Tag: new zealand jobs

Everyone Need Encouragement

Emigration Encouragement

Tate

We all need encouragement sometimes. Here are 10 challenges that you might feel as a new immigrant, plus 10 encouraging ways to manage each of these challenges.

1) Language Barrier: Mastering the local language is crucial for effective communication in the workplace. Remember, language skills improve with practice and immersion, turning this challenge into an opportunity for personal and professional growth.

2) Cultural Differences: Understanding and adapting to the local culture and workplace norms can be daunting. Each step towards cultural integration enriches your global perspective, making you a more versatile and adaptable professional.

3) Recognition of Qualifications: Sometimes, foreign qualifications may not be directly recognized. Exploring equivalency programs or additional certifications can open new doors and highlight your commitment to your career.

4) Limited Local Network: Lack of a professional network in a new country can hinder job search efforts. Building a network from scratch is a chance to forge valuable connections that can offer support and opportunities in unexpected ways.

5) Visa and Work Permit Issues: Navigating the legal requirements for working in a new country can be complex. Staying informed and proactive about visa regulations demonstrates your dedication to securing a position and can lead to successful employment.

6) Employment Gaps: Time spent relocating or adjusting to a new country may lead to gaps in employment. Use this time to acquire new skills or volunteer, showing potential employers your resilience and continuous growth.

7) Bias and Discrimination: Immigrants might face biases or discrimination in the job market. Your diverse background brings unique perspectives and innovation to teams, making you a valuable asset to any employer.

8) Understanding Job Market Dynamics: The demand for certain skills can vary greatly from one country to another. Adapting your skills to the needs of the local job market can make you a more competitive candidate.

9) Access to Information: Finding reliable information about job opportunities and application processes can be challenging. Utilizing online resources, local employment services, and community networks can provide clarity and open up new pathways.

10) Mental and Emotional Stress: Relocating and job hunting in a new country can be emotionally taxing. Remember, resilience and patience are key. Every challenge overcome is a step closer to your goal, and support is available through community groups and professional services.

Everyone Need Encouragement

Transitioning from Beginner to Advanced Job Seeker: A Guided Journey

Tate

You don’t have time to learn from your own mistakes. Do it right the first time. Unlock doors to more employer engagement, interviews, and better career opportunities.

1. A Natural Learning Curve

Transitioning from a novice to an advanced job seeker doesn’t have to be like a master’s degree.  With the right system and mentorship, progressive improvements can happen quickly along milestones of improvement until a job is secured.

2. Growing from Experience

As a beginner, recognizing the potential for growth is crucial. An advanced job hunting system and experienced support can guide even the most introverted people towards confident job seeking and job interviewing.  I have seen the most introverted professionals gain confidence in their presentation skills when they realise that the content of their knowledge is 10x more important than how that content is delivered to employers who need their skills.

3. Evolutionary Steps Forward

Imagine the shift from tentative job applications to employing targeted, effective methods. Advancing gradually brings noticeable changes in approach and outcomes.  Knowing what to do and how to do it, with the right coach is all you need.

4. Learning from Others

New job seekers benefit immensely by learning from those who’ve walked this path thousands of time previously. A person who has helped thousands of job seekers through every possible challenge imaginable is going to save you a lot of hassles and remove barriers quickly. For example, a business owner doesn’t automatically know that owning a business can be a red flag of competition to employers. Additionally, they often don’t realise how easy it can be to present business ownership as an advantage to employers. There are many examples of similar unforeseen cultural minefields.

5. Success through Transition

Embracing advanced methods promises higher employer responsiveness and increased interview opportunities.  Imagine getting an 80% personalized response rate directly from employers.  This is 40x greater than the average 2% response rates experienced by most job seekers.  This level of improvement can be achieved painlessly with the right system, experience and support.

6. Empowering Career Growth with Ongoing Support

Moving from conventional to advanced approaches is not just possible but immensely rewarding. Throughout this transition, learners are supported by experienced guidance every step of the way until they secure a job offer.  I have helped clients with a 3-year delay during my “end to end” service package. The first delay was the Covid lockdowns. It lasted 2-years. And this resulted in another 1-year delay due to financial challenges. And when my Client was finally ready, I made myself available and we continued forward until success was achieved. End-to-end job support like this is virtually unheard of in our job market today.

