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Market Updates

Is there a recession in New Zealand?

Tate

I will try to explain clearly and briefly.

Hiring Cycles:

Yes, there is a recession. But there are also hiring seasons. Every winter is a slower period for permanent hires in New Zealand as people are still recovering from the post-COVID inflationary environment. The best time to prepare for work is now because every year, there is a hiring boom in spring. Sometimes early spring in September or even late August, and other times mid-spring in October. But every year, it happens. I can explain why if you like, but the short answer is that business activity picks up in the warmer seasons with the longer days.

Leading Industries:

Yes, some companies are struggling. But some companies are doing well. Every industry will have a mix of poor performers and top performers. Let’s see how New Zealand primary industries are doing. “New Zealand Foreign Affairs & Trade (MFAT) estimates the country’s major primary sectors of meat, dairy, fisheries, wine, forestry, and selected horticulture products to export up to 95% of their output, revealing how crucial exports are to the very industries that characterise the island nation.” (4 Apr 2024)

Resilient Industries:

Some sectors have shown robust growth despite economic downturns. Industries such as technology, healthcare, and primary industries (including agriculture and forestry) have maintained steady or increasing hiring rates. For instance, job ads in primary industries have seen a positive trend, with notable growth in regions like Manawatu, Hawkes Bay, and Southland, which have all recorded significant increases in job ad volumes compared to pre-pandemic levels​ (SEEK)​​ (Live and Work New Zealand)​.

Strategic Job Seeking:

For skilled professionals, the key to navigating the job market lies in identifying top-performing companies within resilient industries. Presenting top-level skills in a polished, best-in-class format can capture the attention of hiring managers. Personalized applications and targeted presentations significantly enhance the chances of receiving a positive response. Tailoring your approach to each company shows dedication and helps you stand out in a competitive job market​ (MBIE)​​ (MBIE)​.

Supporting Metrics:

  • Inflation Rate: Increased from 1.5% in 2020 to 5.9% in 2022.
  • Mortgage Defaults: Rising trend due to economic pressures.
  • Grocery Prices: Significant increases, particularly in fresh produce and dairy, doubling or tripling in some cases.
  • Job Ads in Primary Industries: Steady growth with regions like Manawatu up 75%, Hawkes Bay up 61%, and Southland up 56% since pre-pandemic levels​ (SEEK)​​ (Stats NZ)​.

Helpful & personalised insights available to you:

If you are skilled, your best opportunity to find work is to find a company that needs your skills. The time to prepare is right now because when August is here, you will want to be fully engaged into your job market. Leading companies will require quality candidates at that time. It is the best time in 2024 to find work. If any questions, drop me a line with your CV for helpful insights in response – tate@employmentforimmigration.nz

Testimonial Posts

N. T. Testimonial

Tate

Hi Tate
I used the system that you taught me and all the tips, you are a great teacher am grateful for all your help. I contacted employers directly and I got a job offer.
You were right Mike is a great employer. I will definitely let you know when I come to Nelson.
Thank you again Tate! Am grateful,
N. T.

Why you don’t need to use the Accredited Employer list as a foreign job seeker. My client above contacted a non-accredited employer who was a sole-trader / contractor in the plumbing trade. the employer wanted to hire his first employee and “never thought of hiring a foreigner”. But he liked my client’s profile, they talked, and ultimately the employer decided he wanted to employ my client. So he spent the small fee and became accredited in a few days and started the process of hiring within a week. About 10 months have passed by this time and they are still together and doing well at work. This is not the only example I have of an employer becoming accredited in order to hire a foreign job seeker but it is the only one that involves a sole trader hiring his first tradesman. Keep your optimism alive, my friends. Leave no stone unturned. There is a successful outcome beyond every great vision.

Practical Advice

Job finding always begins with digging

Tate

Job finding always begins with digging out your skills.

  1. Dig to present
  2. Present to communicate
  3. 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.

Everyone Need Encouragement

Emigration Encouragement

Tate

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.

Everyone Need Encouragement

Transitioning from Beginner to Advanced Job Seeker: A Guided Journey

Tate

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.

Practical Advice

Recruitment Challenges for Foreign Job Seekers in New Zealand and Australia

Tate

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:

  1. 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)
  2. 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!

Kiwis Working with Kiwis

Aussies Working With Aussies

Testimonial Posts

Stuart and Ina Jones Testimonial

Tate

“We want to thank you for all your assistance during this long difficult journey. Your guidance and positive attitude really helped us to hang in and never give up. 
Please know that you are appreciated, and if we can bottle your knowledge we will make millions. 🙂
Thank you, thank you, thank you.”

Stuart and Ina Jones

It was great to work with Stuart and Ina. It wasn’t easy to enter New Zealand when they did. You remember all the disruptions of that time when New Zealand was considered “the most locked-down country”. But they never gave up and I knew they would succeed because Stuart has 30+ years of specialised experience servicing equipment on the sites of so many big name corporations. His work diversity and projects are amazing. His employer in New Zealand has found a quality candidate that doesn’t hardly exist in New Zealand because guys like Stuart don’t move jobs often. Their bosses keep guys like him happy because they must. We are a candidate short market. I appreciate testimonials like this. Thank you Stuart and Ina, it was a pleasure to work with you.

Testimonial Posts

Andre Wilmot Testimonial

Tate

“Good evening Tate hope you are well. Just an update.
We finally received all our visas. The excitement today was overwhelming. Every time something happens Leandi says we have to tell Tate.
This whole journey starts with you and I think tonight that this would not be possible if it was not for you.
We bought our plane tickets today and we are flying mid November. I’m only starting work in January. But we are going to enjoy a well deserved break in New Zealand. We are spending the holidays with friends and we are going to do as much site seeing as possible and enjoy this time before i start working again.
Hope you have a great weekend.
We are so grateful and all the thanks go to you for making this dream a reality for us.”

Andre Wilmot

Meet Andre, a Master Machinist known for leading small teams of artisans on some of the most complex projects for his industry. Although he has no formal trade qualifications, Andre has managed projects for Airbus and Elon Musk’s Space-X satellites. He even trains and upskills fully qualified tradesmen on his team, but this doesn’t guarantee that New Zealand employers will want to hire him.

Even with Andre’s skills, New Zealand employers typically require formal qualifications, especially when hiring foreigners. There are many reasons for this bias within the hiring culture of New Zealand. Tate understands how to communicate to hiring managers in a way that allows them to feel comfortable with a hiring decision. After weeks of preparation with Tate, Andre was able to catch the attention of New Zealand employers and shortly after he was hired online.

Market Updates

Two Strategies for the Post-Holiday Hiring Boom.

Tate

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.