Author: Tate

Job Support for Foreign Migrants that want to relocate and start a new life abroad.
Market Updates

Job Sector Gaps – Netherlands (2026)

Tate

Select your job sector targets in any country

The Netherlands is facing clear, growing pressure in its labour market. As in other advanced economies, roles in tech, health, skilled trades, and education are in high demand now—and demand for higher skills is trending upward. For employers and migrants alike, this means opportunity, but also a need to adapt.

Current Skill Shortages

  • Healthcare & Nursing – Shortages of nurses and other health staff are pressing. The ageing population, rising demand for advanced care, and high expectations are straining supply. Hospitals and eldercare services especially report difficulty recruiting enough qualified personnel.
  • Information Technology & Digital Skills – Roles in software development, cybersecurity, and data analytics are lacking enough qualified candidates. Companies report long hiring cycles and competition for high-skill tech talent.
  • Construction, Engineering & Trades – Electricians, installers, fitters and other skilled tradespeople are in short supply. Labour force participation is high, but many of these roles need more workers than available.
  • Education – Teachers—especially in STEM subjects—and educators able to teach emerging technical/digital curricula are also in demand.

Reports show that these shortages are acute among low- and medium-skill workers, but even high-skill professional roles face pressure from retirements and rising demand.

Long-Term Trends: Higher Skills Over Time

Indicators show a consistent move toward higher skill expectations:

  • Forecasts to 2035 – The supply of low- and medium-skilled workers will fall short of demand, while high-skill roles (professionals) are expected to broadly balance, with shortages in specific technical areas.
  • Digital & Tech Emphasis – Growth in AI, digital security, and data science means more demand for highly specialised tech talent.
  • Rising Salary Thresholds – From Jan 2025, minimum salary levels for highly-skilled migrant permits are increasing, aligning closer with national averages. This signals that the Netherlands wants workers who bring clear added value.
  • STEM Attraction – Projects like STEMTALENT4NL are designed to retain and attract high-skill STEM graduates, showing the long-term trend of prioritising advanced expertise.

Overall, the Netherlands is not just seeking “more workers,” but more skilled workers.

Exceptional People: Nick’s Story

Exceptional individuals often create their own paths. One example is Nick, a nanoscale specialist who became indispensable to multiple chip manufacturers in the Netherlands.

Nick’s craft was maintaining and repairing the ultra-precise machines that make computer chips—equipment operating at such a fine scale that instruments cannot always measure the work directly. As experts note, semiconductor fabrication requires control at the nanometre scale, where direct measurement is often impossible and theoretical models must bridge the gap.

For years, when chief maintenance managers at eight different manufacturers faced problems beyond their reach, Nick was the one they called. His job was to fly in, diagnose faults invisible to standard instruments, and carry out the delicate adjustments needed to bring production back online.

This rare combination of hands-on fixes, theoretical knowledge, and reputation meant Nick was hired not because of a shortage list, but because companies recognised his impact. His story shows how exceptional people are always easier to employ—every company wants to be exceptional too.

Employer Perspectives

  • Employers increasingly report challenges in hiring both in volume and quality: it’s not just about people, but about finding workers with the right skills.
  • Wage pressure is rising in tight sectors (healthcare, trades, digital), prompting employers to raise offers, improve benefits, or allow more flexible work.
  • Companies are investing in reskilling and partnerships with education providers, building pipelines instead of waiting for fully qualified candidates.

Migrant Perspectives

  • Migrants with specialised skills in STEM, health, engineering, or IT find stronger opportunities.
  • Salary threshold changes show the Netherlands wants candidates who bring measurable value.
  • Even outside shortage lists, high performers with unique expertise can often carve their own paths—Nick’s story proves this.

Conclusion

The Netherlands, like New Zealand and Australia, is steadily moving toward higher skills, more technical specialisation, and raised standards for entry.

For employers, this means hiring strategies must consider both today’s vacancies and tomorrow’s technology shifts, while competing with more than just salary. For migrants, the message is clear: specialise, show value, and build reputation. Exceptional people will continue to find opportunity, even in niches no policy has named.

Sources & Further Reading

Market Updates

AI Is Changing Hiring. Your Edge Hasn’t.

Tate

The headline numbers

  • About 45 percent of organisations already use AI in HR, and about 44 percent use it in recruitment.
  • By 2025, about 60 percent expect AI across end to end recruiting, and about 80 percent across broader HR.
  • About 88 percent use AI in at least one business function, yet only about 1 percent are fully mature.

