192 respondents representing

companies in the professional staffing and internal recruitment sector across multiple industries and in

all states and territories of Australia.

Burning Glass Data November 2017

Provides an advanced analytic application to access real time awareness into labour market demand

that highlights skills, knowledge, experience, and education in demand as well as industries and

occupations.

SEEK Recruitment Market Trends November 2017

SEEK’s data is a recognised indicator of the talent supply in Australia correlated against market

demand and provides a detailed understanding of labour cycles and emerging trends within the

employment industry and specific segments of the industry.

Staffing Industry Analysts (SIA)

SIA research covers all categories of employed and non-employed work including temporary staffing, independent contracting and other types of contingent labor and provides insights into the services and suppliers operating in the workforce solutions ecosystem.

2

3. Key Statistics

The Australian staffing market is worth AUD 19.6 billion and the professional staffing sector is

a high worth contributor to that figure, due to the nature of the professional skills recruited and

managed by companies in that sector.

This figure represents 3.4% of the global market and places Australia as the 7th largest

market globally in $ value.

There is forecast growth in the market of 2% annually for the foreseeable future.

There are estimated to be more than 12,500 staffing firms operating in the Australian market

and 40% of these are specialists in the recruitment and management of professional talent or

have a business division (s) specialising in particular professional segments. (Staffing Industry

Analysts 2017)

Specialisations represented by APSCo Australia members and surveyed for this submission

represent almost every existing and emerging profession in Australia and globally with many

featured on the Skilled Occupation Lists, but the most dominant are:

Accounting & Finance

Architecture

Banking & Finance & Insurance

Education (all levels)

Engineering

Information & Communication Technology

Legal

Media & Digital

Medical (doctors and high level practitioners)

4. Recruitment Consultant as a Skilled Occupation

APSCo Australia’s research firmly supports the notion that the recruitment consultants, needed to support the supply and management of the professionals highlighted in the statistics summary, are key to ensuring Australia has access to the highest quality of talent (locally and globally) to drive projects and prosperity. The strength of the recruitment and contracting sector is a direct result of Government and corporate Australia’s demand for support in sourcing and managing talent. To deliver on this demand the industry needs to have strong and rapid pathways to source talent to deliver quality outcomes for their own companies, their clients and their candidates.

Recruitment Consultant 2017 Positions by Hiring Industry

Australia

Health Care and Social Assistance 19.2%

Administrative and Support Services 17.2%

Public Administration and Safety 11.1%

Professional, Scientific and Technical Services

9.0%

Rental, Hiring, and Real Estate Services 8.0%

Education and Training 7.6%

Arts and Recreation Services 6.0%

Financial and Insurance Services 4.6%

Mining 4.5%

Retail Trade 2.8%

Other 10.0%

Source: BurningGlass data, accessed 28th November 2017

3

Currently, the following is where “Recruitment Consultant” can be seen to be identified in the STSOL Human Resource Manager – 132311 (STSOL) –

The occupation of Human Resource Manager is in the ‘Human Resource Managers’ unit

group (HRM Group)

The occupation of Recruitment Consultant is in the ‘Human Resource Professionals’ unit

group (HRP Group)

Both groups share similar tasks listed by ANZSCO for each description, and both groups offer similar titles, with one being the same: 223113 Workplace Relations Adviser APSCo Australia notes that although the tasks listed under Recruitment Consultant could be described within an employment contract to be similar to those listed under the HR Manager, the tasks specified for the role of a Recruitment Consultant are much more specialised. We are aware that the Department of Immigration and Border Protection have been vigilant in ensuring any nominated applicants for both ENS or 457 applications have provided solid evidence that their qualifications and experience (specifically the required years of experience) are equal or more to those that are required for the role in line with ANZSCO. This, along with the new provision that the position must be “genuine” requires that the applicant must demonstrate the position is a genuine position within the business by providing documents such as employment contracts, structure or organisation charts, letters of support etc. This impacts the assessment of the nominated role through the nomination and visa application phase. Employers (and visa applicants) face potential refusals on the basis that their nominated position is not a genuine position within the business, if the nominated role does not match the businesses requirements and/or structure. The role of Recruitment Consultant is not limited to the HR sector, it can be nominated within a wide range of industries which require experienced recruitment consultants from within that specific industry. It may not be possible for certain industries to simply amend employment contracts to meet the tasks of the ANZSCO occupation of HR manager, and if they do, it may be seen as being non-genuine. This requires an urgent review and re-construct of this Skilled Occupation category, not its removal from the list.

