Enterprise Stories

What You Need to Know: 2026 Data

Tue, 10 Feb 2026 01:34:04 GMT

As we head into 2026, having access to accurate, up-to-date salary data has never been more important for employers and job seekers alike. With continued shifts in the labour market, changing candidate expectations, and pressure on hiring budgets, reliable data helps cut through noise and assumptions.

That’s why we’re pleased to share Profile Group's 2026 Salary Data , built using real placement data, market insights, and on-the-ground recruitment experience across the Christchurch region. Rather than relying solely on advertised roles, the guide reflects what’s actually happening in the market; what organisations are paying, what candidates are accepting, and where pressure points are emerging.

Inside the guide, you’ll find:

Current salary ranges across key roles and industries
Insights into how demand, skills shortages, and experience levels are influencing pay
Clear methodology that explains how the data has been gathered and interpreted
A practical reference point for salary reviews, hiring conversations, and career planning

For employers, the guide offers a grounded way to sense-check remuneration, stay competitive, and plan workforce decisions with confidence. For candidates, it provides useful context around market expectations, helping inform career conversations and future moves.

Salary data is only one part of the picture, but when paired with local market knowledge and experience, it becomes a powerful tool.

Download a copy of the 2026 Salary Data Guide below or reach out to Profile Group to talk through what this data means for you or your team.

It's Not You, It's Me

Tue, 18 Nov 2025 01:51:38 GMT

Rethinking the Way We Give & Receive Feedback

Why honest conversations matter more than ever in today’s job market.

Feedback is one of the most important parts of recruitment and also one of the hardest. Whether you’re a candidate hoping for clarity after an interview or a client needing to have a tough conversation with a staff member, feedback can feel personal, uncomfortable, and emotional.

But what if we reframed it?

What if, instead of “It’s not you, it’s me” being an uncomfortable cliché, it became a reminder that feedback isn’t an attack on who you are, but it’s information to help everyone move forward?

This month, we’re talking about how to give and receive feedback in a way that’s honest, supportive, and more human. No awkward break-up lines required.

When You’re the Candidate: Receiving Feedback With Confidence

Hearing you didn’t get the job is never fun. But you can control what happens next.

Here’s how to take feedback in a way that benefits you long-term:

1. Don’t jump to the personal

“Not the right fit” doesn’t mean “not good enough.”
Often, it simply comes down to experience, timing, or something as small as someone else having a slightly closer match to the brief.

2. Ask for clarity

If feedback feels vague, it’s okay to ask your recruiter to unpack it.
“What could I improve next time?” is one of the most powerful questions you can ask.

3. Separate the emotion from the information

Feeling disappointed is normal, but the feedback itself is still useful.
Treat it like data: keep what helps, leave what doesn’t.

4. Keep relationships open

A professional, gracious response can be memorable.
“Thank you for the opportunity, I’d love to stay in touch for future roles”, keeps doors open.

When You're the Client: Giving Feedback With Empathy & Impact

Giving feedback, especially tough feedback, can feel just as uncomfortable as receiving it. But good leaders know that avoiding the conversation usually makes things worse.

Here’s how to deliver feedback in a way that’s clear, respectful, and actually helpful:

1. Be honest, but not harsh

Clarity helps people grow; bluntness shuts them down.
Focus on facts, not feelings or assumptions.

2. Be specific

Replace:
“Your performance has slipped.”

With:
“I’ve noticed the last three reports were late, and I want to understand what’s getting in the way.”

3. Balance critique with curiosity

Feedback is a two-way conversation.
Ask questions, invite their perspective, and look for the why behind the behaviour.

4. Offer a path forward

Good feedback doesn’t just highlight the issue; it supports the solution.
“Here’s where we go from here” is far more empowering than “This isn’t working.”

So What Does “It’s Not You, It’s Me” Really Mean?

It means stepping back and remembering:

Feedback isn’t a personal attack.
Feedback is not a final judgment.
Feedback is about improvement, not blame.
Feedback is an investment in people, performance, and long-term success.

When we deliver feedback with empathy and receive it with openness, we create stronger relationships, better outcomes, and workplaces where people actually want to stay.

Final Thoughts

Recruitment is filled with moments where honest communication matters.
Whether you're giving feedback or receiving it, approaching the conversation with humility and curiosity can make all the difference.

Feedback isn’t about “you” or “me.”
It’s about what’s possible when we commit to growth together.

CTA

If you’d like advice on delivering feedback, navigating tough conversations, or supporting your team or candidates through change, our Enterprise team is here to help. Reach out anytime.

Stay Smart, Stay Safe: Avoiding Recruitment Scams

Tue, 21 Oct 2025 21:48:54 GMT

Real Jobs. Real People. Here's how to tell the difference.

Real Jobs. Real People. Here’s how to tell the difference.

Scammers don’t sleep, and recently, we have seen a rise in fake job ads, impersonated consultants and “offers” that lead nowhere good. At Enterprise, we believe in making connections for the right reasons, not as a trap. Here’s how to spot a scammer, protect yourself…and keep focusing on the real opportunities.

How the Scams Work

Fake recruiters often start with something that looks legitimate: a job ad, a direct message, even a friendly chat. Their profile might look legit, with a professional photo, multiple ads and plenty of connections. Then they might switch platforms (WhatsApp, etc) or ask for personal info or upfront fees. The goal? Obtain identity details, money, or access to something you shouldn’t share.

Remember: a genuine recruiter will never ask you to pay for a job, training or “exclusive access.”

