new zealand jobs – Employment for Immigration to New Zealand, Australia and Beyond

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)

November 1, 2025November 1, 2025 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.

Market Updates, Migrant Resources

New Zealand Wants Higher Skills overall – A Long Trend

September 28, 2025October 23, 2025 Tate

Employers and migrants alike often look at policy announcements and wonder: Is this a big shift, or just another adjustment on a longer journey? In the case of New Zealand’s Skilled Migrant Category (SMC), the evidence points firmly to the latter.

Since 2003, when New Zealand introduced the modern points-based SMC, the underlying message has been consistent: the country wants high skills, recognised qualifications, and sustainable wages to drive productivity and fill genuine workforce gaps.

New Zealand’s job market is opening wider at the upper-middle and high-skill end—research shows that’s where the real gaps are.

1. The Historical Anchor: 2003 and the Points System

In 2003, the government overhauled the residence programme, rolling out a points system that rewarded formal qualifications, occupational registration, and skilled job offers. The explicit goal was to attract migrants who could lift economic performance and adapt quickly to New Zealand’s labour market.¹

That was the first clear signal of what has since become a multi-decade theme.

2. The Trend That Never Stopped

Every major adjustment since has reinforced the same trajectory:

2003–2010s: Emphasis on qualifications and English ability, alongside employer job offers.
2017–2021: Wage thresholds began to appear as a tool for separating higher-skill from lower-skill roles.²
2022–2023: The system formally tied eligibility to the median wage, creating an automatic ratchet effect as incomes rise.³
2024–2025: The Accredited Employer Work Visa (AEWV) tightened further, with higher wage and skill standards, while the SMC was simplified but left the core wage/qualification thresholds intact.⁴

The consistent through-line? High-skill, high-wage, high-value roles are encouraged. Lower-pay, mid-skill, or unrecognised qualifications find the pathway harder.

3. What Employers See

Employers can read the signal as:

Clarity at the top end – easier to plan recruitment for doctors, engineers, IT specialists, and others clearly above the bar.
Ongoing unpredictability at the margins – constant tweaks mean smaller businesses in trades, health support, or education assistants may hesitate before committing.
Pressure to raise offers – to remain competitive, mid-skill employers increasingly need to adjust wages or support credential recognition.⁵

4. What Migrants Experience

For migrants, the continuity is equally clear:

Higher wages = higher likelihood of success.
Credential recognition is non-negotiable.
Sector shortages remain the exception – where Green Lists or special pathways apply (e.g., teachers, nurses, some trades).
Upskilling pays off – those who invest in qualifications or professional registration stand out.

5. Drawing the Obvious Conclusion

When you line up two decades of reforms, the direction is unmistakable.

New Zealand is not chasing low-wage migration to plug every gap.
Instead, it’s building competitive tension for global top talent.
The workforce is being nudged toward higher skills, higher pay, and higher productivity.

For both employers and migrants, this long arc is more useful than any single announcement: the changes of 2023–2025 are simply another chapter in a story that began in 2003.

Footnotes

INZ introduced the Skilled Migrant Category in 2003, replacing the General Skills Category.
Wage thresholds started to be used more systematically from 2017 onward.
INZ pay-rate history shows the median-wage linkage from 2022–2023.
Reuters and Guardian coverage in 2024 highlighted visa tightening with wage/skill focus.
BusinessNZ surveys (2025) report employers still see unpredictability despite simplification.

Further Reading

INZ: Changes to Skilled Migrant Category Resident Visa
INZ: Pay rates – Skilled Migrant Category
KPMG: 2025 Skilled Migrant wage threshold update
OECD: Adapting to the changing labour market in New Zealand
Reuters: NZ tightens visa rules amid near-record migration
The Guardian: NZ tightens visa rules after migration hits “unsustainable” levels

Market Updates, Migrant Resources

New Zealand Creates a New Investor Category

September 19, 2025October 23, 2025 Tate

New Zealand is calling out for bold entrepreneurs to help fuel its next wave of growth. NZ $1 million minimum. For a $2 million investment in an existing business enables a 12-month fast-track to residence.

https://economictimes.indiatimes.com/nri/work/new-zealand-introduces-new-investor-visa-for-foreign-business-owners/articleshow/123539197.cms

Migrant Resources

Job Offers + Migration Without 4-year Qualification

September 11, 2025September 11, 2025 Tate

No Degree? You still might be able to get permanent work as a foreignger. Having a formal 4-year qualification is not the only pathway to find work. There are over 700 different job categories that will allow migration to New Zealand and Australia.

