Category: Market Updates

Market updates

Market Updates, Migrant Resources

Freqently Asked Questions (FAQ Advanced)

Tate

FAQ: How Long Does the Full (end-to-end) Programme Take until Job Offer?

Q: From start to finish, how long before I get a job offer?
On average:

  • Profile build + materials: 4–6 weeks
  • Employer engagement: Typically 3–8 weeks to secure interviews depending on profile fit and personal motivation
  • Visa processing: Sometimes as fast as 4 weeks, though often 2–4 months

Overall timeline: The full journey can take 2–6 months, depending on your consistency, the visa category, and market conditions.

Why consistency matters most:
The variable you have the most control over is your own consistency. This is the single most important factor. Think of it like any project at work or even around the home — consistently working until the project is done is the most effective way to finish. It is also the only way to improve along the way.

Continuous improvement is the force multiplier: Each week of consistent effort enhances your performance, builds your confidence, and compounds your results in the job market.

FAQ: What is the Biggest Challenge About Finding Jobs Abroad?

Q: What makes finding work abroad most difficult?
The three toughest challenges are:

  1. Preparing strong and competitive materials (CVs, cover letters, documented achievements)
  2. Contacting employers directly and building real connections
  3. Performing confidently in interviews under different cultural and market expectations

Why this matters:
Most migrants focus too heavily on just one area. Success comes from consistency across all three.

The real key to success:
Consistency, direct engagement, and continuous improvement. Each habit compounds your results, multiplying your chances of securing not just a job but higher roles, better salaries, and a stronger future abroad.

Why experienced support matters:
With expert guidance, you dramatically increase both the speed and effectiveness of your efforts. This shortens timelines and raises your chances of a successful outcome.

FAQ: How Can I Estimate My Salary?

Q: What’s the simplest way to check salary levels?
Just use Google. Type three things together:

  • Your job role
  • The word salary
  • The country name (e.g., “accountant salary New Zealand”).

You’ll instantly see salary estimates from multiple sources.

If you have 10–15+ years of experience, expect to earn above the average shown.

FAQ: Should I Apply Before or After I Arrive?

Q: Is it better to apply for jobs while I am still overseas, or should I wait until I land?
The best approach is a two-phase strategy:

  1. Before arrival: Build your profile and make early contact. This saves money and creates interest — and about 80% of our clients secure work at this stage. You may stay at this stage as long as you like, continuing to refine your profile and make new contacts until you’re confident to move.
  2. After arrival: Be ready with polished materials and interview skills to convert interest into offers quickly. By this stage, you should only be finalising and securing roles, not starting from scratch.

Arriving unprepared is expensive. Our system ensures you land with a strategy that reduces wasted time and costs.

FAQ: Do I Need Recruitment Agencies, or Can I Go Direct to Employers?

Q: Should I depend on recruiters to get me placed?
Recruiters can be helpful in some cases, but remember three important facts:

  1. Recruiters sit in the middle. They can only present you to the sub-section of the job market that pays their fees — not the whole market.
  2. Recruiters don’t always work with foreigners. If their client insists on locals only, the recruiter must follow that instruction.
  3. Employers would much rather hear directly from you. A motivated job seeker with an exceptional profile and a professional, direct approach stands out more than someone introduced second-hand.

These are limiting factors with recruiters. By contrast, our system opens all doors to you. The journey we take you on is about preparing exceptional materials and giving you the confidence to apply directly. This way, you reach the full market and impress employers at the highest level.

FAQ: Can You Introduce Me to a Recruiter?

Q: Can you connect me with a recruiter?
Yes, we can do this. However, it is always best to approach recruiters from a position of strength.

Q: When is the right time to engage a recruiter?
The best time for a foreign migrant to approach recruiters is when you already have a well-developed professional profile. Recruiters are motivated by their business model — they want candidates who are clearly ready for the market and easy to present to their employer clients.

Q: What if I prefer to explore the recruiter route?
We have helped clients do this many times. It can work well in some countries, some roles, some industries more than others, depending on how the job market is structured and your profile fit. We can help naviagate that question for you in a customised way. If you choose this route, we will work with you to discover whether recruiters are open to your profile. You will be directly involved in the process as we communicate with the recruiter of your choice.

Any client who wants our help to accomplish a job goal — whether through recruiters or direct employer contact — will receive our full support.

FAQ: Why Do Employers Need to Hear Directly From Me?

Q: Why do I need to call or meet employers myself?
Employers want to see you and hear you directly — on the phone, by email, in meetings, and in interviews. Communication is the key to getting hired. It also allows employers to test your English and confirm that they can work with you.

Q: Isn’t it easier if you make the calls for me?
We have created a proven system that trains you to communicate with employers, and we are also available to provide personal training. This is the best way for both you and the employer — because direct contact is always the #1 goal in finding work.

If we work on your behalf, that is a different business model. This can be done for emergency cases only and carries a separate fee.

Q: What if I feel nervous about calling?
This is a normal challenge. Ask yourself why you feel reluctant:

  • Is it your accent? Then calling is the best practice for improvement.
  • Is it a fear of talking with foreigners? Then calls are a safe way to overcome that fear.