Key Red Flags to Watch For

Emails from free accounts (Gmail, Hotmail) instead of a working company domain.
You’re asked for money, bank details or cryptocurrency.
The job is unbelievably easy, high-paying and asks very little effort.
The process is vague, rushed, or skips interviews/reference checks.
The job isn't listed on the official website or trusted job boards.

How to Verify It’s Really Us

At Enterprise:

We’ll always use an @enterprise.co.nz domain email.
We post our vacancies on our official website , Seek, TradeMe and sometimes on our socials: LinkedIn, Facebook, and Instagram.
We’ll never request money, ask for advance payment, or demand private account transfers.
If in doubt, contact your local branch and we’ll confirm whether you’re dealing with the right person.

What to Do If You Suspect a Scam

Stop sharing personal or bank information.
Verify the person contacting you — check our site or call the branch.
Report it on the platform you see it on and let your Enterprise contact know.
Stay cautious of unsolicited offers that feel too good to be true.

Final Thoughts

Genuine recruitment is built on trust, transparency and results. Scams thrive on hurry, confusion and fear. By keeping your eyes open and knowing what’s normal, you give yourself the best chance of landing a real opportunity; one backed by a real company, real people and real outcomes.

Call to Action

If something doesn’t feel right, reach out directly to us at Enterprise. We’re always happy to verify who you’re dealing with because your future is worth working with someone you can trust.

In Her Own Words

Thu, 28 Aug 2025 02:18:11 GMT

How Sport Shaped the Way I Work

Sport has always been a huge part of my life. Whether I’m watching from the sidelines or playing on the pitch, I’m completely invested in the competition, the teamwork, and the moments that bring people together. For me, it’s never just about winning. It’s about creating memories, pushing the limits, and making every second count. That mindset has carried through into my professional life in more ways than I ever expected.

In my younger years, I was fiercely competitive, always chasing the win. Over time, that drive has shifted into something more meaningful: a passion for seeing others succeed. These days, my biggest motivation comes from supporting people in reaching their goals, whether it’s candidates landing roles, clients winning tenders, or teammates hitting new milestones.

That same energy I brought to the pitch, I now bring to my work. I thrive on momentum, growth, and shared wins. When a candidate secures a job they’ve been working hard for, or a client achieves a major milestone, I feel just as invested as if it were my own success. And when colleagues grow in their careers, overcome challenges, or simply find their rhythm, that’s what really fuels me.

Sport taught me the value of teamwork, resilience, and giving it everything you’ve got. Today, those lessons still guide me; not in scoring goals, but in helping others reach theirs.

Finding Balance as a Leader and Mum

Of course, like many working parents, I’m spinning multiple plates: juggling leadership, managing a busy desk, and life with two young girls at home. It’s not always easy, but it’s definitely rewarding. People often ask how I balance it all, and while there's no perfect formula, a few key strategies help me stay grounded and on top of it:

Clean space, clear mindset

I truly believe in the power of organisation. A tidy space does wonders for mental clarity. I prioritise staying on top of household tasks (yes, even the never-ending laundry!) and make use of evenings to prep for the next day. I also try to involve my girls in everyday errands, turning them into fun, shared moments rather than chores.

Health is wealth
Physical and mental wellbeing are non-negotiable for me. Whether it’s playing hockey, heading to the gym, or fuelling my body with meals that keep me going (my dinner routine is pretty much on repeat… and I love it!), these habits keep me energised. Oh, and impromptu dance parties with my girls? They're a must.

Love what you do
It might sound simple, but it’s true, I genuinely love what I do. That passion fuels my motivation to show up each day, bring a positive mindset, and consistently deliver at a high level. I take pride in the work I do, and in the relationships I’ve built with those around me.

And lastly, I’m incredibly grateful for the people in my corner. I truly believe in surrounding yourself with those who lift you up. I have a strong support system, both personally and professionally, and I trust them wholeheartedly, just as they trust me. That kind of mutual respect and encouragement is everything.

Seven Years of Growth at Enterprise

I often enjoy hearing how people got their start in recruitment. Those early stories say a lot. But I believe it is not just about how you start — it is about what you experience along the way that truly shapes your career. The challenges, the wins, the exposure, and most importantly, the people you work with. Each part plays a role in the kind of professional you become.

Over the past seven years at Enterprise, I have held a number of roles across the business. Each one taught me something new, pushed me out of my comfort zone, and contributed to the leader I am today. But one of the most defining parts of my journey has been having an incredible mentor and leader alongside me. Their guidance, belief, and support helped shape not only my career but also how I now lead and support others. I would not be where I am without that influence.

Starting Out: Commercial Temp Recruitment

Like many, I began fresh to recruitment and was thrown straight into the pace of a commercial temp desk. Clients needed people urgently, sometimes within hours, and I thrived on the challenge. It taught me how to work with urgency, how to respond under pressure, and how to stay solutions-focused when the stakes are high. That energy lit a fire in me that still drives my approach today.

Expanding Experience: Permanent Roles and Projects

As my confidence grew, I moved into a hybrid role within commercial and professional services. I began working on permanent roles while supporting high-volume projects. I learned what it meant to balance busy day-to-day delivery with larger strategic priorities. With the support of my mentor and the team around me, I grew quickly and started to find my confidence in this world of recruitment.

Life Changes and Leadership Growth

After returning from my first paternity leave, I became even more focused. Time management improved, and I learned how to be more efficient and intentional. I took on a project leadership role, managing a team and supporting delivery at scale. That experience gave me clarity on what strong leadership looks like and how to bring out the best in others while balancing business needs.

