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.
Tag: New Zealand Migration
Job Offers + Migration Without 4-year Qualification
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.
Spring Hiring Opportunities for Skilled Migrants in New Zealand and Australia — September 2025
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
Top Nations for Skilled Migration, 2025
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.
NZ & Australia Are Sweetening Skilled Migration: What’s New, What’s Next (2025)
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
Employers Don’t Value These Lists
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 WordedIndeed.
✅ 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 processCoordinated communication between departmentsHandled client queries and schedules
- PERFORMANCE METRICS FOCUSED
Reduced client onboarding time by 40%, trimming average setup duration from 10 to 6 daysImproved client satisfaction score by 12 points through streamlined departmental communicationResolved 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.
Top In-Demand Skills in Australia and New Zealand for 2025
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 campaigns12. 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 countries56.
Australia’s Tech Boom:
- Software Developers: AUD $90,000-$120,000, with AI specialists commanding premiums15
- Cybersecurity Specialists: AUD $95,000-$130,000, with 21% projected growth67
- 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 trades12.
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 residency910.
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 pathway910:
- 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 20251112:
- 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 20251013:
- 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 suggest1516. 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 reluctant12
- 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):
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 demand12
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.
Carlo A. Testimonial
“It’s been a long road toward work migration. There were a lot of obstacles along the way, but now I’m finally seeing the light at the end of the tunnel—with a job and sponsorship offer in Australia!
I’ve been well-prepared for this journey thanks to your help and guidance. A big thanks to you, Tate, for making this journey possible.”
Carlo A.
Civil Engineer
from Philippines
There’s no substitute for experience. Carlo led large-scale projects and expanded his former employer’s client base—a lasting impact. Now in Brisbane, his new employer is already shifting strategy to harness his strengths. Skills like his will always be in demand.
Well done, Carlo!
Carlo surprised me with a scheduled meeting and no explanation. I assumed he was going to ask for support in his job hunt, which is something I offer to all my clients. But he greeted me with a big smile and words of appreciation. He just wanted to thank me for helping him find work in Australia. Here is a short clip of our exchange, posted here with permission >>
https://youtube.com/shorts/vcZOv_iXh-4
Top 5 Job Search Myths for Migrants
By Tate Ulsaker — Employment for Immigration | July 2025
Every migrant who embarks on the journey to find work abroad carries a powerful vision: building a new life, supporting loved ones, and achieving stability. Yet the path often feels like navigating a maze—full of gatekeepers, automated systems, and silent rejections.
Here’s the empowering truth: it isn’t your skill or drive holding you back—it’s often the approach. In this post, we tackle the five most common misconceptions that trip up migrant job seekers—and offer clear, actionable consulting steps to overcome them.
1. They’re Vetting You Before the Interview
Mistake: Waiting passively for interview invites.
Reality: Employers begin evaluating during your very first outreach.
Evidence: Anecdotal insights from recruiters show that talent teams rely heavily on early conversational cues. Personalized outreach earns trust early—and increases interview chances significantly.
- Initiate value-first conversations: Send tailored messages with a brief value snapshot and ask for 10–15 minutes of advice.
- Treat early chats like informal interviews: Prepare to demonstrate interest, ask questions, and show insight.
- Practice a clear 3-minute intro: Explain who you are, what you offer, and why it connects to them.
2. CVs Are Scanned in Seconds — Be Concise and Strategic
Mistake: Assuming your CV will be thoroughly read.
Reality: Recruiters spend just 6–8 seconds on resumes —and ATS filters often eliminate up to 70% of applications.
3. Results Matter More than Responsibilities
Mistake: Listing tasks instead of achievements.
Reality: Recruiters prioritize measurable impact.
Evidence: CareerSite data suggests only 11% of applicants are deemed suitable during initial screening .
4. Don’t Obsess Over ‘Accredited Employers’
Mistake: Only contacting accredited employers.
Reality: Most employers, accredited or not, are open to migrants—accreditation takes just days and low cost .
5. Personalized Outreach Beats Templates
Mistake: Relying solely on job portals.
Reality: Generic job applications get ~1–5% responses . Personalized outreach doubles response rates to ~17%.
Free Presentation: Complete Job‑Finding Journey
Ready for a dive into the migrant job search strategy?
