Already found an overseas candidate? What a DAMA employer should keep from local recruitment
Finding an overseas candidate does not, by itself, satisfy the recruitment evidence requirements under a Designated Area Migration Agreement (DAMA). Before relying on any advertisement, check which designated area covers the actual worksite, which occupation and visa subclass the employer intends to use, and what the regional representative and Department of Home Affairs require at each stage.
Work back from the right application date
Keep the regional endorsement, the employer’s labour agreement request and the worker’s nomination on separate lines in your timetable. Check the required number of advertisements, where they can be published, how long applications must be open and how recent the advertising must be for the relevant stage. The four-week and four-month rules on the federal website are stated for specified standard streams. For a DAMA labour agreement stream, check the applicable agreement and endorsement instructions before using those dates.
For example, South Australia publishes an endorsement checklist that asks for copies of at least two job advertisements. Start with the current checklist for the relevant application type. Then check separately whether those same advertisements satisfy the evidence and timing requirements for the federal step. An endorsement letter does not establish that a later nomination will be approved.
Keep what was actually published and what happened next
Save the complete advertisement, platform name, publication and closing dates, and evidence showing how long applications were accepted. Compare the advertised employer, duties, location, hours and salary with the position description and proposed contract. If a recruiter posted the advertisement, keep its instructions and records alongside the employer’s own documents.
Keep a recruitment summary for the role. Record how many people applied, what happened at each stage and the job-related reason an applicant could not fill the position. For instance, if the role required a particular licence, record the requirement as advertised and how it was applied. A list of applicants with no assessment notes makes it harder to explain what happened during recruitment.
Recheck before relying on older advertising
If the proposed worksite, duties or pay changed after the advertisement ran, compare the previous advertisement with the position the employer now wants to nominate. If the relevant window has passed or the advertised job no longer matches, check whether fresh recruitment is needed. Keep the original evidence and document any later changes using their actual dates.
For a review with 卓越移民 Premiervisa Group, prepare the worksite address, intended occupation and subclass, advertisements, recruitment summary and any existing agreement or endorsement.
Sources checked 6 November 2026
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