After having my second daughter, I stepped into internal recruitment and capability. This role gave me valuable insight into how our business operates behind the scenes. I worked closely with internal systems, onboarding, and recruitment processes, while also connecting with senior leaders. It was a shift in pace, but one that helped me develop a broader view of how we grow talent across the business.

Stepping into Business Management

When the Business Manager role came across my desk to recruit, I initially did not consider it for myself. But the more I learned about the role, the more it aligned with what I wanted next. I was ready to get back into the delivery space, to support my team, and to contribute directly to our clients and candidates again.

So, I went for it. Not just because it was the next step, but because I knew I had the passion, experience, and support to make it count.

Looking Back

Each role at Enterprise has shaped me differently. From the fast-paced nature of temp recruitment to the strategic view from internal capability, I have learned, grown, and gained confidence. But what I value most is the people; belief in me helped build my foundation, and I now strive to do the same for others.

Leadership, for me, is about staying grounded, being consistent, and helping others succeed. I am proud of the journey so far, and even more excited for what comes next.

For Charlotte, success is a team sport. Reach out if you’d like her in your corner.

Joy in the Journey

Wed, 27 Aug 2025 22:18:05 GMT

Ask anyone in the Christchurch office, and they’ll tell you that Fiona and Simone bring the energy, smiles, and laughter that light up the professional services team. They’re the kind of colleagues who keep morale high, even on the busiest of days, and they balance that positivity with the drive and discipline needed to deliver exceptional results for clients and candidates alike.

What makes their team tick? A shared love for people, problem-solving, and the variety their roles bring.

“No two days ever look the same,” Fiona says. “One day it might be catching up with clients over coffee, another day writing job ads or interviewing candidates. There’s a lot of juggling, but also a lot of rewarding conversations.”

Simone agrees, with a grin. “Fast-paced is definitely the word. I love the energy and variety. Most days are a mix of chats with candidates, catching up with clients, reviewing CVs, interview prep, or even workforce planning. There’s always something going on, and that’s what makes it exciting.”

Beyond the day-to-day, both are quick to point out how unique Christchurch businesses are to partner with. “There’s such a strong spirit of resilience and adaptability here,” Fiona reflects. “Post-quakes, the city has had to innovate and collaborate in new ways, and you still see that today in how open businesses are to fresh ideas.”

Simone adds: “Christchurch has this balance of being forward-thinking and innovative while staying grounded in values. Relationships and long-term success really matter here; it feels like a genuine partnership.”

Outside of work, life is just as full. Fiona loves exploring her lifestyle block with her husband and daughters, complete with newly adopted pet lambs. “They’ve brought so much joy to our family,” she says. Weekends are also spent enjoying local coffee spots or making the most of the outdoors.

Simone, meanwhile, finds balance in movement and connection. “Whether it’s a walk with my dog Scooter, a Pilates class, or just time with friends and family, those moments reset me,” she says.

At their core, both are passionate about people and that’s what makes them so effective. As Simone puts it: “Be yourself and be upfront about what you’re looking for, whether you’re hiring or job hunting. The more we communicate, the better the outcome.”

It’s this shared belief in transparency, relationships, and a genuine desire to see others succeed that makes Simone and Fiona such a strong force in Christchurch’s professional team.

If you’re looking for support in finding the right professional talent, or if you’re a candidate considering your next career step, Simone and Fiona would love to connect.

Reach out to our Christchurch professional team today and discover the difference a genuine partnership can make.

Be Water, My Friend

jasmine.haslep@enterprise.co.nz (Jasmine Haslep) — Fri, 25 Jul 2025 02:50:03 GMT

When you meet Ahamed, you quickly sense it: the calm presence, the thoughtful pauses, the steady optimism. He’s the kind of person who makes you feel like things are under control, even when they’re not. As the Business Manager for Enterprise Global Solutions, Ahamed plays a pivotal role in helping people from around the world settle into life and work in Aotearoa. It’s a big responsibility and one he doesn’t take lightly.

For Ahamed, this work is personal.

“I moved to New Zealand by myself at 17,” he says. “Being a migrant is a huge advantage in my role, I can relate to our candidates’ struggles because I’ve lived them. That lived experience helps me offer better support, better advice, and just… better presence.”

It’s not just about the practicalities of job placement. For Ahamed, it’s about showing up for people during one of the biggest transitions of their lives, with compassion, patience, and perspective.

“One of the best parts of my job is picking up recruits from the airport and spending time getting them settled. It never gets old.”

Philosophy in Practice

Ahamed is known for his calm, steady energy. The kind of energy that reassures and inspires. Ask him how he stays so grounded, and he’ll probably share a quote. Or two.

“My philosophy in life changes depending on the situation,” he says. “I think it’s important to stay fluid and open-minded rather than getting too attached to one idea or approach.”

Right now, he’s living by two seemingly contradictory mindsets: think hard, and think less.

“I used to believe that sheer persistence was the key to success, and it’s still important, but I’ve realised that thinking hard is equally powerful. Pausing. Reflecting. Planning. That’s helped me improve how I work.”

And on the other hand?

“Sometimes, you just have to trust your gut. If you don’t know what’s behind the door, sometimes the only way to find out is to kick it down and step inside. That’s only possible if you’ve done the work, know your strengths, and are aware of your limits.”

It’s that balance between preparedness and instinct that’s helped Ahamed guide others through uncertainty, from job offers to visa questions to settling nerves. It’s not about giving people a script, but helping them feel capable and confident to write their own.

As he puts it: “There’s no one-size-fits-all answer. You’ve got to find the right tool for the job.”

Or as Bruce Lee said, and Ahamed often quotes: “Be water, my friend.”