Takeaway: AI speeds screening and scheduling. It does not replace the core reasons people get hired. Clear value, direct communication, and solid interviews still win offers.

What Is Changing

  • Faster parsing of CVs and LinkedIn.
  • Tighter keyword matching and quicker checks for gaps or inconsistencies.
  • Shorter attention windows.

What Is Not Changing

  • Employers still ask one question. What value will you deliver in the next twelve months
  • People still hire people after a conversation they trust.

Your North Star: The Value Formula

Value = Before to After multiplied by Scale multiplied by Frequency

Example:
Unplanned downtime fell 28 percent in six months across four lines. I standardised preventive maintenance routines and weekly checks.

Build a Value Bank with six to ten lines like this. You will use it in your CV, LinkedIn, video, and interviews.

The 7–70–700 Rule

7 seconds – One sentence that shows impact.
Cut rework 34 percent across three sites in nine months using SPC checks and operator training.

70 seconds – A short video on your phone with subtitles. Say who you help, give one proof line, name a tool or standard, and invite a chat.

700 words – Your profile pack. A CV summary and a LinkedIn About plus three to five proof bullets that mirror your Value Bank. Use NZD or AUD, local titles, and work rights.

Keep these three aligned. Filters and interviews both become easier.

Pain Points and Simple Fixes

“I cannot extract metrics from my past work”
This is a state of brain freeze. It is best resolved through a short dialogue with someone who understands what your industry leaders require and can map that to your past projects and achievements.

“My CV looks good but underperforms”
When your strengths are organised in a comprehensive and concise way, document creation becomes simple. The Value Bank gives you categories and proof. Your CV, LinkedIn, and cover notes then stay consistent.

“I do not know what to say on video”
Use the same fix as the metrics problem. A brief conversation with an experienced guide will surface what content wins interviews in your role and industry. Once your seven second line is clear, your seventy second script writes itself.

“Outreach feels awkward”
It becomes simple when someone who knows your strengths demonstrates live how to engage hiring managers in your industry who are advertising roles you can do. Watching relevant demonstrations for about one and a half hours settles the awkward feeling and gives clear direction. The key is experienced guidance.

“Interviews go off track”
Pivots are easy when your mind is full of short successful stories about your strengths. This comes from solid preparation. Use a systematic approach and cover all strength categories with memorable examples that match the role requirements.

Employer Lens

Employers still need to attract talent, run a competitive process, and select the best fit with proven value. Your seven second line, your seventy second video, and your seven hundred word profile make their work easier. You show fit, evidence, and low risk.

Final Word

AI is changing the speed of hiring. The reason someone hires you has not changed. Everything still returns to your proven strengths, which are tied to past projects and achievements. Present them clearly. Prepare well and you will perform well.

A short conversation with an experienced job finding guide works like a skeleton key. It unlocks your metrics, clarifies your seven second line, helps script your seventy second video, strengthens your seven hundred word profile, and shows you how to contact the right employers with confidence.

If you want support, begin with a quick Strength Audit. We will build your Value Bank, align your CV, LinkedIn, PowerPoint and Video CV, and practise the outreach and interview skills that lead to offers. Used in Australia, New Zealand, and proven to work anywhere in the world.

Market Updates, Niche job Reports

Future Jobs – Tomorrow’s in Australia

Tate

Australia’s skills challenges are well known, but they’re also evolving. Employers are competing for qualified staff in traditional sectors while also eyeing new industries that will define the next decade. For migrants, the opportunity lies both in stepping into urgent gaps today and aligning with where Australia’s economy is heading.

Opportunities That Exist Right Now

  • Healthcare and Social Services – Nurses, doctors, aged-care, and disability support workers remain top of the shortage lists. Demand is driven by an aging population, high service expectations, and pandemic backlogs.
  • Trades and Construction – Carpenters, electricians, and plumbers are in shortage nationwide, alongside civil engineers and construction managers to deliver major infrastructure projects.
  • Information Technology – Software developers, cybersecurity experts, and cloud engineers are in high demand. With a projected gap of 650,000 ICT workers by 2030, demand far exceeds local supply.
  • Education – Teachers, particularly in STEM subjects and in regional areas, remain difficult to recruit. Early childhood education is also flagged as a national priority.
  • Mining and Energy – Engineers and technicians in mining, renewables, and energy storage continue to be sought after. As Australia develops critical minerals and clean energy industries, opportunities are expanding.