New Zealand Green List – jobs that are in shortage, with faster visa pathways:
https://www.immigration.govt.nz/about-us/media-centre/news-notifications/green-list
- Total occupations: The Green List includes approximately 205 roles that offer faster pathways to residency in New Zealand.
- Do you belong in one of these categories?: Engineering (e.g., Civil Engineer, Chemical Engineer, Telecommunications Engineer) Construction (e.g., Construction Project Manager, Quantity Surveyor, Surveyor) Health & Social Services (e.g., Paramedic, Anaesthetist, Audiologist, Social Worker) ICT & Electronics (broad category noted) Teaching & Education (e.g., Early Childhood and Primary Teachers, Secondary School Teachers) Trades & Machinery Operators (recent additions in August 2025)
Australia Skilled Occupation List – jobs eligible for skilled visas under current rules:
https://immi.homeaffairs.gov.au/visas/working-in-australia/skill-occupation-list
- Core Skills Occupation List (CSOL) Includes 456 occupations, covering a wide range of in-demand roles across multiple sectors
- Regional Occupation List (ROL) Contains 77 occupations specific to regional Australia under the Skilled Work Regional (Subclass 491)
- Broad Categories Represented in the CSOL (examples below) Management & Executive (e.g., Chief Executive, Finance Manager) Agriculture (e.g., Aquaculture Farmer, Apiarist, Dairy Farmer) Marketing & Corporate Services (e.g., Advertising Manager, Sales Manager, HR Manager) Engineering & Sciences (e.g., Chemical Engineer) Construction & Trades (e.g., Carpenter, Carpenter and Joiner, Metal Fabricator) Cartography & Planning (e.g., Cartographer) Culinary (e.g., Chef) Health & Healthcare Support (broad inclusion noted; examples like Registered Nurse appear in extended lists, though not explicitly in CSOL excerpt)

Instructions: To find out if you comply to one of our shortage lists, just click on the official government websites above and have a careful look.

If you comply with one or more roles on these lists: Send your CV to me with a short note so that I may give you information about finding work.

Send Your CV Here: tate@employmentforimmigration.nz
Include job title and target country. Daily responses.

Migrant Resources

Spring Hiring Opportunities for Skilled Migrants in New Zealand and Australia — September 2025

September 10, 2025September 10, 2025 Tate

Spring has arrived in the Southern Hemisphere, and with it comes renewed energy in the job markets of New Zealand and Australia. While the statistics show some challenges, they also reveal important opportunities for skilled migrants who are ready to make their mark.

Macro-Economic Backdrop

New Zealand is facing a period of economic softness. Over the past nine months, approximately 50,000 jobs have been lost, with 10,000 disappearing in just the last quarter. Unemployment has risen to 5.2%, and filled jobs remain 6% below their 2023 levels. The construction sector alone is down 5.6% year-on-year.

It’s worth noting that only in New Zealand would 5.2% unemployment make front-page news — in many countries, that would be celebrated as a sign of a healthy, fully employed economy. Kiwis are quite pedantic about this statistic.

Australia, by contrast, is in a stronger economic cycle. Employers continue to hire, wages are growing, and the country is successfully attracting talent — including many skilled New Zealanders leaving for higher pay and broader career options.

Both countries have different opportunities for work:

New Zealand must replenish its workforce, as skilled workers continue to migrate out.
Australia is expanding, creating fresh demand for new hires across multiple sectors.

Migration Trends

New Zealand recorded a net loss of 71,800 people in the year to June 2025, the highest in 13 years, with most departures being under 30. This creates immediate replacement demand for mid-career professionals in healthcare, engineering, and technical trades.
Australia is actively benefiting from this exodus. Higher salaries and strong project pipelines — particularly in infrastructure and resources — make it a magnet for ambitious workers.

For migrants, this dual trend creates a two-sided opportunity: fill the gaps left behind in New Zealand or ride the economic growth wave in Australia.