From Candidate to Community

After years in recruitment, Ahamed’s measure of success has evolved. Of course, placing people in roles is important. But what really matters?

“Watching people thrive. Seeing someone arrive as a nervous new recruit and turn into a confident team member, a leader, a part of the community, that’s what it’s about.”

That ripple effect of one placement, one relationship, one moment of trust, can go far. For Ahamed, it’s a reminder that the work isn’t just about hiring. It’s about transformation, belonging, and building a future.

Beyond the Office

Outside of work, Ahamed is a man of many interests: weightlifting, martial arts, motorcycles, travel, and coffee, lots of coffee. He’s a proud cat dad of four and is recently married. Balance, as you’d expect, is important to him.

“I recharge through movement, through learning, and through staying curious. That’s how I stay grounded and ready to give my best, at work and home.”

A Legacy of Support

Ahamed’s story is one of quiet determination. From arriving in New Zealand alone as a teenager to now leading a national business unit, he’s built a career rooted in empathy, resilience, and service.

He’s not in the spotlight often, but the impact he’s made shines through every successful settlement, every supported candidate, every team strengthened by someone he believed in.

And for the people he helps, that kind of leadership? It lasts a lifetime.

Ahamed doesn’t just open doors, he walks alongside you.
Get in touch to see how he can help make your next step the right one.

On Purpose

jasmine.haslep@enterprise.co.nz (Jasmine Haslep) — Tue, 17 Jun 2025 22:08:39 GMT

Recruitment runs in the family. But for Hannah, it’s always been more than that.

Following in her father’s footsteps, she knew early on that her ability to connect people wasn’t just a personality trait, it was a strength worth building a career around. “At heart, I’m a connector,” she says. Whether someone needs a new hire, a fresh client lead, or just someone to mow the lawn, chances are, Hannah knows a guy.

Fifteen years on, that buzz she gets from making the right match at the right time? It hasn’t faded. If anything, it’s evolved. Now, what excites her just as much as solving hiring puzzles is seeing the ripple effects of a placement done well: stronger teams, empowered families, and businesses that grow. It’s the kind of impact that quietly echoes well beyond the offer letter.

That purpose has helped her weather even the toughest seasons. Hannah started her career in 2010, just as the Global Financial Crisis was winding down. Navigating uncertainty isn’t new to her and neither is resilience. “Markets recover. Confidence returns. Growth follows,” she says. It’s not blind optimism that keeps her moving, but perspective: experience has shown her time and again that hard times are temporary.

Of course, it helps that she’s part of a business built to last. With strong leadership and a history of looking after people, she knows she’s in a position of strength and she doesn’t take it for granted. Her focus stays on the people she supports. “A bit of turbulence is the new normal. It’s not about resisting change, but adjusting your mindset and helping others adapt too.”

That people-first mentality shows up in every conversation she has. Hannah doesn’t believe in slick pitches or inflated promises. When she works with clients, it’s about being fully present. Asking the right questions, listening deeply, and showing up with a mix of authenticity and professionalism. Her goal is never to just land a job. It’s to build trust.

And sometimes, that trust starts by saying she’s not the right person for the job but chances are, she knows a guy.

After all these years, Hannah still finds joy in the moments that turn into partnerships. She’s not here for easy wins. She’s here to understand what matters, and help solve what needs solving.

If she could give her younger self one brutally honest piece of advice, it would be this: Don’t underestimate the power of every connection. And stay in touch. Because that CV you helped rewrite after a redundancy in 2014? He is now the CEO of a large construction company who your team is now trying to partner with. And that person you headhunted in 2022 who took the $50K counteroffer that you supported anyway? They’re still there, leading large teams and they haven’t forgotten who backed them.

Every genuine interaction has the potential to come full circle. The network you build, and how you nurture it, becomes the backbone of your success. And for someone who chose this career with intention, that’s exactly the kind of legacy worth building.

Genuine connection, thoughtful advice, and the kind of experience that lasts.
Reach out to Hannah and see the difference.

Built on Belief

jasmine.haslep@enterprise.co.nz (Jasmine Haslep) — Tue, 10 Jun 2025 03:48:25 GMT

In the year 2000, with a baby on the way and a leap of faith ahead, Warwick and his business partner Ian took a bold step that would define their careers. Leaving behind the security of employment, they bought Enterprise. Warwick wasn’t deterred by the uncertainty, he was fuelled by it. “We were already doing it well for someone else,” he recalls. “So why wouldn’t we be good at doing it for ourselves?”

With Leo, the original founder, offering support and the space to lead, Warwick and Ian hit the ground running. It was a different time. Fewer systems, more gut instinct, and the kind of hustle that built foundations.

Fast forward 25 years, and the world of recruitment and the world itself has transformed. Warwick has witnessed a steady shift toward increased process and compliance across every part of business. While some of that has added value, he admits it’s also created bloat and unnecessary cost. “That’s why we need to be smart,” he says. “ Adopting tools that keep us ahead, rather than just adding layers.”

Throughout his career, Warwick has worked with candidates, clients, consultants, and leaders. If there’s one thing recruitment has taught him about people, it’s that they’ll always surprise you. “Give someone the right opportunity, and you’ll be amazed at what they can do.” It’s this belief that’s helped shape Enterprise’s purpose: to improve people’s lives through opportunity.

Scaling a business nationally brought a new challenge: learning to let go. “When you’re in a branch, your fingerprint is on everything. But with multiple sites, you have to trust the people you’ve brought in and support them to lead.” His leadership philosophy? Employ great people, provide the vision, give them the tools and then get out of their way.