The Longer View: Where Skills Are Heading

  • Digital and AI Economy – Australia aims to build one of the world’s leading digital economies. Growth in AI, quantum computing, data science, and cybersecurity will drive persistent demand for top digital professionals.
  • Clean Energy and Green Industries – Massive investments are flowing into solar, wind, batteries, and hydrogen projects. Engineers, environmental scientists, and technicians in renewable energy will be central to meeting net-zero goals.
  • Advanced Manufacturing and Defense – From defense contracts (submarines, aerospace) to biotech and robotics, advanced manufacturing is being revived. Skills in automation, precision engineering, and nanotech will rise in value.
  • Space and Aerospace – With a growing space agency and partnerships in defense, aerospace engineers and satellite specialists are increasingly relevant.
  • Agritech and Food Security – Large-scale agriculture is leaning on robotics, drones, and precision farming. Experts in agri-engineering and sustainability will help Australian farms adapt to climate pressures.
  • Creative and Cultural Industries – Film, gaming, and design remain strong niches. World-class animators, game developers, and creatives continue to find opportunities, often supported by targeted migration programs.

Exceptional People in Any Role

Beyond lists and forecasts, one principle always holds true: exceptional people are easier to employ. Every company aspires to be exceptional, so they gravitate toward individuals who elevate standards.

One standout example is a migrant client o fime whose expertise quickly set him apart:

  • Built a reputation for closing big-ticket real estate transactions and navigating international property sales.
  • Pioneered innovative methods for bitcoin-based international transfers, helping relocating migrants save significantly on cross-border tax and transaction costs.
  • His ix of financial acumen, regulatory expertise, and relationship-building skills made them a natural fit for employers seeking someone who could bridge traditional finance with emerging digital assets.

This combination of proven success, niche knowledge, and creative solutions made him an attractive hire well beyond what any occupation list could capture. Australia—like New Zealand—proves that top performers in specialized areas can carve opportunities regardless of official lists.

The Message for Employers

  • Plan for now and later – fill urgent roles but keep sight of the digital, clean energy, and advanced manufacturing shifts.
  • Value retention – bringing talent in is only half the job; keeping them engaged and growing is just as important.
  • Spot exceptional talent – an unusual candidate with a global profile can bring far more value than a standard hire.

The Message for Migrants

  • Act on today’s shortages – health, trades, IT, and education are clear opportunities.
  • Anticipate future trends – align your skills with tech, clean energy, and advanced manufacturing if you want to stay ahead.
  • Back your uniqueness – niche expertise can be more valuable than you think. If you’re exceptional in your field, employers often find a way to hire you.

Conclusion

Australia’s message is consistent: it needs skills, and it rewards quality. From healthcare to high-tech, and from traditional trades to frontier industries, there is space for those who can prove their value. For both employers and migrants, the winners will be those who not only respond to shortages today but also prepare for the industries that will define tomorrow.

Further Reading (URLs)

Market Updates

Why November–December Is a Smart Time to Land a Job (If Prepared)

Tate

New Zealand and Australia favour proven high performers who are prepared

The Two-Stage Formula

1) Excellent Preparation

  • Easy “yes”: Your strengths are obvious, relevant, and decision-ready.
  • Faster trust: Clear proof of value lowers perceived risk for hiring managers.
  • Better replies: Strong materials attract personalised, human responses.
  • Interview confidence: Your wins are top-of-mind and easy to articulate.
  • One story, many formats: Every asset reinforces the same value proposition.

Once prepared in this way, you are ready to present and also communicate because your head will be swimming in your strengths—top of mind and able to clearly represent yourself.

2) Next step: talk to me directly

Skip the guesswork. If you’re serious about NZ/AU roles, book a no-cost intro. I’ll review where you stand, show you what “best-in-class” looks like in your sector, and map the shortest path to employer responses and interviews.

Why Year-End Works

  • Relaxed pace: Lighter KPIs and friendlier calendars = easier access to decision makers.
  • December offers, January starts: Sign now; onboard after holidays.
  • Warmer conversations: More space to discuss fit, timelines, and hiring plans.

What “Best-in-Class” Looks Like

Best-in-class happens when all of your professional strengths are presented comprehensively, using multimedia effectively to communicate job fit to employers in your sector. This is universal across countries and industries because every hiring manager must make a sound decision. From their perspective, good hiring decisions happen when they understand your strengths and feel comfortable with your fit for the role.

  • Comprehensive: Nothing important is missing; proof is succinct and decision-ready.
  • Relevant: Strengths are mapped to the role’s real-world demands in your sector.
  • Credible: Achievements are specific, comparable, and easy to verify.
  • Memorable: CV, LinkedIn, video, and visuals all echo the same story.
  • Portable: A manager in any market can quickly see where you add value.

