Tag: migrant job seekers

Market Updates

AI Is Changing Hiring. Your Edge Hasn’t.

Tate

The headline numbers

  • About 45 percent of organisations already use AI in HR, and about 44 percent use it in recruitment.
  • By 2025, about 60 percent expect AI across end to end recruiting, and about 80 percent across broader HR.
  • About 88 percent use AI in at least one business function, yet only about 1 percent are fully mature.

Takeaway: AI speeds screening and scheduling. It does not replace the core reasons people get hired. Clear value, direct communication, and solid interviews still win offers.

What Is Changing

  • Faster parsing of CVs and LinkedIn.
  • Tighter keyword matching and quicker checks for gaps or inconsistencies.
  • Shorter attention windows.

What Is Not Changing

  • Employers still ask one question. What value will you deliver in the next twelve months
  • People still hire people after a conversation they trust.

Your North Star: The Value Formula

Value = Before to After multiplied by Scale multiplied by Frequency

Example:
Unplanned downtime fell 28 percent in six months across four lines. I standardised preventive maintenance routines and weekly checks.

Build a Value Bank with six to ten lines like this. You will use it in your CV, LinkedIn, video, and interviews.

The 7–70–700 Rule

7 seconds – One sentence that shows impact.
Cut rework 34 percent across three sites in nine months using SPC checks and operator training.

70 seconds – A short video on your phone with subtitles. Say who you help, give one proof line, name a tool or standard, and invite a chat.

700 words – Your profile pack. A CV summary and a LinkedIn About plus three to five proof bullets that mirror your Value Bank. Use NZD or AUD, local titles, and work rights.

Keep these three aligned. Filters and interviews both become easier.

Pain Points and Simple Fixes

“I cannot extract metrics from my past work”
This is a state of brain freeze. It is best resolved through a short dialogue with someone who understands what your industry leaders require and can map that to your past projects and achievements.

“My CV looks good but underperforms”
When your strengths are organised in a comprehensive and concise way, document creation becomes simple. The Value Bank gives you categories and proof. Your CV, LinkedIn, and cover notes then stay consistent.

“I do not know what to say on video”
Use the same fix as the metrics problem. A brief conversation with an experienced guide will surface what content wins interviews in your role and industry. Once your seven second line is clear, your seventy second script writes itself.

“Outreach feels awkward”
It becomes simple when someone who knows your strengths demonstrates live how to engage hiring managers in your industry who are advertising roles you can do. Watching relevant demonstrations for about one and a half hours settles the awkward feeling and gives clear direction. The key is experienced guidance.

“Interviews go off track”
Pivots are easy when your mind is full of short successful stories about your strengths. This comes from solid preparation. Use a systematic approach and cover all strength categories with memorable examples that match the role requirements.

Employer Lens

Employers still need to attract talent, run a competitive process, and select the best fit with proven value. Your seven second line, your seventy second video, and your seven hundred word profile make their work easier. You show fit, evidence, and low risk.

Final Word

AI is changing the speed of hiring. The reason someone hires you has not changed. Everything still returns to your proven strengths, which are tied to past projects and achievements. Present them clearly. Prepare well and you will perform well.

A short conversation with an experienced job finding guide works like a skeleton key. It unlocks your metrics, clarifies your seven second line, helps script your seventy second video, strengthens your seven hundred word profile, and shows you how to contact the right employers with confidence.

If you want support, begin with a quick Strength Audit. We will build your Value Bank, align your CV, LinkedIn, PowerPoint and Video CV, and practise the outreach and interview skills that lead to offers. Used in Australia, New Zealand, and proven to work anywhere in the world.

Market Updates

Why November–December Is a Smart Time to Land a Job (If Prepared)

Tate

New Zealand and Australia favour proven high performers who are prepared

The Two-Stage Formula

1) Excellent Preparation

  • Easy “yes”: Your strengths are obvious, relevant, and decision-ready.
  • Faster trust: Clear proof of value lowers perceived risk for hiring managers.
  • Better replies: Strong materials attract personalised, human responses.
  • Interview confidence: Your wins are top-of-mind and easy to articulate.
  • One story, many formats: Every asset reinforces the same value proposition.