Even now, a quarter-century on, what excites Warwick most is the success stories. “ Seeing someone land a role that changes their life, watching a client grow because of the people we’ve helped them find—You can never get tired of seeing people grow and achieve their goals."

To anyone stepping into leadership, Warwick’s advice is simple: Be authentic. “ There’s so much written about what makes a great leader, but people respond to real. Don’t try to fit the mould, show up as yourself.”

That authenticity matters even more in the moments no one sees. “People assume being a CEO is all big wins and big decisions, but often, you’re dealing with the things no one else wants to touch." Because leadership is not always glamorous, but that’s part of the job. You can’t lead well if you’re only there for the spotlight, you’ve got to be there for the hard bits too.

Outside the business world, his inspiration is grounded in family and sport. “My wife and kids keep me focused on being my best. And I admire anyone who gives up everything to chase their dream. Especially in sport, where there’s no hiding. You either make it or you don’t eat. That kind of commitment is something else.”

So what’s the biggest myth about being a CEO?

“That we’re all the same. There’s no manual. You don’t become a CEO and suddenly fit a mould. You decide what kind of leader you want to be, stay true to yourself, and go after it.”

After 25 years in the driver’s seat, Warwick still finds joy in the simple, powerful parts of recruitment: helping clients succeed, placing great people, and being surprised by what humans are capable of. It hasn’t always been smooth, leadership rarely is. Behind the wins are the hard conversations, the losses, the pressure. But through it all, Warwick has stayed anchored by a few core beliefs: be authentic, back your people, and trust in the formula that works.

He’s not here to fit a mould. He’s here to lead with purpose, and that’s exactly what he’s done.

Calm in the Chaos. Strong in the Stride.

jasmine.haslep@enterprise.co.nz (Jasmine Haslep) — Mon, 26 May 2025 22:20:44 GMT

Most people fall into recruitment. Karleene chased it.

Long before she officially joined the Enterprise team, Karleene knew she wanted a career that was fast-paced, people-focused, and filled with opportunities to grow. Recruitment stood out not just as a job, but as a career that could push her personally and professionally while giving her the chance to make a real impact.

“It’s not just about filling roles,” she reflects. “It’s about helping people take the next step in their career or helping a business find the right fit to thrive. That’s powerful.”

After gaining initial exposure to the industry and spending time working as a temp herself, Karleene set her sights on the recruitment desk. She threw herself into gaining more experience and eventually joined our Auckland office. Home to some of our most seasoned consultants, many with over a decade of experience under their belts. It’s a high-performing environment, and one that’s shaped her quickly.

Thrown into the dynamic world of blue-collar temp recruitment, Karleene has had to grow fast. The pace is intense, the variables are constant, and the stakes are real but she’s embraced every challenge with drive and curiosity.

“If there’s one thing I’ve learned, it’s not to sweat the stuff you can’t control. Things won’t always go to plan and that’s okay,” she says. “I’ve built resilience, learned how to stay calm under pressure, and kept going even when the day’s been tough. It makes the wins that much more meaningful.”

Still early in her career, Karleene’s already showing that experience isn’t the only thing that makes a great recruiter, attitude does too. With her tenacity and love for learning, she’s forging her own path in recruitment, one placement at a time.

Get in touch with Karleene to see how she can help connect the right people with the right opportunities, no matter the challenge.

More Than a Placement: The Power of People in Recruitment

jasmine.haslep@enterprise.co.nz (Jasmine Haslep) — Tue, 13 May 2025 01:36:51 GMT

Joe Hemingway never set out to be a recruiter. In fact, like many in the industry, recruitment found him by chance. After studying to become a teacher and giving it a shot, Joe realised early on that the classroom wasn’t quite where he was meant to be. A casual conversation with a rugby teammate opened the door to something entirely unexpected, a career in recruitment. Fast forward 15 years, and Joe is now leading as a Business Manager in Auckland, on the complete opposite side of the world from where it all began.

After spending seven years honing his craft in the UK, Joe made the move to New Zealand in 2018. While the volume of work here was smaller, the transition brought its own unique set of challenges. “One thing you learn very quickly,” Joe says, “is just how vital your relationships are, whether with clients or candidates.” In a smaller market like New Zealand’s, reputation matters, and building trust becomes the foundation for success.

Joe’s approach to recruitment is built on one clear principle: show up. For him, great service isn’t just about ticking boxes — it’s about being available, responsive, and most importantly, visible. “When we’re on site with our clients, we don’t just build stronger relationships — we actually understand their world,” he explains. That on-the-ground insight helps Joe and his team add real value, both to businesses and to job seekers looking for their next step.

With over a decade of experience across the UK and New Zealand, Joe’s built a deep understanding of the blue-collar space, from logistics to civil and construction. But despite his seniority, his mindset hasn’t changed: keep learning, stay visible, and always put people first . His advice to anyone starting out in recruitment is simple but powerful: look after your candidates. “They’re the ones who pay the bills,” Joe says. “Treat them well, and they’ll do the same for you. You never know, the person you place today might be your client tomorrow.

Keen to connect with someone who puts people first?
Reach out to Joe to learn more about how our Auckland South team can support your next hire, or your next career move.

Powered by Passion, Fuelled by Coffee

jasmine.haslep@enterprise.co.nz (Jasmine Haslep) — Tue, 08 Apr 2025 03:52:43 GMT

How It All Started

“Recruitment kind of found me!”

Like many in the industry, Tarryn didn’t set out to become a recruiter, but the industry had other plans.

"I met a recruiter and business owner when I interviewed for a banking role. Instead of getting that job, I walked out with an offer to join her recruitment team and just like that, my career began!”