Whatever the reason, developing your communication skills is the path to growth. And you are not alone — we are here as your coaches to guide you every step of the way. Think of it this way: the more conversations you have with employers early on, the greater your chances of securing interviews, and the less pressure you will feel when those interviews come.

FAQ: How Much Does the Entire Process Cost?

Q: What is the total cost of relocating and starting work?

The total depends on two key choices:

  1. Do you secure work before arrival or after?
  2. Do you live modestly (shared housing, public transport) or privately (own rental, car upfront)?

Australia Costs

  • Low Average (efficient path)
    • Job offer secured before arrival
    • Shared housing (1 room)
    • Visa + flights + 1 month’s living buffer
    • AUD 3,000 – 5,000
  • High Average (less efficient path)
    • No work before arrival (job hunting on the ground)
    • Private rental housing (deposit + bond + first month)
    • 2–3 months living costs before income
    • AUD 7,000 – 12,000

Difference explained: With a job before you arrive, you start earning almost immediately and only need a small buffer. Arriving without work means higher risk and significantly more expense.

New Zealand Costs

  • Low Average: NZD 2,500 – 4,500
  • High Average: NZD 6,000 – 10,000

New Zealand costs are usually a bit lower than Australia — accommodation can be cheaper in smaller centres, though Auckland and Wellington are closer to Australian city costs.

Helpful Links

Practical Orientation Support

Beyond job support, we also provide clients with useful links for:

  • Finding local schools for your children
  • Renting apartments and houses (knowing what’s typical and fair)
  • Buying reliable used cars without overpaying
  • Connecting mobile/internet services affordably

This kind of practical preparation reduces stress and helps you settle smoothly once you arrive.

✅ Best Practice:
Your biggest lever is to secure work before arrival. This reduces costs, creates certainty, and accelerates your move. That is why our system trains you to present an exceptional profile, communicate effectively, and connect directly with employers — the most powerful way to save time and money.

Beyond this, remember what truly drives success:

  • Preparation: Strong materials and clear achievements put you in the top tier of candidates.
  • Direct engagement: Employers respond best when they hear from you personally.
  • Positive mindset: Confidence and optimism help you handle challenges and impress employers.
  • Consistency of effort: Regular action keeps you moving forward and ensures you don’t lose momentum.
  • Continuous improvement: Each week, you build on your skills, raise your status, and expand your opportunities.

By combining these habits, you don’t just find a job — you increase your chances of securing higher roles, better salaries, and a brighter future.

Market Updates, Migrant Resources

New Zealand Creates a New Investor Category

Tate

New Zealand is calling out for bold entrepreneurs to help fuel its next wave of growth. NZ $1 million minimum. For a $2 million investment in an existing business enables a 12-month fast-track to residence.

https://economictimes.indiatimes.com/nri/work/new-zealand-introduces-new-investor-visa-for-foreign-business-owners/articleshow/123539197.cms

Market Updates, Migrant Resources

Why Americans Are Looking to New Zealand in Uncertain Times

Tate

New Zealand is no stranger to being seen as a safe haven when the wider world grows unstable. With the U.S. currently experiencing deep political and social divisions, and other northern hemisphere economies strained, “smart money” is again flowing south — and New Zealand is firmly on the map.

Golden Visas and the Latest Surge of American Interest

In April 2025, New Zealand significantly relaxed the rules for its Active Investor Plus (“golden visa”) programme:

  • Minimum investment thresholds were lowered.
  • English-language requirements were removed.
  • The physical residency requirement was cut from three years to just three weeks.

The results were immediate:

  • 189 applications have been submitted under the new rules, representing 609 people.
  • Nearly half of these applicants are American (~85 applications).
  • This is a dramatic contrast to the old settings, which attracted just 116 applications over 2½ years.
  • So far, Immigration NZ has approved 100 applications in principle, with NZ$45 million already transferred.
  • If all approved applicants complete their transfers, the scheme could represent up to NZ$845 million in new investment.

For context, the golden visa has two tiers:

  • Growth Category: NZ$5 million over three years.
  • Balanced Category: NZ$10 million over five years.

A Signal of Global Uncertainty: The Bunker Factor

Beyond formal visas, New Zealand has long been seen as a place to “bunker down” when the world feels uncertain.

A Texas company, Rising S, has reported selling about 10 private bunkers in New Zealand over the past few years, each costing around US$3 million and weighing in at roughly 150 tonnes. Most interest has centred around Queenstown.

These shelters are not mainstream, but they serve as a telling signal: when geopolitical or social turbulence looms elsewhere, New Zealand’s stability, remoteness, and safety make it attractive for those preparing for worst-case scenarios.

A More Accessible Path: New Zealand’s New Business Investor Visa

Some observers view the golden visa’s NZ$5–10 million thresholds as excessive. For entrepreneurs with strong skills but more moderate capital, there’s a new option: the Business Investor Visa (BIV), opening in November 2025.