Post-Holiday Hiring “Bubble” — Proof & Drivers

1) Proof of the hiring bubble (with quotes)

  • US — Glassdoor (week of Jan 13):
    “The week of January 13 is likely to be the most active… with 19% more job seeker activity than a typical week.”
  • US — Glassdoor (January overall):
    “January… 11% higher than in a typical month.”
  • UK — Indeed Hiring Lab (early-Jan spike):
    “The first or second Monday after New Year’s Day typically registers the highest number of job searches… in the entire year.”
  • US — Indeed Hiring Lab (2024 reality check):
    “Job postings did not experience their typical January bounce.”
  • US — Indeed Hiring Lab (2025 search lift):
    “By Jan. 29, search levels were 22% above Dec. 10 levels.”
  • AU and NZ— SEEK (seasonality):
    “Job ads generally peak in January.”

2) Why the bubble happens (drivers & sub-reasons)

  • Headcount resets (budgets unlock): New calendar/fiscal budgets open hiring processes that were paused in Nov and Dec. This allows for backfilling after year-end exits and retirements.
  • Holiday onboarding aversion (operational): Teams delay permanent hires during leave periods whenever staffing is not available to conduct onboarding of new staff. There is also the issue of holiday-pay overhead. All that changes in January.
  • Bonus-season mobility (post-payout moves): Early–mid Q1 budgets plus post-bonus departures create vacancies. Many people prefer to secure year-end bonus before moving on.
  • New-year project kick-offs (demand): Approved initiatives start in Q1, creating urgency once managers return. With new goals come new staffing plans and budgets follow.
  • Function seasonality (Sales / Business Development): Sales targets reset at the end of the year; ads peak in January (AU and NZ data both indicate new hiring peaks in after the holiday).
  • Supply leads demand (timing gap): Job-seeker searches surge right after New Year’s while employer postings can lag a few weeks. For this reason, both January and February should be considered for job hunting opportunities.

If you want specific job targets tailored to your profile, this comes standard with my services. Everything we do will be customised to your profile strengths and goals.

Mindset That Wins

  • Start before you feel “ready”: Like the gym or a new class, all new projects begin with uncertainty or weakness before building confidence and strength.
  • Normalise vetting: Questions from employers are progress; they mean you’re in a real conversation.
  • Compound momentum: Warm contacts now become January interviews and early-2026 offers.

Talk to Me (No-Cost Intro)

If you’re aiming for New Zealand or Australia, let’s get you decision-ready and into real conversations with employers.
Bring your current materials; I’ll show you the exact upgrades to reach best-in-class and the quickest moves to boost replies and interviews.

Send your CV to me as a first step. Your CV, even if it is not perfect, will help me to understand your job opportunities. You may also include a couple of sentences about your job goals by email. Send to Tate@EmploymentForImmigration.NZ – I will respond within 1-day.

Market Updates, Niche job Reports

Low Pay – High Quality Entry Points into New Zealand (2025)

Tate

Opening Context: Minimum vs Median Wage

When it comes to pay in New Zealand, two numbers matter most: the minimum wage and the median wage. The minimum wage is the lowest legal pay an employer can offer — in 2025, NZD $23.15 per hour (≈NZD $48,150 annually on a 40-hour week). The median wage is the midpoint of all wages — half of workers earn below it, half above. In 2025, that sits at about NZD $31.50 per hour (≈NZD $65,500 annually). Immigration New Zealand uses the median wage as a marker: jobs paying below it often don’t qualify for fast-track residency, while jobs above may.

Why Low-Paid Jobs Still Matter for Migrants

Despite limited residency pathways, thousands of migrants take up low-paid work every year. For many, these jobs serve as:

  • Stepping stones — A way to enter New Zealand, gain work experience, and build connections.
  • Short-term opportunities — Some come from the Pacific Islands to work a few orchard or seafood seasons, then return home to buy land or a house.
  • Cultural experiences — Hospitality roles appeal to working holidaymakers who want to travel and immerse themselves in Kiwi life.

Because most people in these jobs don’t seek residency, Immigration NZ doesn’t regulate them as tightly. Employers benefit from flexibility, while migrants use them for income, adventure, or financial goals back home.

Bottom-Rung Job Categories

1. Hospitality & Food Services

  • Roles: Waitstaff, bartenders, kitchen hands, café assistants.
  • Pay Band: NZD $23–25/hr.
  • Migrant Share: ~35–40% in tourism hubs.
  • Expectations: Reliability is valued; experience helps but is not always required.

