Episode 579 - What's happening in Skilled Migration & the Workforce? with Sarah Prince

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Now please join your hosts and industry leaders, Lauren Sharp and Craig Watson. Hi everyone, and welcome to Tar Pod. I'm Craig. And I'm Lauren. And today's guest is Sarah Prince from The Migration Agency. Sarah, welcome and thank you for joining us. Thank you for having me. It's wonderful to be here. So, Sarah, thanks again. Look, it's going to be a really interesting chat today. We're going to talk a lot about migration, a lot about— a little bit about the budget and a little bit about what migration looks like in the workplace. At the moment in Australia. But before we do that, as this is the first time you've been on the podcast, we'd love to get a little bit of an understanding of your background. So why don't you tell us the Sarah Prince story? Sure. Thank you. I'm very excited to be here. So thanks for having me. So I started my career as a lawyer, as a lawyer. But ever since I was a young— I'm so sorry. I'm so sorry you had to be a lawyer. I know this was my 5-year-old girl's dream, actually, to become a lawyer. And the reason why why I made a decision at a very young age is because I've always had a very strong social justice drive, and I was very aware when I was growing up in the western suburbs of Sydney how privileged I was. And I saw examples of kids who would attend my school or be part of the community, and I saw how difficult it could be to integrate. And I was always the little girl that would go out of my way to try and make people feel special or welcome. I had an obsession with learning foreign languages and traveling and going and exploring other cultures and so I myself have lived in numerous different countries. I speak 3 languages. I've personally experienced the joys of being sponsored on a visa to work in Europe, the reverse of what I now facilitate into Australia. And so I'm a global citizen and I'm very passionate about creating these life-changing opportunities for others. But at the same time, I made a decision when I started my career as a lawyer that I was going to work in private practice. Rather than run off to the UN and save lives in some humanitarian way. I thought I'd make my impact through business. And so I've had a career as a corporate lawyer. I now call myself a corporate escapee. One of the best decisions I ever made was to get out of corporate and start my business. And I did that through an insight I had standing in the shoes as the customer of immigration firms and getting so frustrated with how transactional and agent-like they were. What visa do you need you go. And I'd approach them with a business problem. We're going through this business restructure, or we've got this project going on, and how do we manage this with our visa holder employees? And they say, we don't really understand what you're talking about, just tell us what visa do you need and we will go and get that. And I thought, okay, so there's an opportunity here to connect the dots between immigration and HR and organizational problems. And so that was the genesis of the Migration Agency. So we work with businesses to develop workforce solutions so that they tap into the global labor market. And that's brilliant because migration is wholly misunderstood internally in most businesses. And often when I was in agency recruitment and you'd have a client and you'd say, I've got a role and this is it, but I want them to be the— be a citizen or PR because I don't want to get involved in visas. And it was always that scared to get involved with visas because most people don't know what it entails. But the main reason— well, not the main reason. One of the reasons we've got you on, Sarah, today is to talk about changes, if any, in the recent budget to do with migration. So why don't we start by getting just a little bit of an overview if there are any changes or are we basically the same before we get into some more nitty-gritty stuff that I know that Lauren wants to get her teeth into. Awesome. Yeah. So Craig, just to touch on what you were saying before, when I started the migration agency, immigration was a very hush-hush thing that businesses would utilize. And we were mostly working with your multinational companies that were moving staff from one office to another. The tech industry was an earlier adopter of hiring hiring talent from overseas and would be willing to sponsor people on visas to get the right talent from wherever it was in the world. Fast forward now, the landscape is really different, and I think COVID has also done a lot to transform perception of immigration, at least in the business community. And so now more and more industries are cottoning on to the fact that immigration has an important role to play and are talking more openly about their activity in this space. I could never get a customer testimonial 12 years ago. A business would not put their name on it, whereas now we have openly publicized case studies and we talk about what businesses are doing. It's much more acceptable. So that's a really good thing, I think. But just talking about the budget, so this is obviously immigration in politics, it's a bit of a political hot potato, unfortunately. So whilst the business community recognizes that so many industries have critical shortages of skilled workforce, or we have work— workforce that we're creating in Australia through exporting our education and bringing international students here and training them up. There's a disconnect between that talent getting into the businesses that need them. And whilst there is that clear business case, and most of the business community gets it, more popularly is still a tricky topic. And so it comes up all the time in budgets and in political discourse, and we're seeing a lot of that in the media at the moment with the emergence of some more conservative right-wing rhetoric around migration and migration being the root cause of our problems. So this was a