Key features:

  • Investment requirement: NZ$1 million for a three-year work-to-residence pathway, or NZ$2 million for a 12-month fast track.
  • Active involvement: Unlike golden visas, BIV requires investors to actively run or scale a business in New Zealand.
  • Eligibility: Applicants must be under 55, with solid business experience and good English.

This programme is designed to balance accessibility with economic contribution — bringing not just money, but also entrepreneurial drive and job creation.

Why It Matters

  • Economic boost: New capital, new businesses, and job growth.
  • International signal: Wealthy and entrepreneurial individuals see New Zealand as a stable hedge against global volatility.
  • Balanced policy: With both the golden visa and the new BIV, New Zealand offers pathways for ultra-high-net-worth individuals and more hands-on entrepreneurs alike.

Considering Your Options?

If you are exploring the Active Investor Plus or the upcoming Business Investor Visa, I can assist.

Send interest to: tate@employmentforimmigration.nz

  • Your CV / résumé (highlighting investment or business experience).
  • A short statement of interest (which visa you’re considering, how much you plan to invest, and your business focus).

I’ll provide tailored guidance on eligibility, timelines, and practical next steps.

References & Further Reading

Market Updates

Borderline Today, Employable Tomorrow: How to Move Forward

Tate

If you’re feeling “just below the line” of getting hired in New Zealand or Australia, you’re not alone — and you’re also closer than you think. Recent policy changes, shifting employer attitudes, and growing labour shortages mean more doors are opening for job seekers who don’t quite meet every standard on paper. What matters now is how you present yourself, which roles you target, and staying aware of new pathways.

What’s Changing: Key Facts & Opportunities

Here are some recent shifts that create new chances for borderline candidates:

  1. Reduced work experience requirement (NZ, AEWV): As of 10 March 2025, migrants applying under the Accredited Employer Work Visa in NZ need only two years of relevant experience instead of three.
  2. Trades added to NZ’s Green List / Work to Residence pathway: From 18 August 2025, 10 new trade occupations (e.g. welders, panel beaters, metal fabricators, fitters) have been added. If you work in one of these roles and meet the wage requirement, after 24 months in NZ you can apply for residence.
  3. Wage thresholds and market rates: NZ has updated its Green List wage thresholds (from August 2025) for qualification for residence via work. Even if your role isn’t “highly skilled” per old definitions, earning the required wage in a qualifying job matters.
  4. Employer and visa policy reform:
    • NZ is updating its employer work visa (AEWV) rules, job checks, and recognizing roles previously classified as lower skilled. Some occupations were upgraded under ANZSCO to match more skilled levels.
    • The changes reflect a push to fill real labour gaps — skills matter, but so do experience and ability. Employers are more willing to consider candidates who can show relevant work, even if formal qualifications are minimal.

What You Can Do Now: Moving from Borderline Toward Employable

These facts give you leverage. Here are practical steps to help you move forward — even if you feel you’re just on the edge:

  1. Highlight achievements, not just duties.
    Employers care about what you did — measurable results, solved problems, added value. Even small wins count.
  2. Target roles on the Green List / Skilled Occupation Lists >> Click here
    If your current or past roles match the new trade occupations or ANZSCO-upgraded roles, emphasize them.
  3. Ensure you meet or exceed wage requirements.
    Sometimes being paid at market rate or above is more important than job title. If you can negotiate upwards, it helps for visa/residency eligibility and for being viewed as competitive.
  4. Use contract or temporary roles strategically.
    Contract work (if you can get it) can build local experience, show reliability, and count towards pathways to residence in NZ (or enhance credibility in Australia).
  5. Improve your presentation and job-hunting method.
  • Tailored CV/cover letters for each role.
  • Clean, clear summaries of skills and experience.
  • Strong online profile (LinkedIn or local equivalent).
  • Persistent, polite follow-ups (never feel pushy to anyone).

Encouragement & Mindset

Being “borderline” doesn’t mean being out. Many people just need small shifts: better framing, better persistence, improved presentation.

Employers are under pressure to fill roles — especially in trades, health, construction. That gives you more chance.

Every call, every application, every follow-up is adding value. Over time, these compound.

Disclaimer & What I Do

I want to be clear: I’m not giving immigration or visa advice — my work is 100% around job finding, applications, interviews, and employer engagement, strategy, and support. If you need immigration or visa information beyond what’s publicly on government sites, I can refer you to a licensed immigration agent who is reliable and qualified.

Call to Action

If you’re ready, the first step is to focus on securing a genuine job offer that fits your employment goals. If you need help, just ask for my new Easy Entry proposal because it offers a flexible and powerful starting point for finding work. Submit a 2-sentence request here: https://employmentforimmigration.nz/contact/ I will respond within 1 day.