Once prepared in this way, you are ready to present and also communicate because your head will be swimming in your strengths—top of mind and able to clearly represent yourself.

2) Next step: talk to me directly

Skip the guesswork. If you’re serious about NZ/AU roles, book a no-cost intro. I’ll review where you stand, show you what “best-in-class” looks like in your sector, and map the shortest path to employer responses and interviews.

Why Year-End Works

  • Relaxed pace: Lighter KPIs and friendlier calendars = easier access to decision makers.
  • December offers, January starts: Sign now; onboard after holidays.
  • Warmer conversations: More space to discuss fit, timelines, and hiring plans.

What “Best-in-Class” Looks Like

Best-in-class happens when all of your professional strengths are presented comprehensively, using multimedia effectively to communicate job fit to employers in your sector. This is universal across countries and industries because every hiring manager must make a sound decision. From their perspective, good hiring decisions happen when they understand your strengths and feel comfortable with your fit for the role.

  • Comprehensive: Nothing important is missing; proof is succinct and decision-ready.
  • Relevant: Strengths are mapped to the role’s real-world demands in your sector.
  • Credible: Achievements are specific, comparable, and easy to verify.
  • Memorable: CV, LinkedIn, video, and visuals all echo the same story.
  • Portable: A manager in any market can quickly see where you add value.

Post-Holiday Hiring “Bubble” — Proof & Drivers

1) Proof of the hiring bubble (with quotes)

  • US — Glassdoor (week of Jan 13):
    “The week of January 13 is likely to be the most active… with 19% more job seeker activity than a typical week.”
  • US — Glassdoor (January overall):
    “January… 11% higher than in a typical month.”
  • UK — Indeed Hiring Lab (early-Jan spike):
    “The first or second Monday after New Year’s Day typically registers the highest number of job searches… in the entire year.”
  • US — Indeed Hiring Lab (2024 reality check):
    “Job postings did not experience their typical January bounce.”
  • US — Indeed Hiring Lab (2025 search lift):
    “By Jan. 29, search levels were 22% above Dec. 10 levels.”
  • AU and NZ— SEEK (seasonality):
    “Job ads generally peak in January.”

2) Why the bubble happens (drivers & sub-reasons)

  • Headcount resets (budgets unlock): New calendar/fiscal budgets open hiring processes that were paused in Nov and Dec. This allows for backfilling after year-end exits and retirements.
  • Holiday onboarding aversion (operational): Teams delay permanent hires during leave periods whenever staffing is not available to conduct onboarding of new staff. There is also the issue of holiday-pay overhead. All that changes in January.
  • Bonus-season mobility (post-payout moves): Early–mid Q1 budgets plus post-bonus departures create vacancies. Many people prefer to secure year-end bonus before moving on.
  • New-year project kick-offs (demand): Approved initiatives start in Q1, creating urgency once managers return. With new goals come new staffing plans and budgets follow.
  • Function seasonality (Sales / Business Development): Sales targets reset at the end of the year; ads peak in January (AU and NZ data both indicate new hiring peaks in after the holiday).
  • Supply leads demand (timing gap): Job-seeker searches surge right after New Year’s while employer postings can lag a few weeks. For this reason, both January and February should be considered for job hunting opportunities.

If you want specific job targets tailored to your profile, this comes standard with my services. Everything we do will be customised to your profile strengths and goals.

Mindset That Wins

  • Start before you feel “ready”: Like the gym or a new class, all new projects begin with uncertainty or weakness before building confidence and strength.
  • Normalise vetting: Questions from employers are progress; they mean you’re in a real conversation.
  • Compound momentum: Warm contacts now become January interviews and early-2026 offers.

Talk to Me (No-Cost Intro)

If you’re aiming for New Zealand or Australia, let’s get you decision-ready and into real conversations with employers.
Bring your current materials; I’ll show you the exact upgrades to reach best-in-class and the quickest moves to boost replies and interviews.

Send your CV to me as a first step. Your CV, even if it is not perfect, will help me to understand your job opportunities. You may also include a couple of sentences about your job goals by email. Send to Tate@EmploymentForImmigration.NZ – I will respond within 1-day.