Category: Market Updates

Market updates

Everyone Need Encouragement

Getting hired is easier with positive energy

Tate

In the competitive world of job hunting, success often hinges not just on qualifications and experience but also on the emotional energy you bring to the table. Unlike qualifications and experience, emotion energy can be generated quickly and without financail cost.  We would be foolish to ignore this valuable asset.

Research in social psychology has uncovered fascinating insights into the impact of emotional influence, which can be particularly relevant to overseas job seekers. Let’s explore three key findings and how they can be applied to improve your job search.

1) Positive emotions increase your chances:

Just as a positive attitude can lead to better sales results, it can also have a significant impact on your job search. Hiring decisions are not purely transactional; they are influenced by emotion and human interaction. Approaching potential employers with enthusiasm, optimism and a friendly demeanour will automatically improve your chances as a candidate. Employers are more likely to remember you and see you in a positive light. So, as a job seeker, remember that positivity can be a powerful asset.

2) Mirroring in job interviews:

A fascinating aspect of emotional influence is mirroring, where people tend to reflect the emotions of those around them. In a job search context, this means that your emotional state can influence the perceptions and decisions of potential employers. Have you ever noticed that if you fold your arms while talking, the person opposite you will also tend to fold arms? This is mirroring and it happens internally as well. Another thing to remember about mirroring is that the one with the higher energy level will have the most influence. If you exude confidence and positivity at interviews and networking events, you’re more likely to get a positive response from employers. Conversely, if you appear nervous or discouraged, this negative energy can be mirrored and potentially work against you.

3) Non-verbal communication matters:

Over 90% of what employers consider during the hiring process comes directly from you, and much of it is non-verbal. This is particularly important for foreign jobseekers because there is very little about you that will come by other sources. Nearly everything about the decision to hire or not hire will come from you. Let your body language speak the same message as your written and verbal messages. Confidence, proactiveness and positivity are traits that employers look for, and they often read these qualities in your non-verbal cues. Even if you are nervous, you can still be confident about your professional strengths and you can reduce nervousness through adequate preparation. Your posture, eye contact and general energy can all convey whether you’re a confident and proactive candidate. This comes more easily to people who prepare really well.

Believe within:

To project confidence and positivity, start by believing in yourself. Preparation is key. Knowing that you’ve done your best to prepare your profile for easy access to our core professional strengths, prepared to deliver excellent interview content and paved the way for meetings with direct contacts to decision makers can boost your internal confidence as you gain knowledge and develop relationships.

Conclusion:

As an expat jobseeker, your emotional energy is a key asset in your job search. Unlike many qualifications, it is readily available and doesn’t require years of effort to acquire. I’ve seen people with borderline profiles secure competitive positions because they radiated positive energy for the role, projects, company, region and country.

Bottom line, when you programme yourself for success, employers will be positively influenced to hire you.

Uncategorized

For Middle Managers Seeking Work in Injury Risk Industries

Tate

I regularly get calls from middle managers asking for support covering all sorts of industries and roles. Super-skilled and highly qualified are complex profiles that need clear communication to win. But what is the strategy for skilled and under-qualified? Well, like a typical consultant, I can only say “that depends”. Usually, skill level and industry are main factors when under-qualified. The most challenging situation I most often see where my service has limited value is when an underqualfied middle manager is looking for a managerial role in a a high risk industry.

What is so difficult about a hiring a super-skilled, under-qualified middle manager?

I always kindly decline anyone unless I can see a clear shot at job success in the profile. When I arrive at this decision, I have sometimes found it difficult to explain to foreigners who may have built 100 different structures ranging up to to multi-million USD in value why they are unlikely to get a managerial job in the construction industry without adequate qualifications. Probably the best explanation can be presented in the graph below.

The above chart comes from a factsheet published by WorkSafe New Zealand. This act is enforced where the potential for injury to employees is reasonably high. Such environments will include construction sites, factories, stock yards, tree harvesting sites, etc…

As this chart indicates, there are severe consequences for those found reckless or negligent – that’s right, you don’t even have to be reckless, you can simply overlook something and it happens. For example, employing an unqualified manager might be considered as a failure to comply with health and safety duties when that decision is later seen by investigators as a cause for a risk of serious injury, illness or death.

If you are a middle manager lacking qualifications working in a high-risk industry, what are your options?

There are other roles below “manager”, including team lead, foreman, skilled carpenter, etc… This may be a viable entry point for a manager willing to work back up to the managerial level, while also allowing the local employer to keep risks low enough so that a hiring decision can be made.

What if you have little or no “hands on” skills?

Upskilling takes time. For some, it is the best option. I would suggest either to acqauire a relevant bachelor’s degree or learn some “hands on” skills to a level of a qualified tradesman. Maybe even get qualified if that is an option.

What if you want to try anyway?