2. Retail & Accommodation

  • Roles: Checkout operators, retail assistants, hotel housekeeping, cleaners.
  • Pay Band: NZD $23–26/hr.
  • Migrant Share: ~30%.
  • Expectations: High turnover; employers often take on anyone dependable.

3. Agriculture & Horticulture

  • Roles: Orchard workers, vineyard staff, packhouse labour.
  • Pay Band: NZD $24–27/hr (piece rates may be higher in peak season).
  • Migrant Share: Up to 60% at harvest.
  • Expectations: No formal skills needed; willingness to do physical outdoor work is key.

4. Seafood & Food Processing

  • Roles: Mussel shuckers, fish processors, factory packers.
  • Pay Band: NZD $24–26/hr.
  • Migrant Share: >50% in some plants.
  • Expectations: Entry-level; repetitive and physical, but stable.

5. Aged Care & Support Roles

  • Roles: Caregivers, residential support staff.
  • Pay Band: NZD $25–28/hr.
  • Migrant Share: 25–30%.
  • Expectations: Some training preferred, but shortages mean many employers provide on-the-job induction.

Living on the Minimum Wage

  • For travellers: Backpackers and working holidaymakers can cover food, rent, and travel while saving modestly. Car-sharing, hostels, or van life keep costs low.
  • For families: Two adults on minimum wage (≈NZD $96,000 combined pre-tax) can manage in smaller towns — renting a house, running a car, and raising children is possible in Whanganui, Nelson, or Invercargill, though tighter in big cities.
  • In cities: Auckland and Wellington rents consume a larger share of minimum-wage income, making it harder for families without extra support.

International Comparisons (2025)

Country / RegionHourly Minimum WageEquivalent NZD/hrNotes
New ZealandNZD $23.15$23.15High relative to OECD peers
USA – New YorkUSD $16.00≈NZD $27Higher, but cost of living is steep
USA – CaliforniaUSD $16.00≈NZD $27Similar to NY
Canada – OntarioCAD $17.20≈NZD $20Slightly lower
UKGBP £11.44≈NZD $23Comparable
GermanyEUR €12.41≈NZD $22Similar
NetherlandsEUR €13.27≈NZD $24Slightly higher
NorwayCollective agreements≈NZD $29–32No statutory minimum
SwitzerlandCHF 22–24≈NZD $41–45Exceptionally high
JapanJPY ¥1,004≈NZD $10Much lower

Conclusion: Risks, Benefits & Next Steps

For migrants, the bottom rung of New Zealand’s job market comes with clear risks and benefits:

  • Benefits: Easy entry, low skill requirements, flexible hours, and opportunities to fund travel, savings, or education.
  • Risks: Limited residency pathways, physically demanding work, and difficulty affording life in big cities on one income.

These jobs aren’t glamorous, but they are essential to NZ’s economy — and for many migrants, they are the first step into a new chapter.

👉 To secure work more confidently and quickly, you can send your CV and job interests to Tate@employmentforimmigration.nz for personalised guidance and support.

Market Updates

Queenstown High-end New Builds Residential Homes Surge

Tate

In the most recent quarter 424 new residential building consents were issued in the Queenstown-Lakes District almost doubling from the same quarter last year. Many new consents granted by local council were in the $2+ million category. This trend stands in contrast to sluggish national average.

What’s fueling that boom? Foreign capital. Ultra-wealthy buyers are increasingly building signature properties here. Many still remember stories of underground bunkers (as featured in a high-profile Vice documentary). These are not passive investments, but statements of lifestyle, security, prestige.

As a job seeker, no matter your industry, sector, job title, or target country, your most valuable information will come directly from prospective employers. The best conversation you can have is going to be about your strengths as they relate to the job target you want. This is real-time market intelligence. It doesn’t get any better than that!

Niche job Reports

Starting Point: Lower Paying Migrant Jobs in Australia (2025)

Tate

There are many pathways to migrate into Australia. The lower end makes perfect sense for some people.

Why Low-Paid Jobs Still Matter for Migrants

Thousands of migrants take on Australia’s lowest-paid jobs each year. These roles are attractive for:

  • Stepping stones — A way to gain local work experience and establish a foothold.
  • Short-term goals — Pacific Islanders and Southeast Asian workers often spend 2–3 years in agriculture or processing jobs to save for a home or business back home.
  • Cultural/travel experiences — Many working holidaymakers take hospitality or farm jobs to fund backpacking adventures across Australia.

Because most workers in these roles are not pursuing residency, the government allows employers more freedom. This flexibility keeps seasonal and service industries running while offering migrants income and experiences.