Job Sectors of Highest Potential

New Zealand
- Technology & Digital Transformation: Employers are restarting projects delayed earlier in the year. Contract roles are opening, with permanent hiring likely to follow.
- Healthcare & Social Services: Replacement demand is high as local talent exits. Nurses, allied health professionals, and specialists remain priority hires.
- Agriculture & Primary Industries: Seasonal and permanent gaps are evident, particularly in regional areas.
Australia
- Construction & Infrastructure: A booming sector, supported by government spending and private investment.
- Mining, Energy & Resources: Still core to Australia’s economy, with ongoing projects demanding engineers, geologists, and safety managers.
- Technology & Corporate Services: Similar to New Zealand, but with stronger hiring momentum and higher pay.

Timing Advantage: The Spring Hiring Window

Spring is traditionally a strong hiring season in both countries:

After the winter slowdown, employers gear up for new projects.
Recruitment peaks before the holiday season, when hiring managers are more responsive and onboarding can happen smoothly.
For candidates, this is the ideal window to get ahead of the competition and lock in interviews.

Standout Candidates Win in Any Economy

Despite the statistics, one constant remains:

The best-prepared and most determined candidates always stand out.
Employers in both New Zealand and Australia value skills, measurable achievements, and hunger to succeed above all else.
Migrants who can demonstrate impact — whether in cost savings, production gains, project delivery, or leadership — are positioned as favorites, even in competitive markets.

Conclusion

New Zealand and Australia present complementary opportunities this spring. New Zealand needs skilled migrants to replace a shrinking workforce, while Australia is expanding and paying top dollar to attract talent. For those ready to move, the coming months are a golden window to act.

If you have the right skills, clear goals, and a results-driven profile, now is the time to step forward. Employers are looking — and the market is opening up.

Get Your CV / Profile / Job Targets Assessed

Put your best foot forward this spring. Get a fast, practical CV assessment from a 17-year veteran of the NZ & AU job markets.

What you’ll receive (free insights) for qualifying job seekers:

Fit check: role and sector match in NZ & Australia
Presentation about the entire job finding process
ATS readiness: keyword and structure improvements
Quick market pointers: salary bands & immediate targets
Next steps: 3–5 actions to land interviews faster

How to request your assessment:

Email your CV to Tate@employmentforimmigration.nz
Subject line: “CV Assessment – [Your Role] – [City/Country]”

Confidential. No fluff—just useful, actionable insights you can apply to your job hunt.

Check out our local economic news:

New Zealand’s Economy in Crisis: 50,000 Jobs Gone, Kiwis Fleeing to Australia
https://www.propertynoise.co.nz/new-zealands-economy-in-crisis-50000-jobs-gone-kiwis-fleeing-to-australia/?utm_source=chatgpt.com

New Zealand’s Q2 Jobless Rate Rises to 5.2% (shocking)
https://www.reuters.com/world/asia-pacific/new-zealands-q2-jobless-rate-rises-52-2025-08-05/?utm_source=chatgpt.com

New Zealand’s Population Exodus Hits 13-Year High
https://www.reuters.com/world/asia-pacific/new-zealands-population-exodus-hits-13-year-high-economy-worsens-2025-08-15/?utm_source=chatgpt.com

Employment Rises as Jobs Market Stabilises (MEI July 2025)
https://www.mpamag.com/nz/news/general/employment-rises-as-jobs-market-stabilises/547768?utm_source=chatgpt.com

What the Latest Jobs Data Is (and Isn’t) Telling Us
https://thespinoff.co.nz/the-bulletin/31-07-2025/what-the-latest-jobs-data-is-and-isnt-telling-us?utm_source=chatgpt.com

What’s Ahead for New Zealand Hiring in 2025 — Beyond Recruitment
https://www.beyondrecruitment.co.nz/blog/2025/08/whats-ahead-for-new-zealand-hiring-in-2025?utm_source=chatgpt.com

MBIE Labour Market Release Calendar (Jobs Online & MEI Data)
https://www.mbie.govt.nz/business-and-employment/employment-and-skills/labour-market-reports-data-and-analysis/jobs-online/release-calendar?utm_source=chatgpt.com

Migrant Resources

Top Nations for Skilled Migration, 2025

September 1, 2025September 1, 2025 Tate

The table below shows the main countries where skilled migrants move for permanent residence and, later, citizenship. Figures are based on 2025 plans and best estimates. They are not exact, because each country counts migration differently, but this gives a clear picture of the opportunities.