References / Further Reading

Reforms to the Accredited Employer Work Visa in 2025 – Aims Global
https://www.aimsglobal.co.nz/immigration-news/reforms-to-the-accredited-employer-work-visa-in-2025-what-you-need-to-know

Work to Residence Pathway: 10 New Trade Occupations Added in 2025 – Ezy Immigration
https://www.ezyimmigration.co.nz/work-to-residence-pathway-occupations

Wage rates for work visas – Immigration New Zealand
https://www.immigration.govt.nz/work/requirements-for-work-visas/wage-rates-for-work-visas

Employment for Immigration – Market Updates
https://employmentforimmigration.nz/category/market-updates

Migrant Resources

Job Offers + Migration Without 4-year Qualification

Tate

No Degree?  You still might be able to get permanent work as a foreignger.  Having a formal 4-year qualification is not the only pathway to find work.  There are over 700 different job categories that will allow migration to New Zealand and Australia.

  1. New Zealand Green List – jobs that are in shortage, with faster visa pathways:
    https://www.immigration.govt.nz/about-us/media-centre/news-notifications/green-list
    • Total occupations: The Green List includes approximately 205 roles that offer faster pathways to residency in New Zealand.
    • Do you belong in one of these categories?: Engineering (e.g., Civil Engineer, Chemical Engineer, Telecommunications Engineer) Construction (e.g., Construction Project Manager, Quantity Surveyor, Surveyor) Health & Social Services (e.g., Paramedic, Anaesthetist, Audiologist, Social Worker) ICT & Electronics (broad category noted) Teaching & Education (e.g., Early Childhood and Primary Teachers, Secondary School Teachers) Trades & Machinery Operators (recent additions in August 2025) 
  2. Australia Skilled Occupation List – jobs eligible for skilled visas under current rules:
    https://immi.homeaffairs.gov.au/visas/working-in-australia/skill-occupation-list
    • Core Skills Occupation List (CSOL) Includes 456 occupations, covering a wide range of in-demand roles across multiple sectors
    • Regional Occupation List (ROL) Contains 77 occupations specific to regional Australia under the Skilled Work Regional (Subclass 491) 
    • Broad Categories Represented in the CSOL (examples below) Management & Executive (e.g., Chief Executive, Finance Manager) Agriculture (e.g., Aquaculture Farmer, Apiarist, Dairy Farmer) Marketing & Corporate Services (e.g., Advertising Manager, Sales Manager, HR Manager) Engineering & Sciences (e.g., Chemical Engineer) Construction & Trades (e.g., Carpenter, Carpenter and Joiner, Metal Fabricator) Cartography & Planning (e.g., Cartographer) Culinary (e.g., Chef) Health & Healthcare Support (broad inclusion noted; examples like Registered Nurse appear in extended lists, though not explicitly in CSOL excerpt)

Instructions: To find out if you comply to one of our shortage lists, just click on the official government websites above and have a careful look.

If you comply with one or more roles on these lists: Send your CV to me with a short note so that I may give you information about finding work.

Send Your CV Here: tate@employmentforimmigration.nz
Include job title and target country. Daily responses.

Migrant Resources

Spring Hiring Opportunities for Skilled Migrants in New Zealand and Australia — September 2025

Tate

Spring has arrived in the Southern Hemisphere, and with it comes renewed energy in the job markets of New Zealand and Australia. While the statistics show some challenges, they also reveal important opportunities for skilled migrants who are ready to make their mark.

Macro-Economic Backdrop

  • New Zealand is facing a period of economic softness. Over the past nine months, approximately 50,000 jobs have been lost, with 10,000 disappearing in just the last quarter. Unemployment has risen to 5.2%, and filled jobs remain 6% below their 2023 levels. The construction sector alone is down 5.6% year-on-year.

It’s worth noting that only in New Zealand would 5.2% unemployment make front-page news — in many countries, that would be celebrated as a sign of a healthy, fully employed economy. Kiwis are quite pedantic about this statistic.

  • Australia, by contrast, is in a stronger economic cycle. Employers continue to hire, wages are growing, and the country is successfully attracting talent — including many skilled New Zealanders leaving for higher pay and broader career options.

Both countries have different opportunities for work:

  1. New Zealand must replenish its workforce, as skilled workers continue to migrate out.
  2. Australia is expanding, creating fresh demand for new hires across multiple sectors.

Migration Trends

  • New Zealand recorded a net loss of 71,800 people in the year to June 2025, the highest in 13 years, with most departures being under 30. This creates immediate replacement demand for mid-career professionals in healthcare, engineering, and technical trades.
  • Australia is actively benefiting from this exodus. Higher salaries and strong project pipelines — particularly in infrastructure and resources — make it a magnet for ambitious workers.

For migrants, this dual trend creates a two-sided opportunity: fill the gaps left behind in New Zealand or ride the economic growth wave in Australia.

Job Sectors of Highest Potential

  • New Zealand
    • Technology & Digital Transformation: Employers are restarting projects delayed earlier in the year. Contract roles are opening, with permanent hiring likely to follow.
    • Healthcare & Social Services: Replacement demand is high as local talent exits. Nurses, allied health professionals, and specialists remain priority hires.
    • Agriculture & Primary Industries: Seasonal and permanent gaps are evident, particularly in regional areas.
  • Australia
    • Construction & Infrastructure: A booming sector, supported by government spending and private investment.
    • Mining, Energy & Resources: Still core to Australia’s economy, with ongoing projects demanding engineers, geologists, and safety managers.
    • Technology & Corporate Services: Similar to New Zealand, but with stronger hiring momentum and higher pay.