Fast-forward 20 years, and she’s still just as passionate.

“No two days are the same. Whether I’m supporting clients, helping candidates take their next step, or mentoring my team, I get to make a positive impact every day. That’s what keeps me going.”

The Big Move: From South Africa to New Zealand

In 2020, she and her family relocated to New Zealand just weeks before the first national lockdown.

“It was a wild time! The biggest challenge was building a network from scratch in a much smaller, relationship-driven market.”

She also had to learn the ropes quickly, from understanding NZ employment law and immigration policies to embracing the tempo of the temp market, " It was a steep learning curve, but so worth it.”

What Makes a Great Recruiter?

According to Tarryn and Enterprise backs this, it’s not just about filling roles, it’s about being human, “ a great recruiter builds relationships, listens actively, and brings emotional intelligence, adaptability, and persistence to the table. It’s all about consistency, positivity, and being solution-focused.”

How She Balances It All

Recruitment is fast-paced, but her approach is grounded and intentional, “ you can’t be everything to everyone and that’s okay. I’ve learned to set realistic expectations, act with urgency, and always follow through on my word. Integrity is everything.”

Why She’s Proud to Be at Enterprise

“I might be biased, but I truly believe I work for the best recruitment business in New Zealand" s he says.

When she speaks about her time with Enterprise, it’s clear it’s more than just a job, it’s family.

“Enterprise helped my family settle into NZ. They supported us through immigration, lockdowns, and everything in between. I’ve never once felt like just a number. Living the mission of Improving Lives. I see it in how we support temps, permanent staff, immigrants, and clients alike.”

What It’s Like in the Wellington Office

“We’re a tight-knit, culturally diverse team, from homegrown Kiwis to Filipinos and South Africans. We’re foodies, coffee lovers, and big believers in a good laugh.” They even have their own in-house “coffee connoisseur” to make sure the team is always running on the best brew.

“We work hard, support each other, and celebrate every success, big or small. We’re a humble team that hustles with heart.”

Want to Join the Team?

Enterprise is always on the lookout for passionate, people-focused individuals.

If you're interested in a recruitment career where you’ll be supported, challenged, and surrounded by great people – we’d love to hear from you.

Come say hi – the coffee’s hot, the vibes are high, and we’re always up for a chat. ��

Inside Our Wellington Recruitment Team

Sun, 16 Mar 2025 22:00:02 GMT

Building Careers Through Genuine Connections

At Enterprise Recruitment Wellington, our success is built on strong relationships and genuine care for both our clients and candidates. We’re not just filling vacancies - we’re shaping career journeys and empowering businesses to thrive. Today, we’re excited to share insights from two of our dynamic team members, Natalie Lotter and Lisa Witehira, whose passion, experience, and heartfelt approach set us apart.

The Heart of Relationship Building

A Personal Touch with Every Interaction

For both Natalie and Lisa, building relationships goes beyond transactions, it’s about truly connecting.

Lisa explains:

“Honest communication is key to building not only strong but long-term relationships with both clients and candidates. When sourcing on a role for a client, I really like to get to know them and their business so much so that I become personally invested. And the same with the candidates, I get to know them on a deeper level to understand what makes them tick so I can find them a job they’re excited to wake up for each day.”

Natalie adds her perspective on connection:

“I think it’s all about caring. This isn’t just a transaction - it’s a big decision that impacts the lives of candidates and the success of a business. I take the time to listen, ask lots of questions, and remember the long-term impact we make on both sides.”

This shared philosophy of caring and commitment forms the foundation of our recruitment approach, ensuring that every placement is a thoughtful match that benefits everyone involved.

A Culture Built on People

What Makes Enterprise Recruitment Wellington a Great Place to Work

Both Natalie and Lisa agree that our team’s strength lies in its people and the inclusive environment we’ve created.

Lisa believes:

“It is the people. We’ve created an inclusive workspace here in Wellies where we can be ourselves without judgement. There’s always a positive vibe and we’re all working towards the same goals.”

Natalie echoes this sentiment, emphasising the supportive culture:

“Enterprise is a solid brand, built up over many years, with a wealth of experienced recruiters and managers who love recruitment and love people. It’s a very supportive environment where I’ve received incredible guidance and encouragement.”

At Enterprise Recruitment Wellington, we work in unison, celebrating diversity, fostering collaboration, and constantly inspiring one another to deliver the very best outcomes.

Insights and Inspiration for Aspiring Recruiters

Natalie’s career in recruitment has been an adventure filled with diverse roles and impactful moments. For those considering a career in this dynamic field, she offers this advice:

“Yowza… get ready for the adventure of a lifetime! No one day, one month, or one year is the same. You need to be adaptable, wearing many hats from salesperson to psychologist, consultant, strategist, and negotiator. It’s challenging, but the impact you make on someone’s life or a client’s business is incredibly special.”

Her words remind us that recruitment is not just a profession, it’s a journey of constant learning, adaptation, and meaningful change.

Celebrating Success Stories

The real measure of our success is seen in the stories of transformation we help create. Natalie shares memorable success stories that highlight the profound impact of great recruitment:

A Career Transformation: A young mining engineer with just three years of experience landed her dream job in a consulting business. The opportunity came with a 60% salary increase, and her excitement was palpable—she even shed tears when she received the offer. Today, she continues to excel in her role, with two promotions under her belt.
From Graduate to Executive: Natalie recalls placing a graduate Industrial Engineer 20 years ago. Believing in his potential, she tirelessly reached out to multiple companies, and he eventually secured an offer with Ford Motor Company. Over the years, his career flourished, culminating in a role as an Executive Director, with over ten promotions marking his impressive journey.