Labor government budget, and the— there was some proposals in the budget that I thought were going to be good until we looked at the detail, and then we realized it's not as groundbreaking as what we would have actually liked. There are the changes that are specific to migrations. So for example, in the federal budget, they confirm the migration planning levels, how many permanent residency places are we going to offer people into the future? That's pretty much staying the same. Temporary visas are uncapped. So there will be unlimited number of visa sponsorships available on temporary visas. Permanent residence is capped. There was some announcements about making it easier to attract trades into Australia, but when we actually look at that, it's not a very significant number that they're talking about, an extra 4,000 construction workers when we're talking about a shortage of tens of thousands, if not hundreds of thousands, to deliver the infrastructure, housing and other things that we need. So it was a budget that was good but didn't go far enough. The other gaping hole from my point of view in the budget, though, is there were some announcements around aged care, healthcare, education, some critical services that need to be delivered to Australians. And my question is always, okay, great, Good strategy. Where's the execution going to happen though? Without the workforce to deliver it, that's a big gap in my opinion, is the operationalization of that stuff. And we need good migration settings and we need to grow our migration program to facilitate that. And also in those care sector, I think there's not enough regulation about qualifications in not so much in migration, but in a general sense, I think that anyone caring for our aged needs to have some sort of qualification beyond just a first aid certificate. To be there looking after people. Otherwise we're just shoving people in there to do— to care without any qualification whatsoever. But one of the stats that you published, which absolutely blew my mind, is that they're forecasting a drop from 305,000 migrants, skilled migrants from '24 to '25, to 245,000 for '26, '27, and a further drop to 225,000 in '27, '28. So we're getting less skilled migrants in by the year. Yet we're wanting more skilled migrants to do these jobs. So there's a little bit of a disconnect there. And that's what I mean. The— we've seen this before. For example, when the government invested in the disability sector and they wanted to support more Australians needing disability-related services, but then there was no workforce to deliver that. We didn't have the number of allied health professionals and disability carers and all the other things to be able to do it. So it's catch-up game. So I think one of the most important important things for us to be talking about at the moment is workforce in aged care because we do heavily depend on a migrant workforce to do the frontline support work. And we're all getting older and the age— aging population is only growing. So it's a really important thing for us to be talking about. In terms of qualifications, the aged care has gone through a lot of scrutiny and a bit of a beating, to be honest, through a Royal Commission, massive regulatory change. There's now a new aged care at a new standards that providers have to comply with. And one of the things that was focused on was the qualification of workers. So typically a personal care worker would need to have— and then this is the direction they're moving into— would need to have a qualification in individual support or aged care, a Cert III or a Cert IV qualification. So that's a good thing, that's all about lifting quality in that sector. But I was actually— I just come back from Perth. I was at an aged care event there, industry event there last And I can honestly say it takes a certain type of person to work in aged care. They are very heart-centered, caring, empathetic people. They really want to be doing a good job, at least the ones that front up to the industry conferences. They're the ones that are passionate and care about what they're doing. And so it's a remarkable industry, one that I really love being within because of that positive, committed energy that you get. And funding workforce, some of the critical infrastructure they need, they just don't have yet. So that's the conundrum in my view for that sector. Do you think the government's got the international student scenario— is it working? Because we see so many universities' economies just about driven on international students, and yet we find that a lot of people who are coming in and getting qualified then can't find that level of work in Australia. Some people are coming from overseas with amazing degrees and amazing background, and it's just— it just doesn't seem to be working. I'm gonna say no, I don't think it's working either. Our education has been exported for a long time. It's been growing a lot. The tertiary sector is quite dependent upon international students coming and studying courses, and that's not a bad thing. I I myself have gone abroad and studied. It's an amazing experience, but the disconnect is when those skills are not translating correctly. Or what we've also seen emerge in the education system is almost like a two-speed economy. We've got people who come and do qualifications that are recognized by Australian employers, and then we've had a proliferation of colleges and other institutions that are selling qualifications, sometimes with no face-to-face time, no genuine teaching, and it's really just producing a visa for this person to remain in Australia. And there's a whole integrity issue I have around that. What I think we need to do is look at our migration system not from the lens of how can we bring more international students, but how can we have the right settings to empower employers to be able to tap into skilled talent and to also create a really robust education sector that's creating the skills that employers are then going to be able to hire. But