5. The Current Landscape

APSCo Australia, in preparing this submission, collected data from a wide range of sources to review and determine whether the market’s requirements would be impacted with the removal of the occupation and, more importantly, to consider alternatives. The most important outcome from this research, with almost 2000 responses, is that recruitment roles within most companies (whether an APSCo Australia member, an internal recruitment responsibility in a major corporate or Government) have, as a key pre-requisite, specialised knowledge within the industry in which they are recruiting. The tasks required under recruitment consultant are unique and not just specialised in recruitment, in comparison to the HR manager tasks which only briefly mention recruitment. The grouping of Recruitment Consultant in the Human Resource Professionals Group under ANZSCO is outdated and

4

no longer relevant to the activities and responsibilities of the recruitment professional in a global talent marketplace. In Attachment 1 to this submission APSCo Australia has highlighted roles APSCo members and others in the professional staffing sector might recruit for, and be required to have qualifications and skills in, that are still on the Skilled Occupations list. To remove the generic Recruitment Consultant Occupation without considering its role in each of the Skilled Occupations still listed, is neither practical nor forward thinking. An alternative approach would be to consider Recruitment Consultant as an occupation linked to particular job groups. Companies seeking recruitment consultants for their business via the Skilled Occupation Lists are doing so as they are unable to find recruitment consultants within Australia that are trained within their specific industry. In most instances, these correlate with the talent challenges faced in other ANZSCO codes that are still evident on the Lists. Businesses determine that they require a professional with experience within the industry they operate in, to be performing the role of recruitment consultant, to ensure that the needs of their expanding businesses are met and so ‘Recruitment Consultant’ literally covers every existing and up and coming industry and professional within Australia. Our evidence suggests that the majority of recruitment consultants coming into Australia from overseas are from the following countries which, in many cases represent a stronger recruitment talent market by virtue of population and with greater maturity of development of the industry. The incoming talent brings educational and leadership value to the Australian market – as well as innovation and a global perspective – not to mention financial contribution to the Australian economy.

Which countries do recruiters typically come from to work in Australia?

United Kingdom 61.7%

United States 14.9%

Asia 8.5%

Canada 8.5%

South Africa 4.3%

Europe (other than UK) 2.1%

Source: APSCo Australia Skilled Migration Survey, November 2017.

APSCo Australia members use a number of visa subclasses to bring in recruitment talent and the chart below indicates the variety, and to some degree the intent of the roles being filled however the most popular visa class remains the Temporary Work (Skilled) visa (subclass 457)457 is, by far, the most popular.

Which Visa Class (es) do you use?

Visa Subclass Proportion of times mentioned

Temporary Work (Skilled) visa (subclass 457) 46.9%

Employer Nomination Scheme (subclass 186) 13.2%

Skilled Independent visa (subclass 189) 7.3%

Business Talent (Permanent) visa (subclass 132) 5.9%

Skilled Nominated visa (subclass 190) 5.2%

Training visa (subclass 407) 3.8%

5

Business Innovation and Investment (permanent) visa (subclass 888) 2.7%

Temporary Work (Short Stay Specialist) visa (subclass 400) 2.5%

Business Innovation and Investment (provisional) visa (subclass 188) 2.3%

Temporary Graduate visa (subclass 485) 2.3%

Regional Sponsor Migration Scheme (subclass 187) 2.1%

Skilled Recognition Graduate visa (subclass 476) 1.1%

Skilled Regional (provisional) visa (subclass 489) 1.1%

Temporary Work (International Relations) visa (subclass 403) 1.1%

Skilled Regional visa (subclass 887) 0.9%

Investor Retirement (subclass 405) 0.7%

Temporary Activity visa (subclass 408) 0.5%

State or Territory Sponsored Investor visa (subclass 893) 0.4%

Source: APSCo Australia, Skilled Migration Survey, November 2017

More importantly companies in the APSCo Global (including APSCo Australia) membership facilitate and encourage interchange of talent across offices in all countries where they have opportunities to develop new ideas, share cross border networks and, in general facilitate knowledge sharing and skills improvement which is of benefit to the Australian market as well as to their global counterparts. Restricting such talent exchanges is disadvantageous to Australian business generally and is a disincentive to career development and growth.

