Job finding always begins with digging out your skills.
Dig to present
Present to communicate
Communicate to be considered for the next steps in the process:
Short list,
Job interview,
Job offer.
Everything depends on how well your skills are understood and presented. This is the art of job finding in a nutshell.
To discover exactly what that means to you and your job market and your employers’ skills demand, just send your CV to me at Tate@employmentforimmigration.nz for a response in about a day. Include a few sentences about your efforts so far and readiness to immigrate if you could please.
We all need encouragement sometimes. Here are 10 challenges that you might feel as a new immigrant, plus 10 encouraging ways to manage each of these challenges.
1) Language Barrier: Mastering the local language is crucial for effective communication in the workplace. Remember, language skills improve with practice and immersion, turning this challenge into an opportunity for personal and professional growth.
2) Cultural Differences: Understanding and adapting to the local culture and workplace norms can be daunting. Each step towards cultural integration enriches your global perspective, making you a more versatile and adaptable professional.
3) Recognition of Qualifications: Sometimes, foreign qualifications may not be directly recognized. Exploring equivalency programs or additional certifications can open new doors and highlight your commitment to your career.
4) Limited Local Network: Lack of a professional network in a new country can hinder job search efforts. Building a network from scratch is a chance to forge valuable connections that can offer support and opportunities in unexpected ways.
5) Visa and Work Permit Issues: Navigating the legal requirements for working in a new country can be complex. Staying informed and proactive about visa regulations demonstrates your dedication to securing a position and can lead to successful employment.
6) Employment Gaps: Time spent relocating or adjusting to a new country may lead to gaps in employment. Use this time to acquire new skills or volunteer, showing potential employers your resilience and continuous growth.
7) Bias and Discrimination: Immigrants might face biases or discrimination in the job market. Your diverse background brings unique perspectives and innovation to teams, making you a valuable asset to any employer.
8) Understanding Job Market Dynamics: The demand for certain skills can vary greatly from one country to another. Adapting your skills to the needs of the local job market can make you a more competitive candidate.
9) Access to Information: Finding reliable information about job opportunities and application processes can be challenging. Utilizing online resources, local employment services, and community networks can provide clarity and open up new pathways.
10) Mental and Emotional Stress: Relocating and job hunting in a new country can be emotionally taxing. Remember, resilience and patience are key. Every challenge overcome is a step closer to your goal, and support is available through community groups and professional services.
You don’t have time to learn from your own mistakes. Do it right the first time. Unlock doors to more employer engagement, interviews, and better career opportunities.
1. A Natural Learning Curve
Transitioning from a novice to an advanced job seeker doesn’t have to be like a master’s degree. With the right system and mentorship, progressive improvements can happen quickly along milestones of improvement until a job is secured.
2. Growing from Experience
As a beginner, recognizing the potential for growth is crucial. An advanced job hunting system and experienced support can guide even the most introverted people towards confident job seeking and job interviewing. I have seen the most introverted professionals gain confidence in their presentation skills when they realise that the content of their knowledge is 10x more important than how that content is delivered to employers who need their skills.
3. Evolutionary Steps Forward
Imagine the shift from tentative job applications to employing targeted, effective methods. Advancing gradually brings noticeable changes in approach and outcomes. Knowing what to do and how to do it, with the right coach is all you need.
4. Learning from Others
New job seekers benefit immensely by learning from those who’ve walked this path thousands of time previously. A person who has helped thousands of job seekers through every possible challenge imaginable is going to save you a lot of hassles and remove barriers quickly. For example, a business owner doesn’t automatically know that owning a business can be a red flag of competition to employers. Additionally, they often don’t realise how easy it can be to present business ownership as an advantage to employers. There are many examples of similar unforeseen cultural minefields.
5. Success through Transition
Embracing advanced methods promises higher employer responsiveness and increased interview opportunities. Imagine getting an 80% personalized response rate directly from employers. This is 40x greater than the average 2% response rates experienced by most job seekers. This level of improvement can be achieved painlessly with the right system, experience and support.
6. Empowering Career Growth with Ongoing Support
Moving from conventional to advanced approaches is not just possible but immensely rewarding. Throughout this transition, learners are supported by experienced guidance every step of the way until they secure a job offer. I have helped clients with a 3-year delay during my “end to end” service package. The first delay was the Covid lockdowns. It lasted 2-years. And this resulted in another 1-year delay due to financial challenges. And when my Client was finally ready, I made myself available and we continued forward until success was achieved. End-to-end job support like this is virtually unheard of in our job market today.
