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Coping with Homesickness: Strategies for Migrants

Starting a new life abroad is a courageous and hopeful step, but one that often comes with unexpected emotional hurdles. Among the most common is homesicknessโ€”the emotional response to separation from family, familiar surroundings, and cultural norms. This feeling can affect even the most determined migrants and may linger longer than expected.

For skilled migrants relocating to New Zealand, Australia, or exploring pathways in Europe or North America, success is not just about landing a jobโ€”itโ€™s about building a meaningful life. This article provides practical strategies and mindset shifts that migrants use to turn uncertainty into belonging.


Strategies Migrants Use to Cope with Homesickness

These are not just coping mechanismsโ€”they are the foundations of long-term emotional resilience and personal success in a new land.

1. Staying Connected with Home

Maintaining ties with your home country provides emotional grounding. Regular phone and video calls with family members and close friends remind migrants that they are not alone and still part of a larger network of support12. Many migrants schedule weekly catch-ups with loved ones, even if time zones make this challenging. Social media groups dedicated to people from their homeland also offer community and shared understanding.

Additionally, cultural continuity plays a huge role in emotional well-being. Migrants often find comfort in cooking traditional dishes, listening to music from home, or celebrating cultural holidays. These practices offer a sense of control and familiarity that softens the feeling of dislocation12.

2. Building a Support Network

Forming new relationships is essential for adapting to a new country. Many migrants seek out cultural associations, community centers, or church groups where they can connect with others facing similar challenges12. These spaces offer validation and camaraderie that ease the burden of isolation.

At the same time, making connections with locals is just as important. Learning to build friendships outside of oneโ€™s cultural circle not only helps with language practice but also leads to broader acceptance and opportunities. Migrants often report that even small gesturesโ€”such as chatting with neighbors, attending workshops, or joining local sports clubsโ€”make a large emotional impact34.

3. Personalizing Your Space

Creating a familiar, cozy space at home can significantly improve emotional well-being. Simple things like hanging family photos, displaying mementos from your hometown, or arranging furniture in a culturally familiar way can bring emotional comfort and a sense of ownership5. This tactic helps transform temporary accommodation into a space that feels emotionally safeโ€”a critical anchor during difficult days.

Some migrants also create dedicated โ€œcomfort zonesโ€ within their homesโ€”spaces for prayer, tea, or readingโ€”that help preserve cultural rituals and offer moments of reflection or calm.

4. Exploring the Host Culture

Embracing your new country is not about abandoning your identityโ€”itโ€™s about adding layers to who you are. Successful migrants take time to learn the language, understand local customs, and participate in daily life as much as possible16. This doesnโ€™t happen overnight, but consistent small effortsโ€”like watching local news, trying new foods, or observing holiday traditionsโ€”can ease the adjustment process.

Joining community events, enrolling in a class, or volunteering helps migrants interact with the host society in low-pressure settings. These moments not only reduce homesickness but help develop a sense of place and belonging23.

5. Maintaining Physical and Mental Health

Migrants often overlook their physical and mental health while focusing on settlement tasks, but well-being is a long-term investment. Regular physical activityโ€”whether walking, jogging, yoga, or gym sessionsโ€”boosts mood, reduces anxiety, and builds structure into the day52.

Equally important is mental health. Migrants can benefit from accessing culturally sensitive counseling, mental health hotlines, or peer-support groups. A growing number of online and in-person services now cater to migrant communities, offering resources that normalize and address emotional stress14.

6. Volunteering and Helping Others

Taking part in community service or volunteer projects offers a double benefit. It gives migrants a chance to give back and also helps them feel more integrated. Whether itโ€™s planting trees, tutoring students, or helping with a food drive, volunteering fosters purpose and builds a stronger connection with the new environment2.

Many migrants discover that helping others in small ways builds self-esteem and restores a sense of agency, especially during early periods of vulnerability.

7. Setting Goals and Reflecting on Purpose

Migrants often report that reminding themselves of why they moved helps them through hard times. Whether it’s to secure a better future for children, pursue professional growth, or escape political hardship, reconnecting with that purpose provides motivation2. Setting short- and long-term goals also adds structure and keeps the focus forward-looking.

Some migrants use journaling or vision boards as tools to track progress and celebrate small wins. Others speak affirmations or reflect with trusted mentors. These actions shift attention from what’s missing to what is being built.


The Mindset That Shapes Your Migration Journey

More than any external factor, your internal state can shape how you experience migration. Here are the three most powerful mindsetsโ€”both helpful and harmfulโ€”that influence migrant success.


Positive Mindsets That Support Integration

1. Growth Mindset

Migrants with a growth mindset believe that abilitiesโ€”like language learning or professional adaptationโ€”can improve with effort. They embrace challenges as learning experiences rather than signs of failure. This mindset fosters resilience, especially when migrants face setbacks like job rejections, communication barriers, or unfamiliar processes67.

Even when struggling with English or local customs, migrants with this mindset tend to seek resources, practice daily, and persist until progress becomes visible. In turn, they build not only skills but also self-confidence and emotional stability.

2. Willingness to Interact

Social courageโ€”the willingness to talk to strangers, attend events, or ask questionsโ€”makes a significant difference in how quickly migrants integrate15. This doesnโ€™t mean being extroverted; it means making a consistent effort to connect with people, even when itโ€™s uncomfortable.

This mindset helps overcome shyness or fear of embarrassment. Over time, even small conversations with neighbors, coworkers, or shopkeepers help build familiarity and trust. These connections are the stepping stones to a real sense of community.

3. Sense of Purpose

A clear sense of purpose acts as a compass during the toughest times. Migrants who keep their long-term goals front of mind are more likely to endure early struggles and take strategic action. This mindset helps reframe daily challengesโ€”from housing issues to credential recognitionโ€”as part of a larger journey toward stability and success7.

Purpose can come from career ambition, family hopes, or even the pursuit of a better lifestyle. When migrants tie their sacrifices to something meaningful, they gain strength and avoid burnout.


Limiting Mindsets That Hinder Adjustment

1. Fixed Mindset

Migrants with a fixed mindset often believe their skills or intelligence are unchangeable. For example, someone who thinks “I will never speak English well” may avoid trying altogether. This mindset leads to fear of failure, low confidence, and missed opportunities67.

