New Zealand has just announced an opening of our borders in July. This is huge news for those wanting to settle.
For those who may not know, prior to 2020, New Zealand was often considered the most attractive place to live in the world, according to a wide range of people from billionaire bolt-hole buyers to free-style hippies, and they often shared the same sun-drenched beaches.
During the past 2+ years, New Zealand has had: * the highest candidate demand in job market history * the lowest unemployment in history * strong business growth limited by the lack of talent When borders open in July, will New Zealand have have: * the biggest hiring boom in job market history? * continued low unemployment? * stronger growth in business with some of the best talent in the world?
The big flow of foreign talent coming in starts with reaching median wage thresholds (July 4) and now we are getting visitor’s visas (July 31).
We are weeks away from NZ job market history.
“New Zealand will fully reopen its international border from 11.59pm on July 31… two months earlier than the government’s previous time frame.”
Suhaila’s first job interview turned into her dream job offer, beating all your expectations. In addition, she was given a border exemption during the Covid lockdown in New Zealand, which was quite tight, and she was given a work visa with right to gravel to and work in New Zealand. This all happened within two weeks. Amazing so far, right?
Follow Suhaila’s journey and expect the unexpected as this story unfolds.
This is Part 2, picking up things from Doha, Qatar with a few exciting stories that Suhaila’s family experienced along the way so far…
The flight to New Zealand was cancelled and borders were re-closed again in New Zealand due to the discovery of Omicron. The timing couldn’t be worse. Suhaila’s family of 5 already sold the house, packed all belongings and was at the airport. So now what?
In Part 3, I am honured to interview Suhaila in the comfort of her new home in Auckland. Suhaila’s new life is explained regarding work, studies, social life, Auckland city culture and family life. Then each of her children give us a fresh update from their points of view. Just listen for yourself, this turning into a wholesome reality show.
Prologue to Suhaila’s Success Story – Difficulties come into our lives and then it is our time to respond. Suhaila is a Clinical Psychologist with experience helping some of the most traumatised people in society, so it is perhaps fitting that we consider how Suhaila responds to some of the challenges that Immigration can bring to a family. As the viewer experiences Suhaila’s story in 3 parts, there are ups and downs and unexpected twists. Ultimately, this is a feel-good experience that might be be exactly what someone needs to hear when considering how to make the journey of a lifetime into a new country, new job, new everything.
I picked out 7 slides from a total of 33 slides presented by Immigration New Zealand to help foreign migrants see opportunities from New Zealand employers. From July, NZ employers will need to be accredited if they want to hire foreigners.
This is a condensed version of newly available compliance rules regarding the Accredited Employer Work Visa (AEWV) from the point of view of employers in New Zealand and what they need to do, and how that might benefit you as a foreign migrant.
Disclaimer: This website is intended to assist foreign migrants with job related support and not to give specific immigration advice. To get immigration advice, you may either seek that directly from the Immigration New Zealand website or if you want the extra help of a knowledgeable consultant, then seek out a Licensed Immigration Agent you trust and get that support you require for success in NZ. 🙂
Here are 5 roles that NZ needs to hire urgently. Qualifying candidates can expect quick border exemptions, visa approvals and often financial support for the move as well.
Hot hiring roles include 1) Consultant Psychiatrists, 2) Clinical Psychologists, 3) Registered Nurses, 4) Occupational Therapists and 5 Physiotherapists. Read other requirements below for each role.
If you have any questions about these roles, the first thing I need is your CV and a few words about your immigration status & goals sent to tate@employmentforimmigration.nz
I noticed that many people are struggling to find a good list of employers to target. This results in frustration because you know you have demand in New Zealand but you can’t find a good list of specific employers to target.
Benchmarking Made Easy
As you will discover soon, benchmarking can be easy. Most people who watch this video will resolve that problem and discover a great list of companies to target. If you can, try to follow along using your own profile as an example.