Conclusion: Embrace the Progression
The journey from a beginner to an advanced job seeker can unfold naturally, marked by continuous improvements in measurable results. If are dedicated to your goal, I can help you achieve it.
To find out how my system and support can work for you, just send your CV to Tate@EmploymentForImmigration.NZ – be sure to include a few sentences about your status and goals. I respond in about 1 day.
Recruiting Models in New Zealand and Australia: A Critical Evaluation for Foreign Job Seekers
Recruiters are a tempting avenue for many foreign job seekers, promising a connection to potential employers without upfront costs. However, the reality is far more complex and often less favorable for the majority of foreigners seeking employment in New Zealand and Australia.
The Pitfalls of Classical Recruitment
The classical recruitment model operates on a simple premise: a middleperson connects job seekers with employers, receiving a placement fee from the hiring company. While this model seems advantageous to job seekers as there’s no direct cost involved, it often presents significant barriers for foreigners due to barriers and limitations set by local employers. Recruiters will explain this to you if you simply ask them and I encourage you to reach out and test what I am writing here. Let me know what you experience.
Employer’s Viewpoint
From an employer’s perspective, engaging a recruiter involves substantial financial commitments. They’re obligated to pay a considerable percentage of the job seeker’s salary as a placement fee. For instance, a typical scenario might entail a $15,000 placement fee for a $100,000 salary. However, this fee is just the tip of the iceberg.
Before and after placement, employers face:
Pre-placement Tasks:
Vetting the job seeker rigorously
Accepting higher risks and time investment
Holding a job position open for 4-6 weeks
Potential delays or denials from immigration authorities (INZ or AIS)
Post-placement Considerations:
Additional costs and time related to further training or adaptation
If you are an employer, you must calculate the entire risk versus reward scenario in your mind before using recruiters to hire foreigners. The biggest cost for employers is not the $15,000 dollars. The biggest cost is the uncertainty and the time involved. And if that uncertainty and time is something the employer must work through on their own without any help, then why pay the $15,000 for a foreigner? Locals are faster placements and easier to vet. Therefore, local employers don’t see a reason to enter into deals with recruiters to hire foreigners 99+% of the time. They would rather put pressure on recruiters to find a local for a quick placement. And this is exactly what they do. Recruiters will tell you this.
When Does the System Work for Foreigners?
In my extensive experience, there are rare instances where recruiters might consider foreign candidates viable:
1. Niche Industry Experts:
Individuals with extensive, hands-on experience in industries where local placements are consistently high. For instance, a diesel mechanic with over two decades of “hands on” experience in a specialized field fixing diverse breakdowns on diverse machines in workshop and call-out environments. This is what I call a high value door-opener. I can get them in front of the best employers in New Zealand or Australia.
2. Perfect Fit Candidates:
In exceptional cases, a candidate who perfectly fits a job description might convince a forward-thinking recruiter to challenge the norm. This requires a recruiter who’s willing to think beyond the usual preference for local hires. And this can happen for candidates, like a brain surgeon that specialises in a rare condition connecting to a hospital that requires exactly that narrow skillset. I have placed highly skilled specialists in quality jobs, including hospitals but not only.
The Way Forward for Job Seekers
If you fall into the above categories, connecting with recruiters might be an option. However, consider approaching employers directly for better prospects. By accessing the entire job market, you enhance your chances compared to the limited scope of recruiters.
Final Thoughts
Navigating the recruitment landscape in New Zealand and Australia as a foreign job seeker can be challenging. While recruiters may seem like a shortcut, they often present barriers rather than opportunities. Yes, they are easy to talk with. Ring them up and ask them whether they can help you find work today. I believe after some time, you will come to understand that my blog post here is saving you time and bringing focus to your job search. Directly engaging with employers can provide a broader range of options and increase your chances of securing employment.
If you seek further insights into finding recruiters or approaching employers directly, feel free to send your CV to tate@employmentforimmigration.nz, and I’ll provide tailored guidance within a day.
Understanding the dynamics of recruitment models is crucial for making informed decisions in your job search.
This blog aims to provide a clear perspective on the recruitment challenges faced by foreign job seekers in New Zealand and Australia. If you’d like more details or specific information, don’t hesitate to reach out!
The Post-Holiday Hiring Booom is almost here! There is a hiring boom that happens every year after the holidays.
