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!
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.
What is the recognised seasonal employer (RSE) scheme?
The recognised seasonal employer (RSE) scheme is a work permit category that enables employers in the horticulture and viticulture industries to employ workers from overseas for up to 9 months a year. The scheme allows employers to bring in workers for specific seasonal jobs, such as pruning vines or picking fruit.
Why apply for Agreement to Recruit (ATR)?
The Agreement to Recruit (ATR) is an agreement between an employer and Immigration New Zealand that allows the employer to recruit recognised seasonal workers (RSW) from overseas. The ATR allows employers to bring in workers for specific seasonal jobs, such as pruning vines or picking fruit. To be eligible to apply under the RSE scheme, employers must first obtain an ATR from Immigration New Zealand.
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.
Recruitment practices evidence
Answering your recruitment practices requires you to understand two main conditions and the evidence required:
Genuine attempt to recruit
Even if you're looking to recruit recognised seasonal workers (RSWs) from overseas, you must try to recruit New Zealand workers for the positions first. You need to record the details of any New Zealand or other visa status workers you have recruited, as well as the efforts you have made to recruit them. You also need to keep track of the number of job applications were sent out against how many job offers were completed.
When you apply for an ATR, you need to tell Immigration New Zealand about the positions you're looking to fill and what skills are required for those positions as well as where the jobs are located. You need to record vacancies and details of the positions you are looking to fill and the skills required for those positions.
You need to record vacancies and details of the positions you are looking to fill and the skills required for those positions.
11 Pieces of worker data you can't do without
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.
Answer 3 Recruitment Practices questions with ease
By having your workers' data organised and available, you will be able to answer the following three questions about your recruitment practices with ease:
During the last six months, has the business filled any seasonal positions with New Zealand citizens or residence class visa holders?
You need to have a list of all the workers and their nationality or work status. This data should include a count over the last six months:
Does the business have any workers who are currently on temporary or limited visas?
You need to have all workers not covered in C1 with six pieces of information. These are the workers since your last application and information includes:
You need to have ALL the workers with their nationality or work status in the last 12 months across each of the months.
PICMI to automate and report
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.
Automate hiring data collection
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.
Run reports to answer questions
All the data collection can be displayed in a table
by a date range
export to CSV for your records
Create tables for answers
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.