Migrant job sectors Commonly used towards residency

(job-side guidance only — no visa advice)

High-skill, consistently in demand

  • Health & Care: nurses, allied health, aged/disability support, personal care.
  • Education & Early Childhood: teachers, early childhood educators.
  • Construction & Skilled Trades: carpenters, electricians, plumbers, welders, fitters.
  • Engineering & Technical: civil, mechanical, electrical, QA/maintenance.
  • ICT & Digital: software, data, cybersecurity, business analysis.
  • Mining, Energy & Utilities: maintenance, electrical, process/plant roles.
  • Manufacturing & Fabrication: metal fabrication, machining, production maintenance.

Accessible/entry pathways with strong hiring

  • Aged & Disability Care (direct care workers).
  • Meat Processing (boners/slicers, production).
  • Horticulture & General Agriculture (harvest, packing, farm operations).
  • Dairy Operations (farm assistants, senior stock).
  • Hospitality & Tourism (chefs/cooks; service teams such as waitstaff, baristas, kitchenhands).
  • Transport, Postal & Warehousing (storepersons, forklift, HC/MC drivers).

How to use this (job-side steps)

  • Pick a specific occupation title and align to employer language (ANZSCO wording helps).
  • Check pay bands vs. the market (aim for ≥ median where possible).
  • Line up job-ready tickets: e.g., Cert III (care), RSA/food safety (hospo), LF forklift (warehousing), White Card (construction).
  • Build a target list (20–40 employers per city/region) and tailor applications with metrics.
  • Keep compliance docs ready: police check, medicals, vaccinations, references.

Important caveat (immigration research)

  • We don’t provide visa advice. For official information, start at the Department of Home Affairs Visa pages (Visa Finder and program overviews):
    immi.homeaffairs.gov.au/visas
  • Types of visas you can research independently (no advice implied):
    • Employer-sponsored categories
    • Regional skilled pathways
    • Points-tested skilled visas
    • Designated area/industry programs
    • Family/partner, business/investor programs

If you’d like, we can recommend reputable, licensed migration agents for tailored immigration advice, while we help you get hired.

Living on the Minimum Wage in Australia

Minimum wage isn’t poverty. If you can work and reasonably healthy, you will be OK. Plus, there is a generous government safety net for permanent residents.

  • For travellers: Working holidaymakers can live modestly, covering hostels, share-houses, or camper vans. A full-time minimum wage role provides enough to fund travel and basic savings.
  • For families: Two adults on minimum wage (≈AUD $102,000 combined pre-tax) can afford rent, food, and transport in regional cities (Townsville, Launceston, Ballarat). Supporting children is possible, though still tight.
  • In big cities: Sydney and Melbourne rents make single-income survival on minimum wage nearly impossible; even dual-income households are stretched.

International Comparisons (2025)

Country / RegionHourly Minimum WageEquivalent AUD/hrNotes
AustraliaAUD $24.10$24.10Among highest globally
New ZealandNZD $23.15≈AUD $21.50Slightly lower
USA – New YorkUSD $16.00≈AUD $24Comparable
USA – CaliforniaUSD $16.00≈AUD $24Comparable
Canada – OntarioCAD $17.20≈AUD $19Lower
UKGBP £11.44≈AUD $22Slightly lower
GermanyEUR €12.41≈AUD $20Lower
NetherlandsEUR €13.27≈AUD $21Slightly lower
NorwayCollective agreements≈AUD $28–31Higher, no national minimum
SwitzerlandCHF 22–24≈AUD $38–42Exceptionally high
JapanJPY ¥1,004≈AUD $12Much lower

Conclusion: Risks, Benefits & Next Steps

For migrants, Australia’s bottom rung of work carries real trade-offs:

  • Benefits: Easy to enter, often no skills required, steady income, and the chance to travel or save for goals back home.
  • Risks: Physically demanding, limited residency options, and costly living in major cities.

These roles remain vital to Australia’s economy, keeping fruit on shelves, restaurants staffed, and care facilities running. For migrants, they are gateways to adventure, savings, and cultural exchange — though rarely permanent careers.

👉 To secure work more confidently and quickly, send your CV and job interests to Tate@employmentforimmigration.nz for guidance tailored to Australia’s job market.

Market Updates, Niche job Reports

New Zealand Jobs – Now and Future

Tate

The conversation around skills gaps in New Zealand is about how the labour market is shifting for the future. Employers and migrants alike have a role in bridging the gap. For employers, it’s about staying competitive and making the right hires today while planning for tomorrow’s talent pipeline. For migrants, it’s about recognising where opportunities are already wide open and where future growth will unlock new pathways.