it's not like for like always. If someone comes as a student, they may not be highly skilled yet. They're going to be a grad or a trainee and be entry level into the workforce versus if you need someone who's got 5, 10, 15 years of experience in your business, you're not going to get that necessarily directly out of university. And that's why skilled migration has to be working well. We're looking at that. When you're a student, correct me if I'm wrong here, they get an 18-month visa once they graduate to go off and do work as a skilled student. Now I'm finding a lot of employers— 2 or 3 years actually now. They've extended it now. So a lot of employers have got this very blind aspect that, oh, they're going to get up and leave then and go back to their own country. They're not going to stay when on average longevity of someone staying in a job nowadays anyway is around about 2 years. So that when you think of it like that doesn't really matter, then you're not passing on the skills. And then if you're going to keep them, their visa will be extended. Employers aren't grasping the fact that they can actually hire these people for longer when the majority of these students too, they don't want to go back. They actually want to migrate and get experience and stay. And that's one of the things that we've got to look at. I also think it's gotten harder to hire people on a visa as well since they changed it in 20— '18, I think it was, from the 457 to the 482, and the cost went up like 800% or something ridiculous like that. And that's not exactly— and that's not an exaggeration, Craig. It went from $500 or $600 to get a visa to $5,000 or $6,000. So people look at that and you can't claim that back as an employer. So if they pack up and leave, you're left holding the bill on that. So how can we get people to change this, or do you think the government here are missing the point on why we want to get people into the country? You're right, the cost definitely went up when they replaced the 457 visa with the 482 visa. And it's been some time since I did a 457. I don't remember the exact numbers, but they also introduced a new training levy called the Skilling Australia Fund Levy. And so it's a plus plus. And you're right, Employers are bearing the cost of that and are rightfully questioning, okay, what return am I going to get on this investment? That's the way I would put it. And any smart business person or TA specialist is going to think along those lines. So that has to be part of the conversation around visa sponsorship. What are the expectations? How long is the role assignment? How are we going to amortize these costs over the life of that employee? 2 years, I think, is a pretty good stint on a temporary visa. And now candidate expectations are aligning with that because because there is a permanent residency pathway after 2 years. So most candidates' expectations are that after 2 years there's going to be something at the end of that. And I talk to employers about forward planning migration to use it as a retention tool. So right from the very beginning when you're talking to candidates, you want to be having a chat about how the organization is going to support them with their long-term aspirations to stay in Australia, what the expectations are to qualify over a 2-year period in the role, meet their KPIs, da da da, and then after 2 years the company will assist them with PR with the expectation they will stay for X period of time for that to be a fully subsidised permanent residency. And also having the right legal protections in place. Obviously I am a lawyer. Put the right legal protections in place in your agreements to make sure that you've got the ability to get that back if they don't honour that term. The earlier that expectation is managed, i.e., like right up front in the interviewing process, the better, because that then becomes part of what that candidate is walking into, particularly if you are hiring from overseas. I think there's much better outcomes from a retention point of view when permanent residency is part of the package, because then when someone migrates, they're really committing to the community, organisation, the whole relocation for that end goal in mind. And they're working towards it. So I think we need to look about— look at visas through a different lens now. And it's, it's— a visa is not a ball and chain. You can't expect something of a visa holder that you don't expect of other staff. If 2 years is the realistic time frame someone stays in a role, then that obviously also is going to apply to a great migrant worker. Just how do you structure their job offer and their remuneration and their package in such a way where you're getting that security and that certainty around that investment that you are making. Yeah. Yeah, it does. There's a lot of legal jumps that you've gotta go over to get to these things when you cannot claim back the cost of the visa from the visa holder at any point in the process if they up and leave. Yeah. So there's some costs that you can, there's some costs that you can't, and it depends on the visa. Any good immigration advisor would lay that out. But yep, to sponsor an employee on a temporary work visa, you can't recruit recruitment costs and you can't recruit nomination costs, so those have to be borne by the business. Yeah, absolutely. And what about the fact that we probably have the most educated Uber driver industry in the world? Oh, this is my bugbear. Yeah, I don't tell Uber drivers what I do for a living because I inevitably end up in a consultation in the back of the Uber. Every other Uber driver is needing immigration advice and they have have a woe story about something that's happened to them with their visa. And I'm half kidding, sometimes I do give tips, but sometimes I just don't feel like it because I just want to get home. So yeah, it's, it's this issue around underutilization of migrant workers is a big issue that would absolutely solve some of our workforce shortage problems if we looked