Unfortunately, fixed thinking can prevent even capable migrants from seeking help, taking risks, or applying for jobs that might challenge them. Breaking this mindset often requires supportive coaching or early success stories to prove improvement is possible.

2. Sense of Alienation

When migrants view themselves as permanent outsiders, it becomes harder to engage with the host community8. This mindset can develop if migrants experience repeated rejection or cultural misunderstanding. Over time, they may withdraw, limiting their ability to participate in society meaningfully.

The danger of alienation is that it creates a self-fulfilling cycleโ€”avoiding interaction leads to less integration, which leads to even more feelings of isolation. Migrants must actively counter this by creating bridges, not barriers.

3. Fear of Discrimination

Discrimination is a real issue in many countries, but allowing the fear of it to dominate your mindset can be paralysing. Migrants who assume they will be rejected or stereotyped often hesitate to apply for jobs, avoid asking for help, or refuse to speak up13.

While caution is wise, excessive fear can limit potential and cut off positive experiences before they start. Itโ€™s vital to develop discernment and find safe ways to build trust, advocate for oneself, and seek allies.


Conclusion: From Homesick to Homegrown Strength

Migration is an emotional and psychological journeyโ€”not just a logistical one. Feelings of homesickness are natural and valid, but they do not need to define your story.

With the right strategies and a supportive mindset, migrants can overcome the initial shock of relocation and begin creating a new chapter filled with purpose, connection, and hope. Itโ€™s not about losing your identityโ€”but about expanding it in a way that honors where youโ€™ve come from and where youโ€™re going.


Footnotes & References

  1. https://canadianimmigrant.ca/living/wellness/missing-home-strategies-to-help-you-lessen-the-impact-of-homesickness โ†ฉ โ†ฉ2 โ†ฉ3 โ†ฉ4 โ†ฉ5 โ†ฉ6 โ†ฉ7
  2. https://chatterfox.com/10-tips-on-how-to-overcome-homesickness-as-an-immigrant โ†ฉ โ†ฉ2 โ†ฉ3 โ†ฉ4 โ†ฉ5 โ†ฉ6 โ†ฉ7
  3. https://www.impossiblepsychservices.com.sg/our-resources/articles/2020/02/03/coping-with-homesickness-depression-anxiety-expatriate โ†ฉ โ†ฉ2 โ†ฉ3
  4. https://www.octagonpeople.com/homesickness-5-coping-strategies-for-expats โ†ฉ โ†ฉ2
  5. https://www.gooverseas.com/blog/ways-reduce-homesickness-abroad โ†ฉ โ†ฉ2 โ†ฉ3
  6. https://blog.oup.com/2018/09/migrants-intercultural-experiences โ†ฉ โ†ฉ2 โ†ฉ3
  7. https://www.brainzmagazine.com/post/how-do-mindset-and-identity-affect-the-success-of-migrants-in-their-new-country โ†ฉ โ†ฉ2 โ†ฉ3
  8. https://www.live-work.immigration.govt.nz/live-in-new-zealand/tips-for-settling-in/feeling-homesick โ†ฉ

Migrant Resources

NZ Jobseeking Resources for Care Workers

Care Workers โ€“ Are You Facing Challenges Finding Work in New Zealand?

Here is a collection of resources for Care Workers to help you demonstrate readiness and a proactive approach to hiring managers in New Zealand. Each section includes a description and relevant URLs to guide your preparation effectively.

1. Licensing and Professional Standards


Joining professional organisations can validate expertise and provide networking opportunities.

  • Aged Care Association: Training and standards for Care Workers.
    URL: https://www.nzaca.org.nz/ (Search: “Membership”)
  • Healthcare Assistants New Zealand: Professional standards for Care Workers.
    URL: https://www.health.govt.nz/ (Search: “Care Worker Standards”)



2. Qualification Equivalency Assessment


If you are an overseas-trained Care Worker, you may need to have your qualifications assessed to align with New Zealand standards.



3. Visa and Immigration Documentation


A valid work visa is required for Care Workers to work in New Zealand.



4. Continuing Professional Development (CPD)


Ongoing professional development is essential for Care Workers to maintain and enhance their skills.



5. Compliance with Industry Standards


Care Workers must adhere to standards of care and healthcare regulations in New Zealand.



6. Specialized Tools and Technologies


Proficiency in modern healthcare tools and technologies is essential for success in the field.



7. Networking and Job Opportunities


Connecting with New Zealandโ€™s healthcare community can improve your chances of finding employment.



8. Cultural Competence and Local Context


Understanding New Zealandโ€™s cultural context and the principles of the Treaty of Waitangi is essential for Care Workers.



9. Opportunities in Industry Innovation


Opportunities in healthcare innovation are available, especially with technological advancements and remote care.



Get 17-Years of Experienced Support with Tateโ€™s Employment for Immigration

For experienced support with your job search as a Care Worker, visit: Employment for Immigration Services or email Tate at tate@employmentforimmigration.nz.

Niche job Reports

How to Secure Long-Term Employment as a Heavy Truck Driver in New Zealand

New Zealand remains a top destination for skilled migrants, and heavy truck drivers are among the few semi-skilled workers with a pathway to long-term employment and permanent migration. However, to successfully secure a role, drivers must meet several key requirements.

Below, we break down what you need to know about migrating to New Zealand as a truck driver in 2025.


1. Licensing Requirements

To drive heavy vehicles in New Zealand, you must hold the appropriate heavy vehicle driverโ€™s license:

  • Class 4 (Heavy Rigid Vehicle) โ€“ For operating any rigid vehicle over 18,000 kg Gross Laden Weight (GLW).
  • Class 5 (Heavy Combination Vehicle) โ€“ For driving combination vehicles over 25,000 kg Gross Combination Weight (GCW).

If you hold a foreign heavy truck driverโ€™s license, you may need to convert it to a New Zealand license and pass additional practical and theoretical driving tests.

