recruitment

Employer trends

Quite a few New Zealand firms across the SaaS and technology sector, have experienced unexpected organic growth in overseas markets during the last few years. Many are looking to capitalise on that trend and grow further. Companies which have done well recently are looking to resource up which may also include creating new roles. Primarily these are companies looking to expand their digital footprint, or grow their e-commerce offerings. In some cases, these companies are also looking to expand their global footprint at the same time which means candidates with both relevant market experience and digital or e-commerce experience are in high demand.

We are still seeing a little bit of ‘you don’t know, what you don’t know’ from local employers especially if this relates to international growth or scaling up. Because a lot of NZ businesses don’t have previous experience of doing either of these things, they may struggle to accurately scope the role or have unrealistic expectations about finding unicorn candidates who meet every element of the brief.

Organisations across the board are getting much more comfortable with virtual interviewing and many will happily extend an offer to a candidate who is still living overseas. Most will only hire candidates who have a NZ passport, so they can easily get into the country without a visa.

Candidate trends

Most people returning to New Zealand have pretty realistic expectations about what the job market can offer. If anything, they are expecting less than what is actually possible so are often pleasantly surprised when I talk to them about the range of available roles.

Most people are pretty confident that they will find their feet and are comfortable with the process of transition and the experience of ambiguity that characterises the first few months back in NZ because they’ve already had at least one experience of arriving in a new country without a job and figuring things out as they go along. What I see are people consciously employing all those useful skills and mind-sets that they’ve gained in their previous life to their NZ job hunting experience as well.

Most of the candidates we see are pretty open to considering a range of options – from multi-national to small, local firms – and don’t seem to have a fixed view of the kind of role they want to take on. They are also very comfortable to start with a contract role, rather than holding out for permanent because that was what they did when they first moved offshore.

Interestingly, I’ve also spoken to a few people, mainly those who are more experienced or senior in their field, who are keen to set something up on their own so that they can work with a range of companies in an advisor or consulting capacity.

Advice for job hunters

Well first of all, if you want a holiday first, don’t start job hunting too soon. Secondly, avoid the scattergun approach. New Zealand is a small place, and if you indiscriminately apply for every role, you may be seen as desperate which, is not the impression you want to create.

Do the work to make sure that your CV has been translated into the NZ format, which may include translating some of your old job-titles into the local vernacular. Speaking to a specialist recruiter about how to do this is probably the best way to get this right.

Companies are really keen to hear how you will add value to their business so be prepared to present yourself in commercial terms. This might mean being really clear on your ability to generate revenue or retain key clients. Equally it could be presenting your technical specialism in a way that directly links to the bottom line.

This being New Zealand, the interviewer might not directly ask about things in monetary terms but they will ask around it. I think it’s best to front-foot these conversations so make sure you’ve got concrete examples and know your numbers.

Companies are open to virtual interviews and making offers to those who are still abroad so it is worth starting to look while you are still overseas. Remember that a lot of jobs are not advertised so make sure that you connect with local recruiters who may know who is hiring in your field or be able to proactively market you in to the right firms.

Some organisations are quite comfortable setting people up to work remotely for a while before the person makes the physical move back to NZ, some are not. It’s probably a good idea to raise this with the recruiter fairly early on if your timeframe for returning is unknown or some way off.

Advice for employers keen to tap into the returning market

First of all don’t be fooled by thinking that volume equals calibre or that every returner will be desperate for a job. The market is still competitive, especially for those with in-demand skills and good talent are quite prepared to bide their time and wait for the right role.

If you’re looking to hire people with specific experience to help you do something you’ve never done before – expand into a foreign market, implement a digital strategy, scale up and so on – listen to the candidates if they tell you that you’re scoping the job wrong. A few times I’ve seen a candidate walk away from a job offer because they know, based on their experience, that they are being set up to fail, but the company doesn’t realise because they have never done this before.

Relatedly, consider engaging repats with extensive experience or who have held senior roles, in a consulting or advisor capacity. There are lots of areas where NZ businesses traditionally struggle – scaling up, transforming from traditional retail to e-commerce, entering new markets – which are often areas of expertise for returning talent. In some cases, investing in getting some good advice before you make your plans, might be a better option that trying to hire someone to do a poorly scoped job.

For candidates?