at who is already domestically available and how can we utilize them to their full skill level. So part of it is the candidates don't know how to access jobs at this skill level, and part of it is that employers are yet to open their mind to considering those candidates who've come from overseas. But also at the root cause of it all is qualification recognition, and something that I'm very passionate about is helping people understand how their overseas qualification converts into the Australian labour market. That's where I spend most of my time advising employers, industry bodies, cohorts of candidates, and creating migration pathways based on skill sets. So we've just done a lot of work for the aged care sector around qualification recognition for internationally qualified nurses, and we've opened up whole new markets, high potential markets with high volumes of nurses like Philippines and India, they just don't know how to translate it into Australia. And the same for personal care workers as well. It's about understanding international qualifications, mapping them to Australian qualifications to create a much clearer visa pathway so everyone can utilize it, employers and candidates alike. Yeah, so to pull some stats around that, everyone we're looking at an estimate of 620,000 permanent migrants in Australia who are underemployed or working in jobs below their trained skill levels. So that's representing roughly 44% of country's permanent migrant population in these things. So we've got a government handing out skilled migrant visas to people who are applying for their PR, etc., and getting them across the board, which is fantastic. But there's that disconnect, as you've just mentioned. And some of these people are coming out to Australia and not realizing that they're now having to fork out tens of thousands of dollars to governing bodies in these areas because they're not told this at the point of application of the migration visa, that they are not going to be able to work in their chosen and qualified field without paying $20,000 to the governing body to be recognized in Australia. I have got this massive bee in my bonnet about this one. Why have we not, as a society, got these amazing people over half a million people who can do this work and they're out there doing Uber drivers, stacking shelves, doing gig economy jobs when they can be actually contributing to some of the qualifications we need in this country. And we haven't got a HECS-style scheme where, yeah, they've got no money to pay for this. Why can't we then wage garnish like HECS does for any other education? I really agree with you, Lauren, that there is a disconnect between the skills that people have and then the jobs that they're actually doing in Australia. And there's so many elements to it. I have personally met internationally qualified nurses that come to Australia, and they are told that your qualification isn't recognized, you have to go and do another degree. And that already starts offshore with education agents that are counseling people to buy more courses because they're incentivized by the commission that they get off the course. So it already starts in their home country. I've given people I give advice about their qualification recognition and they don't believe me because I'm having to overcome the perception that is there locally about skill recognition. They just don't believe it because no one's been able to crack that code before. So I, I definitely think there is a— there is an issue there around what we're telling migrants. Are there options before they come? The migration system also isn't necessarily connected to the job market. It. So skilled migrant visas have never been connected to employment outcomes. And that's why if you look at the budget and the migration planning levels for this year, they're reducing the number of skilled migrant visas and allocating more places to employer-nominated PR because let's put the decision-making in the hands of the employers to decide what skills they want and need. So I kind of get that, but yeah, so you end up with someone with an engineering qualification or a technology qualification or a, a life a science degree and then they're driving an Uber, that's not a great outcome. So what I'm noticing is a government policy shift from using these skilled migrant visas to grow our population to looking at visas as a productivity tool. How can we get better productivity out of the people that are allocated or given permanent residency in Australia? So that's a good thing, but it's private sector players like myself that are trying to make a difference around skill recognition because is not something that the current system is helping candidates with. Skills assessment bodies are not assessing people's skills for employment, they're assessing them for visas. That's a very different lens. It is. The other thing I would say is candidates can lose their confidence pretty fast if they're told no, it's not possible often enough. And so it's also changing that limiting belief, unfortunately, that builds once people arrive and that's what they're told. And it's a lot of work for companies like myself is to coach people and prepare them and make sure they've got good communication skills. They know all about the company that they're going to go and do an interview with. They've done their research. They're ready to show some curiosity. These are all really important skills to help someone get a job. It's not just what's built up, put on their paper, on their CV. And that's really important, isn't it? Because so many cultures outside— every culture is different ways and put different values and even different processes to get employment in their home country, to here, and it's good that there's an opportunity to teach people that it doesn't, doesn't matter that you just don't go in and say, I qualified in this role or for this qualification at this university. You've got to have some soft skills, you've got to have some, a level of understanding