End-to-end Recruitment Process
In Hiring Overseas Skilled
Filipino Workers

The team at TPRC, led by CEO Greg Holmsen, have been recruiting skilled Filipino workers into Australia for over 10 years. In that time, TPRC have created, refined and mastered an end-to-end process that delivers outstanding talent to businesses across Australia.

The videos below detail the comprehensive process we use for international recruitment.

The Hiring Process

In the first video of our series, we take a deep dive into the process of recruiting from the Philippines.

How do we source our candidates?

We have a massive Filipino following that includes almost 100,000 followers on our social media platforms. We utilise various international job boards and local job platforms to advertise and share the overseas recruiting program. Through bedded links, these posts drive applicants to our specialised CRM. This creates a bank of talent for our recruitment team to create a customised selection list for each client.

One of our technologies is a message “bot”. The bot uses a series of questions that candidates must respond to. The data is filtered to create a pool of candidates most suited to apply for the overseas recruitment opportunity.

Our highly experienced recruitment team then short-list only the best applicants. The candidates are then interviewed by our recruitment team and skills assessed. Only the top talent make it through to next stage.

All of the candidates who have progressed through the initial hiring process are then required to complete an English test. This ensures that each candidate has the communication skills needed to pass the Immigration process, and to be successful in a working environment in Australia.

Candidates who progress through our final recruitment process are then profiled to our clients in Australia.

Clients are provided a unique and secure log-in to our recruitment portal where they are able to view the candidates’ resumes and videos. The portal allows Clients to shortlist candidates and make comments and notes for other colleagues involved in the recruitment process, ultimately resulting in identifying the candidates for interview and final selection.

Next, is the all-important trade skills assessment for Visa application. The selected candidates are required to sit and pass a Cert III skills assessment under the authority of Trade Recognition Australia (TRA). This is a requirement of the Australian Department of Immigration for the subsequent granting of a Visa to work in Australia.

This part of the process, the TRA, is now completed online. Utilising intensive video interviews, the candidates need to demonstrate to the Australian assessor that they have the requisite skills, knowledge and experience equivalent to a Cert III or higher.

It is a comprehensive, complete, end-to-end process.

Trade Skills Assessment

An integral component of the process for overseas recruitment is the TRA or Trade Recognition Australia assessment.

Prior to Covid-19 a specially trained Skills Assessor from a Registered Training Organisation (RTO) appointed by the Australian government would travel to the Philippines and conduct face-to-face assessments.

Depending on the trade, Filipinos sitting the TRA assessment would be required to prove their competence and capabilities for the specific trade. For example, a welder would be asked to show the preparation required, and actual skills to complete various welding techniques.

The TRA assessments are now all completed online, via video stream. This makes the assessment more difficult for the candidates to pass, and why there is such an emphasis on not only their specific trade skills but also their English language skills. The assessment is completed in English.

Visa Application 

When a candidate is selected a letter of offer for employment is provided by the client, as the employer.

With a written letter of offer, English assessment and TRA secured we can lodge a visa application for the selected candidates.

The Department of Immigration requires specific proof of the role offered and taken, along with the salary to be paid.

This is done through a process called Labor Market Testing and providing market salary evidence, this is the evidence that the Dept of Immigration requires that proves the visa holders are paid equivalent to an Australian worker doing the same job.

Exemptions to overcome the existing travel bans do exist and we have been successful in obtaining exemptions for clients so that the selected skilled Filipinos can travel to commence their roles. The exemptions have predominantly been for clients involved in essential services such as construction, logistics, infrastructure projects, medical, mining and now hospitality.

In over 10 years of recruiting skilled Filipino workers into Australia we have never seen the skills shortage as acute as it currently is. Even though our end-to-end process takes 6 months to physically land a skilled Filipino into Australia, an overseas recruitment program is becoming more and more the talent pool solution for Australian business.

Our Lifetime Relationship Program

One of our key values is family. Our family consists of our team members, our clients and our candidates, and their respective families.

Our process produces amazing talented candidates who become incredible employees for our clients, and we are with our candidates every step of the way.

From the moment a candidate enters our recruitment process through being selected, arriving in Australia and starting their new career with their new employer, our Lifetime Relationships Program is key to the longevity and success of our Filipino workers.

We have a team in the Philippines specifically tasked with and dedicated to the success of the Lifetime Relationships Program. Through all the steps of the process in the Philippines, through to arriving in Australia with bank accounts, health insurance, Tax File Numbers etc all set up and ready to go.

Once a Filipino comes into the program, we are in connected with them for life! We are accused of caring more for our candidates than we do our clients.

It is one of the reasons we are seen as an ‘recruiter of choice’ in the Philippines for jobs in Australia. It’s also a key component of our guarantee. We guarantee our Filipino talent for 2 years.

The ‘golden ticket’ for a skilled Filipino worker is obtaining Permanent Residency in Australia. To obtain this, visa holders need to remain employed with the same employer for a period of three years before they can apply for PR.

The application process for PR takes about 12 months.

The success of our candidates is the success for our clients.


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What is our recruitment process, and how does it work?

Our Recruitment Process has been developed over 10 years of international recruiting. We have recently evolved to a fully remote skills assessment and screening process that guarantees our selected candidates will match the needs of our clients. From the interview process, through to final selection and visa application, your new talent will help you grow your business.

Major stages include:


  • Advertising on various job boards
  • Initial pre-screening
  • English assessment
  • Video profiling
  • Live streaming candidate skills assessment
  • Comprehensive, client assisted interview process
  • Selection and letter of offer
  • Cert III skills training
  • TRA (Trade Recognition Australia) Assessment if required
  • Visa processing
  • Post deployment Lifetime Relationships
What are the requirements for recruiting from overseas?
All potential Employers are required to obtain permission to hire foreign talent. Given the in-country skills shortages, this process is relatively simple. All Employers must become an Accredited Business Sponsor with The Philippines Overseas Employment Administration (POEA) for overseas recruitment.

The POEA has strict rules and guidelines that must be followed for successfully recruiting under an overseas recruitment program. There are specific categories of skilled workers that can be part of recruiting talented Filipinos from a POEA licensed recruiting agency. Coordinating this with ‘home country’ immigration department is essential in hiring foreign labour.

What are the steps after final selection?
The next steps will ultimately determine the outcome of a successful skilled migration program. TPRC will provide English training, skills development, and any required supporting documentation. Our team can also provide assistance with health insurance, home country bank accounts, flights and an in-country orientation program.

All candidates enter a Lifetime Relationships program with TPRC. This supports the overseas recruitment program ensuring the success for both our clients, your selected candidates, or visa holder.

What are the advantages of overseas recruitment?
International recruiting brings talent into a workplace that was not otherwise available for the business sponsor. This can develop into permanent residency opportunities supporting a strong culture fit for the visa holder.

Hiring foreign labour can assist with the business sponsor being able to grow their business through diversity and inclusion. This is becoming a very powerful tool in delivering successful outcomes for all parties.