Conclusion: Embrace the Progression

The journey from a beginner to an advanced job seeker can unfold naturally, marked by continuous improvements in measurable results. If are dedicated to your goal, I can help you achieve it.

To find out how my system and support can work for you, just send your CV to Tate@EmploymentForImmigration.NZ – be sure to include a few sentences about your status and goals.  I respond in about 1 day.

Practical Advice

Recruitment Challenges for Foreign Job Seekers in New Zealand and Australia

Tate

Recruiting Models in New Zealand and Australia: A Critical Evaluation for Foreign Job Seekers

Recruiters are a tempting avenue for many foreign job seekers, promising a connection to potential employers without upfront costs. However, the reality is far more complex and often less favorable for the majority of foreigners seeking employment in New Zealand and Australia.

The Pitfalls of Classical Recruitment

The classical recruitment model operates on a simple premise: a middleperson connects job seekers with employers, receiving a placement fee from the hiring company. While this model seems advantageous to job seekers as there’s no direct cost involved, it often presents significant barriers for foreigners due to barriers and limitations set by local employers. Recruiters will explain this to you if you simply ask them and I encourage you to reach out and test what I am writing here. Let me know what you experience.

Employer’s Viewpoint

From an employer’s perspective, engaging a recruiter involves substantial financial commitments. They’re obligated to pay a considerable percentage of the job seeker’s salary as a placement fee. For instance, a typical scenario might entail a $15,000 placement fee for a $100,000 salary. However, this fee is just the tip of the iceberg.

Before and after placement, employers face:

  1. Pre-placement Tasks:
    • Vetting the job seeker rigorously
    • Accepting higher risks and time investment
    • Holding a job position open for 4-6 weeks
    • Potential delays or denials from immigration authorities (INZ or AIS)
  2. Post-placement Considerations:
    • Additional costs and time related to further training or adaptation

If you are an employer, you must calculate the entire risk versus reward scenario in your mind before using recruiters to hire foreigners. The biggest cost for employers is not the $15,000 dollars. The biggest cost is the uncertainty and the time involved. And if that uncertainty and time is something the employer must work through on their own without any help, then why pay the $15,000 for a foreigner? Locals are faster placements and easier to vet. Therefore, local employers don’t see a reason to enter into deals with recruiters to hire foreigners 99+% of the time. They would rather put pressure on recruiters to find a local for a quick placement. And this is exactly what they do. Recruiters will tell you this.

When Does the System Work for Foreigners?

In my extensive experience, there are rare instances where recruiters might consider foreign candidates viable:

1. Niche Industry Experts:

  • Individuals with extensive, hands-on experience in industries where local placements are consistently high. For instance, a diesel mechanic with over two decades of “hands on” experience in a specialized field fixing diverse breakdowns on diverse machines in workshop and call-out environments. This is what I call a high value door-opener. I can get them in front of the best employers in New Zealand or Australia.

2. Perfect Fit Candidates:

  • In exceptional cases, a candidate who perfectly fits a job description might convince a forward-thinking recruiter to challenge the norm. This requires a recruiter who’s willing to think beyond the usual preference for local hires. And this can happen for candidates, like a brain surgeon that specialises in a rare condition connecting to a hospital that requires exactly that narrow skillset. I have placed highly skilled specialists in quality jobs, including hospitals but not only.

The Way Forward for Job Seekers

If you fall into the above categories, connecting with recruiters might be an option. However, consider approaching employers directly for better prospects. By accessing the entire job market, you enhance your chances compared to the limited scope of recruiters.

Final Thoughts

Navigating the recruitment landscape in New Zealand and Australia as a foreign job seeker can be challenging. While recruiters may seem like a shortcut, they often present barriers rather than opportunities. Yes, they are easy to talk with. Ring them up and ask them whether they can help you find work today. I believe after some time, you will come to understand that my blog post here is saving you time and bringing focus to your job search. Directly engaging with employers can provide a broader range of options and increase your chances of securing employment.

If you seek further insights into finding recruiters or approaching employers directly, feel free to send your CV to tate@employmentforimmigration.nz, and I’ll provide tailored guidance within a day.

Understanding the dynamics of recruitment models is crucial for making informed decisions in your job search.

This blog aims to provide a clear perspective on the recruitment challenges faced by foreign job seekers in New Zealand and Australia. If you’d like more details or specific information, don’t hesitate to reach out!