and perception, and it's difficult, it's difficult when people arrive without that previously available to them. Yes, that's right. And so that's why it's more than recruitment when you're bringing people from overseas. You're effectively mobilizing them into Australia, you're getting them ready for deployment. There's whole programmatic approach that you need to take to make sure that somebody is ready, because there are qualification, cultural, industry standard differences between where they've been operating and where they're coming into. And then there's the whole onboarding and settling into Australia piece as well. Yeah, there needs to be— yeah, sorry, but companies like Get Me, I don't know if you've come across them before, which is a really good company that is helping migrants learn how to interview and get their foot in the door. And that was actually created by a migrant. And that company is going gangbusters on how to teach people their interview skills, how to overcome what you've just said about those apprehensions and things and that loss of confidence to get them back up to speed. Imagine being thrown in a country where you don't speak the language properly. You're trying to get on your feet. I can't imagine how hard that would be. It's really difficult. I myself have done that. I moved to Europe when I was in my early 20s and I experienced all sorts of setbacks when I arrived. My employer sponsored my visa. They did not provide housing or anything when I arrived. I got stung with a fraudulent rental listing, so I ended up having to find myself a hotel and still brush myself off and show up on my first day. And the HR lady that had hired me had left, and then the new HR lady didn't know I was right. All the things happened, and I'd moved country for this job. Yes. And it's such a disconcerting thing. And I'm an Australian. I'm used to being able to travel around the world and find my way. So imagine if you're not really traveled before, maybe not even gotten on a plane before. And you're finding yourself in Australia and you're just a fish out of water and you're trying to figure it all out. It's very hard to have the confidence level to be able to go and knock on doors and find a job at your skill level. You're leaning into your community networks and other things to try and figure it out. And so that's where sometimes people can fall into that groupthink that it's not possible. So I love the sound of that organization that's that's helping equip people. And you have to have stood in the shoes of a migrant, I think, to really get it, because there's a lot of social, psychological dimensions to working in Australia, not just skills. But skills is obviously the factual, technical thing that I can solve. And some of those soft skills, it's great to hear others are thinking about that too. Yeah, what is one of the things that an employer can do to try and get over I'm going to use the word bias, but I'm not exactly sure if that's the correct word I should be using right now to get over the hurdles and the mental challenges and the bias that they think about hiring someone on a visa. It's going to cost me 5 grand on a visa. It's going to do this. How can we encourage people to jump into this hiring someone on a visa and a migrant? I think the first thing to do is get some upfront advice. Obviously, that's not just a self-serving statement. So one of the things that we do we do is we review all the roles that are hard to fill in an organization and we map them to Visa Pathways. So then the recruitment team know exactly what they can do in terms of considering domestically available talent, considering talent that's available from overseas, how long is it going to take, what are the minimum requirements. So it's almost like a cheat sheet, a matrix for that organization. So getting clear about that, I think, would be the first thing. The next thing is do numbers, know what your turnover rates are, know what your average tenure would be, and then work out what the costs of sponsorship are and how— when you're going to start to get some payback on that investment. And it's not as much as people think, actually. Yes, there is a levy that you pay per year of sponsorship. Yes, there is a $3,000-something visa charge. And yes, there's some nomination costs, plus obviously the cost of a lawyer if you're going to use one. So So there are, but it's not prohibitive. I run a business, I deal with the same people challenges that everybody else has. It's hard. Hiring is hard. You want to make sure you're getting people that last for as long as possible, and it's very expensive if you make a bad hire or if you just fail to hire because of the opportunity cost. So I even know the cost to me, and I don't— I've sponsored people on visas before, and I've never felt that was a prohibitive factor because over are all— I'm looking for people that are going to stay with me, that are going to create momentum in my business, that are going to help me to grow, create some sustainability in my workforce. And if there's a $10,000-$12,000 upfront cost, but I'm going to get 2 to 4 years with that person, I would say the numbers stack up in my mind. Every business has just got to do their own numbers, I think, and come up with a way way of structuring those costs so that you do feel protected. And also, you got— your candidates can have some skin in the game if you want them to cover their visa costs as well. So, Sarah, if anyone's listening today and they're looking to get some advice on skilled migrants, how would they best contact you at the Migration Agency? Oh, just reach out to me directly. I'm very approachable. You can reach me on LinkedIn. Yep. So that's a great way to communicate with me. I'm pretty active on LinkedIn. You can also reach out to the Migration Agency via our website and that will get through to me and I can have a direct chat about any of the things that we've talked about. Yeah, I'm very passionate about these things and I also love talking strategy. I