Jamila: I think for candidates one benefit is our ability to empathise with the experience of coming back to NZ. We’ve all done it so we understand what concerns and fears candidates have and can help to alleviate these. We also know that coming back to NZ isn’t just about finding a job, there’s a whole lot of other things going on so we treat our candidates holistically and discuss job options within the broader context of the kind of life they want back in NZ.

Minta: I’d absolutely agree – we can help you to translate your overseas experience into the NZ context. I think that’s where a huge amount of our value comes from, it’s important to have this CV just right before you start actively applying for roles. For example, the job title you had in the UK might be different (or not exist!) in NZ so having that context from the get go is surely helpful!

Related to that is our ability to help a candidate assess opportunities in a way that helps ‘future proof’ their careers and ensure they’re in the best possible position for future career development in NZ. We always talk to candidates about their 3-5 years plan and work with them to make a plan as to how best achieve those goals.

And for organisations?

Jamila: We capture talent before they arrive home, or just as they’re arriving – we’re their first port of call. Organisations who can really see the value in internationally experience candidates love that we’re able to provide them access to a candidate pool not yet ‘live’ in the domestic market. Always helpful in such a candidate short environment! Our client partners have the benefit of us having these conversations about opportunities and putting your employer brand on a candidate’s radar before they arrive back home. That’s important, especially if you are a new business, or are still building your employer brand.

Minta: We speak both ‘languages’ – assisting companies better interpret the CV and experience of top candidates to ensure they secure the person who is actually right for the opportunity they need to fill.

If the organisation is open to it, we also provide advice on how to best enable the repatriate talent to deliver all they can do. This is particularly appreciated by companies who haven’t hired a lot of internationally experienced people but are keen to fully utilise them to their full potential.

What are the main differences or adjustments a repatriate needs to prepare for or make when looking for work in NZ?

Jamila: Timeframes are the biggest factor. In general things take a little more time than they would have when you first landed overseas! On average, I’d recommend allowing two and three months to find a role – but don’t rush it! Enjoy the process and ensure that it’s the right one for you to prevent being in a similar situation within your first year home.

Minta: It’s a much smaller market and that means that once you ‘go live’ in your job search you will quickly become known to recruiters (internal and agency). You don’t get a ‘second chance to make a first impression’ so our advice is not to start this process until you are really ready and able to put the time into preparing a good CV and profile on the main job search sites – SEEK, Trade Me & Linked-In.

NZ organisations (sometimes) are more nimble than bigger overseas companies. A lot of organisations are really open to people blending their passion with their profession which can create some interesting opportunities you might not find in environments which are more structured.

When is the best time for people to start looking for a job back in NZ? Should they start while they are still overseas?

Minta: About 3 months from heading back to NZ is a good time to start doing some research, looking at job boards and getting in touch with local recruiters. I wouldn’t advise anyone to send applications before they have had a chat to a local recruiter about what they are looking for and have had some advice on job titles, pay rates and how to best present a CV and so on.

About six to four weeks before you head home you can start sending out applications or asking recruiters to introduce you to companies of interest. Depending on your level and niche, companies are open to Skype interviews – however it is rare that you would secure an offer without an onsite interview. Be prepared to wait until you’re “on the ground” and as soon as you have a confirmed date that you are arriving back in NZ – make it known to employers/recruiters! This shows your commitment to the move back home.

Jamila: If you want to start researching before that – and we do have people getting in touch up to 18 months before they plan to come home. Which is great! Often these candidates have spent 5+ years overseas so we love sharing the changes in the country/city and as a place to work. We’re totally happy having these conversations but will press play on representing you once you’ve got clarity on your timeframes to coming home. Some companies have had a bad experience with attempting to hire someone who was still overseas and pulled out at the last moment so they can be a bit wary.

How much time should someone allow to find a first job back in NZ?

Jamila: Probably two to three months from when you seriously start looking but it depends on the level of role you are looking for. If you just want to get some NZD coming in, temporary or contract work can come up sooner than that. Also, don’t feel the need to wait until you hear back from one application before you put in another – sometimes these processes can take 4-6 weeks to shortlist CVs (as companies will wait until the applications close before they start assessing applications and contacting candidates to follow up). On the flip side of that – do not fall into the trap of “scatter-gunning” your CV across the market too.

Minta: Concur with the above! The only other thing I’d add is that there is so much happening behind the scenes than what is advertised on job boards. So be conscious that companies will have internal applicants who take precedence too, nothing to take personally – just something to be aware of. That’s another value of a recruiter – it’s our job to know the inner workings and movements of our clients!