There have been a number of cases where I have successfully worked with underqualified middle managers in high-risk roles. What happened in these cases was that I gave a clear warning, they decided to go ahead anyway and we went to work to maximise their chances on a range of issues including past practice, performance levels, ongoing study and motivation. Three things help: preparation, persistence and going the extra mile. It is about finding and building relationships. It is about a willingness to conduct face-to-face interviews on the spot. And that is how you maximise the chances, and yes, it can work, but I prefer to look at the other options first because I like to maximise the opportunities and not just the chances.

Finish

And that, my friends explains the challenges in terms of risk and the options in terms of job strategy. I am good at assisting with work but I am not touching your immigration or visa requirements. That will be up to you or your immigration agent. New Zealand and Australia have many high-demand job sectors that need strong candidates. The best job strategy in a nutshell is to position yourself as a low risk, high reward candidate. For details how that might apply to you, just send your CV to me at tate@employmentforimmigration.nz for helpful insights in about a day.

Practical Advice

A short Checklist: Are You Able To Get Hired In New Zealand Or Australia?

Tate

Have you ever wondered how easy or difficult it will be for you to get hired?

Here are the 3 main inicators of hirability
1) Skill level
2) Qualifications
3) Role demand

Highly skilled candidates: New Zealand and Australia are particularly interested in workers who have demonstrated expertise in a specific field and can add significant value to employers. If you have a track record of excellence in your field, you are likely to be in high demand. However, if you haven’t had the opportunity to develop high-value skills, you may face the challenge of differentiating yourself from local jobseekers. To overcome this challenge, it’s important to emphasise what makes you different and how you can make a unique contribution to the NZ/AU job markets.

Relevant qualifications: Employees with relevant qualifications are highly sought after in both New Zealand and Australia. Generally, a full trade qualification or at least a Bachelor’s degree is required, sometimes higher depending on the role. If you have these qualifications, along with high-value skills, you are likely to be in high demand. However, if you do not have the specific qualifications required for a particular industry, your skills may still be able to compensate in some cases. For example, some industries may prioritise skills over formal qualifications. However, it’s important to note that certain professions, such as doctors and plumbers, typically require specific qualifications that cannot be overlooked.

Roles in high demand: Our job markets are particularly interested in candidates who can fill roles in skills shortage areas. It’s worth noting that being on an official skills shortage list is not a prerequisite for being considered for a high demand role. Sometimes in-demand roles aren’t widely advertised and it’s important to understand that demand arises when employers have a genuine need for a particular skill. It could be a highly specialised niche that is not widely known. For example: I assisted a drone designer / distributor / business owner find work with New Zealand’s largest drone company. There is no list anywhere that considers that candidate as a high demand role for New Zealand. But that employer understood he was the best guy in South Africa with population 60 million. He was ready to hire him instantly. So keep an eye out for job advertisements, but also explore hidden opportunities that your skills may attract.

In summary: We are looking for overseas candidates with high-value skills and relevant qualifications who can fill roles in high-demand sectors.

Basic strategy: By showcasing your expertise, highlighting what makes you different and targeting employers who need your specific skills, you will increase your chances of being a desirable candidate for employment in our part of the world.

For a free assessment of your skills, send your CV with a few comments about your status to me at tate@employmentforimmigration.nz I answer in about a day.

Job Finding Stories

Berenice received 2 job offers from abroad

Tate

Edward attended went through the interview process with 3 employers and struggled through many delays from various authorities before getting hired by his 4th job interview. Soon after that Berenice was hired twice, once by Edward’s employer and then by another company. All of this was done online prior entering New Zealand.

Supporting Top-tier Candidates Abroad
Practical Advice

Job Success for Migrants: Preparation is the Key

Tate

Having a great time with Clients who are at the job application stage.

Some universal truths for the job search include:

  1. Prepare well – This makes every part of the job search easier, clearer, faster and more effective.
  2. Personalise it – If you want a personal response, the effort on your part should be as personal and direct as possible.
  3. Deliver competently – The learning curve is steepest in the beginning and takes years to master, but you don’t need mastery to succeed. Competence is all you need, and that doesn’t have to take long.
  4. Deliver consistently – Steady progress is the most predictable path to ultimate success. Even slow and steady progress is much better than short bursts of inspiration followed by long delays.
  5. Continuous improvement – If you improving at a steady rate, you will always win on a long enogh timeline. You know your project is over when you win. It might take 1 week or much longer. If you are committed, you will get there.

Wrapped together, the above 5 items might be considered “5 Pillars” of success in job hunting.

To find out more about this process and how you can maximise your success today, send your CV to me at tate@employmentforimmigration.nz Let me know your situation briefly. I will respond within a day.