Country	2025 Program / PR Plan	Estimated Skilled Migration	Pathways to Residence	Key Salary / Threshold Rules	High Demand Sectors
Canada	Target ~395,000 permanent residents	230,000–260,000 (economic class)	Express Entry, Provincial Programs	No national minimum salary; points system + market wages	Healthcare, STEM, Trades, Education
Australia	Program 185,000 (≈70% skilled)	125,000–135,000	Skills in Demand Visa, ENS 186, Regional 494	CSIT A$76,515; SSIT A$141,210	Healthcare, Trades, Engineering, ICT
United Kingdom	Skilled Worker → ILR (5 years)	Lower inflows expected	Skilled Worker, Health & Care Worker	£38,700 general; lower for Immigration Salary List jobs	Healthcare, some high-skill STEM
New Zealand	Skilled Migrant Category; Green List	Reduced from 2023–24 highs	SMC, Green List (Straight to or Work to Residence)	NZ$33.56/hr median; 1.5×–2× for points	Trades, Care, Transport, Engineering
Germany	Skilled Immigration Act; EU Blue Card	≈200,000 skilled visas (2024) and rising	EU Blue Card, Skilled Worker, Opportunity Card	Blue Card salary rules vary by job group	Engineering, IT, Healthcare, Trades

Acronyms Explained

PR – Permanent Residence. The legal right to live and work in a country long-term.
STEM – Science, Technology, Engineering, Mathematics. Often priority job areas.
ENS 186 – Employer Nomination Scheme (subclass 186 visa) in Australia, for employer-sponsored skilled workers.
Regional 494 – Skilled Employer Sponsored Regional visa (subclass 494) in Australia, linking jobs in regional areas to permanent residence.
CSIT – Core Skills Income Threshold in Australia. Minimum salary required for most skilled visas (A$76,515 from July 2025).
SSIT – Specialist Skills Income Threshold in Australia. Higher minimum salary for very high-skilled visa routes (A$141,210 from July 2025).
ILR – Indefinite Leave to Remain. UK status after 5 years on a work visa that allows permanent stay.
SMC – Skilled Migrant Category. New Zealand’s main skilled residence visa system.
EU Blue Card – A residence and work permit for highly skilled non-EU workers, used across Germany and other EU countries.

Trends Looking Ahead (2025–2027)

Canada: Fewer total visas than 2024, but still one of the world’s highest numbers for economic migrants. Easier for people already working or studying inside Canada.
Australia: Program stable; higher salary thresholds mean employers must pay well. Regional jobs remain a strong option.
United Kingdom: Higher salary requirements limit some applicants, but healthcare and priority jobs are still open.
New Zealand: After a big 2023–24 inflow, numbers are smaller. Focus is now on key trades and Green List jobs.
Germany: Expanding skilled visas. Blue Card and new “Opportunity Card” routes bring more foreign professionals to permanent residence.

What This Means for Jobseekers

Focus on demand sectors: Healthcare, trades, engineering, IT, and education are common across countries.
Check salary rules: Many countries now set minimum incomes to qualify.
Prepare your CV: Use clear language, numbers, and industry keywords so employers and automated systems (ATS) can see your value.
Be flexible: Regional jobs often give faster visas and sometimes easier residency.
Get help: A locally experienced employment consultant can guide you in adapting your CV, understanding employer culture, and targeting the right opportunities.

Why the written job offer is still the kingmaker

Across these systems, a genuine, correctly-paid job offer is the single most powerful lever—it enables sponsorship, meets salary floors, and anchors later steps (PR and citizenship). Timelines, visa classes, and settlement routes differ by country, but the offer is the hinge that connects skill shortages to permanent pathways. (For formal immigration advice, always consult a licensed adviser in the relevant country. If you need an introduction, just ask.)

Free first step

If you want a no-cost assessment, send your CV. For suitable profiles, we may benchmark your profile against the current shortage lists, salary thresholds, and sector demand above, and recommend a job-first search plan that aligns with today’s high demand job sectors.

Migrant Resources

NZ & Australia Are Sweetening Skilled Migration: What’s New, What’s Next (2025)

August 31, 2025August 31, 2025 Tate

Information only — not immigration advice. Always check official sites or a licensed adviser.

Snapshot: Where incentives are heading

Governments in New Zealand and Australia are tightening quality controls while rewarding in-demand skills, higher earnings, and regional commitment. Policy levers now centre on: salary thresholds, occupation lists (including new trades), faster residence pathways, and regional schemes.