Timing Advantage: The Spring Hiring Window

Spring is traditionally a strong hiring season in both countries:

  • After the winter slowdown, employers gear up for new projects.
  • Recruitment peaks before the holiday season, when hiring managers are more responsive and onboarding can happen smoothly.
  • For candidates, this is the ideal window to get ahead of the competition and lock in interviews.

Standout Candidates Win in Any Economy

Despite the statistics, one constant remains:

  • The best-prepared and most determined candidates always stand out.
  • Employers in both New Zealand and Australia value skills, measurable achievements, and hunger to succeed above all else.
  • Migrants who can demonstrate impact — whether in cost savings, production gains, project delivery, or leadership — are positioned as favorites, even in competitive markets.

Conclusion

New Zealand and Australia present complementary opportunities this spring. New Zealand needs skilled migrants to replace a shrinking workforce, while Australia is expanding and paying top dollar to attract talent. For those ready to move, the coming months are a golden window to act.

If you have the right skills, clear goals, and a results-driven profile, now is the time to step forward. Employers are looking — and the market is opening up.

Get Your CV / Profile / Job Targets Assessed

Put your best foot forward this spring. Get a fast, practical CV assessment from a 17-year veteran of the NZ & AU job markets.

What you’ll receive (free insights) for qualifying job seekers:

  • Fit check: role and sector match in NZ & Australia
  • Presentation about the entire job finding process
  • ATS readiness: keyword and structure improvements
  • Quick market pointers: salary bands & immediate targets
  • Next steps: 3–5 actions to land interviews faster

How to request your assessment:

Confidential. No fluff—just useful, actionable insights you can apply to your job hunt.

Check out our local economic news:

New Zealand’s Economy in Crisis: 50,000 Jobs Gone, Kiwis Fleeing to Australia
https://www.propertynoise.co.nz/new-zealands-economy-in-crisis-50000-jobs-gone-kiwis-fleeing-to-australia/?utm_source=chatgpt.com

New Zealand’s Q2 Jobless Rate Rises to 5.2% (shocking)
https://www.reuters.com/world/asia-pacific/new-zealands-q2-jobless-rate-rises-52-2025-08-05/?utm_source=chatgpt.com

New Zealand’s Population Exodus Hits 13-Year High
https://www.reuters.com/world/asia-pacific/new-zealands-population-exodus-hits-13-year-high-economy-worsens-2025-08-15/?utm_source=chatgpt.com

Employment Rises as Jobs Market Stabilises (MEI July 2025)
https://www.mpamag.com/nz/news/general/employment-rises-as-jobs-market-stabilises/547768?utm_source=chatgpt.com

What the Latest Jobs Data Is (and Isn’t) Telling Us
https://thespinoff.co.nz/the-bulletin/31-07-2025/what-the-latest-jobs-data-is-and-isnt-telling-us?utm_source=chatgpt.com

What’s Ahead for New Zealand Hiring in 2025 — Beyond Recruitment
https://www.beyondrecruitment.co.nz/blog/2025/08/whats-ahead-for-new-zealand-hiring-in-2025?utm_source=chatgpt.com

MBIE Labour Market Release Calendar (Jobs Online & MEI Data)
https://www.mbie.govt.nz/business-and-employment/employment-and-skills/labour-market-reports-data-and-analysis/jobs-online/release-calendar?utm_source=chatgpt.com

Migrant Resources

New Zealand’s New Investor Visa: A Smart Gateway for Global Entrepreneurs

Tate

Around the world, governments are competing to attract investors. The U.S. offers EB-5, Portugal has its Golden Visa, and Australia promotes its Significant Investor Visa. Now New Zealand — consistently ranked among the world’s safest, most innovative, and most liveable countries — is stepping forward with a fresh option for business-minded migrants.

Launching this November, the new Business Investor Visa invites investors with NZD $1–2 million to acquire and grow proven New Zealand businesses. Unlike many schemes that push speculative startups, this category rewards investors who bring capital, experience, and vision to scale real, operating businesses. This opens up an entirely new way to earn and build somethign exciting while migrating.

Why New Zealand?

  • Innovation Test Bed – New Zealand is where many global ideas first take root.
    • Xero reshaped global accounting software.
    • Rocket Lab launched rockets from NZ before expanding internationally.
    • Soul Machines pioneered AI-driven digital avatars.
  • Global Appeal – Stable democracy, English-speaking, Asia-Pacific connections.
  • Digital Growth Potential – Many NZ businesses are ripe for transformation with IT, automation, and AI — making them ideal for investors seeking scalable global models.

Who Is This For?