Global talent exchange programs for recruiters facilitated by Australian companies

Always Often Sometimes Rarely Never

Whole of market 10.8% 13.8% 22.9% 20.2% 32.3%

Recruitment Enterprises 10.7% 13.3% 24.4% 18.8% 32.8%

Rec-to-rec enterprises 11.5% 19.2% 7.7% 34.6% 26.9%

Source: APSCo Australia Skilled Migration Survey, November 2017.

6. Qualifications and Skills

An important consideration in the Skilled Occupations discussion is the awareness of what “recruitment skills” represent. Recruitment talent is, in the first instance, hired for knowledge of the sector they will be recruiting in. The focus is, always to ensure there is an understanding of the needs of the project and the skill, qualifications and competency of the candidate.

There are, as with any person to person role, a multitude of soft skills and personal attributes required which are not easily quantifiable in a Skilled Occupation assessment but which professional staffing companies have various methodologies to review and determine before requesting an individual to join their company.

Both key industry bodies in Australia have specific recruitment certifications, based on the needs of their membership base, and these programs form part of the core standards for being accepted as an Association member. These courses are Australian specific so cannot be completed by overseas recruiters but could be a compulsory pre-requisite for any new entrants wanting to work in Australia as a recruitment consultant. Details of the program can be provided.

6

An interesting outcome in the Skilled Occupation discussion is the increased expectation of APSCo members for academic qualifications of their consultants when recruiting – these are often specific again to the sector they are recruiting in, but not always, and reflects to increasing professionalism of the sector. Australia’s demand for qualifications exceeds those of comparable countries where talent exchange occurs.

The relative similarity in recruitment skills requested across three sample countries is indicative of the like mindedness of businesses globally in this space, which further supports the opportunities for talent to make the most of the global marketplace and why Australia should resist blocking inbound opportunities as outbound options are not dissimilar to what is available in Australia.

Recruitment Consultant 2017 Job Vacancies Requiring Bachelor’s Degrees and Above

Australia: 82%

United Kingdom: 80%

United States: 72%

Source: BurningGlass data, accessed 28th November 2017

Recruitment-Specific Skills in Order of Importance by Country

Australia United Kingdom United States

1 Building relationships Business development Recruiting

2 Business development Sales Applicant tracking systems

3 Recruiting Business management Talent acquisition

4 Business management IT recruiting Onboarding

5 Onboarding Business consultancy Full lifecycle recruiting

Source: BurningGlass data, accessed 28th November 2017

List of other Recruitment-Specific Skills 2017 noted in global advertising

Candidate interviewing

Candidate sourcing

Client base retention

Organisational development

Permanent placement

Source: BurningGlass data, accessed 28th November 2017

Sample comment from an APSCo member responding to APSCo Australia Skilled Migration Survey, November 2017.

“We are a professional staffing firm and as we recruit professionals we insist our recruiters have qualifications in the area of specialisation in which they recruit. With many emerging roles i.e. cybersecurity and digital fraud Australia’s talent pool is only emerging and we are having to look offshore to more advanced markets for qualified individuals to then assist us to recruit for corporate and Government clients who need talent with these skills, as well as train our own personnel. The Skilled Occupation Recruitment Consultant is so broad that this becomes a challenge when seeking to bring skilled professionals into the country, who can then recruit in these sectors.”

7. Availability of Talent

APSCo members are finding it increasing difficult to hire experienced recruitment consultants from within the Australian market and also struggle to support policies to hire Australians with the relevant sector knowledge to then upskill in recruitment. This is not unusual in a tightening labour market. It is important to note that the opportunity to increase the talent sourcing reach will become critical as the labour market continues to tighten, the mobility of local talent decreases and the pool of potential new hires and/or talent prepared to move diminishes.

7

Removing Recruitment Consultant from the Skilled Occupation List will create challenges across not only the professional staffing sector but also for corporate Australia and Government who rely on the availability of skilled consultants within the professional staffing companies to deliver solutions to their talent sourcing and management.

The cascading effect on the market will be extremely detrimental to business and the economy.