These stories serve as a powerful reminder of the life-changing impact that dedicated recruitment can have - not only on careers but also on the businesses that thrive because of these connections.

Meet Our Team

Natalie Lotter – Recruitment Partner

Phone: 04 568 0372
Email: natalie.lotter@enterprise.co.nz

Natalie’s extensive background in recruitment, from leading agencies in South Africa to internal roles with major banks, has equipped her with a holistic understanding of the industry. Her expertise spans the Engineering, Technical, Financial, Insurance, and Banking sectors - always driven by her mission to find the perfect “hidden gems” for her clients.

Lisa Witehira – Recruitment Partner

Phone: 04 896 0748
Email: lisa.witehira@enterprise.co.nz

Lisa brings over 18 years of customer service and administrative expertise into her recruitment role. With a background managing multiple dry-cleaning stores in Wellington, she leverages her operational insights and commitment to understanding client and candidate needs to build strong, lasting relationships.

Let’s Write Your Next Success Story

At Enterprise Recruitment, we’re more than recruiters - we’re career partners dedicated to matching exceptional talent with inspiring opportunities. Whether you’re a candidate seeking your next adventure or a business looking to build a winning team, our passionate team is here to help you succeed.

Reach out to Natalie or Lisa today, and let’s embark on a journey that goes beyond the ordinary. Together, we can create the success story of tomorrow.

Driving Innovation in Recruitment: Meet Janine

sophie.stephens@enterprise.co.nz (Sophie Stephens) — Wed, 26 Feb 2025 20:48:08 GMT

Driving Innovation in Recruitment: Meet Janine Altenburg

At Enterprise Recruitment, Janine Altenburg, our Technology and Systems Manager, is at the forefront of driving innovation. Since joining in 2017, Janine has played a key role in transforming our recruitment processes through technology. With a background spanning multiple industries, she is passionate about using tech to solve recruitment challenges and streamline operations.

"My favourite part of my role is supporting and training staff in implementing our systems," says Janine. "I love finding solutions to everyday issues and improving how we work." This drive for efficiency is evident in the recruitment systems she has shaped, which significantly reduce time-to-hire and improve candidate matching.

"Technology isn't just about speed; it's about solving the right problems," Janine explains. Her systems focus on matching candidates to roles quickly and accurately, which is critical for clients needing talent urgently or for specialised roles. She also emphasises that data-driven insights help identify candidates who align with both the job and company culture, offering clients confidence in their hiring decisions.

While technology is essential, Janine believes in maintaining the human touch. "Technology helps us match candidates, but understanding client needs comes from relationships," she says. Janine’s team balances tech-driven efficiency with personal connections, ensuring that recruitment is tailored to both clients and candidates.

Janine and her team are continuously refining systems to stay ahead of industry trends. "We’re always looking for emerging technologies to improve the recruitment experience, but personal connections will always be at the heart of recruitment," she adds.

Thanks to Janine’s leadership, Enterprise Recruitment is positioned to provide clients with faster, smarter, and more effective recruitment solutions, blending technology with personal insight.

Recruiting in Canterbury - With Dean Mackay

jasmine.haslep@enterprise.co.nz (Jasmine Haslep) — Mon, 17 Feb 2025 22:03:48 GMT

For over two decades, Dean MacKay has been a staple figure in Christchurch's recruitment industry, particularly in the industrial sector. From humble beginnings in the UK to his influential role at Enterprise, Dean’s journey has been one of evolution, deep relationships, and unwavering dedication to both his team and clients.

Let's delve into the insights and leadership strategies that have shaped Dean's success and made him a trusted name in the Christchurch recruitment market...

Navigating Change in Christchurch’s Recruitment Landscape

Dean has witnessed firsthand the shifts in the recruitment industry, particularly in Christchurch, where he’s made a lasting impact. From the early days of recruitment driven by print ads and word-of-mouth referrals, the introduction of digital platforms, and the rise of AI-driven tools, Dean has seen it all.

“One of the biggest shifts I’ve seen is the move toward technology-driven recruitment,” Dean reflects. “When I first started, recruitment was much more reliant on print advertising and personal connections. Now, digital platforms and AI have become crucial in sourcing and matching candidates.”

However, Dean emphasises that despite technological advances, the core of recruitment remains unchanged: the power of relationships. “Recruitment is still about people - building trust and understanding client and candidate needs are just as essential today as they were 20 years ago,” he notes.

The impact of the Canterbury earthquakes on the Christchurch job market also shaped Dean’s recruitment career. The rebuild created a surge in demand for skilled labor, and this demand continues to influence hiring trends today. More recently, post-COVID workforce shortages have pushed businesses to rethink their attraction and retention strategies.

The Importance of Community Engagement

In a tight-knit city like Christchurch, where relationships matter, Dean’s focus on community engagement has been central to his success. “Building long-term relationships is not just about filling roles. It’s about understanding the businesses and industries that make up our community,” says Dean.

Dean goes beyond transactional recruitment; he fosters trust by being present and involved in the local market. Whether attending industry events, running client barbecues, or simply staying in touch with both clients and candidates, Dean’s efforts to nurture long-term relationships set him apart.

“Being present in the community means I can anticipate workforce challenges before they arise,” Dean explains. “It also means I can offer tailored solutions that genuinely add value to the businesses I work with.”

Leading a High-Performing Team

Recruiting in the high-demand industrial sector requires a skilled and motivated team. For Dean, balancing client needs with supporting his team is vital to maintaining productivity and morale. “Clear priorities, communication, and collaboration are key,” he says.