This visa is designed for investors who:

  • Can commit at least NZD $1 million (Standard Pathway) or NZD $2 million (Fast-Track Pathway)
  • Want to play a hands-on role in running and scaling a business
  • Value safety + growth: proven models with room to expand
  • Are aged 55 or younger, with good English and business experience

Why This Matters

For entrepreneurs, this is not just an immigration option. It’s a business opportunity in a country often seen as a test market for ideas that later expand globally. Investors who get in early can combine capital with innovation to create real value — in New Zealand and beyond.

Verify Market Opportunities

👉 If you are an investor with at least NZD $1 million and want to explore this opportunity, drop me a line for a chat and to receive detailed insights. Compliance updates will be available before the visa opens in November. Tate@EmploymentForImmigration.nz

Supporting References

Migrant Resources

Top Nations for Skilled Migration, 2025

Tate

The table below shows the main countries where skilled migrants move for permanent residence and, later, citizenship. Figures are based on 2025 plans and best estimates. They are not exact, because each country counts migration differently, but this gives a clear picture of the opportunities.

Country 2025 Program / PR Plan Estimated Skilled Migration Pathways to Residence Key Salary / Threshold Rules High Demand Sectors
Canada Target ~395,000 permanent residents 230,000–260,000 (economic class) Express Entry, Provincial Programs No national minimum salary; points system + market wages Healthcare, STEM, Trades, Education
Australia Program 185,000 (≈70% skilled) 125,000–135,000 Skills in Demand Visa, ENS 186, Regional 494 CSIT A$76,515; SSIT A$141,210 Healthcare, Trades, Engineering, ICT
United Kingdom Skilled Worker → ILR (5 years) Lower inflows expected Skilled Worker, Health & Care Worker £38,700 general; lower for Immigration Salary List jobs Healthcare, some high-skill STEM
New Zealand Skilled Migrant Category; Green List Reduced from 2023–24 highs SMC, Green List (Straight to or Work to Residence) NZ$33.56/hr median; 1.5×–2× for points Trades, Care, Transport, Engineering
Germany Skilled Immigration Act; EU Blue Card ≈200,000 skilled visas (2024) and rising EU Blue Card, Skilled Worker, Opportunity Card Blue Card salary rules vary by job group Engineering, IT, Healthcare, Trades

Acronyms Explained

  • PR – Permanent Residence. The legal right to live and work in a country long-term.
  • STEM – Science, Technology, Engineering, Mathematics. Often priority job areas.
  • ENS 186 – Employer Nomination Scheme (subclass 186 visa) in Australia, for employer-sponsored skilled workers.
  • Regional 494 – Skilled Employer Sponsored Regional visa (subclass 494) in Australia, linking jobs in regional areas to permanent residence.
  • CSIT – Core Skills Income Threshold in Australia. Minimum salary required for most skilled visas (A$76,515 from July 2025).
  • SSIT – Specialist Skills Income Threshold in Australia. Higher minimum salary for very high-skilled visa routes (A$141,210 from July 2025).
  • ILR – Indefinite Leave to Remain. UK status after 5 years on a work visa that allows permanent stay.
  • SMC – Skilled Migrant Category. New Zealand’s main skilled residence visa system.
  • EU Blue Card – A residence and work permit for highly skilled non-EU workers, used across Germany and other EU countries.

Trends Looking Ahead (2025–2027)

  • Canada: Fewer total visas than 2024, but still one of the world’s highest numbers for economic migrants. Easier for people already working or studying inside Canada.
  • Australia: Program stable; higher salary thresholds mean employers must pay well. Regional jobs remain a strong option.
  • United Kingdom: Higher salary requirements limit some applicants, but healthcare and priority jobs are still open.
  • New Zealand: After a big 2023–24 inflow, numbers are smaller. Focus is now on key trades and Green List jobs.
  • Germany: Expanding skilled visas. Blue Card and new “Opportunity Card” routes bring more foreign professionals to permanent residence.

What This Means for Jobseekers

  • Focus on demand sectors: Healthcare, trades, engineering, IT, and education are common across countries.
  • Check salary rules: Many countries now set minimum incomes to qualify.
  • Prepare your CV: Use clear language, numbers, and industry keywords so employers and automated systems (ATS) can see your value.
  • Be flexible: Regional jobs often give faster visas and sometimes easier residency.
  • Get help: A locally experienced employment consultant can guide you in adapting your CV, understanding employer culture, and targeting the right opportunities.

Why the written job offer is still the kingmaker

Across these systems, a genuine, correctly-paid job offer is the single most powerful lever—it enables sponsorship, meets salary floors, and anchors later steps (PR and citizenship). Timelines, visa classes, and settlement routes differ by country, but the offer is the hinge that connects skill shortages to permanent pathways. (For formal immigration advice, always consult a licensed adviser in the relevant country. If you need an introduction, just ask.)

Free first step

If you want a no-cost assessment, send your CV. For suitable profiles, we may benchmark your profile against the current shortage lists, salary thresholds, and sector demand above, and recommend a job-first search plan that aligns with today’s high demand job sectors.

Migrant Resources

NZ & Australia Are Sweetening Skilled Migration: What’s New, What’s Next (2025)

Tate

Information only — not immigration advice. Always check official sites or a licensed adviser.