It there is still a lack of clarity, put your questions to me in the comments or to my email tate@employmentforimmigration.nz
Junior professionals are always going to be less experienced than seniors, but that doesn’t mean they will be less attractive to hire. In many case, employers may prefer to hire a junior candidate. For example, Juniors are often perceived as offering more flexibility and more value for money than their senior counterparts.
What is your point of difference? If your skills abilities are considered to be equal to a local, the local will always have the advantage. Foreign job seekers need to be significantly better than local local job applicants in order to be offered work.
Are you displacing locals? – Immigration officers have a job to do, and part of that job is to ensure that foreign job seekers are not taking jobs away from local candidates. If they are unsure, they may ask the local hiring employer to prove that every consideration was first given to locals.
For the above two challenges, there are two strategies.
Your point of difference is about knowing your core skills and positioning your proven abilities as a point of difference with “rising star” potential. If you have a couple of remarkable successes in your young career, this is what I am talking about. Adding your enthusiasm and passion to succeed also helps a great deal. And if you have all those features combined, add also the quality of persistence to ensure maximum chances for success because it may take meeting 10 or 20 or more employers before success is achieved. Persistence eventually finds success, depending on many factors that I can help you navigate in a separate discussion.
Displacing locals will be a minimised problem if you have clearly communicated your “point of difference”. When your employer knows that your core strength is the best among other applicants and if that is also critical to the success of the role, then your employer will be able to better manage any requests for proof from immigration authorities. Obviously, looking for work abroad, discovering and communicating your core strengths is at the heart of getting job offers.
In Summary
If you are a junior professional with a short but successful career, then you might be able to position yourself as a “rising star” candidates that foreign employers love to hire.
If you would like a detailed strategy that fits your profile and your goals, just send your CV and questions to me. I will give you a personalised response in about a day.
The brain drain from South Africa has transformed the economies and societies of New Zealand and Australia over the last 4 decades. South Africa has given our part of the world some of the most talented professionals in their country. Industry leaders representing all trades, engineering, teaching, health, ITC, manufacturing, logistics, goods and services of all kinds. The people coming are the bedrock of society. They have helped build and maintain cities, towns, industries and services, private and public. By this time, I would guess that every professionally skilled person in South Africa has seen family, friends and colleagues leave for a better life abroad. One of their favourite destinations is little New Zealand..
A 2013 census showed 54,279 South African-born people resident in New Zealand, or 1.36% of our population, 5th highest after UK, China, India, and Australia. 2013 was a long time ago, and the flow has been high the whole time (except for the lockdown years), and the flow will continue, I’m sure because there continues to be great interest on both sides. Australia has larger numbers but reflects a smaller percentage share of talent growth.
Brain drains reflect a shift of production capacity and social stability away from one place to the benefit of somewhere else. In stable countries, most of these people would not relocate. It takes generations to develop a class of people that keep the fabric of society held together. New Zealand has benefited much from this group. Those who benefit the most from South Africa are in several categories, but I will name just two that I am most familiar with: 1) Top income professionals could live anywhere in the world and their top choice is often New Zealand or Australia and 2) Proven talent that finds life at home to be more struggle than success both financially and socially.
Regarding the top income performers – They find what they are looking for in New Zealand when they have security, stability, happier family time, regular contact with nature and a work-life balance. Top performers often talk about their quality of life for themselves and their children as their main reason fro choosing this region of the world. This group needs to be connected with decision makers that understand their value and can make use of their skills. This process often begins with making complex profiles clearly understandable and then plugging them into either a career growth direction or a lifestyle direction or some combination of both.
About proven talent – They find economic growth and opportunity plus all of the things listed above as well. This category often has to “put everything on the line” to make this dream come true, and when it does, they can experience the most positive change to their life experience and for their future growth opportunities. For this group life can instantly improve on all fronts from day 01 and go up from there, but the risks are higher to get from point A to the new life here. This group needs the most planning and risk management support and the confidence that their hard earned immigration investments will bring the success they are looking to achieve.