Sources for Licensing Requirements:


2. Visa Pathways for Foreign Truck Drivers

To work in New Zealand legally, you must hold a work visa that allows employment as a heavy truck driver. The main pathways include:

  • Accredited Employer Work Visa (AEWV): Requires a job offer from a New Zealand accredited employer. This visa can lead to residency after meeting the required work period.
  • Work-to-Residence Visa: If you have worked in New Zealand as a truck driver for 24 months under the AEWV, you may be eligible to apply for residency.

Sources for Visa Information:


3. Experience and Skills Required

  • Minimum of Two Years of Experience driving Class 4 or Class 5 vehicles.
  • Work references and employment records to verify experience.
  • Some employers may require specialist truck driving certifications in addition to a license conversion.

Sources for Experience & Skills Information:


4. Health & Safety Standards

New Zealand has strict health and safety laws for truck drivers, including:

  • Medical Examination: You must pass a driver medical test to prove fitness for long-haul driving.
  • Drug & Alcohol Testing: New Zealand enforces zero tolerance for drugs and alcohol in commercial driving.

Sources for Health & Safety Requirements:


5. English Language Requirements

If English is not your first language, you may need to meet the minimum English proficiency requirement for the work visa.

  • IELTS (International English Language Testing System): A minimum score of 4.0 may be required for the Accredited Employer Work Visa (AEWV).

Sources for Language Requirements:


6. Final Thoughts: What This Means for Migrants

If you are a foreign truck driver looking to work in New Zealand long-term, the key takeaways are:

  • Secure the correct New Zealand heavy vehicle license (Class 4 or 5).
  • Obtain a job offer from an accredited employer.
  • Apply for the right work visa (AEWV or Work-to-Residence).
  • Ensure your health and safety compliance (medical test + drug-free policy).
  • Meet English language requirements if necessary.

7. Caveat: Important Disclaimer

This information is not intended as immigration advice. Every migrantโ€™s situation is unique, and specific requirements may vary depending on your country of origin, qualifications, and employer sponsorship.

To find out exactly what applies to your situation, visit the New Zealand Government Immigration website:
๐Ÿ”— New Zealand Immigration โ€“ Official Website

Navigating the visa process can be complex, but you donโ€™t have to do it alone! We are proud to suggest New Zealand Shores for expert visa guidance tailored for radiologists looking to move to New Zealand. For personalised support, contact Fabien atย Fabien@newzealandshores.comย or visit their website:ย https://www.newzealandshores.com/ย โ€“ tell him Tate sent you!

8. Get 17-Years of Experienced Support with Tateโ€™s Employment for Immigration

Do you need help to get a job offer? Consider Tateโ€™s Employment for Immigration Services for experienced and personalised support. Tate is with you until you get your job offer. To find out more, visitย https://employmentforimmigration.wordpress.com/services/ย or send your CV to Tate for a helpful response on the same day atย tate@employmentforimmigration.nz.

Market Updates

Resources For New Zealand Migrants

Looking for work or entering New Zealand with work? Here are some migrant resources for you. Each link contains many useful things relevant to your New Zealand job interview and your career growth once you get here.

Don’t see your profession? Tell me about it here. I will consider all requests at tate@employmentforimmigration.nz

  1. Agriculture and Food Industry
  2. Aviation and Maritime
  3. Construction and Engineering
  4. Information Technology and Cybersecurity
  5. Mechanical and Electrical Trades
  6. Healthcare and Medical

Main Page: https://atomic-temporary-163814143.wpcomstaging.com/nz-resources-for-d

Market Updates

The Fourth Industrial Revolution and Its Impact on Australia and New Zealand

The Rise of Industry 4.0

Industry 4.0, also known as the Fourth Industrial Revolution, is transforming the economic and industrial landscape of Australia and New Zealand. It integrates cutting-edge technologies such as artificial intelligence (AI), the Internet of Things (IoT), robotics, cloud computing, and data analytics into manufacturing and industrial processes. This revolution is not just changing the way products are made but also reshaping job markets, industry competitiveness, and economic growth.

How Industry 4.0 is Reshaping Manufacturing

The manufacturing sector is at the forefront of this revolution, with smart factories leveraging automation, real-time monitoring, and advanced data analytics to enhance productivity. Notable trends include:

  • Smart Factories: Investment in connected systems that collect and analyze data across production lines is increasing. Siemens’ Tonsley Innovation District in South Australia is a prime example of a smart factory hub.
  • Advanced Manufacturing: The industry is moving towards AI-driven, robotics-enhanced production lines that allow for increased precision and efficiency.
  • Data-Driven Decision Making: 87% of manufacturing managers in Australia and New Zealand now prioritize data analytics, surpassing global averages.
  • Sustainability and Green Manufacturing: 72% of industry leaders now prioritize sustainable materials, energy sources, and waste reduction.
  • Supply Chain Resilience: The integration of digital tracking tools is helping businesses anticipate and respond to disruptions more effectively.

The Impact on Major Industries

While manufacturing leads the charge, Industry 4.0 is influencing multiple sectors across Australia and New Zealand.

Mining and Resources

The mining sector is benefiting from automation, AI-driven exploration, and remote operations. Autonomous haulage trucks, predictive maintenance powered by machine learning, and digital twin technology are streamlining operations and reducing risks. However, traditional mining jobs may decline as automation increases.

Agriculture and Food Production

Smart farming techniques, precision agriculture, and IoT-enabled monitoring systems are improving crop yields and resource efficiency. Drones, automated irrigation, and AI-based pest management are transforming agribusiness, making it more sustainable and profitable.

Construction and Engineering

The use of 3D printing, digital modeling (BIM), and automated machinery is revolutionizing construction. Robotics and AI are reducing manual labor while increasing efficiency, safety, and sustainability in infrastructure projects.

Logistics and Supply Chain

IoT, blockchain, and AI-driven forecasting are helping businesses optimize logistics networks, predict demand surges, and manage inventory in real-time. Automation in warehousing and transport is reducing operational costs and improving efficiency.

Healthcare and Biotech

Telehealth, AI diagnostics, and robotic surgeries are advancing medical care. The digital transformation of patient records and AI-driven drug discovery are opening new frontiers in biotech innovation and personalized medicine.