Snapshot: Where incentives are heading

Governments in New Zealand and Australia are tightening quality controls while rewarding in-demand skills, higher earnings, and regional commitment. Policy levers now centre on: salary thresholds, occupation lists (including new trades), faster residence pathways, and regional schemes.

New Zealand — What favours migrants now

1) High earners & registered professionals

  • Skilled Migrant Category (SMC): six-point system; income multiples of the median wage can supply points (1.5× / 2× / 3×) [1].
  • Wage settings: AEWV and skilled residence thresholds update 18 Aug 2025 to the new median wage NZD 33.56/hr [2].

2) Qualified trades & core skilled roles

  • Green List: direct Straight to Residence (Tier 1) or Work to Residence (Tier 2); 2025 expansion adds 10 trade occupations to WTR [3].

3) Essential/sector pathways & regional/seasonal work

  • Sector Agreements & exemptions: certain roles get lower wage settings and Work-to-Residence after 24 months with accredited employers [4].
  • Care & Transport pathways to residence continue under defined criteria [5].
  • Recognised Seasonal Employer (RSE): capped, short-term work in horticulture/viticulture — an entry route, not a residence pathway [6].

NZ pay context (quick benchmarks)

  • Median wage (policy anchor): NZD 33.56/hr (~NZD 69.8k/year at 40 hrs) [2].
  • Typical averages vary by sector (e.g., Manufacturing ~NZD 40.02/hr; Accommodation/Food ~NZD 29.74/hr) [7].

Australia — What favours migrants now

1) High-income specialists

  • Skills in Demand (SID) – Specialist Skills stream: must meet SSIT (income threshold), rising to AUD 141,210 for nominations 1 Jul 2025–30 Jun 2026; targeted fast processing [8].

2) Core skilled workers

  • SID – Core Skills stream: requires occupation on the Core Skills Occupation List and pay at/above the Core Skills Income Threshold (CSIT) (AUD 76,515 from 1 Jul 2025) [9].
  • Home Affairs targets ~21-day median processing for decision-ready Core cases [10].

3) Regional incentives & labour agreements

  • Designated Area Migration Agreements (DAMAs): regional compacts that widen occupations and allow concessions (age, English, salary) to meet local shortages [11].
  • Regional visas (491/494) and designated postcode incentives drive settlement outside Sydney/Melbourne/Brisbane [12].

Australia pay context (quick benchmarks)

  • Average full-time ordinary-time earnings: AUD 2,010/week in May 2025 (~AUD 104k/year) [13].
  • Threshold anchors: TSMIT/CSIT AUD 76,515 (from 1 Jul 2025) [14].

Historical shifts & near-term trendlines

  • NZ: Since 2022’s “Immigration Rebalance,” policy ties eligibility to median-wage-indexed thresholds, adds Green List fast tracks, and maintains sector agreements. Aug 2025 brings fresh wage updates and more trades on WTR [1][2][3][4].
  • AU: The old TSS is being replaced by the Skills in Demand framework (Specialist/Core), with salary floors indexed (TSMIT/CSIT) and a stronger regional push via DAMAs. Thresholds stepped up from AUD 53,900 (pre-2023) to AUD 70,000 (2023), AUD 73,150 (2024/25), and AUD 76,515 (2025/26) [8][9].

Average salary levels — why they matter

  • Thresholds (NZ median wage, AU CSIT/TSMIT, AU SSIT) set the minimums for many employer-sponsored pathways and often influence visa length, pathway to PR, and points [1][2][8][9].
  • Sector averages can be above or below these floors; candidates should benchmark offers against both policy thresholds and market rates to stay competitive [7][13].

Why a written job offer is pivotal

Most skilled pathways now hinge on an employer nomination or job offer:

  • Australia: nomination lodgement (with salary meeting CSIT/TSMIT/market rate) precedes your visa application [10].
  • New Zealand: SMC and Green List routes generally expect a skilled job or job offer meeting wage/registration settings [1].

Bottom line: the right written offer — aligned to wage thresholds and an eligible occupation — is often the key that unlocks the visa door.

Free first step: no-cost CV check (jobs only)

I’m 100% job-focused (not an immigration adviser). If you want help winning interviews and offers, email your CV for a no-cost assessment: tate@employmentforimmigration.nz. I also provide insider knowledge that helps clients map roles, employers, and outreach strategies that result in a high rate of employer responses, so you can approach the market with a competitive, employer-ready profile and job-finding strategy that works.

Compliance note (not immigration advice):
This article is general information. Only licensed immigration advisers/lawyers can give immigration advice. Please confirm eligibility and rules on the official Immigration New Zealand and Australian Department of Home Affairs websites, or with a licensed professional. If needed, I may introduce you to an experienced and friendly immigration agent in NZ / AUS.

