Key Requirements for LMT Compliance

Your job advertisement for LMT must satisfy several non-negotiable criteria set by the Department of Home Affairs. These requirements exist to ensure you're conducting genuine labour market testing, not simply going through the motions.

• Posted on an approved job advertisement platform in Australia
• Active for at least 4 weeks before your visa application is submitted
• Includes clear job title, location, salary, and key responsibilities
• Accurately reflects the position you're nominating for sponsorship
• Attracts applications from the genuine Australian job market
• No unrealistic requirements designed to discourage local applicants

Step 1: Choose an Approved Platform for Your Job Advertisement for LMT

Not all job boards are created equal when it comes to LMT compliance. The Department of Home Affairs accepts job advertisements from major Australian employment platforms including Seek, Indeed, LinkedIn, CareerOne, and other recognised Australian job boards.

Avoid niche international job boards or platforms that don't have a significant Australian audience. Using an unapproved platform could invalidate your entire LMT effort, forcing you to restart the 4-week testing period.

Some employers use multiple platforms simultaneously to increase visibility and strengthen their compliance evidence. This approach is not only compliant but also improves your chances of attracting genuinely qualified candidates.

Step 2: Craft a Clear and Accurate Job Title

Your job title is the first element of your job advertisement for LMT that candidates see. It must match the position title on your skilled migration nomination (Form 494/495) exactly or be sufficiently similar that the Department accepts it as the same role.

Avoid vague or inflated job titles. "Senior Digital Specialist" is less effective than "Senior Web Developer," which is more specific and searchable. Generic titles reduce your ad's visibility and may raise compliance questions.

If your nominated position has a non-standard title, include both the formal title and a clarifying subtitle to improve discoverability while maintaining accuracy.

Step 3: Include Specific Location Information

Your job advertisement for LMT must specify the exact work location(s). "Various locations" or "Australia-wide" is vague and may not satisfy compliance requirements.

If the role involves multiple locations, list them specifically. If you offer remote work, state this clearly: "Sydney CBD with flexibility for remote work" or "Flexible/Remote within Australia."

Location specificity also improves your recruitment outcomes by managing expectations for both local candidates and your visa sponsor applicant.

Step 4: State the Salary Transparently

This is where many employers struggle with their job advertisement for LMT. You must include a salary range that reflects genuine market rates for the role in Australia.

Undercutting the Australian market salary to make the sponsored position more attractive is a red flag that defeats the purpose of labour market testing. The Department expects your offered salary to be competitive with what you'd offer an Australian citizen in the same role.

Research current salary ranges using PayScale, Glassdoor, or LinkedIn Salary data specific to your industry and location. Your advertised salary should be within or above the median for the position level in Australia.

Example: "$75,000 - $95,000 per annum (based on experience)" is compliant. "$45,000" for a senior role is not, as it appears designed to discourage applications.

Step 5: Detail Responsibilities and Essential Requirements

Your job advertisement for LMT should clearly outline what the successful candidate will do and what qualifications or experience they must possess.

Divide requirements into "Essential" and "Desirable" categories. Essential requirements should match your visa nomination, while desirable requirements can acknowledge industry-specific advantages without excluding qualified locals.

Write in clear, plain English. Avoid jargon or unnecessarily technical language that might confuse genuine Australian applicants. The goal is to attract qualified local talent, not to confuse or discourage them.

Step 6: Avoid Compliance Pitfalls in Your Job Advertisement for LMT

Several common mistakes can undermine your labour market testing efforts:

• Unrealistic qualifications: Don't require 10 years of experience for a mid-level role, or demand skills that didn't exist 5 years ago.
• Overspecific requirements: Avoid language like "Must have worked for [specific company]" or "Must hold [obscure certification]."
• Misleading salary: Ensure your advertised salary is genuinely available and within market rates.
• Vague descriptions: Generic role descriptions reduce visibility and invite compliance questions.
• Discriminatory language: Never include age, gender, nationality, or other protected attributes in your job advertisement for LMT.

Can I use the same job advertisement across multiple platforms?

Yes, and it's actually recommended. Posting your job advertisement for LMT on both Seek and LinkedIn, for example, strengthens your evidence of genuine market testing and improves candidate reach.

What if I don't receive any applications to my job advertisement for LMT?

Zero applications can raise compliance questions, but it doesn't automatically disqualify your application. Document the ad's visibility and reach. In some cases (highly specialised roles), low application rates are expected. Be transparent about this in your visa application.

Do I need to interview every applicant?

No, but you should have genuine, documented reasons for rejecting candidates who applied to your job advertisement for LMT. "Overqualified" or "inadequate experience" are acceptable reasons; rejecting everyone is not.