Difficulty of increasing headcount

Not at all Slightly Moderately Very Extremely

Hiring experienced recruitment consultants within the Australian market

3.0% 3.3% 8.5% 21.3% 64.0%

Hiring Australians who do not have a recruitment background and cross training with the skilled talent within the enterprise

4.2% 4.5% 15.6% 33.4% 41.0%

Source: APSCo Australia, Skilled Migration Survey, November 2017

The Recruitment Job ad trends, the Candidate Availability Trends and the Difficulty to Fill rating from SEEK also provide evidence that both internal recruiters with corporate organisations and agency recruiters ( including APSCo members have increasing numbers of advertised roles which reflects a changing talent landscape and this is forecast to increase. The candidate availability trends emphasises there is not enough available skilled professional staffing recruiters available to fill the advertised roles and the difficulty in filling roles is increasing.

There will always be movement between companies, and new entrants coming into the market but not at the rate of need. The talent pool is not deep enough for the growing demands of the market – and it is the clients and the candidates looking for roles who are not receiving the service delivery they require. This compounds the issue and companies will look to other solutions to the detriment of Australian job seeker and business. Growing Australian talent is a long term positive aim but does not resolve the short term need which is impacting business now.

8

Source: SEEK Note: YoY is for Job Ads posted in Oct each year (i.e., for Oct-2017 growth compares Oct-2017 to Oct-2016)

Source: SEEK Note: YoY is for Applications per Job Ad in Oct each year (i.e., for Oct-2017 growth compares Oct-2017 to Oct-2016)

9

Source: SEEK. Note: 1. Applications per Job Ad in Oct-2017 2. A ‘Moderate’ rating sits in the 41st to 60th percentile relative to all other roles as measured by applications per job ad

8. Closing Comments

There are continuous calls to tackle the skill shortages across multiple professional talent sectors and the recruitment consultant is now among the list of talent that needs additional numbers. The need for the service of professional talent companies in sourcing and managing talent on behalf of the individual professionals seeking roles, corporate business and Government is becoming even more crucial.

The need to consider upskilling and re-training local talent is acknowledged and accepted by APSCo Australia and its members but in the short term we need the knowledge and skills from multiple markets, to sustain growth and continue to be the leaders in attracting the best of the global workforce to our shores – for the benefit of the country’s development and growth and for the success of individual businesses.

There is a need to recognise and accept the importance of a smooth flow of highly skilled talent across all countries where there is demand – and the crucial element in that flow of talent is the professional, highly skilled, world knowledgeable recruitment consultant.

Establishing a barrier to the entry of such skilled personnel, given how difficult the assessment for entry currently is, ensures we will be behind the search for the best talent for this country when, with what we have to offer – we should be so far in front.

APSCo Australia therefore strongly recommends that the Recruitment Consultant Skilled Occupation remains on the list but that there is consultation and a review of how this Occupation can be more meaningfully managed to reflect the true professional and knowledge driven role that it represents in today’s talent ecosystem.