New Zealand — What favours migrants now

1) High earners & registered professionals

Skilled Migrant Category (SMC): six-point system; income multiples of the median wage can supply points (1.5× / 2× / 3×) [1].
Wage settings: AEWV and skilled residence thresholds update 18 Aug 2025 to the new median wage NZD 33.56/hr [2].

2) Qualified trades & core skilled roles

Green List: direct Straight to Residence (Tier 1) or Work to Residence (Tier 2); 2025 expansion adds 10 trade occupations to WTR [3].

3) Essential/sector pathways & regional/seasonal work

Sector Agreements & exemptions: certain roles get lower wage settings and Work-to-Residence after 24 months with accredited employers [4].
Care & Transport pathways to residence continue under defined criteria [5].
Recognised Seasonal Employer (RSE): capped, short-term work in horticulture/viticulture — an entry route, not a residence pathway [6].

NZ pay context (quick benchmarks)

Median wage (policy anchor): NZD 33.56/hr (~NZD 69.8k/year at 40 hrs) [2].
Typical averages vary by sector (e.g., Manufacturing ~NZD 40.02/hr; Accommodation/Food ~NZD 29.74/hr) [7].

Australia — What favours migrants now

1) High-income specialists

Skills in Demand (SID) – Specialist Skills stream: must meet SSIT (income threshold), rising to AUD 141,210 for nominations 1 Jul 2025–30 Jun 2026; targeted fast processing [8].

2) Core skilled workers

SID – Core Skills stream: requires occupation on the Core Skills Occupation List and pay at/above the Core Skills Income Threshold (CSIT) (AUD 76,515 from 1 Jul 2025) [9].
Home Affairs targets ~21-day median processing for decision-ready Core cases [10].

3) Regional incentives & labour agreements

Designated Area Migration Agreements (DAMAs): regional compacts that widen occupations and allow concessions (age, English, salary) to meet local shortages [11].
Regional visas (491/494) and designated postcode incentives drive settlement outside Sydney/Melbourne/Brisbane [12].

Australia pay context (quick benchmarks)

Average full-time ordinary-time earnings: AUD 2,010/week in May 2025 (~AUD 104k/year) [13].
Threshold anchors: TSMIT/CSIT AUD 76,515 (from 1 Jul 2025) [14].

Historical shifts & near-term trendlines

NZ: Since 2022’s “Immigration Rebalance,” policy ties eligibility to median-wage-indexed thresholds, adds Green List fast tracks, and maintains sector agreements. Aug 2025 brings fresh wage updates and more trades on WTR [1][2][3][4].
AU: The old TSS is being replaced by the Skills in Demand framework (Specialist/Core), with salary floors indexed (TSMIT/CSIT) and a stronger regional push via DAMAs. Thresholds stepped up from AUD 53,900 (pre-2023) to AUD 70,000 (2023), AUD 73,150 (2024/25), and AUD 76,515 (2025/26) [8][9].

Average salary levels — why they matter

Thresholds (NZ median wage, AU CSIT/TSMIT, AU SSIT) set the minimums for many employer-sponsored pathways and often influence visa length, pathway to PR, and points [1][2][8][9].
Sector averages can be above or below these floors; candidates should benchmark offers against both policy thresholds and market rates to stay competitive [7][13].

Why a written job offer is pivotal

Most skilled pathways now hinge on an employer nomination or job offer:

Australia: nomination lodgement (with salary meeting CSIT/TSMIT/market rate) precedes your visa application [10].
New Zealand: SMC and Green List routes generally expect a skilled job or job offer meeting wage/registration settings [1].

Bottom line: the right written offer — aligned to wage thresholds and an eligible occupation — is often the key that unlocks the visa door.

Free first step: no-cost CV check (jobs only)

I’m 100% job-focused (not an immigration adviser). If you want help winning interviews and offers, email your CV for a no-cost assessment: tate@employmentforimmigration.nz. I also provide insider knowledge that helps clients map roles, employers, and outreach strategies that result in a high rate of employer responses, so you can approach the market with a competitive, employer-ready profile and job-finding strategy that works.

Compliance note (not immigration advice):
This article is general information. Only licensed immigration advisers/lawyers can give immigration advice. Please confirm eligibility and rules on the official Immigration New Zealand and Australian Department of Home Affairs websites, or with a licensed professional. If needed, I may introduce you to an experienced and friendly immigration agent in NZ / AUS.