Brain Drain to New Zealand
A recent article this week that published, “[A]round 8% of people are selling their homes with plans to leave the country. Notably, the data shows that wealthier South Africans – even those in upper-middle-income brackets – are more likely to sell up to emigrate.” – Upper-middle income South Africans are selling up to emigrate
The relocation of talent from South Africa to New Zealand and Australia has been going on for many decades and will continue for a long time until conditions improve dramatically at home. This may take a long time. Until then, countries abroad that are successful in attracting some of the best available talent in the world will continue to benefit from the situation and immigrants will continue to improve their lives.
If you want help getting into contact with hiring managers in these sectors so you can “get the ball rolling” towards immigration, I am happy to help you do that. I just need your CV to start with and some information about your immigration status. What I do with your CV from that stage is to review and give helpful feedback based on your immigration goals.
Remember, everything about immigration for these roles and most others comes down to the job offer, and employers will be increasingly driving the process towards your work visa. So the critical link is going to be your profile getting a response to you from your future employer so that you can be considered seriously enough for that job offer. From that stage of having a written and signed job offer in your hands, the rest of the process can flow naturally based on INZ requirements. For customised insights, I always welcome your CVs and questions to tate@employmentforimmigration.nz
Where is Immigration New Zealand going with this?
My attention was drawn to the following sentence – “More details will be released in coming weeks” and the following two links were immediately provided thereafter:
If you follow the above two links, you will find the first one written by the Labour MP for West Coast-Tasman and Minister of Agriculture, among other things.
The second link was written by the Minister of Digital Economy and Communications.
What seems obvious to me is that the government has decided to manage growth into the agricultural economy and the digital growth economy by priority, ahead of the borders opening for everyone else. Agriculture is the main export industry and the digital economy + communications are seen as critical for us to keep pace with a changing first world economy by the looks of it.
Starting from January 17, 2022, most companies in New Zealand will be operating with a full contingent of staff, ready to make hiring decisions.
When borders finally open, foreign job-seekers will experience the most anticipated job market in the history of Australia and New Zealand.
The Hottest Job Market in History for Top Foreign Talent
I have seen the talent that is getting ready. The first wave of migrants coming into NZ and Australia will include some of the most successful high achievers I have ever seen. This group is likely to enter during the first few months after the border has opened and they are likely to meet employers that have been waiting a long time to expand their business. Some of the best jobs available will be taken by the first wave coming in, but that will probably not satisfy the total demand for skilled labour. I believe that the second wave of immigrants will be even larger because the success of the first wave will be painted all over social media with stories of “hottest job market in history”.
Somewhere between the second and third waves, probably between 6 and 12 months, the job markets will be satiated with enough talent that employers will have to slow down with hiring and start paying attention to training and supporting existing staff, meeting business objectives, achieving a return on these hiring investments that were made.
There Will Be More Video Hires Than Ever Before
For immigrants that would like to get hired on video calls. this is an area of the job market that will continue to grow. Pushed by necessity, employers have been hiring online in record numbers during the lockdown and I speak specifically about those thousands of medial staff that have come in with border exemptions. They were all hired online! Imagine that, 100% hired online by hospitals ad private clinics nationally. So we can expect to see that opportunity expand.
If you want to get work in New Zealand or Australia, there are 101 ways to improve your chances. Everything starts with your profile and your core skills and how your core skills apply into the existing job market demand. It is just that simple. You can forget about the skills shortage lists and the employer accreditation lists. The stating point is your “value deliverable” as a professional, as a candidate profile and that includes everything that hiring managers want to see in order to confidently make a good hiring decision for their employer.
If you want helpful advice about your profile and goals, I will be happy to have a look at your CV and answer your specific questions at no cost.
NZ unemployment rate last 10-years. This is the most candidate-short market in NZ history, or at least as far as modern job market history is concerned. A perfect storm for a hiring frenzy when the borders open.
This an event not to be missed by committed foreign talent that already know what they want.
Employment for Immigration to New Zealand, Australia and Beyond 