Julie Mills

APSCo Australia Managing Director

10

ATTACHMENT 1: OCCUPATIONS WHICH APSCO MEMBERS CURRENTLY SOURCE TALENT FOR THAT

ARE ON THE SKILLED MIGRATION LIST

No: ANZSCO OCCUPATION CURRENT STATUS

TRAFFIC LIGHT

1 111111 Chief Executive or Managing Director MLTSSL NO CHANGE

2 111211 Corporate General Manager MLTSSL NO CHANGE

27 131112 Sales and Marketing Manager STSOL NO CHANGE

28 131113 Advertising Manager STSOL NO CHANGE

30 132111 Corporate Services Manager STSOL NO CHANGE

31 132211 Finance Manager STSOL NO CHANGE

32 132311 Human Resource Manager STSOL NO CHANGE

34 132511 Research and Development Manager STSOL NO CHANGE

35 133111 Construction Project Manager MLTSSL NO CHANGE

37 133211 Engineering Manager MLTSSL NO CHANGE

52 134311 School Principal STSOL NO CHANGE

53 134411 Faculty Head MLTSSL NO CHANGE

55 134499 Education Managers nec STSOL NO CHANGE

56 135111 Chief Information Officer MLTSSL NO CHANGE

57 135112 ICT Project Manager STSOL NO CHANGE

58 135199 ICT Managers nec STSOL NO CHANGE

63 139911 Arts Administrator or Manager STSOL NO CHANGE

64 139912 Environmental Manager MLTSSL NO CHANGE

65 139913 Laboratory Manager STSOL NO CHANGE

66 139914 Quality Assurance Manager STSOL NO CHANGE

68 139999 Specialist Managers nec STSOL NO CHANGE

90 149913 Facilities Manager STSOL NO CHANGE

11

No: ANZSCO OCCUPATION CURRENT STATUS

TRAFFIC LIGHT

129 221111 Accountant (General) MLTSSL NO CHANGE

130 221112 Management Accountant MLTSSL NO CHANGE

131 221113 Taxation Accountant MLTSSL NO CHANGE

132 221211 Company Secretary STSOL NO CHANGE

134 221213 External Auditor MLTSSL NO CHANGE

135 221214 Internal Auditor MLTSSL NO CHANGE

136 222111 Commodities Trader STSOL NO CHANGE

137 222112 Finance Broker STSOL NO CHANGE

138 222113 Insurance Broker STSOL NO CHANGE

139 222199 Financial Brokers nec STSOL NO CHANGE

140 222211 Financial Market Dealer STSOL NO CHANGE

142 222213 Stockbroking Dealer STSOL NO CHANGE

143 222299 Financial Dealers nec STSOL NO CHANGE

144 222311 Financial Investment Adviser STSOL NO CHANGE

145 222312 Financial Investment Manager STSOL NO CHANGE

148 223211 ICT Trainer STSOL NO CHANGE

150 224111 Actuary MLTSSL NO CHANGE

151 224112 Mathematician STSOL NO CHANGE

152 224113 Statistician MLTSSL NO CHANGE

155 224213 Health Information Manager STSOL NO CHANGE

156 224214 Records Manager STSOL NO CHANGE

157 224311 Economist MLTSSL NO CHANGE

160 224511 Land Economist MLTSSL NO CHANGE

161 224512 Valuer MLTSSL NO CHANGE

12

No: ANZSCO OCCUPATION CURRENT STATUS

TRAFFIC LIGHT

162 224611 Librarian STSOL NO CHANGE

163 224711 Management Consultant STSOL NO CHANGE

164 224712 Organisation and Methods Analyst STSOL NO CHANGE

169 224999 Information and Organisation Professionals nec

STSOL NO CHANGE

170 225111 Advertising Specialist STSOL NO CHANGE

172 225113 Marketing Specialist STSOL NO CHANGE

173 225211 ICT Account Manager STSOL NO CHANGE

174 225212 ICT Business Development Manager STSOL NO CHANGE

175 225213 ICT Sales Representative STSOL NO CHANGE

176 225311 Public Relations Professional STSOL NO CHANGE

191 232111 Architect MLTSSL NO CHANGE

192 232112 Landscape Architect MLTSSL NO CHANGE

193 232212 Surveyor MLTSSL NO CHANGE

194 232213 Cartographer MLTSSL NO CHANGE

195 232214 Other Spatial Scientist MLTSSL NO CHANGE

199 232411 Graphic Designer STSOL NO CHANGE

202 232414 Web Designer STSOL NO CHANGE

204 232611 Urban and Regional Planner STSOL NO CHANGE