Opportunities That Exist Right Now

  • Healthcare and Aged Care – Hospitals, clinics, and care providers continue to face urgent demand for doctors, nurses, and aged-care workers. For migrants, this is one of the clearest entry points into New Zealand’s workforce. For employers, it means recruitment strategies must extend internationally while also investing in retention.¹
  • Information Technology – Software developers, cybersecurity specialists, and data analysts are all highly sought after. With NZ’s tech export sector growing fast, the IT gap isn’t going away soon.²
  • Trades and Infrastructure – Electricians, plumbers, and construction managers are vital to housing and major projects. Employers in these industries often have to compete fiercely for talent, and migrants with trade certification can step directly into long-term roles.³
  • Education – Schools continue to need qualified teachers, particularly in STEM subjects and early childhood. This is a critical area both now and in the years ahead.⁴

The Longer View: Where Skills Are Heading

  • Digital and AI Economy – New Zealand’s tech sector is already the third-largest export earner, and the next phase will demand expertise in artificial intelligence, machine learning, and cloud systems. This is not just about big companies: smaller firms across finance, logistics, and health will all look for digital skills.²
  • Agritech and CleanTech – Farming and sustainability are core to New Zealand’s identity. Expect growth in drones, sensors, robotics, and renewable energy solutions. Migrants with hands-on expertise in precision farming or energy systems will be increasingly valuable.⁵
  • Biotech and HealthTech – From telemedicine platforms to vaccine research, the healthcare system is turning digital. Bioengineers, medical technologists, and digital health experts will likely become more prominent.⁶
  • Creative and Niche Industries – Film, gaming, and design already give NZ a global profile. Skills in AR/VR, animation, and advanced design tools will continue to be prized—even though they may never appear on a Green List.

Exceptional People in Any Role

Beyond shortage lists and forecasts, one principle always holds true: exceptional people are easier to employ. Why? Because every company, in every segment, wants to be exceptional.

Take the case of a client of mine, not on any shortage list. He was a drone professional:

  • He designed and 3D-printed his own racing drones, winning competitions and gaining recognition as a trainer.
  • His reputation made him a natural volume importer, as the popularity of his designs grew.
  • When he arrived in New Zealand, the country’s leading drone company didn’t hesitate to hire him.

This type of niche expertise will never have a special program for immigration preference. Yet, the combination of specialist knowledge, proven results, and reputation made him an indispensable hire for the right employer. Many other niche experts—be they master winemakers, elite animators, or marine engineers—have similar mobility.

For migrants: if you have a rare skill and a proven track record, you may be more “portable” than you realise.
For employers: keeping an eye out for these standout individuals can transform your team far beyond filling a vacancy.

The Message for Employers

  • Look beyond filling today’s vacancies—invest in people who can grow with the business as technologies evolve.
  • Recognise that retaining migrant talent is just as important as hiring it. Offering career development, not just a job, will be a competitive edge.
  • Be open to niche talent. Someone with a specialised skill or global reputation can lift an entire sector or product line, even if their occupation isn’t on any official list.

The Message for Migrants

  • Don’t only focus on today’s shortage lists. Consider where future demand is growing—digital, clean energy, health technology—and align your training or career steps accordingly.
  • Even if your role isn’t named in policy, high performers with unique expertise can often carve a pathway through employer sponsorship.
  • New Zealand rewards adaptability and innovation: showing how your skills can lift productivity or competitiveness may be more persuasive than a job title.

Conclusion

The direction of travel is clear: New Zealand continues to value high skills, recognised qualifications, and innovation. The challenge and opportunity are the same—employers and migrants who position themselves ahead of the curve will not just fill today’s gaps but shape tomorrow’s industries.

Footnotes

  1. NZ Ministry of Health and Green List data on ongoing shortages in health and aged care.
  2. NZTech reports on ICT growth and OECD analysis of digital skills demand.
  3. MBIE construction and infrastructure workforce forecasts.
  4. Ministry of Education reports on teacher shortages in STEM and early childhood.
  5. Government agritech strategy and industry commentary on precision farming.
  6. Health Tech and BioTech sector reports, including innovation hubs in Auckland and Wellington.

Further Reading (URLs)

Market Updates, Migrant Resources

New Zealand Wants Higher Skills overall – A Long Trend

Tate

Employers and migrants alike often look at policy announcements and wonder: Is this a big shift, or just another adjustment on a longer journey? In the case of New Zealand’s Skilled Migrant Category (SMC), the evidence points firmly to the latter.