Winners and Losers in the Economy

As with any industrial revolution, Industry 4.0 creates both opportunities and challenges.

Winners

  • Skilled Tradespeople & Engineers: Those specializing in automation, robotics, IoT, and AI integration will be in high demand.
  • Data Scientists & Cybersecurity Experts: As industries become increasingly data-driven, professionals skilled in data analytics, cybersecurity, and AI development will see growing opportunities.
  • Sustainability Specialists: Experts in green manufacturing, renewable energy, and waste management will benefit from the push toward sustainability.
  • IT Professionals & Digital Transformation Consultants: Businesses are seeking guidance on integrating Industry 4.0 technologies effectively.

Losers

  • Low-Skilled Manual Laborers: Jobs in traditional manufacturing, warehousing, and even some service industries are at risk due to automation.
  • Legacy Businesses That Fail to Adapt: Companies that resist digital transformation may struggle to compete with data-driven and automated rivals.

How Skilled Professionals Can Adapt

To stay competitive in an Industry 4.0-driven job market, professionals need to upskill and align with emerging technologies:

  • Engineers & Tradespeople: Gaining expertise in AI-assisted machinery, smart factory operations, and industrial automation will be critical.
  • IT & Data Professionals: Expanding knowledge in AI, machine learning, cybersecurity, and cloud computing will ensure relevance.
  • Managers & Business Leaders: Embracing data-driven decision-making, digital project management, and sustainability leadership will enhance career prospects.

Where Are the Gaps for Skilled Migrants?

As Industry 4.0 accelerates, skill shortages are emerging, creating opportunities for foreign professionals in high-demand fields. Areas with strong demand include:

  • Industrial Automation & Robotics Engineers
  • AI & Machine Learning Specialists
  • Cybersecurity Experts
  • Data Scientists & Analysts
  • Renewable Energy & Sustainability Experts
  • Advanced Manufacturing Technicians
  • IoT & Cloud Computing Specialists
  • Smart Logistics & Supply Chain Analysts

A Bright Future: Economic Growth and High Quality of Life

The Fourth Industrial Revolution presents both disruption and opportunity. For those who adapt, Australia and New Zealand offer strong economies, global leadership in advanced industries, and an enviable quality of life. With the right skills and strategies, professionals can leverage Industry 4.0 to secure high-paying, future-proof careers in one of the worldโ€™s most dynamic regions.

Sources by Category

General Industry 4.0 Overview

  1. SAP Industry 4.0: https://www.sap.com/australia/products/scm/industry-4-0/what-is-industry-4-0.html
  2. KPMG Industry 4.0 Report: https://kpmg.com/au/en/home/insights/2023/10/industry-4-0-industrial-manufacturing.html

Manufacturing and Automation

  1. Gov2 on Australian Manufacturing: https://www.gov2.com.au/the-future-of-australian-manufacturing-embracing-industry-4-0/
  2. Robycs Technology in Australia: https://robycstechnology.com.au/industry-4-0-in-australia/
  3. Tulip on Smart Factories: https://tulip.co/ebooks/industry-4-0/

Mining and Resources

  1. IBM Mining Technology Report: https://www.ibm.com/think/topics/industry-4-0
  2. EY Mining & Automation Insights: https://www.ey.com/en_au/mining-metals/ai-in-mining

Agriculture and Food Technology

  1. AgTech Adoption in Australia: https://www.mbie.govt.nz/business-and-employment/economic-development/industry-transformation-plans/advanced-manufacturing
  2. Precision Farming Solutions: https://www.callaghaninnovation.govt.nz/assets/documents/Industry-4-0/Aotearoas-Industry-4.0-journey-november-2024.pdf

Healthcare & Biotech

  1. AI in Healthcare: https://business.canon.co.nz/insights/digital-transformation-in-manufacturing-industry
  2. Smart Healthcare Solutions: https://www.smartindustry.com/benefits-of-transformation/digital-transformation/article/55132388/smart-factories-a-roadmap-to-optimization-not-overhaul

Market Updates

The Best Countries for Forestry Managers Looking to Migrate in 2025

Overview

The demand for forestry managers in 2025 is primarily driven by the size of a countryโ€™s forestry sector, total forest area, and employment levels in forestry-related roles. Analyzing Western countries, the United States and Canada stand out due to their vast forest areas and well-developed forestry industries. Finland and Sweden also exhibit high demand due to their economic dependence on forestry.

Key Findings

  • United States has the highest demand for forestry managers among Western countries in 2025.
  • Canada follows closely, with significant employment opportunities in the sector.
  • Finland and Sweden exhibit strong demand due to their economic reliance on forestry.
  • Germany, Australia, and New Zealand have active forestry sectors but show comparatively lower demand for forestry managers.

Demand in Key Countries

United States

  • Forest Area: 304 million hectares.
  • Employment: Approximately 11,300 foresters (U.S. Bureau of Labor Statistics).
  • Trends: Job listings on Indeed and ZipRecruiter indicate strong hiring in states like California and North Carolina.
  • Market Growth: Expected to grow by 2.7% from 2022 to 2032.

Canada

  • Forest Area: 310 million hectares.
  • Employment: 46,000 in forestry and logging (2022).
  • Registered Foresters: Over 5,300 in British Columbia alone, with a national estimate between 10,000 and 15,000.
  • Economic Contribution: $33.7 billion in GDP (2022).
  • Job Market: Strong demand across provinces, particularly in British Columbia and Alberta.

Finland

  • Forest Area: 22.95 million hectares.
  • Employment: 160,000 directly and indirectly in forestry.
  • Economic Contribution: EUR 12 billion in exports (2023).
  • Hiring Trends: Forestry roles actively listed on Glassdoor.

Sweden

  • Forest Area: 27.8 million hectares.
  • Employment: 30,200 in forestry (2022); total industry employment exceeds 60,000.
  • Economic Contribution: SEK 184 billion in exports (2023).
  • Job Listings: Available on platforms like Glassdoor.

Germany

  • Forest Area: 11.4 million hectares.
  • Employment: 562,000 in agriculture, forestry, and fishing.
  • Demand Level: Moderate, with job postings on Indeed.