Here are two strategies you can use at the same time:
Strategy 1 – Jump in this year, make as much progress as you can. You might get hired. If you do, that is great!
Strategy 2 – If you don’t get hired this year, at least you are already practiced and you may have some leads for getting hired during the Post-Holiday Hiring Boom that happens after mid-January.
What is special about the job market after the holidays?
This is a simple question. Every year there is a long holiday season. And after that long period of relaxing and reflection, people and businesses set new goals. Businesses often want to grow. People want the same thing. So what happens is that some employers need people to fill roles where critical skills have left and some employers need people to fill roles where new busienss goals require new skills.
To take advantage of these two strategies, the window of opportunity is closing. I suggest to get started during November. If you want job support, just send your CV with your questions to tate@employmentforimmigration.nz and I will respond in about a day.
Robert found a way to enter New Zealand without pressure or deadlines. He basically toured the country with his family for many months, looking for work whenever he found the time and inspiration. Due to his rich background and successful performance history, Robert will never have a problem getting employed in the IT space. This is his rather unique story of immigration.
“Let me explain something very clearly so that you understand part of the problem, maybe the biggest part, at least in the beginning, the biggest problem of getting work. It begins with people not even being looked at. You send the CV, it is not even looked at…”
Getting Real Responses: The Biggest Barrier to Finding Work
If you want to get through the response barrier, send your CV to me at Tate@employmentforimmigration.nz for a helpful response in about a day. Include a few sentences about your goals and immigration status if you want more valuable insights from me 🙂
A hiring boom happens every year following the holiday season and now is a perfect time to prepare.
Reason #1 – New Year Resolution – Increased hiring happens because holidays bring about change: new diets, new exercise programs, new inspirations in life and of course new jobs happen as inspired change. This means that roles need to be replace, often with urgency.
Reason #2 – Business Plans – As with people, businesses also generate new visions for growth at this time of year. They come into the new year with strategy plans, new budgets and new requirements for staff.
The challenge – Finding a new life isn’t easy. Even for locals, switching jobs can be stressful. Similar to moving house, another one of life’s many challenges. New Migrants are doing that that plus new friends and switching cultures and all family members are doing these same thing together, often risking everything in the process.
The best approach – Plan well, implement effectively and stay flexibile. As with any complex project the key to success is to break it down into bite-size tasks that can be mastered and implemented successfully, one after the other. Like building a bridge, it can be done. This bring us to the topic, how to take advantage of the current situation if you are a foreign migrant wanting to enter New Zealand. You know that there is a hiring boom after the holidays. You know that hiring slows down dramatically in December. What can be done now to maximise your opportunities to get hired into a great job as soon as possible? I believe the answer isn’t difficult.
Firstly to prepare, then to get into the job market as soon as possible so that real progress is being made and hopefully do it this year so that you can build relationships and experience. Even if you aren’t hired this year, the experience of being in the job market this year will prepare you for what is coming.
In the post-holiday hiring boom there will be some urgent jobs that aren’t possible to fill by locals. If you are super skilled and experienced and qualified, you may be a snapped up if you are in the right place at the right time, having already some experience so that you are able to deliver good content, being practiced up in the job hunting process already.
A customised approach is essential to finding the right job fit. Your unique professional strengths are your best assets, and should be the main feature in your profile.
If anyone reading this would like helpful insights into how specifically you can manage your job search, send your CV to me at tate@employmentforimmigration.nz for a response in about a day. Let me know your experience so far for context. I have been helping migrants apply their strengths to the job finding process for 15+ years.
Tate emphasizes the importance of preparing before starting a job search, with four to six weeks of preparation time needed for a best-in-class presentation profile. February is highlighted as the hot zone for hiring.
Tate offers end-to-end support for job searching for qualifying job seekers. Just send a few comments about your job finding status and your CV to tate@employmentforimmigration.nz
Job Hunting Success Depends on how the job offer stage is managed. After you are selected as the winning candidate, “Document Readiness” and “Clear Communication” are key to solving the rest of the process. I will explain what it means: 1) being document ready and also 2) how to manage delays in the hiring process. Too many people are applying for work without being “document ready”. If that is you, I can help you with this video. It isn’t often I work on Sunday so this must be an important video for someone out there 🙂
Sunday walk
It isn’t often I work on Sunday so this must be an important video for someone out there.
Employment for Immigration to New Zealand, Australia and Beyond 