It moves the chronology check to the front. Ordinarily the duty description leads; here the employment history is the gating question. Records retrieval can also take longer than expected where a predecessor entity or an archived payroll system is involved, so it should be started before other preparation.
Set a decision point on the history first
Agree a date by which the chronology is assembled and reviewed, and treat everything after it as conditional. If the assessment shows a shortfall, the timeline becomes a question of when the qualifying period would be complete, which is a different plan with different dates. Preparation, filing, any visa step, admission, and permission to work remain separate events with no promised durations.
Hypothetical example: a specialist in the organisation's proprietary pipeline-inspection tooling is proposed for transfer, and preparation of the knowledge case begins immediately while the chronology is left to human resources to confirm later. Four weeks in, the payroll extract shows a secondment to an unrelated joint venture inside the qualifying period. A first review would have ordered that extract in week one and paused the knowledge work until it arrived.
The ordering costs nothing when the answer is good and saves the entire preparation when it is not. Order the slow, checkable item first and let the rest follow it.