Australia

  • Forest Area: 125 million hectares.
  • Employment: 5,600-5,900 projected in 2025.
  • Demand Level: Moderate, with active job listings on SEEK and Indeed.

New Zealand

  • Forest Area: 7.8 million hectares.
  • Employment: Over 40,000 in the forestry sector.
  • Job Listings: 226 active forestry-related jobs on SEEK.
  • Economic Contribution: $6.0 billion in projected export value (2025).

Comparative Table: Forestry Sector Indicators

CountryForest Area (Million Ha)Employment in Forestry (2022-2024)Registered Foresters (Estimate)Economic Contribution
United States30411,300 foresters~11,300Significant, exact GDP not detailed
Canada31046,000 (industry total)~10,000-15,000$33.7B in 2022 GDP
Finland22.95160,000 (direct/indirect)Not specifiedEUR 12B exports in 2023
Sweden27.830,200Not specifiedSEK 184B exports in 2023
Germany11.4562,000 (agri, forestry, fishing)Not specifiedNot detailed
Australia1255,600-5,900 (projected 2025)Not specifiedNot detailed
New Zealand7.8Over 40,000Not specified$6.0B export value projected 2025

Discussion

  • The U.S. and Canada have the strongest demand for forestry managers, with the U.S. leading in absolute numbers.
  • Finland and Sweden have strong demand due to their economic reliance on forestry.
  • Germany, Australia, and New Zealand maintain notable forestry sectors but show lower demand compared to North America and Nordic countries.
  • The lack of precise numbers for forestry managers, especially in Canada, highlights the decentralized nature of forestry regulation and reporting.

Conclusion

For migrants looking to work as forestry managers, the United States and Canada offer the best opportunities, followed by Finland and Sweden in Europe. The U.S. likely has the highest absolute demand, supported by its large forestry sector and extensive job listings.


Key Citations

  • Careers in Forestry: U.S. Bureau of Labor Statistics.
  • The Job Market for Foresters: CareerExplorer.
  • Overview of Canada’s Forest Industry: Natural Resources Canada.
  • Forest Industry in Finland: Maa- ja metsรคtalousministeriรถ.
  • Forestry Labour Force in Sweden: Skogsstyrelsen.
  • Germany – Employment Data: 2024-2025 Forecast.
  • Forestry Industry Reports: SEEK, Indeed, Statista, Forestry Professionals BC.

Migrants considering relocation into the forestry sector should prioritize these countries based on their career goals and the local job market trends in 2025.

Market Updates

Changes to Skilled Migration in New Zealand and Australia: What You Need to Know

Governments in New Zealand and Australia are making significant changes to skilled migration policies, aiming to simplify the process and address ongoing labor shortages. For skilled professionals looking to relocate, these adjustments could mean easier access to work opportunities. While details are still emerging, hereโ€™s a breakdown of whatโ€™s changing and how it might impact job seekers.


New Zealand: Easier Access for Skilled Migrants

New Zealand is implementing a series of reforms to the Accredited Employer Work Visa (AEWV), starting in 2025. These updates aim to streamline the process and increase access for skilled workers:

  • Removal of Median Wage Threshold (Effective March 2025): Employers will no longer need to offer salaries above the national median wage. Instead, wages can be based on market rates, making more job opportunities accessible to skilled migrants.
  • Reduced Work Experience Requirement (Effective March 2025): The minimum required work experience for visa eligibility is being reduced from three years to two, allowing more workers to qualify.
  • New Seasonal Visa Pathways (Effective November 2025): These will include a multi-entry three-year visa for experienced workers and a seven-month single-entry visa for lower-skilled roles, particularly in agriculture.
  • Streamlined Job Check Process (Effective July 2025): The government is working to simplify the employer Job Check process, reducing delays in hiring skilled workers.

These changes aim to make migration more accessible for professionals across various industries. However, eligibility still depends on employer demand and individual qualifications.


Australia: Overhaul of Skilled Migration Pathways

Australia is also restructuring its skilled migration system with new visa options and streamlined pathways:

  • Introduction of the Skills in Demand (SID) Visa(December 2024): Replacing the Temporary Skills Shortage (TSS) visa, this new visa allows stays of up to four years and includes three streams:
    • Core Skills: For occupations in demand.
    • Specialist Skills: For highly skilled workers with higher salary thresholds.
    • Labour Agreement: For occupations negotiated with industries.
  • Permanent Migration Program Adjustments (2024-25): Australia has allocated 185,000 places, with 132,200 for skilled migrants. Employer-sponsored visas are increasing, while independent skilled migration quotas are reducing.
  • Temporary Graduate Visa Changes (July 2024): This visa now has clearer work rights and duration limits, with an age cap of 35 for most applicants.
  • New Ballot Process for Select Nationalities (October 2024): Certain countries, such as India and China, will have a lottery system for select visas, introducing an element of chance into the application process.

These adjustments are part of Australiaโ€™s broader Migration Strategy to attract skilled professionals and fill labor gaps.


What This Means for Skilled Migrants

The reforms in both countries are designed to:

  • Reduce barriers for skilled professionals.
  • Provide more opportunities through employer-sponsored pathways.
  • Address workforce shortages in key industries such as construction, IT, healthcare, and agriculture.

However, eligibility criteria and employer preferences still play a crucial role in migration success. If youโ€™re considering a move, staying informed about industry trends and job market demands will be key.


Need More Information?

For visa-related queries, consider consulting reputable immigration agencies such as New Zealand Shores and Australian Shores. If youโ€™re seeking job search advice and professional guidance, Employment for Immigration provides tailored support for skilled migrants.


Final Thoughts

Both New Zealand and Australia are making it easier for skilled workers to enter their job markets, but the full impact of these changes will depend on implementation and industry needs. Staying informed and preparing strategically will be essential for those looking to take advantage of these new opportunities.

Practical Advice

Skype is Shutting Down after 20-years. Here are some alternatives.

