Genevieve
Apr 17, 20233 min
Hands up if you spend too much time on finding data, data entry and analysis! Capturing, entering and reviewing data is essential for most agricultural businesses, but it can also be very time consuming. Thankfully, there are a number of different tools and technologies that can automate and streamline this process for you.
In this blog post, we'll discuss eleven different pieces of data that you can automatically import into your Agreement to Recruit (ATR) application for the Recognised Seasonal Employer (RSE) scheme. This will help you to stop wasting time on lost data and data entry, and focus on the more important tasks at hand!
Introduction
Recruitment practices evidence
11 Pieces of worker data you can't do without
Answer 3 Recruitment Practices questions with ease
PICMI to automate and report
Automate hiring data collection
Run reports to answer questions
Create tables for answers
Conclusion
When applying for an Agreement to Recruit (ATR) under the recognised seasonal employer (RSE) scheme, there are three answers that can take some time to complete: C1, C4, and B1 (in the second form). Your answers here prove your recruitment practices have met the Immigration New Zealand conditions of genuine attempt to recruitment and positions available.
You need to start retaining eleven pieces of worker/job data that includes information on the number of workers recruited, the personal details of those workers, and their employment conditions.
Stop wasting time trying to answer these questions by recording this data throughout the season which is then used to generate reports to provide these answers as part of the ATR application process.
The ATR application process requires employers to answer questions about their business, the workers they are looking to recruit, and the employment conditions that will be offered.
Making sure your workers have a written agreement when they apply for a visa to work in your country is very important. This way, everyone is on the same page and it will be easier to keep track of everything. You should also make sure you keep track of how many workers you have employed in the last 12 months and what their job titles are. This information will be helpful for future predictions of worker levels.
Answering your recruitment practices requires you to understand two main conditions and the evidence required:
You need to record vacancies and details of the positions you are looking to fill and the skills required for those positions.
When you're applying for an ATR, there are three answers that can take some time to complete: C1, C4, and B1 (in the second form). PICMI captures worker data that helps speed up and makes easier answering these questions. There are 11 pieces of data that you need to record for each worker:
Once you have this data, you are ready to answer three of the most-time consuming questions all to do with recruitment numbers.
By having your workers' data organised and available, you will be able to answer the following three questions about your recruitment practices with ease:
PICMI helps speed up the process reporting on the hiring data captured from workers about their questions and how far they got through the process.
Data is available at two levels.
For each worker's jobs, you can see at a glance the total number of applications, offers, cancellations and terminations for each month.
For each worker, their personal information has been captured as part of the application process.
All the data collection can be displayed in a table
by a date range
export to CSV for your records
First, you need to get the report from PICMI. Then you can use it to create a table for the IINZ 1141 form. PICMI has a template that does this for you. All you have to do is enter your data and the answers are ready!
PICMI helps employers to gather the information required to answer these ATR questions quickly and easily. PICMI is an online tool that helps employers to plan, manage and monitor their recognised seasonal employer (RSE) worker recruitment.
The RSE scheme is a legal requirement to ensure fairness in the recruitment process of overseas workers, and it’s important that employers make a genuine attempt to recruit from within the resident community before looking abroad. Our latest answer generator, the ATR report template, can help you automate and report on your hiring data with ease.
Download it today to get started. Have any questions? Get in touch – we’re happy to help.