205 233111 Chemical Engineer MLTSSL NO CHANGE

206 233112 Materials Engineer MLTSSL NO CHANGE

207 233211 Civil Engineer MLTSSL NO CHANGE

208 233212 Geotechnical Engineer MLTSSL NO CHANGE

209 233213 Quantity Surveyor MLTSSL NO CHANGE

13

No: ANZSCO OCCUPATION CURRENT STATUS

TRAFFIC LIGHT

210 233214 Structural Engineer MLTSSL NO CHANGE

211 233215 Transport Engineer MLTSSL NO CHANGE

212 233311 Electrical Engineer MLTSSL NO CHANGE

213 233411 Electronics Engineer MLTSSL NO CHANGE

214 233511 Industrial Engineer MLTSSL NO CHANGE

215 233512 Mechanical Engineer MLTSSL NO CHANGE

216 233513 Production or Plant Engineer MLTSSL NO CHANGE

217 233611 Mining Engineer (excluding Petroleum) MLTSSL NO CHANGE

218 233612 Petroleum Engineer MLTSSL NO CHANGE

219 233911 Aeronautical Engineer MLTSSL NO CHANGE

220 233912 Agricultural Engineer MLTSSL NO CHANGE

221 233913 Biomedical Engineer MLTSSL NO CHANGE

222 233914 Engineering Technologist MLTSSL NO CHANGE

223 233915 Environmental Engineer MLTSSL NO CHANGE

224 233916 Naval Architect MLTSSL NO CHANGE

225 233999 Engineering Professionals nec MLTSSL NO CHANGE

226 234111 Agricultural Consultant MLTSSL NO CHANGE

227 234112 Agricultural Scientist MLTSSL NO CHANGE

256 241111 Early Childhood (Pre-primary School) Teacher

MLTSSL NO CHANGE

257 241213 Primary School Teacher STSOL NO CHANGE

258 241311 Middle School Teacher STSOL NO CHANGE

259 241411 Secondary School Teacher MLTSSL NO CHANGE

260 241511 Special Needs Teacher MLTSSL NO CHANGE

14

No: ANZSCO OCCUPATION CURRENT STATUS

TRAFFIC LIGHT

261 241512 Teacher of the Hearing Impaired MLTSSL NO CHANGE

262 241513 Teacher of the Sight Impaired MLTSSL NO CHANGE

263 241599 Special Education Teachers nec MLTSSL NO CHANGE

264 242111 University Lecturer MLTSSL NO CHANGE

273 249311 Teacher of English to Speakers of Other Languages

STSOL NO CHANGE

281 251312 Occupational Health and Safety Adviser STSOL NO CHANGE

284 251511 Hospital Pharmacist STSOL NO CHANGE

285 251512 Industrial Pharmacist STSOL NO CHANGE

286 251513 Retail Pharmacist STSOL NO CHANGE

304 253111 General Practitioner MLTSSL NO CHANGE

305 253112 Resident Medical Officer STSOL NO CHANGE

306 253211 Anaesthetist STSOL NO CHANGE

307 253311 Specialist Physician (General Medicine) MLTSSL NO CHANGE

308 253312 Cardiologist MLTSSL NO CHANGE

309 253313 Clinical Haematologist MLTSSL NO CHANGE

310 253314 Medical Oncologist MLTSSL NO CHANGE

311 253315 Endocrinologist MLTSSL NO CHANGE

312 253316 Gastroenterologist MLTSSL NO CHANGE

313 253317 Intensive Care Specialist MLTSSL NO CHANGE

314 253318 Neurologist MLTSSL NO CHANGE

315 253321 Paediatrician MLTSSL NO CHANGE

316 253322 Renal Medicine Specialist MLTSSL NO CHANGE

317 253323 Rheumatologist MLTSSL NO CHANGE

15

No: ANZSCO OCCUPATION CURRENT STATUS

TRAFFIC LIGHT

318 253324 Thoracic Medicine Specialist MLTSSL NO CHANGE

319 253399 Specialist Physicians nec MLTSSL NO CHANGE

320 253411 Psychiatrist MLTSSL NO CHANGE

321 253511 Surgeon (General) MLTSSL NO CHANGE

322 253512 Cardiothoracic Surgeon MLTSSL NO CHANGE

323 253513 Neurosurgeon MLTSSL NO CHANGE

324 253514 Orthopaedic Surgeon MLTSSL NO CHANGE

325 253515 Otorhinolaryngologist MLTSSL NO CHANGE

326 253516 Paediatric Surgeon MLTSSL NO CHANGE

327 253517 Plastic and Reconstructive Surgeon MLTSSL NO CHANGE

328 253518 Urologist MLTSSL NO CHANGE

329 253521 Vascular Surgeon MLTSSL NO CHANGE

330 253911 Dermatologist MLTSSL NO CHANGE

331 253912 Emergency Medicine Specialist MLTSSL NO CHANGE