Skype is closing down in May 2025. My clients around the world will be searching for an alternative service to make calls primarily to New Zealand and Australia. See the article from CNN here: https://edition.cnn.com/2025/02/28/tech/skype-microsoft-shutdown/index.html

Key Points

  • It seems likely that several virtual phone number providers can replace Skype for quality calls to New Zealand and Australia, with local caller ID for employer comfort.
  • Research suggests that global providers like Twilio, Vonage, and RingCentral are accessible from regions like Asia, Middle East, Africa, South America, Europe, North America, Pacifica, and Eastern Europe.
  • The evidence leans toward good call quality varying by location and internet, with costs starting from $9โ€“$20 per user per month, plus per-minute charges.
  • An unexpected detail is that many providers offer free trials, helping users test call quality before committing.

Provider Overview

Below is a list of recommended service providers, categorized by their global availability, ensuring they meet your needs for quality calls and local caller ID in NZ and AUS. These providers are suitable for users in various regions, with call quality depending on your location and internet connection.

Service Details

  • Twilio: Offers virtual numbers in over 100 countries, including NZ and AUS, with caller ID masking. Costs around $1.50 per month for a NZ number, plus per-minute call rates. Features include SMS, call recording, and forwarding.
  • Vonage: Provides international calling with virtual numbers, starting at $19.99 per month for basic plans, with additional international call charges. Includes call forwarding and voicemail.
  • RingCentral: Cloud-based platform with virtual numbers, starting at $20 per user per month, plus international call costs. Offers team messaging and video conferencing.
  • JustCall: Call center software with virtual numbers, starting at $15 per user per month, with pay-as-you-go calls. Features call recording and routing.
  • AVOXI: Global communication solutions, with variable pricing by country, including monthly fees and per-minute charges. Offers call forwarding and recording.
  • KrispCall: Cloud telephony with virtual numbers, starting at $9 per user per month, plus international call costs. Includes call routing and recording.

Testing and Verification

To ensure quality before purchase, consider:

  • Using free trials offered by many providers to test call clarity from your location to NZ and AUS.
  • Checking customer reviews from users in your region for reliability.
  • Verifying network coverage in your area and the destination countries.
  • Contacting support for region-specific performance insights.

Survey Note: Comprehensive Analysis of Virtual Phone Number Providers for International Calling

This detailed survey note explores alternatives to Skype for making quality calls to New Zealand and Australia, focusing on services that provide local caller ID to enhance employer comfort. Given Skype’s closure in May 2025, the need for reliable, high-quality communication solutions is pressing, especially for global clients. The analysis covers providers accessible from regions including Asia, Middle East, Africa, South America, Europe, North America, Pacifica, and Eastern Europe, with a focus on call quality, cost, and service options. It also includes guidance on testing and verifying service quality prior to purchase, ensuring users can make informed decisions.

Background and Context

The user’s query highlights the importance of maintaining quality connections for calls to New Zealand and Australia, with a specific requirement for local caller ID to appear on the employer’s phone. This feature is crucial for fostering trust and familiarity, particularly in business communications. Given the global distribution of the user’s clients, the solution must be accessible and effective across diverse regions, with call quality being a primary concern alongside cost and functionality.

The research began by identifying the need for virtual phone number services that allow calls to be made with a local number appearing as the caller ID, rather than the user’s actual foreign number. This led to an exploration of VoIP and cloud-based communication platforms, which are well-suited for international calling with such features. The analysis considered major global providers known for their extensive coverage and then categorized them by region to align with the user’s requirements.

Methodology

The investigation involved searching for services that offer virtual phone numbers in NZ and AUS, with the capability to mask caller ID for outgoing calls. Key criteria included call quality, cost structures, and service options, with a focus on providers that have a presence or good performance in the specified regions. Given the global nature of these services, the approach was to identify major providers and assess their suitability for users in each region, acknowledging that call quality may vary based on local internet infrastructure and provider network coverage.

Detailed Provider Analysis

The following table lists the identified service providers, their descriptions, cost estimates, and service options, based on available information as of March 2, 2025. These providers are recommended for their ability to meet the user’s needs across all regions, with notes on regional considerations where applicable.

ProviderDescriptionCost EstimateService Options
TwilioCloud communications platform with virtual numbers in over 100 countries, including NZ and AUS, supporting caller ID masking.~$1.50/month for NZ number, plus per-minute call ratesSMS, MMS, call recording, call forwarding
VonageGlobal telecommunications company offering virtual numbers and international calling services.Starts at $19.99/month for basic plans, additional international call chargesCall forwarding, voicemail, call recording
RingCentralCloud-based platform with virtual numbers, suitable for international calling with team features.Starts at $20/user/month, plus international call costsTeam messaging, video conferencing, call queues
JustCallCloud-based call center software with virtual numbers, focused on business communications.Starts at $15/user/month, pay-as-you-go for callsCall recording, call monitoring, call routing
AVOXIGlobal provider of cloud-based communication solutions, offering virtual numbers and international calling.Variable by country, monthly fees and per-minute chargesCall forwarding, voicemail, call recording
KrispCallCloud telephony platform providing virtual numbers and international calling services.Starts at $9/user/month, plus international call costsCall forwarding, call recording, call routing

Regional Accessibility and Call Quality

Given the global nature of these providers, they are accessible from all specified regions: Asia, Middle East, Africa, South America, Europe, North America, Pacifica, and Eastern Europe. However, call quality may vary based on the user’s location and internet connection. For example:

  • In Asia, providers like Twilio, Vonage, and JustCall have offices in countries like Singapore and India, suggesting good local coverage.
  • In the Middle East, Twilio and Vonage have operations, with AVOXI also likely having coverage due to its global network.
  • For Africa, Twilio and Vonage have partnerships, and KrispCall may offer competitive service based on its pricing.
  • In South America and Europe, major providers like Twilio, Vonage, and RingCentral are well-established, with strong network infrastructure.
  • North America and Pacifica (including the US and Canada) benefit from the providers’ strong presence, given their headquarters locations.

To determine the best provider for a specific region, users should consider local reviews and network coverage, as these factors influence call quality. For instance, providers with local data centers or partnerships with regional telecoms may offer better performance.