References

[1] https://www.newzealandshores.com/residence-via-employment/skilled-migrant-category-resident-visa
[2] https://www.immigration.govt.nz/work/requirements-for-work-visas/wage-rates-for-work-visas
[3] https://www.newzealandshores.com/news/wage-threshold-update-2025
[4] https://www.workingin-newzealand.com/news/inz-changes-to-green-list-wage-thresholds
[5] https://greenstoneimmigration.co.nz/skilled-residence-visa-wage-thresholds-to-increase-this-august
[6] https://www.mbie.govt.nz/immigration-and-tourism/immigration/recognised-seasonal-employer-rse-scheme
[7] https://www.stats.govt.nz/information-releases/labour-market-statistics-march-2025-quarter
[8] https://eiglaw.com/austalia-skilled-visa-income-increase
[9] https://www.ey.com/en_gl/tax-alerts/australia-planning-for-1-july-2025
[10] https://immi.homeaffairs.gov.au/visas/working-in-australia/skilled-occupation-lists
[11] https://www.australiavisa.com/other-visas/dama-designated-area-migration-agreements
[12] https://www.homeaffairs.gov.au/help-and-support/regional-migration
[13] https://www.abs.gov.au/statistics/labour/earnings-and-working-conditions/average-weekly-earnings-australia/latest-release
[14] https://www.homeaffairs.gov.au/employing-and-sponsoring/sponsoring-workers/employer-sponsored-visas/temporary-skill-shortage-visa

Migrant Resources

Employers Don’t Value These Lists

Tate

What do employers think about ATS Keywords and task lists? Applicant Tracking Systems (ATS) are used by recruiting software to quickly evaluate CVs. The job market has rsponsded by entering long lists of these words in the CV. Contrary to popular opinion, this devalues communication and wastes time. Your CV is expensive real estate, so treat it like beachfront property.

Why Bullet‑point Task Lists and ATS Keywords Fall Short

1. Tasks don’t show results
As noted in the video, many CVs devote one‑fifth or more of their real estate to “lists of tasks,” offering no evidence of real delivery. Employers end up asking fundamental questions like, “What did you actually achieve?”

2. Keywords ≠ impact
The prevalent practice of inserting industry-specific keywords to “beat the ATS” often leaves human readers unimpressed. ATS may register the terms, but hiring teams still wind up asking basic questions to understand a candidate’s performance.

3. Formatting never replaces substance
Cramming in keywords or tasks may satisfy algorithmic filters temporarily but modern ATS systems evaluate contextual relevance and coherence alongside keywords. A human reviewer reads a CV for tangible value—not repeating buzzwords.

Why Performance Metrics Should Be the Baseline

✅ Demonstrates measurable impact

Metrics give recruiters a clearer understanding of your contributions. A bullet like “increased client retention by 37% over 6 months” immediately communicates value Teal. Contrast that with bland task lists such as “managed client accounts”—the difference is stark.

✅ Builds credibility and confidence

Quantified results show data-based achievements, not self‑reporting with vague claims. Recruiters know you’ve tracked and reflected on your work, strengthening trust in what you say Jobscan+12Teal+12Resume Worded+12.

✅ Sets you apart in a short review window

Hiring managers spend mere seconds reviewing each CV. Metrics help your accomplishments stick in their memory. Without them, your CV easily blends in Resume WordedIndeed.

✅ Supports both ATS and recruiters

Well-placed keywords matter—but they’re far more effective when embedded in stories of real contribution. Combining a results-oriented narrative with relevant keywords ensures your application stands up both to screening tools and to human reviewers Jobscan+8The Interview Guys+8jobsolv.com+8.

A Reddit Hiring Perspective

A redditor who had hiring experience explained the issue bluntly:

“I’ve been saying this forever. When I was in hiring roles, I wouldn’t give these types of statements any weight whatsoever; there’s no way to verify any of it.” LinkedIn+6Reddit+6Jobscan+6

And elsewhere:

“They are important to sell the impact that your work had … If you can’t identify an impact of your work, why would anyone hire you?” Reddit

These insights reinforce that even metrics need to be credible and verifiable—a solid reminder to be honest and precise.

Key Takeaways for Your CV

  • Cut down on task lists. Use tasks only where they help explain context—but don’t rely on them to show performance.
  • Replace duties with outcomes. Every bullet should, where possible, answer: What did I deliver? How did that make a difference?
  • Quantify accurately. Use real data—percentage change, volume, cost savings, client growth, timelines. If precise data isn’t available, estimate within reason but clarify it’s an approximation.
  • Tailor keywords naturally. Mirror language from the job ad—but embed it in achievement statements, not hidden “keyword dumps.”

Example: Before → After

  • TASK LIST FOCUSED
  • Managed client onboarding onboarding process
  • Coordinated communication between departments
  • Handled client queries and schedules

  • PERFORMANCE METRICS FOCUSED
  • Reduced client onboarding time by 40%, trimming average setup duration from 10 to 6 days
  • Improved client satisfaction score by 12 points through streamlined departmental communication
  • Resolved 90% of client service queries within 24 hours, boosting retention by 15%

By shifting the focus from what you did to what you achieved, your CV becomes a performance proof document—not just a record of responsibilities. That’s what recruiters and hiring managers want to see.