Who this may suit
Recruitment consultants, employment consultants and talent-acquisition specialists considering an Australian migration assessment.
Key considerations
- VETASSESS assesses 223112 as a Group B occupation.
- Internal talent acquisition can be relevant; the duties still need to match.
- The STSOL and CSOL entries have different visa consequences, including sponsorship business-size caveats.
Explain the recruitment work you perform
VETASSESS recognises both agency recruitment and internal Talent Acquisition Specialist roles. It distinguishes the occupation from general Human Resource Adviser and Workplace Relations Adviser roles.
For your preparation, follow a vacancy from the hiring brief through sourcing, assessment and selection. Explain your role in understanding the position, interviewing candidates and advising the hiring decision. Distinguish substantive recruitment work from scheduling interviews or processing paperwork.
Agency work may include business development and account management. Explain how those activities sit alongside recruitment rather than assuming sales performance alone proves the nominated occupation.
Check your degree and relevant employment
This Group B occupation requires a qualification comparable to an AQF Bachelor degree or higher. The employment period depends on the relevance of the qualification and the applicable pathway.
For a highly relevant degree, the published pathway includes at least one year of suitable post-qualification work in the last five years at 20 hours or more per week. Other backgrounds require different periods; consult the complete current criteria.
Human-resource-related study is relevant, and VETASSESS may consider other fields case by case where they closely relate to subsequent specialist recruitment. An engineering qualification used in engineering recruitment is one example in its guidance. Professional HR certification does not replace the formal qualification requirement.
Prepare useful evidence without exposing candidates
Build a career timeline that separates agency, in-house and administrative roles. Record changes in the level of recruitment responsibility, rather than presenting all HR work as identical.
For a consultation, summarise the types of vacancies you handle, your assessment responsibilities and the stakeholders you advise. You do not need to send candidate CVs, salary histories or confidential hiring decisions in a general enquiry.
Follow VETASSESS instructions for employer and payment evidence. If a role mixes recruitment with general HR, explain the division of responsibilities honestly. A placement list or commission statement alone may not explain what professional work you performed.
Understand the sponsored-position caveats
223112 is on the CSOL for 482 Core Skills and 186 Direct Entry, but both instruments attach business-size caveats. The occupation does not apply where the business has annual turnover below AUD1 million or fewer than five employees.
Check the relevant sponsoring business and nominated position before treating an offer as a viable pathway. Occupation listing, genuine duties and the employer’s eligibility must all be examined; an assessment alone does not resolve those questions.
Home Affairs uses ANZSCO 2022 for 482 and 186. Compare the actual Australian recruitment position with the occupation instead of relying solely on the advertisement’s title.
Review Skills in Demand sponsorship →
Consider state nomination separately
For points-tested migration, 223112 is an STSOL occupation under the ANZSCO 2013 framework. It can support state-nominated 190 or 491 subject to the state’s selection and other criteria.
It does not meet the MLTSSL occupation requirement for a new 189 Points-tested or family-sponsored 491 application. Check current state eligibility and the assessment’s recognised employment before building an EOI or points strategy.
A national list entry does not establish that a state is currently seeking recruiters or that an invitation will follow.
Understand regional nomination →
How we can help
Ausdirect can help distinguish recruitment from adjacent HR work and assess the qualification, evidence and sponsorship caveats relevant to your circumstances.
Questions to consider
Can an internal recruiter use 223112?
VETASSESS recognises internal Talent Acquisition Specialist roles. The particular duties, qualification and employment must still satisfy its criteria.
Is an HR certification enough for the qualification requirement?
No. VETASSESS says relevant professional certification may be a positive indicator, but it does not replace the formal qualification requirement.
Can a small recruitment agency always sponsor this occupation?
No. The current 482 Core Skills and 186 Direct Entry occupation caveats include turnover and employee-number restrictions. Check the actual business before assuming it can use those routes.
Your next step
Bring your study record, employment timeline and a non-confidential description of the recruitment process you manage. General information checked on 17 October 2026.