Since 2003, when New Zealand introduced the modern points-based SMC, the underlying message has been consistent: the country wants high skills, recognised qualifications, and sustainable wages to drive productivity and fill genuine workforce gaps.

New Zealand’s job market is opening wider at the upper-middle and high-skill end—research shows that’s where the real gaps are.

1. The Historical Anchor: 2003 and the Points System

In 2003, the government overhauled the residence programme, rolling out a points system that rewarded formal qualifications, occupational registration, and skilled job offers. The explicit goal was to attract migrants who could lift economic performance and adapt quickly to New Zealand’s labour market.¹

That was the first clear signal of what has since become a multi-decade theme.

2. The Trend That Never Stopped

Every major adjustment since has reinforced the same trajectory:

  • 2003–2010s: Emphasis on qualifications and English ability, alongside employer job offers.
  • 2017–2021: Wage thresholds began to appear as a tool for separating higher-skill from lower-skill roles.²
  • 2022–2023: The system formally tied eligibility to the median wage, creating an automatic ratchet effect as incomes rise.³
  • 2024–2025: The Accredited Employer Work Visa (AEWV) tightened further, with higher wage and skill standards, while the SMC was simplified but left the core wage/qualification thresholds intact.⁴

The consistent through-line? High-skill, high-wage, high-value roles are encouraged. Lower-pay, mid-skill, or unrecognised qualifications find the pathway harder.

3. What Employers See

Employers can read the signal as:

  • Clarity at the top end – easier to plan recruitment for doctors, engineers, IT specialists, and others clearly above the bar.
  • Ongoing unpredictability at the margins – constant tweaks mean smaller businesses in trades, health support, or education assistants may hesitate before committing.
  • Pressure to raise offers – to remain competitive, mid-skill employers increasingly need to adjust wages or support credential recognition.⁵

4. What Migrants Experience

For migrants, the continuity is equally clear:

  • Higher wages = higher likelihood of success.
  • Credential recognition is non-negotiable.
  • Sector shortages remain the exception – where Green Lists or special pathways apply (e.g., teachers, nurses, some trades).
  • Upskilling pays off – those who invest in qualifications or professional registration stand out.

5. Drawing the Obvious Conclusion

When you line up two decades of reforms, the direction is unmistakable.

  • New Zealand is not chasing low-wage migration to plug every gap.
  • Instead, it’s building competitive tension for global top talent.
  • The workforce is being nudged toward higher skills, higher pay, and higher productivity.

For both employers and migrants, this long arc is more useful than any single announcement: the changes of 2023–2025 are simply another chapter in a story that began in 2003.

Footnotes

  1. INZ introduced the Skilled Migrant Category in 2003, replacing the General Skills Category.
  2. Wage thresholds started to be used more systematically from 2017 onward.
  3. INZ pay-rate history shows the median-wage linkage from 2022–2023.
  4. Reuters and Guardian coverage in 2024 highlighted visa tightening with wage/skill focus.
  5. BusinessNZ surveys (2025) report employers still see unpredictability despite simplification.

Further Reading

lifestyle

Which Do You Chose: New Zeland, Australia, or Both?

Tate

Imagine living in one of the world’s most beautiful, progressive, and peaceful countries, while at the same time holding the keys to another. New Zealand and Australia — neighbours across the Tasman Sea — offer not only exceptional quality of life, but also a rare privilege: with either New Zealand citizenship or Australian citizenship, you gain the freedom to live and work in both nations. Few people realise just how powerful this combination is.

Main Argument (facts & law):

  • Under the Trans-Tasman Travel Arrangement, New Zealand citizens can live and work in Australia without needing a visa. This is formalised through the Special Category Visa (SCV, subclass 444) issued automatically on arrival.
  • This is not a temporary perk — it’s a longstanding bilateral agreement dating back to 1973. Source: Australian Department of Home Affairs
  • In practice, it means that once you hold a New Zealand passport, you have a “two-for-one” advantage: full rights in New Zealand and immediate access to Australia for work, study, and residence.
  • Statistics show the strength of this arrangement: as of 2022, around 670,000 New Zealand citizens live in Australia, making them the largest migrant group after those born in England. Source: Australian Bureau of Statistics

Why This Matters to Investors and Migrants:

  • Choosing New Zealand doesn’t lock you in — it opens doors.
  • With citizenship, you don’t need to duplicate costly or complex applications in both countries.
  • You’re securing lifestyle options across two of the most liveable and stable countries in the world.