Cost and Service Options

Costs vary significantly, with plans starting as low as $9 per user per month (KrispCall) to $20 per user per month (RingCentral), plus additional per-minute charges for international calls. This flexibility allows users to choose based on their call volume and budget. Service options like call recording, forwarding, and routing enhance functionality, particularly for business users, while features like SMS and video conferencing add value for comprehensive communication needs.

Testing and Verification Strategies

To ensure quality before purchase, users can leverage the following strategies:

  • Free Trials: Many providers, such as Twilio, Vonage, and JustCall, offer free trials or demo accounts. Use these to test call clarity and reliability from your location to NZ and AUS.
  • Customer Reviews: Check online reviews and ratings from users in your region, available on platforms like G2 or Capterra, to gauge performance and reliability.
  • Network Coverage: Verify the provider’s network coverage in your area and the destination countries, often detailed on their websites, such as Twilio.
  • Support Services: Contact provider support for region-specific performance insights, ensuring they offer 24/7 assistance for any issues.
  • Cost Comparison: Compare pricing plans to find the most cost-effective option, considering both monthly fees and per-minute rates for international calls.

These steps help mitigate risks and ensure the chosen service meets your quality and cost expectations, particularly given the global scope of your clients.

Unexpected Findings

An interesting detail is the availability of free trials, which is not always highlighted in initial searches. This feature allows users to test call quality without financial commitment, providing a practical way to assess suitability before purchase, especially for users in regions with variable internet quality.

Conclusion

This survey note provides a comprehensive overview of virtual phone number providers suitable for replacing Skype, focusing on quality calls to NZ and AUS with local caller ID. By considering global providers like Twilio, Vonage, and RingCentral, and leveraging testing strategies, users can find a reliable solution tailored to their regional needs and budget. The information is current as of March 2, 2025, and users are encouraged to verify details with providers for the latest offerings.

Key Citations

Market Updates

Where to Earn and Thrive: The Best-Paid and Most Rewarding Jobs in New Zealand and Australia

Choosing where to work is one of the most important decisions a skilled migrant can make. New Zealand and Australia both offer high-paying jobs and rewarding careers, but how do they compare? From the booming finance sector in Australia to the adventure-driven industries in New Zealand, this guide will break down the top five highest-paying and most fulfilling careers in both countries. Whether you’re chasing a lucrative salary or a lifestyle that balances work and wellbeing, hereโ€™s what you need to know.


Highest-Paid Professions

New Zealand

  1. Judge (NZ$334Kโ€“$490K per year)
    The legal system rewards its highest officials well, with judges being among the top earners in the country.
  2. IT Architect (NZ$140Kโ€“$200K per year)
    With New Zealandโ€™s growing tech sector, IT architects are in demand for designing complex enterprise systems.
  3. Building and Construction Manager (NZ$92Kโ€“$224K per year)
    The booming construction sector, driven by population growth, makes this role highly lucrative.
  4. Marketing Manager (NZ$96Kโ€“$230K per year)
    As businesses expand their digital presence, experienced marketing managers command high salaries.
  5. Information Technology Manager (NZ$110Kโ€“$180K per year)
    IT managers oversee technical teams and infrastructure, making them key players in New Zealand’s digital economy.

Australia

  1. Surgeon (AUD 500K+ per year)
    Specialist surgeons, including neurosurgeons and cardiothoracic surgeons, earn top-tier salaries.
  2. CEO/Managing Director (AUD 200Kโ€“1M+ per year)
    Business leaders in major corporations can earn multi-million-dollar salaries.
  3. Hedge Fund Manager (AUD 250K+ to millions per year)
    With Australia’s robust financial sector, hedge fund managers rank among the best-paid professionals.
  4. Senior Barrister (AUD 300Kโ€“5M per year)
    Top legal professionals, especially in corporate law, can command significant earnings.
  5. Commercial Pilot (AUD 300K+ per year)
    With Australia’s large domestic and international travel industry, experienced pilots are highly compensated.

Most Rewarding Professions

New Zealand

  1. Community Support Worker
    Supporting vulnerable individuals provides emotional satisfaction alongside stable employment.
  2. Aged Care Support Worker
    With an aging population, this profession is in high demand and offers fulfilling career paths.
  3. Outdoor Leisure Worker (e.g., Skydiving Instructor, Snow Sport Instructor)
    Adventure tourism is a major industry, making roles in outdoor sports both rewarding and exciting.
  4. Healthcare Professional (e.g., Psychologists, Radiologists, Physiotherapists)
    A profession that combines good pay with the opportunity to make a real difference in peopleโ€™s lives.
  5. IT Professional (e.g., System Administrators, Programmers)
    Tech workers enjoy job satisfaction from problem-solving and innovation, along with solid pay.

Australia

  1. Counsellor
    Helping individuals manage mental health challenges is highly rewarding and increasingly valued.
  2. Community Support Worker
    Just as in New Zealand, these workers are essential for providing support to vulnerable communities.
  3. Aged Care Support Worker
    Australiaโ€™s aged care industry is growing, offering meaningful and stable career opportunities.
  4. Mental Health Support Worker
    Mental health awareness is on the rise, making this an impactful and fulfilling career.
  5. Personal Care Assistant
    A role that supports individuals in daily living, providing a mix of job security and personal satisfaction.

Economic and Social Comparisons

Similarities

  • Healthcare and Community Roles: Both countries highly value healthcare and social support professions.
  • IT Sector Growth: Technology professionals are in demand in both nations, offering strong career prospects.
  • Legal and Financial Careers: These professions rank among the highest-paid in both economies.

Differences

  • Salary Levels: Australia generally offers higher salaries across professions, particularly in finance and medicine.
  • Industry Focus: New Zealand has a stronger emphasis on tourism and adventure-based roles, while Australia excels in finance, mining, and healthcare.
  • Cost of Living: While salaries are higher in Australia, the cost of living can also be significantly greater, particularly in major cities like Sydney and Melbourne.
  • Work-Life Balance: New Zealand is renowned for its relaxed lifestyle and work-life balance, while Australia offers more high-pressure, high-reward opportunities in corporate sectors.

Which Country is Right for You?