Kiwis Working with Kiwis

Aussies Working With Aussies

Market Updates

Two Strategies for the Post-Holiday Hiring Boom.

Tate

The Post-Holiday Hiring Booom is almost here! There is a hiring boom that happens every year after the holidays.

Here are two strategies you can use at the same time:

  • Strategy 1 – Jump in this year, make as much progress as you can. You might get hired. If you do, that is great!
  • Strategy 2 – If you don’t get hired this year, at least you are already practiced and you may have some leads for getting hired during the Post-Holiday Hiring Boom that happens after mid-January.

What is special about the job market after the holidays?

This is a simple question. Every year there is a long holiday season. And after that long period of relaxing and reflection, people and businesses set new goals. Businesses often want to grow. People want the same thing. So what happens is that some employers need people to fill roles where critical skills have left and some employers need people to fill roles where new busienss goals require new skills.

To take advantage of these two strategies, the window of opportunity is closing. I suggest to get started during November. If you want job support, just send your CV with your questions to tate@employmentforimmigration.nz and I will respond in about a day.

Market Updates

Every year there is a hiring boom following the holiday season

Tate

A hiring boom happens every year following the holiday season and now is a perfect time to prepare.

Reason #1 – New Year Resolution – Increased hiring happens because holidays bring about change: new diets, new exercise programs, new inspirations in life and of course new jobs happen as inspired change. This means that roles need to be replace, often with urgency.

Reason #2 – Business Plans – As with people, businesses also generate new visions for growth at this time of year. They come into the new year with strategy plans, new budgets and new requirements for staff.

The challenge – Finding a new life isn’t easy. Even for locals, switching jobs can be stressful. Similar to moving house, another one of life’s many challenges. New Migrants are doing that that plus new friends and switching cultures and all family members are doing these same thing together, often risking everything in the process.

The best approach – Plan well, implement effectively and stay flexibile. As with any complex project the key to success is to break it down into bite-size tasks that can be mastered and implemented successfully, one after the other. Like building a bridge, it can be done. This bring us to the topic, how to take advantage of the current situation if you are a foreign migrant wanting to enter New Zealand. You know that there is a hiring boom after the holidays. You know that hiring slows down dramatically in December. What can be done now to maximise your opportunities to get hired into a great job as soon as possible? I believe the answer isn’t difficult.

Firstly to prepare, then to get into the job market as soon as possible so that real progress is being made and hopefully do it this year so that you can build relationships and experience. Even if you aren’t hired this year, the experience of being in the job market this year will prepare you for what is coming.

In the post-holiday hiring boom there will be some urgent jobs that aren’t possible to fill by locals. If you are super skilled and experienced and qualified, you may be a snapped up if you are in the right place at the right time, having already some experience so that you are able to deliver good content, being practiced up in the job hunting process already.

A customised approach is essential to finding the right job fit. Your unique professional strengths are your best assets, and should be the main feature in your profile.

If anyone reading this would like helpful insights into how specifically you can manage your job search, send your CV to me at tate@employmentforimmigration.nz for a response in about a day. Let me know your experience so far for context. I have been helping migrants apply their strengths to the job finding process for 15+ years.

Uncategorized

Hiring happens pre and post holidays. Prepare for both options.

Tate

Tate emphasizes the importance of preparing before starting a job search, with four to six weeks of preparation time needed for a best-in-class presentation profile. February is highlighted as the hot zone for hiring.

Tate offers end-to-end support for job searching for qualifying job seekers. Just send a few comments about your job finding status and your CV to tate@employmentforimmigration.nz

Everyone Need Encouragement

Getting hired is easier with positive energy

Tate

In the competitive world of job hunting, success often hinges not just on qualifications and experience but also on the emotional energy you bring to the table. Unlike qualifications and experience, emotion energy can be generated quickly and without financail cost.  We would be foolish to ignore this valuable asset.

Research in social psychology has uncovered fascinating insights into the impact of emotional influence, which can be particularly relevant to overseas job seekers. Let’s explore three key findings and how they can be applied to improve your job search.

1) Positive emotions increase your chances:

Just as a positive attitude can lead to better sales results, it can also have a significant impact on your job search. Hiring decisions are not purely transactional; they are influenced by emotion and human interaction. Approaching potential employers with enthusiasm, optimism and a friendly demeanour will automatically improve your chances as a candidate. Employers are more likely to remember you and see you in a positive light. So, as a job seeker, remember that positivity can be a powerful asset.

