Each year, up to 45,000 people successfully immigrate to New Zealand, with 60% obtaining a New Zealand residence visa through skilled immigration. In recent years, the requirements for skilled immigration to New Zealand have become increasingly stringent, with the latest scoring criteria requiring applicants to achieve a score of over 160 points to receive an invitation. Many individuals have thus lost confidence in obtaining a New Zealand residence visa, but the reality is that most people do not understand the key points for a successful skilled immigration application to New Zealand. There are countless articles online about "how to immigrate to New Zealand through skilled migration," and this article will allow a holder of a New Zealand residence visa to share their experiences, hoping that those interested in skilled immigration can find some "inspiration" to broaden their immigration pathways.
1. Does the applicant have extensive skilled work experience?
According to New Zealand's latest scoring table, if you have obtained skilled work in New Zealand or have been engaged in skilled work, you can earn an additional 50 points. The work experience recognized by the New Zealand Immigration Department must meet two criteria: it must be related to your current skilled occupation and relevant to your recognized qualifications. In addition, the following requirements must also be met:
1. Full-time work (at least 30 hours per week) for the same employer for more than 12 months;
2. Paid employment;
3. Continuous and progressive work, where the applicant is satisfied with the salary provided by the employer.
In summary, if you can meet these requirements, you can also achieve a high score in the EOI application. So, which occupations are considered skilled professions? According to the list of skilled occupations eligible for immigration, there are three categories: Part A, Part B, and Part C, which include management personnel, professionals, technical personnel, service personnel, and other jobs. For example, if a salesperson is promoted to a manager, their previous sales experience cannot be used to gain work experience points, as sales is not considered skilled work, but the experience gained as a manager can.
2. Does the applicant have long-term experience in occupations that are in demand?
To address the shortage of skilled positions in New Zealand, the country has established a points system for occupations in demand, divided into three categories: Long-Term Skill Shortage List (LTSSL), Immediate Skill Shortage List (ISSL), and Canterbury Skill Shortage List (CSSL). Only the LTSSL can provide additional points. So, what fields are included in the LTSSL?
1. Construction, including positions such as construction project manager, estimator, surveyor, etc.;
2. Engineering, including positions such as chemical engineer, electrical engineer, engineering professionals, civil engineering technician, etc.;
3. Finance, such as procurement manager;
4. Health and social services, including positions such as anesthetist, clinical psychologist, pathologist, etc.;
5. IT, including positions such as multimedia analyst, web developer, software tester, etc.;
6. Science or technical fields, including positions such as automotive electrical technician, food technology expert, etc.
Generally, the easiest categories to gain additional points are the first three, while the latter categories have higher thresholds and require relevant professional certifications. Applicants must not only have the corresponding occupation but also meet educational and work experience requirements.
3. Does the applicant have additional points from a spouse?
There has been a joke that the spouse points policy is equivalent to "the immigration department forcing me to find a partner," as it seems that obtaining spouse points is easy. In essence, it means that two individuals who each meet the skilled immigration occupation and educational requirements still do not have enough points to reach 160, so they combine their points. Spouse points range from 10 to 20, which may seem small, but they can often make the applicant more favorable in the eyes of the immigration officer, resulting in a higher score. The specific requirements are as follows:
1. The spouse and the primary applicant must establish a "stable partnership" and provide sufficient evidence to prove that they have cohabited for 12 months;
2. The spouse must have an IELTS score of 6.5;
3. The spouse must currently be engaged in skilled work in New Zealand or have a job offer from a New Zealand employer in a skilled occupation (adds 20 points);
4. The spouse must hold a qualification recognized by New Zealand's qualification recognition authority at Level 4-6 (adds 10 points) or Level 7-10 (adds 20 points).
4. Does the applicant have a job offer from a New Zealand employer?
If an applicant does not have employer sponsorship, they must achieve 140 points to be selected. However, applicants with a job offer from an employer can be selected with scores between 100 and 140, which seems like a significant advantage! Many people now view having a job offer from an employer as a new shortcut for skilled immigration. The details of the additional points are as follows:
1. Obtaining a job offer from an employer adds 50 points;
2. If the job offer is from an occupation on the shortage list, it adds an additional 10 points;
3. A job offer from an employer outside of Auckland adds an additional 30 points;
4. A job offer with a high salary from the employer adds 20 points.
Additional points can be accumulated, and if all the above conditions are met, a maximum of 110 points can be obtained, which is one of the reasons many people prefer job offers from employers! Another reason is that with a job offer from an employer, the immigration department can directly issue a residence visa after approval, allowing for a quick and efficient path to obtaining a residence visa.
The above are the key points for skilled immigration to New Zealand. Each individual applying for immigration must thoroughly interpret and utilize relevant evidence and documents, as well as relevant laws and regulations, to clearly understand their strengths and weaknesses. Only in this way can they maintain smooth communication with the immigration department, provide explanations, or even rebuttal, to achieve the best approval results. We should place more trust in words and numbers, rather than relying solely on luck.