References

[1] https://www.newzealandshores.com/residence-via-employment/skilled-migrant-category-resident-visa
[2] https://www.immigration.govt.nz/work/requirements-for-work-visas/wage-rates-for-work-visas
[3] https://www.newzealandshores.com/news/wage-threshold-update-2025
[4] https://www.workingin-newzealand.com/news/inz-changes-to-green-list-wage-thresholds
[5] https://greenstoneimmigration.co.nz/skilled-residence-visa-wage-thresholds-to-increase-this-august
[6] https://www.mbie.govt.nz/immigration-and-tourism/immigration/recognised-seasonal-employer-rse-scheme
[7] https://www.stats.govt.nz/information-releases/labour-market-statistics-march-2025-quarter
[8] https://eiglaw.com/austalia-skilled-visa-income-increase
[9] https://www.ey.com/en_gl/tax-alerts/australia-planning-for-1-july-2025
[10] https://immi.homeaffairs.gov.au/visas/working-in-australia/skilled-occupation-lists
[11] https://www.australiavisa.com/other-visas/dama-designated-area-migration-agreements
[12] https://www.homeaffairs.gov.au/help-and-support/regional-migration
[13] https://www.abs.gov.au/statistics/labour/earnings-and-working-conditions/average-weekly-earnings-australia/latest-release
[14] https://www.homeaffairs.gov.au/employing-and-sponsoring/sponsoring-workers/employer-sponsored-visas/temporary-skill-shortage-visa

Migrant Resources

Employers Don’t Value These Lists

July 30, 2025July 31, 2025 Tate

What do employers think about ATS Keywords and task lists? Applicant Tracking Systems (ATS) are used by recruiting software to quickly evaluate CVs. The job market has rsponsded by entering long lists of these words in the CV. Contrary to popular opinion, this devalues communication and wastes time. Your CV is expensive real estate, so treat it like beachfront property.

Why Bullet‑point Task Lists and ATS Keywords Fall Short

1. Tasks don’t show results
As noted in the video, many CVs devote one‑fifth or more of their real estate to “lists of tasks,” offering no evidence of real delivery. Employers end up asking fundamental questions like, “What did you actually achieve?”

2. Keywords ≠ impact
The prevalent practice of inserting industry-specific keywords to “beat the ATS” often leaves human readers unimpressed. ATS may register the terms, but hiring teams still wind up asking basic questions to understand a candidate’s performance.

3. Formatting never replaces substance
Cramming in keywords or tasks may satisfy algorithmic filters temporarily but modern ATS systems evaluate contextual relevance and coherence alongside keywords. A human reviewer reads a CV for tangible value—not repeating buzzwords.

Why Performance Metrics Should Be the Baseline

✅ Demonstrates measurable impact

Metrics give recruiters a clearer understanding of your contributions. A bullet like “increased client retention by 37% over 6 months” immediately communicates value Teal. Contrast that with bland task lists such as “managed client accounts”—the difference is stark.

✅ Builds credibility and confidence

Quantified results show data-based achievements, not self‑reporting with vague claims. Recruiters know you’ve tracked and reflected on your work, strengthening trust in what you say Jobscan+12Teal+12Resume Worded+12.

✅ Sets you apart in a short review window

Hiring managers spend mere seconds reviewing each CV. Metrics help your accomplishments stick in their memory. Without them, your CV easily blends in Resume Worded Indeed.

✅ Supports both ATS and recruiters

Well-placed keywords matter—but they’re far more effective when embedded in stories of real contribution. Combining a results-oriented narrative with relevant keywords ensures your application stands up both to screening tools and to human reviewers Jobscan+8The Interview Guys+8jobsolv.com+8.

A Reddit Hiring Perspective

A redditor who had hiring experience explained the issue bluntly:

“I’ve been saying this forever. When I was in hiring roles, I wouldn’t give these types of statements any weight whatsoever; there’s no way to verify any of it.” LinkedIn+6Reddit+6Jobscan+6

And elsewhere:

“They are important to sell the impact that your work had … If you can’t identify an impact of your work, why would anyone hire you?” Reddit

These insights reinforce that even metrics need to be credible and verifiable—a solid reminder to be honest and precise.

Key Takeaways for Your CV

Cut down on task lists. Use tasks only where they help explain context—but don’t rely on them to show performance.
Replace duties with outcomes. Every bullet should, where possible, answer: What did I deliver? How did that make a difference?
Quantify accurately. Use real data—percentage change, volume, cost savings, client growth, timelines. If precise data isn’t available, estimate within reason but clarify it’s an approximation.
Tailor keywords naturally. Mirror language from the job ad—but embed it in achievement statements, not hidden “keyword dumps.”