Job Finding Stories

Edward and Berenice Chat With Tate About Life’s Best Journey

Tate

Edward and Berenice ran a successful plumbing company that grew from 1 to 6 vans in the span of a few years. Then one day they decided to start a new life in New Zealand. Today they are both working and happily in Whangerei.

Job Finding Stories, Uncategorized

Age Doesn’t Matter

Tate

Berenice and Edward confirm that age doesn’t matter in the New Zealand job market. If employees are deemed “fit for the job”, that is all that matters.

Edward and Berenice ran a successful plumbing company that grew from 1 to 6 vans in the span of a few years. Then one day they decided to start a new life in New Zealand. Today they are both working and happily in Whangerei.

Job Finding Stories

How to Get Hired in 6 Hours – Gerhard is a Master Machinist

Tate

Welcome to Tate’s Employment for Immigration, a leading service dedicated to helping jobseekers find work abroad. In this video we explore the remarkable journey of Gerhard, an exceptionally talented machinist from South Africa. Despite having no formal qualifications, Gerhard’s expertise and achievements have propelled him into the global job market, resulting in a job offer within just 6 hours of contacting an employer in New Zealand.

Traditionally, the hiring process involves meticulous screening, skills verification, reference checks and extensive interviews. However, Gerhard’s case stands out due to the convergence of three key factors.

Firstly, Gerhard’s unparalleled skills as a machinist have been honed through years of hands-on experience. Although unqualified, he has consistently demonstrated exceptional proficiency, even training qualified machinists to meet his exacting standards. This remarkable competence caught the attention of potential employers.

Secondly, Gerhard’s profile was carefully tailored to meet the expectations of recruiters in the New Zealand labour market. Our comprehensive approach ensured that Gerhard’s application materials effectively conveyed his skills, experience and achievements, overcoming any barriers that might arise from his lack of formal qualifications.

Finally, Gerhard utilised a well-established and proven job search strategy that has been successful in a variety of industries for over 27 years. This systematic approach, involving direct communication with employers and strategic positioning of his profile, accelerated the recruitment process and facilitated efficient decision-making.

Gerhard’s story serves as an inspiration for individuals seeking to overcome the challenges of job hunting in a foreign country. By leveraging his exceptional talents, adopting a tailored approach to applications and implementing a proven job search strategy, Gerhard quickly secured a coveted job offer.

At Tate’s Employment for Immigration, we pride ourselves on providing job seekers like Gerhard with the tools and guidance they need to achieve their career goals. Our services are designed to maximise your chances of success by showcasing your unique skills, experience and potential to potential employers.

Embark on your own transformational journey and discover the opportunities that await you. Contact Tate today at tate@employmentforimmigration.nz and let us guide you towards a brighter future of professional growth and fulfilment.

Practical Advice

Owning Your Story, Owning Your Success: Why taking ownership of your CV and Cover Letter is so important

Tate

While CV writers and tools such as ChatGPT can provide valuable assistance, the candidate is ultimately responsible for the content of their profile.

Candidates must take ownership of the content of their CV and cover letter, as well as LinkedIn and any other profile materials given to employers..

While CV writers and tools such as ChatGPT can provide valuable assistance, the candidate is ultimately responsible for the content of their profile. Here’s why it’s important to take responsibility:

Authenticity: Employers value authenticity and want to know about the real candidate, their skills, experiences and achievements. Taking ownership ensures that the content accurately reflects the candidate’s background, allowing employers to make informed decisions based on real information.

Personalisation: Every candidate is unique, with different qualifications and achievements. Content ownership allows candidates to tailor their profiles and application materials to specific roles and companies. It allows them to showcase their strengths and align their experience with the employer’s requirements.

Language and tone: Language and tone play an important role in conveying personality and professionalism. Candidates who take ownership of their content can ensure that the language used in their CVs, cover letters and other materials is authentic and represents their own voice. This helps to create a consistent and engaging narrative that resonates with employers.

Confidence and ownership: By taking responsibility for the content of their application, candidates demonstrate confidence in their abilities and a sense of ownership of their career journey. Employers appreciate candidates who can articulate their experiences and achievements in their own words, highlighting their unique value proposition.

Interview preparation: When candidates take ownership of their application materials, they become intimately familiar with the content. This knowledge and understanding is crucial during interviews, as candidates are able to speak confidently about their experience and answer questions relating to their CV or cover letter.

The employer’s perspective: Employers may specifically ask candidates if they have written their own CV. This question serves as an indicator of a candidate’s authenticity and ownership. Answering ‘yes’ reinforces the candidate’s credibility and integrity and demonstrates their commitment to presenting themselves accurately.

In summary, taking ownership not only builds credibility, but also prepares candidates for interviews where their familiarity with the content can be an asset. Ultimately, candidates empower themselves and increase their chances to be hired when they take full responsibility for all of their profile materials.

Ultimately, candidates empower themselves and increase their chances to be hired when they take full responsibility for all of their profile materials.