332 253913 Obstetrician and Gynaecologist MLTSSL NO CHANGE

333 253914 Ophthalmologist MLTSSL NO CHANGE

334 253915 Pathologist MLTSSL NO CHANGE

335 253917 Diagnostic and Interventional Radiologist MLTSSL NO CHANGE

336 253918 Radiation Oncologist MLTSSL NO CHANGE

337 253999 Medical Practitioners nec MLTSSL NO CHANGE

356 261111 ICT Business Analyst MLTSSL NO CHANGE

357 261112 Systems Analyst MLTSSL NO CHANGE

358 261211 Multimedia Specialist MLTSSL NO CHANGE

359 261212 Web Developer STSOL NO CHANGE

16

No: ANZSCO OCCUPATION CURRENT STATUS

TRAFFIC LIGHT

360 261311 Analyst Programmer MLTSSL NO CHANGE

361 261312 Developer Programmer MLTSSL NO CHANGE

362 261313 Software Engineer MLTSSL NO CHANGE

363 261314 Software Tester STSOL NO CHANGE

364 261399 Software and Applications Programmers nec

MLTSSL NO CHANGE

365 262111 Database Administrator STSOL NO CHANGE

366 262112 ICT Security Specialist MLTSSL NO CHANGE

367 262113 Systems Administrator STSOL NO CHANGE

368 263111 Computer Network and Systems Engineer MLTSSL NO CHANGE

369 263112 Network Administrator STSOL NO CHANGE

370 263113 Network Analyst STSOL NO CHANGE

371 263211 ICT Quality Assurance Engineer STSOL NO CHANGE

372 263212 ICT Support Engineer STSOL NO CHANGE

373 263213 ICT Systems Test Engineer STSOL NO CHANGE

374 263299 ICT Support and Test Engineers nec STSOL NO CHANGE

375 263311 Telecommunications Engineer MLTSSL NO CHANGE

376 263312 Telecommunications Network Engineer MLTSSL NO CHANGE

377 271111 Barrister MLTSSL NO CHANGE

382 271299 Judicial and Other Legal Professionals nec STSOL NO CHANGE

383 271311 Solicitor MLTSSL NO CHANGE

391 272311 Clinical Psychologist MLTSSL NO CHANGE

392 272312 Educational Psychologist MLTSSL NO CHANGE

393 272313 Organisational Psychologist MLTSSL NO CHANGE

17

No: ANZSCO OCCUPATION CURRENT STATUS

TRAFFIC LIGHT

394 272399 Psychologists nec MLTSSL NO CHANGE

421 311499 Science Technicians nec STSOL NO CHANGE

422 312111 Architectural Draftsperson STSOL NO CHANGE

427 312199 Architectural, Building and Surveying Technicians nec

STSOL NO CHANGE

428 312211 Civil Engineering Draftsperson MLTSSL NO CHANGE

429 312212 Civil Engineering Technician MLTSSL NO CHANGE

430 312311 Electrical Engineering Draftsperson MLTSSL NO CHANGE

431 312312 Electrical Engineering Technician MLTSSL NO CHANGE

435 312512 Mechanical Engineering Technician STSOL NO CHANGE

441 313111 Hardware Technician STSOL NO CHANGE

442 313112 ICT Customer Support Officer STSOL NO CHANGE

443 313113 Web Administrator STSOL NO CHANGE

444 313199 ICT Support Technicians nec STSOL NO CHANGE

445 313211 Radiocommunications Technician MLTSSL NO CHANGE

446 313212 Telecommunications Field Engineer MLTSSL NO CHANGE

448 313214 Telecommunications Technical Officer or Technologist

MLTSSL NO CHANGE

509 342313 Electronic Equipment Trades Worker MLTSSL NO CHANGE

510 342314 Electronic Instrument Trades Worker (General)

MLTSSL NO CHANGE

511 342315 Electronic Instrument Trades Worker (Special Class)

MLTSSL NO CHANGE

512 342411 Cabler (Data and Telecommunications) STSOL NO CHANGE

514 342413 Telecommunications Linesworker) STSOL NO CHANGE

561 399312 Library Technician STSOL NO CHANGE

18

No: ANZSCO OCCUPATION CURRENT STATUS

TRAFFIC LIGHT

624 511111 Contract Administrator STSOL NO CHANGE

625 511112 Program or Project Administrator STSOL NO CHANGE

630 599612 Insurance Loss Adjuster STSOL NO CHANGE

635 611211 Insurance Agent STSOL NO CHANGE