2) Mirroring in job interviews:

A fascinating aspect of emotional influence is mirroring, where people tend to reflect the emotions of those around them. In a job search context, this means that your emotional state can influence the perceptions and decisions of potential employers. Have you ever noticed that if you fold your arms while talking, the person opposite you will also tend to fold arms? This is mirroring and it happens internally as well. Another thing to remember about mirroring is that the one with the higher energy level will have the most influence. If you exude confidence and positivity at interviews and networking events, you’re more likely to get a positive response from employers. Conversely, if you appear nervous or discouraged, this negative energy can be mirrored and potentially work against you.

3) Non-verbal communication matters:

Over 90% of what employers consider during the hiring process comes directly from you, and much of it is non-verbal. This is particularly important for foreign jobseekers because there is very little about you that will come by other sources. Nearly everything about the decision to hire or not hire will come from you. Let your body language speak the same message as your written and verbal messages. Confidence, proactiveness and positivity are traits that employers look for, and they often read these qualities in your non-verbal cues. Even if you are nervous, you can still be confident about your professional strengths and you can reduce nervousness through adequate preparation. Your posture, eye contact and general energy can all convey whether you’re a confident and proactive candidate. This comes more easily to people who prepare really well.

Believe within:

To project confidence and positivity, start by believing in yourself. Preparation is key. Knowing that you’ve done your best to prepare your profile for easy access to our core professional strengths, prepared to deliver excellent interview content and paved the way for meetings with direct contacts to decision makers can boost your internal confidence as you gain knowledge and develop relationships.

Conclusion:

As an expat jobseeker, your emotional energy is a key asset in your job search. Unlike many qualifications, it is readily available and doesn’t require years of effort to acquire. I’ve seen people with borderline profiles secure competitive positions because they radiated positive energy for the role, projects, company, region and country.

Bottom line, when you programme yourself for success, employers will be positively influenced to hire you.

Testimonial Posts

Raymond: Team Lead / Senior IT consultant in Singapore – Testimonial

Tate

Video Transcript:

Tate: It’s a pleasure to work with Raymond. Raymond’s at the top of his game. And Telecom – one of the largest ones in Asia – and he’s the center point of Big Data turning that into strategic success for his employer.

If anyone can explain how my system can work successfully for them in their own country, or Australia, New Zealand, anywhere in the world, – Raymond is the one to do it. It is a pleasure to work with people like Raymond. It’s people like you, Raymond, and others that keep me at the front of my game.

Raymond: So actually, I’ve tried your approach – the one that we’ve discussed, and you’ve shown to me – here in Singapore and it actually works. So, I managed to book some meetings and book some interviews. So yeah, I can attest that your approach is working perfectly well, so I must have to check – to apply the same approach and also do some job applications in New Zealand, since my goal is to finally find a job and settle at New Zealand. And I’m actually also exploring… like what I’ve shared in the email… Australia, and also expand my market in Canada.

Tate: So, you’ve been applying to some of the big companies in Singapore?

Raymond: I’ve managed to book two to three interviews, so my recent one already undergoes a final interview. So hopefully I’ll be receiving some good news in the next few days.

Tate: Well, it works in Singapore, it works around the world – it’s a good system and I’m glad you’re discovering that.

Uncategorized

For Middle Managers Seeking Work in Injury Risk Industries

Tate

I regularly get calls from middle managers asking for support covering all sorts of industries and roles. Super-skilled and highly qualified are complex profiles that need clear communication to win. But what is the strategy for skilled and under-qualified? Well, like a typical consultant, I can only say “that depends”. Usually, skill level and industry are main factors when under-qualified. The most challenging situation I most often see where my service has limited value is when an underqualfied middle manager is looking for a managerial role in a a high risk industry.

What is so difficult about a hiring a super-skilled, under-qualified middle manager?

I always kindly decline anyone unless I can see a clear shot at job success in the profile. When I arrive at this decision, I have sometimes found it difficult to explain to foreigners who may have built 100 different structures ranging up to to multi-million USD in value why they are unlikely to get a managerial job in the construction industry without adequate qualifications. Probably the best explanation can be presented in the graph below.