Join our free presentation, where we’ll walk through live demos of:
- CV restructuring for clarity and achievement
- Proactive employer outreach
- Navigating accreditation
- Optimizing timing and positioning
📧 Claim your spot:
Send your CV + a short note on your migration/job goals to tate@employmentforimmigration.nz. We’ll book your session—no cost, no obligation.
📚 Sources
- Recruiters spend 6–8 seconds on resumes Reddit+2TechRadar+2ERE+2Business InsiderTIME+6HR Dive+6standout-cv.com+6
- ATS filters eliminate ~70% of resumes The Ladders+4selectsoftwarereviews.com+4Jobscan+4
- One recruiter landed 12 interviews despite low ATS score Boston 25 News+3Business Insider+3selectsoftwarereviews.com+3
- Email length 50–125 words, clear CTA & personalization boost responses by ~33% Making That Sale
- Accredited employer process quick and affordable emailbroadcast.com
I Got the Call: How to Handle Your First Employer Interview from Abroad
By Tate’s Employment for Immigration – NZ & Australia Migration Experts
You got the call — now what?
If you’re a skilled migrant and an employer from New Zealand or Australia has just invited you for an interview, you’re one step closer to the opportunity you’ve been working towards. But this moment can also feel daunting: a new country, a new process, and a video call that might decide your future.
Here’s how to approach it systematically, professionally, and with growing confidence.
⏳ Make Use of the Time Gap
Even if your interview is just a few days away, you can turn that time into preparation gold.
- Revisit the job ad and match each requirement with one of your real-life achievements.
- Research the company: what are their values, current projects, and growth areas?
- Confirm time zones early and double-check your internet setup and quiet interview space.
Remember, this preparation time is your advantage. Most local candidates don’t use it wisely — but you can.
🎥 Know the Interview Type
Most of our clients face two kinds of interviews:
- Video calls (Zoom, Teams): These are classic one-on-one or panel sessions with hiring managers.
- In-person (upon arrival): Often informal but still structured, particularly for trades or medical roles.
Occasionally, you’ll face:
- Pre-recorded video interviews: You’re given a few questions to answer on video with a time limit.
Knowing the format helps you prepare the right tone, timing, and delivery style.
✅ How Our Clients Prepare Systematically
If you’re one of our clients, more than 80% of your real interview performance is built during the Video CV preparation process. This is where we systematically record, review, and refine the most powerful way to express your skills — with evidence, impact, and clarity.
Even if you’re not a client yet, you can still benefit by understanding what we do:
2 Proven Ways to Express Skills with Impact
1️⃣ Show Value to the Employer’s Bottom Line
Use achievements that reflect real-world business outcomes.
Example: A software developer eliminates 90 minutes of manual work per employee per day across 40 staff →
That’s 60 hours saved daily, equivalent to 7.5 FTEs. If each FTE costs $100k/year, that one improvement creates over $750,000 in annual value.
This kind of quantified result speaks the employer’s language — efficiency, cost savings, ROI.
2️⃣ Show Competence Through Experience Volume
The number of times you’ve done something matters.
Example: A primary teacher with 10 years’ experience might have led over 8,000 classroom sessions. A nurse may have prepared 5,000 IVs or conducted 2,000 patient assessments.
These counts show repetition and mastery. Repetition builds trust. It tells the employer, “I can do this reliably.”
💬 Expressing Skills in Context
Great interviews don’t just list skills — they place them inside stories. The best stories:
- Start with the challenge
- Show the action you took
- End with a measurable result
This is the same STAR method we build into your Video CV — and it’s what makes you memorable to employers.
💡 Final Tips for First-Timers
- Dress professionally, even for video.
- Speak clearly and pause – local accents and fast speaking can reduce clarity.
- Have a printed summary of your projects with results and figures at hand.
- Use the time at the end to ask one thoughtful question about the role, team, or company’s future.
🧭 In Summary
You got the call — because you’re good enough. Now it’s time to show how your skills deliver value and how your experience builds confidence. Whether you’re working with us directly or preparing on your own, following a structured approach is the best way to stand out.
🎥 If you’d like help building your own Video CV or preparing your key interview answers with real impact, send your CV to Tate@employmentforimmigration.nz as a first step. He will respond within 1-day with insights and support.
We help you get ready to not just take the call — but to win the role.
Employment for Immigration to New Zealand, Australia and Beyond 