really like the workforce strategy component of what I do. If you want to talk to me about what are the different criterion for a 482 visa you know, there are plenty of people in my business that can nut through all of that with you. But if you want to have a more strategic conversation about how migration could be a lever for you in your business, that's the kind of stuff that I really love to talk about. I'd be very happy for you to reach out to me. I think that I'd love to see a day where I'd never hear, oh, they don't have Australian experience. I'd love to see that day just go. It's declining. I think That is to say, there are, there, there are a number of industries that have simply moved past that now. There are some industries that aren't regulated to have in there, and they just simply can't have security reasons and whatnot, non-permanent residents or citizens. Nowadays, approved business sponsors are putting it in their job ad that visa sponsorship would be on offer for the right candidate. That's just a big green flag. To good candidates to go, oh yeah, okay, that's available. It's very welcoming message to put in there for a migrant. So yeah, we want to reduce the barriers to hiring and we want to open up new talent pools that employers are not accessing domestically available talent who are on visas already. You don't even need to sponsor everyone on a visa. The UK-Australia Free Trade Agreement now allows UK nationals to work for up to 3 years on a working holiday visa. About no sponsorship. That should be a headline somewhere because there are so many other visa types. You don't have to sponsor straight away. You can try before you buy, as I say, and let someone qualify and prove themselves before you sponsor, if that's your risk appetite. Or you can go straight for sponsorship for someone who's offshore because you've got confidence in their skills and ability. And obviously registered professions are a really good one. You can't be a registered nurse if you can't do the things that you say you can do, for example. Or you can do skills testing and other things offshore, and then you can go abroad. You can, you can look at ways that you can tap into international markets, and it's not always more expensive to recruit from overseas than it is to hire in Australia. So absolutely. So I'd say get on board, everyone. Like, don't limit your talent pool just because you've got to put a sponsorship through, and it's not difficult. It really isn't. Out of curiosity though, how long is a visa sponsorship taking at the moment with the government? So it depends on the type of visa. For a temporary work visa, it can take 2 to 3 months for that to get processed. There was a bit of a slowdown unfortunately recently. Our hands are a bit tied when it comes to government processing visas. I would allow for that, and you obviously need to be set up as approved, approved business sponsor first, and then you can sponsor any number of workers on visas. But like I said, the best thing to start with is to do that mapping, the talent mapping that I talked about in the first instance, because you want to understand all the visas available for you to utilize, whether it's working holiday visas, student visas, regional visas, your standard employer-sponsored visas, the Palm scheme, Lauren, that you mentioned, this regional what they call DAMA, Designated Area Migration Agreement. So you can sponsor so many workers under so many different types of visas, the sky's the limit. So, you know, unpack that, know where you stand, then set up the business so you're good to go, and then you can make those key hires using the mix of visas that you're comfortable with for the right roles. Simple, isn't it? It is simple. Finally, the government made it simple. Okay. Hey Sarah, thanks so much for spending time with us today. We really appreciate it, and hopefully people who are listening have got a better understanding of skilled migrants and how to improve their own workforce internally by utilizing that talent pipeline. So once again, thanks for joining us, and on that note, goodbye from me, and goodbye from me, everybody. Today's episode comes from Greenhouse Software. Companies that use Greenhouse surface real qualified candidates faster, streamline online interviewing and make confident decisions supported by AI built on structured hiring. Visit greenhouse.com to learn more, and don't forget to tell them TarPod sent you. Thanks for listening to TarPod, and please don't forget to subscribe and make sure you listen to the outtakes at the end of the episode. They're usually the best bit. Now, first things first, we've had an argument about you this morning. Oh, now, surname on LinkedIn, it says Prince. Yeah. What do you want to go by? Yeah, so I haven't changed everything across the board, but my name is Sarah Prince now, and that's only in something that's happened in the last sort of week or so. Is Powerball, isn't it? Fuck, at the moment it is. Hopefully, hopefully. Or cracking it with my business diversification. Yeah. Oh, I'm not, I'm not adverse to finding 95-year-old billionaire with a heart condition and no living relatives. I'm even trying to get Craig to do footfetish.com. Yeah, I've got very cute feet. So we're talking about the employers not grasping onto that concept that these people will still be around. Warning, the fire alarm system has operated. Stand by for further instructions. Timing. Skilled— screwed migrants. Squirreled migrants. What the fuck? Craig, you're doing well, buddy. Do you need a coffee? Oh, I need something. The squirrel migrants. Oh, what? So the squirrel migrants are here. They're here to pick the nuts during the season. Is that what you're telling us, Craig? That's right. It's seasonal workers. It's seasonal work. That'll be on a palm visa, Craig. Welcome to TarPod. Squirreled migrants. You get everything today from us. Squirrel migrants, me losing my train of thought, as well as a fire alarm and an upset dog. All right, so I'm going to finish that thought.