The above chart comes from a factsheet published by WorkSafe New Zealand. This act is enforced where the potential for injury to employees is reasonably high. Such environments will include construction sites, factories, stock yards, tree harvesting sites, etc…

As this chart indicates, there are severe consequences for those found reckless or negligent – that’s right, you don’t even have to be reckless, you can simply overlook something and it happens. For example, employing an unqualified manager might be considered as a failure to comply with health and safety duties when that decision is later seen by investigators as a cause for a risk of serious injury, illness or death.

If you are a middle manager lacking qualifications working in a high-risk industry, what are your options?

There are other roles below “manager”, including team lead, foreman, skilled carpenter, etc… This may be a viable entry point for a manager willing to work back up to the managerial level, while also allowing the local employer to keep risks low enough so that a hiring decision can be made.

What if you have little or no “hands on” skills?

Upskilling takes time. For some, it is the best option. I would suggest either to acqauire a relevant bachelor’s degree or learn some “hands on” skills to a level of a qualified tradesman. Maybe even get qualified if that is an option.

What if you want to try anyway?

There have been a number of cases where I have successfully worked with underqualified middle managers in high-risk roles. What happened in these cases was that I gave a clear warning, they decided to go ahead anyway and we went to work to maximise their chances on a range of issues including past practice, performance levels, ongoing study and motivation. Three things help: preparation, persistence and going the extra mile. It is about finding and building relationships. It is about a willingness to conduct face-to-face interviews on the spot. And that is how you maximise the chances, and yes, it can work, but I prefer to look at the other options first because I like to maximise the opportunities and not just the chances.

Finish

And that, my friends explains the challenges in terms of risk and the options in terms of job strategy. I am good at assisting with work but I am not touching your immigration or visa requirements. That will be up to you or your immigration agent. New Zealand and Australia have many high-demand job sectors that need strong candidates. The best job strategy in a nutshell is to position yourself as a low risk, high reward candidate. For details how that might apply to you, just send your CV to me at tate@employmentforimmigration.nz for helpful insights in about a day.

Practical Advice

A short Checklist: Are You Able To Get Hired In New Zealand Or Australia?

Tate

Have you ever wondered how easy or difficult it will be for you to get hired?

Here are the 3 main inicators of hirability
1) Skill level
2) Qualifications
3) Role demand

Highly skilled candidates: New Zealand and Australia are particularly interested in workers who have demonstrated expertise in a specific field and can add significant value to employers. If you have a track record of excellence in your field, you are likely to be in high demand. However, if you haven’t had the opportunity to develop high-value skills, you may face the challenge of differentiating yourself from local jobseekers. To overcome this challenge, it’s important to emphasise what makes you different and how you can make a unique contribution to the NZ/AU job markets.

Relevant qualifications: Employees with relevant qualifications are highly sought after in both New Zealand and Australia. Generally, a full trade qualification or at least a Bachelor’s degree is required, sometimes higher depending on the role. If you have these qualifications, along with high-value skills, you are likely to be in high demand. However, if you do not have the specific qualifications required for a particular industry, your skills may still be able to compensate in some cases. For example, some industries may prioritise skills over formal qualifications. However, it’s important to note that certain professions, such as doctors and plumbers, typically require specific qualifications that cannot be overlooked.

Roles in high demand: Our job markets are particularly interested in candidates who can fill roles in skills shortage areas. It’s worth noting that being on an official skills shortage list is not a prerequisite for being considered for a high demand role. Sometimes in-demand roles aren’t widely advertised and it’s important to understand that demand arises when employers have a genuine need for a particular skill. It could be a highly specialised niche that is not widely known. For example: I assisted a drone designer / distributor / business owner find work with New Zealand’s largest drone company. There is no list anywhere that considers that candidate as a high demand role for New Zealand. But that employer understood he was the best guy in South Africa with population 60 million. He was ready to hire him instantly. So keep an eye out for job advertisements, but also explore hidden opportunities that your skills may attract.

In summary: We are looking for overseas candidates with high-value skills and relevant qualifications who can fill roles in high-demand sectors.

Basic strategy: By showcasing your expertise, highlighting what makes you different and targeting employers who need your specific skills, you will increase your chances of being a desirable candidate for employment in our part of the world.

For a free assessment of your skills, send your CV with a few comments about your status to me at tate@employmentforimmigration.nz I answer in about a day.