  • Choose New Zealand if you value work-life balance, enjoy outdoor and adventure-based work, or seek a smaller, community-driven environment.
  • Choose Australia if youโ€™re aiming for high-paying executive roles and thrive in a larger, competitive economy.

Both countries offer exceptional career opportunities, and the best choice will depend on your professional goals and lifestyle preferences.


Sources

[1] https://edvoy.com/articles/15-high-paid-jobs-in-new-zealand-you-need-to-consider/
[2] https://www.workingin-newzealand.com/news/top-in-demand-jobs-in-new-zealand-in-2023/
[3] https://www.upskilled.edu.au/skillstalk/most-enjoyable-jobs-in-australia
[4] https://cdrelitewriters.com/blog/working-in-australia-vs-new-zealand/
[5] https://www.training.co.nz/highest-paying-jobs-new-zealand/
[6] https://kiwieducation.com/nz/work/in-demand-specialists-in-new-zealand/
[7] https://kiranacolleges.edu.au/the-five-most-enjoyable-careers-in-australia/
[8] https://medrecruit.medworld.com/articles/australia-vs-new-zealand-which-is-better-for-doctor-jobs
[9] https://medrecruit.medworld.com/articles/what-does-a-doctor-earn
[10] https://www.msmunify.com/blogs/highest-paying-jobs-in-australia/
[11] https://www.seek.com.au/career-advice/role/surgeon/salary

Practical Advice

Moving Abroad? Stop Your CV from Disappearing & Get Hired Faster

Moving abroad is excitingโ€”until your job applications start disappearing into a black hole. If you’re not getting interviews, it’s not because you’re unqualified. The system is broken, and you need a strategy that works.

The good news? You can flip the odds in your favorโ€”but only if you understand how employers think.

Why You’re Not Getting Interviewsโ€”And How to Fix It

1. You’re Competing Against 100+ Candidatesโ€”How Do You Stand Out?

Your CV is one of hundreds in a recruiterโ€™s inbox. Hiring managers skim applications for seven seconds or less before making a decision. If yours doesnโ€™t grab attention immediately, it’s gone.

2. Hiring Systems Are Designed for Employersโ€”Not Job Seekers

Automated filters, keyword tracking, and impersonal rejection emails keep the process efficient for companiesโ€”but frustrating for job seekers. Even highly qualified candidates rarely get real feedback.

3. Employers Wonโ€™t โ€œDiscoverโ€ Youโ€”You Have to Get in Front of Them

A generic CV and cover letter won’t get noticed. If your application doesnโ€™t show measurable impact (e.g., “Increased efficiency by 25%”), it wonโ€™t stand out in a crowded job market.

4. Foreign Candidates Face Extra Hurdles

Visa concerns and lack of local experience make it harder to compete. Many employers default to hiring locals unless you prove youโ€™re worth the extra effort.

5. A Weak Interview Can Kill a Strong Application

Getting an interview isnโ€™t enoughโ€”you have to sell your value in a way that meets the employerโ€™s needs. If you canโ€™t communicate your impact clearly, even the best application wonโ€™t save you.

6. Passive Applications Get You Nowhere

Waiting for a recruiterโ€™s email? The odds arenโ€™t in your favor. Job boards generate less than a 2% response rateโ€”but well-prepared direct engagement with decision-makers can boost this beyond 80% consistently.


How to Cut Through the Noise & Get Hired Faster

1. Get Personalised Responses from Employers

Employers want hiring to be successful and efficientโ€”your application should make their job challenges easier. A personalised, targeted approach gets far more responses than generic applications.

2. Use a High-Response Strategy (80% vs. 2%)

Mass-applying doesnโ€™t work. Instead, a direct, strategic approach can boost response rates from 2% to 80%.
How?
โœ” Prepare a “best-in-class” profile
โœ” Engage directly with decision-makers
โœ” Skip the competition by using smart employer targeting

3. Show Results, Not Just Job Duties

Employers donโ€™t hire tasksโ€”they hire results.
โŒ Wrong: “Managed operations, organised meetings, created reports.”
โœ… Right: “Improved production efficiency by 25%, reducing costs and increasing revenue.”

4. Ace the Interview โ€“ Prove Your Value in 60 Minutes

An interview isnโ€™t just about answering questionsโ€”itโ€™s about showing how youโ€™ll solve their problems. A structured approach ensures you present your achievements persuasively.

5. Go Beyond the CV โ€“ Use Multimedia to Your Advantage

Hiring starts before the interview. A professional profile builds trust, credibility, and interest.

๐Ÿ”น Video CVs โ€“ Showcase your personality and expertise
๐Ÿ”น Photo Portfolios โ€“ Provide visual proof of your work
๐Ÿ”น LinkedIn Optimisation โ€“ Attract recruiter attention
๐Ÿ”น Professional Branding โ€“ Position yourself as a top candidate

6. Stop Waiting โ€“ Take Control & Engage Employers Directly

Instead of hoping for a response, initiate the conversation.

โœ” We reach out directly to decision-makersโ€”you should too.
โœ” Use third-party introductions to bypass gatekeepers.
โœ” Get customized employer pitches to start hiring conversations.

7. Get Expert Guidance & Avoid Common Mistakes

Many job seekers waste monthsโ€”or even yearsโ€” applying the wrong way.

โœ” Impersonal applications get only 2% responses.
โœ” Avoid common pitfalls that waste time and opportunities.
โœ” Craft a winning strategy tailored to your strengths.
โœ” Fast-track your job search with expert guidance.


Your Next Step: Find Out Whatโ€™s Holding You Back & Fix It

If youโ€™re tired of sending applications and getting no response, itโ€™s time to change your approach.

๐Ÿ“ฉ Send your CV to Tate@employmentforimmigration.nz

Once I verify that your profile meets hiring standards, Iโ€™ll send you an exclusive invitation to my job-seeker presentation, where youโ€™ll learn:

โœ” How to get noticed by employers (instead of ignored)
โœ” How to achieve an 80%+ response rate from applications
โœ” How to position yourself for serious hiring consideration

With my “End-to-End” Full Programme, I will walk with you through your entire job finding journey until you receive a job offer. Send your CV to me for helpful insights within 1 day at: Tate@employmentforimmigration.nz