Example: Before → After

TASK LIST FOCUSED
Managed client onboarding onboarding process
Coordinated communication between departments
Handled client queries and schedules

PERFORMANCE METRICS FOCUSED
Reduced client onboarding time by 40%, trimming average setup duration from 10 to 6 days
Improved client satisfaction score by 12 points through streamlined departmental communication
Resolved 90% of client service queries within 24 hours, boosting retention by 15%

By shifting the focus from what you did to what you achieved, your CV becomes a performance proof document—not just a record of responsibilities. That’s what recruiters and hiring managers want to see.

Niche job Reports

Top In-Demand Skills in Australia and New Zealand for 2025

July 15, 2025July 15, 2025 Tate

The job market landscape in Australia and New Zealand has undergone significant transformation in 2025, creating unprecedented opportunities for skilled migrants. Both countries are experiencing critical labor shortages across multiple sectors, with governments actively prioritizing skilled migration to fill these gaps. This comprehensive guide reveals the hottest job sectors, salary expectations, and strategic insights for migrants seeking work in these dynamic markets.

Critical Shortage Sectors: Where Opportunities Abound

Healthcare and Medical Services

Healthcare remains the most in-demand sector in both countries, with critical shortages driving aggressive recruitment campaigns1 2. The aging population and post-pandemic healthcare needs have created a perfect storm of opportunity.

Australia’s Healthcare Hotspots:

Registered Nurses: AUD $75,000-$95,000, with specialty roles reaching $120,000+3
General Practitioners: High demand in regional areas with significant salary premiums1
Aged Care Workers: AUD $45,000-$65,000, with fast-track residency pathways3
Mental Health Professionals: AUD $70,000-$95,000, reflecting growing societal needs3

New Zealand’s Healthcare Priorities:

General Practitioners: NZD $205,329 average, with 46.4% job ad growth4
Registered Nurses: Multiple specializations on Green List for fast-track residence2
Healthcare Technologists: NZD $106,429 average, 43.2% growth4

Information Technology and Cybersecurity

The digital transformation wave has created an insatiable demand for tech professionals, with cybersecurity specialists particularly sought after following high-profile data breaches in both countries5 6.

Australia’s Tech Boom:

Software Developers: AUD $90,000-$120,000, with AI specialists commanding premiums1 5
Cybersecurity Specialists: AUD $95,000-$130,000, with 21% projected growth6 7
Data Scientists: AUD $80,000-$120,000, driving business intelligence initiatives5

New Zealand’s Digital Priorities:

Software Engineers: NZD $85,000-$150,000, essential for digital transformation2
ICT Security Specialists: NZD $90,000-$130,000, Green List priority2
Data Engineers: NZD $132,045 average, 14.5% growth4

Engineering and Construction

Both countries face massive infrastructure challenges, creating sustained demand for engineering professionals and skilled trades1 2.

Australia’s Construction Surge:

Civil Engineers: AUD $80,000-$120,000, driving infrastructure projects1
Electrical Engineers: AUD $85,000-$110,000, essential for renewable energy transition8
Construction Project Managers: AUD $110,000-$150,000, managing housing shortages8

New Zealand’s Infrastructure Needs:

Civil Engineers: NZD $75,000-$140,000, major projects creating demand2
Quantity Surveyors: Green List priority for construction boom2
Construction Managers: Essential for housing and infrastructure development2

Skilled Trades: The Unsung Heroes

A significant shift has occurred in 2025, with skilled trades receiving unprecedented recognition and fast-track pathways to residency9 10.