What about CVs? Should NZ CVs be presented differently?

Jamila: That depends where you are coming from. A two page CV is about right for NZ and leave out anything that’s old or irrelevant to the job you are applying for. As a general rule, for each role you’ve had include:

• Company name: potential companies are looking for names they’ve heard of, or can at least look up
• Job title: you may need to tweak this for NZ if the role has a different title here (we can help with this bit!)
• Dates you were employed: include the months and years in your employment. If you were travelling or had a career break, show this too!
• Specific responsibilities: make sure these relate to the role you have applied for. You may also need to translate this into local language or into the words the company has used in the job ad to show that your experience is relevant to the role.

Keep it in a really simple format, and if you’ve a couple of roles with the same job title and responsibilities, group them into one section vs being repetitive.

Minta: I could write a book about this! Key takeaway though; tailor your CV for every application and try to use the same language as the job ad, pay attention to the way responsibilities or deliverables are ranked.

I’ve noticed job titles in my field are different in NZ to where I lived overseas. Is it a good idea to translate your previous job titles into Kiwi speak?

Minta: Yes, you may need to do this as the job titles can be quite different. For example a Marketing Co-ordinator role in the UK could be a Marketing Manager role in NZ. If you’re uncomfortable doing this you can always include the original job title in brackets. If you’re not sure about how your job titles translate, speak to a local recruiter who has some understanding of the job market you are coming from and get advice. Any of the Home Recruitment Consultants can help with translating from the UK.

How about salaries?

Minta: The salaries for many roles are comparable but this depends a bit on role and its seniority. As a general rule, if comparing to the UK you can expect slightly less than double what you earn in pounds converted into NZ dollars. So, for example if you’re on £50K in the UK, you could probably expect to earn around NZ$90-$95K.

Jamila: Salaries are not often advertised in NZ and, if you ask you may only get a band which can be quite wide. It’s OK and expected you’ll have this conversation with a recruitment consultant about salary however some NZ companies will be a bit more sensitive on the subject!

Tell me about your own repat job hunting experience? What do you wish you’d known before you came back?

Jamila: To be honest, I’d not given it a lot of thought – I was at the end of my two-year visa and a bit sad about coming home! However, I was connected to HOME through Australasian Recruitment Company in London (who had placed me) and I spent time on Seek doing a bit of research (although not until I was home!). A little disheartened about what I saw – I just didn’t know where to start or what I should be applying for/prioritising based on my experience in London (Management Consultancy) – but Minta helped me nut out my motivators, what I loved (or didn’t) about my previous employment and what kind of environment I was seeking.

Following that, I worked on my CV, did a bit more research – and then was quite delighted when Minta mentioned a potential role with HOME. And here we are!

Minta: I was really fortunate to be sponsored in London, so it was my choice to come home for family/friend reasons. Before leaving, I’d had some conversations around the concept of supporting candidates like me moving their careers back home to NZ – and really noticed a gap in the market for that consultative advice upon my arrival! I was approached via LinkedIn for a couple of opportunities, Seek roles were not super exciting and then the opportunity to be part of launching HOME and supporting candidates on their career journey home to NZ was hugely inspiring for me (and a way to stay globally connected!).

What is your must share advice for any Kiwi repatriate starting to look at work back in NZ?

Minta

• You don’t have a second chance at a first impression – so make sure your CV, expectations and goals are realistic for the market!
• Have a good reflection about why you’re moving home and identify your motivators (location, industry, scope of role, culture/environment, growth etc.) – this makes you much more consciously aware of a good opportunity from a not so good one
• Be optimistic about returning home! Yes, it’s a smaller market – but there are some seriously cool (and well paid!) opportunities here. Be delighted and have an expectation that you’ll be living a well-balanced life, Kiwis value their lifestyle!

Jamila

• Do your research to prevent rushing any decisions – use job boards as a tool but don’t feel like you need to apply right away
• Reconnect by speaking with friends & ex-colleagues who have also moved home – set some coffees up as a networking and reintegration exercise
• Schedule a call with us to understand your best approach/market insight
• Enjoy this time to settle back in, catching up with friends and family etc.!

This story was created by Tricia Alach, creator of the How To Have A Happy Homecoming blog, check it out for more stories of Kiwis coming home and resources for making a smooth transition back.