Australia’s Trade Opportunities:

Electricians: AUD $65,000-$85,000, critical for renewable energy infrastructure8
Plumbers: AUD $80,000-$100,000, addressing construction demands3
Welders: AUD $65,000-$90,000, manufacturing sector growth8

New Zealand’s Trade Revolution:
From August 2025, 10 new trade occupations join the Green List Work to Residence pathway9 10:

Metal Fabricators: NZD $43.63/hour minimum ($90,750 annually)10
Welders: NZD $43.63/hour minimum, fast-track to residence10
Panel Beaters: NZD $38.59/hour minimum ($80,267 annually)10

Income Thresholds: What You Need to Earn

Australia’s Rising Salary Requirements

Australia implemented significant income threshold increases in July 202511 12:

Core Skills Income Threshold: AUD $76,515 (4.6% increase)11
Specialist Skills Income Threshold: AUD $141,210 (specialist roles)11
Regional Sponsored Visas: AUD $76,515 minimum11

New Zealand’s Wage Benchmarks

New Zealand updated its median wage requirements in August 202510 13:

Skilled Migrant Category: NZD $33.56/hour minimum10
Green List Trades: NZD $38.59-$43.63/hour depending on occupation10
High-skilled roles: NZD $50.34/hour (1.5x median wage)14

What Foreign Workers Bring: Your Competitive Advantage

Skills in Short Supply

Research shows that skilled migrants contribute significantly more to productivity than their wage costs suggest15 16. 81% of employers rate migrant performance as ‘good’ or ‘very good’15.

Key advantages foreign workers offer:

Specialized expertise not available locally (16% of employers cite this)15
International experience and diverse perspectives15
Willingness to work in regional areas where locals are reluctant1 2
Language skills for international business expansion15
Cultural competency for diverse customer bases15

Sectors Where Foreign Skills Excel

Healthcare: International medical training often exceeds local standards15
Technology: Diverse coding backgrounds and emerging tech expertise15
Engineering: International project experience and specialized knowledge15
Trades: Specific techniques and quality standards from overseas training15

Performance Expectations and Workplace Culture

Australia’s Workplace Evolution

Australian workplace culture in 2025 emphasizes psychological safety and hybrid work models17. Key expectations include:

Results-based performance over attendance tracking17
Collaborative decision-making with 360-degree feedback17
Cultural sensitivity with anti-bullying frameworks17
AI literacy as workplaces integrate new technologies17

New Zealand’s Work Environment

New Zealand maintains a work-life balance focus with emphasis on:

Inclusive workplace practices for diverse backgrounds18
Skills-based assessment rather than credential recognition barriers14
Mentorship programs pairing migrants with local professionals15
Regional flexibility with government incentives for non-urban work2

Strategic Insights for Migrants

Fast-Track Pathways

Australia’s Priority Streams:

Employer-sponsored visas show 53% increase in applications19
Regional pathways offer faster processing and PR opportunities19
Healthcare and tech sectors receive priority processing19

New Zealand’s Green List Advantage:

Straight to Residence for highest-skilled roles2
Work to Residence after 24 months for qualifying trades9
Streamlined processing for in-demand occupations2

Regional Opportunities

Both countries offer significant incentives for regional work:

Australia:

Western Australia offers $10,000 relocation incentives for trades20
Regional sponsorship provides additional visa pathways21
Higher salaries in mining and resource sectors22

New Zealand:

Regional priority for many occupations2
Community support through Professional Integration Networks17
Lower living costs outside major cities2

Salary Negotiation Tips

Research local market rates thoroughly – employers must pay market rates or visa thresholds, whichever is higher11. Highlight international experience as a value-add proposition15. Consider total compensation packages including superannuation, leave benefits, and professional development opportunities15.

Processing Times and Application Strategy

Current processing times vary significantly by visa type and country:

Australia (2025 estimates):

Skills in Demand (482): 2-6 months19
Skilled Nominated (190): 9-19 months23
Regional (491): 7-29 months23

New Zealand (2025 estimates):

Skilled Migrant Category: 3-4 months24
Green List pathways: 3-5 months24
Work visas: 4-8 weeks24

The Future Outlook

The skilled migration landscape in both countries is expected to remain robust through 2025 and beyond. Critical sectors like healthcare, technology, and skilled trades will continue driving demand, while government policy increasingly favors employer-sponsored and regional pathways.

Key trends to watch:

Increased digitalization of application processes17
AI-assisted skills matching for better job-worker alignment17
Sustainability sector growth creating new opportunities8
Aging population driving healthcare and aged care demand1 2

For skilled migrants considering Australia or New Zealand, 2025 represents a golden opportunity. With critical shortages, competitive salaries, and streamlined pathways, both countries are actively seeking the skills you bring. The key to success lies in understanding the specific demands of each market, leveraging your international experience, and choosing the pathway that best aligns with your skills and career goals.

The time to act is now – these opportunities reflect genuine economic needs that will persist well into the decade, making skilled migration a strategic career move for the ambitious professional.