Dean prioritises open communication; regular check-ins, problem-solving together, and celebrating wins help create an environment where team members thrive. By leading by example, Dean sets a tone for his team that focuses on finding solutions, handling pressure, and delivering results.

“I always try to show my team the importance of integrity, hard work, and client-first mentality,” Dean explains. “If my team knows I’m genuinely invested in their success, they’ll be motivated to take care of our clients.”

Building Relationships in a Changing Market

Dean’s focus on relationships has been integral to his success in the Christchurch market. “In a competitive environment like Christchurch, relationships aren’t just important, they’re essential”, he says.

With his in-depth knowledge of the industrial sector and the unique challenges it faces, Dean understands that today’s clients are looking for specialised talent that can add value from day one. This shift has encouraged him to develop new strategies for sourcing candidates and ensuring that they meet clients’ expectations. However, Dean still highly values face-to-face interactions, believing they add a personal touch that technology cannot replicate. “Meeting in person helps build rapport and ensures that we understand a candidate’s aspirations or a client’s requirements,” he explains.

A Community-Focused Approach to Leadership

Beyond his professional achievements, Dean is deeply committed to his community. As a passionate sports enthusiast, he spends his winters coaching his son’s football team and his summers coaching cricket. “Coaching allows me to stay connected to the community and gives me a chance to give back,” he says.

This sense of community is something Dean integrates into his professional work as well. By helping local businesses thrive, he remains a trusted and integral part of the Christchurch workforce. “Being involved in the community helps me stay grounded and connected to the people I serve,” he shares.

Looking Ahead: The Future of Recruitment in Christchurch

As Christchurch continues to grow and develop, Dean is optimistic about the future of recruitment in the city. “The future of recruitment is bright. There will always be a demand for skilled workers, and our job is to ensure that we’re prepared to meet those needs,” he says.

For Dean, it’s about maintaining a balance between embracing new technologies and continuing to build strong relationships with clients and candidates. “Recruitment will always be about people. And that’s something that will never change.”

Dean MacKay’s leadership in Christchurch’s industrial recruitment market continues to inspire both his team and the broader community. His ability to adapt to the changing market while holding fast to the values of trust, relationships, and personal service makes him a true leader in the field.

Meet Jessie - Senior Recruitment Partner, Global Solutions

Tue, 28 Jan 2025 01:50:42 GMT

Meet Jessie Eagle: Senior Recruitment Partner, Global Solutions Team

As part of our Global Solutions Team , Jessie Eagle plays a key role in connecting skilled overseas talent with New Zealand employers. With a passion for people and a background in customer service, Jessie brings a unique approach to her recruitment work, focusing on building strong, lasting relationships with both candidates and clients.

A Journey Fuelled by Passion for People and Diversity

Jessie’s journey with Enterprise Recruitment began in 2017 when she started as a temp, quickly discovering her passion for the fast-paced and dynamic nature of recruitment. Her dedication and drive earned her a full-time position, and over the years, she has grown into the role of Senior Recruitment Partner.

Today, Jessie is proud to be part of the Global Solutions Team , where her work focuses on sourcing skilled migrants to meet the needs of New Zealand businesses.

"I love the challenge and opportunity that comes with sourcing international talent," says Jessie. "It’s incredibly rewarding to help both candidates from overseas and businesses here in New Zealand find the perfect match."

Finding joy in supporting others

Jessie enjoys the daily interactions that come with her role, helping candidates navigate the complexities of relocating to New Zealand while supporting businesses in finding the right talent for their teams.

"I believe the key to successful recruitment, especially for international candidates, is communication and understanding," Jessie explains. "For skilled migrant labour, it’s about making the process as seamless as possible and ensuring both the candidate and the client feel supported every step of the way."

Specialising in Global Recruitment Solutions

As a Senior Recruitment Partner within the Global Solutions Team , Jessie works primarily with overseas candidates in industries in the trades: construction & engineering. Her role involves everything from candidate screening and interviews to assisting with the relocation & on-boarding process, and then on-going pastoral care and client account management.

Looking Forward

Jessie is excited about the future of global recruitment and the opportunities it brings to New Zealand businesses. With the demand for skilled workers growing, Jessie is passionate about ensuring her clients have access to the best international talent to help them succeed in a rapidly evolving market.

What industries or roles are you seeing the highest demand for in terms of skilled migrants, and how is the team addressing those needs?

The biggest demand for skills is in the Engineering space. Specialist Welders/ Metal Fabricators & Machinists. Our trusted overseas recruitment partners & well-established candidate network here in NZ and overseas means we have access to great talent. We recruit both offshore, but also here in NZ as well.

What are some of the most rewarding aspects of your role within the Global Solutions Team, particularly when working with candidates from different countries?

It has to be living on the daily Enterprise ethos: ‘ Improving Lives.’ We get to offer life-changing opportunities to these candidates. See them excel, move into supervisory roles ( some of our past candidates now look after our current staff), and bring over their families to settle here. It’s cool stuff!

Manager profile - Keir Morrison

7f5fe628@Shazamme.com (Shazamme System User) — Thu, 23 Jan 2025 21:13:50 GMT

Meet Keir Morrison: Our Business Manager in Invercargill

At Enterprise Recruitment, we pride ourselves on building strong, lasting relationships with our clients and candidates. Today, we’re excited to introduce Keir Morrison, our Business Manager in Invercargill. Keir’s wealth of experience, combined with his deep understanding of the local market, makes him an invaluable part of our team. Let’s take a closer look at Keir's journey and expertise.

A Journey Built on Relationships and Results

Keir joined Enterprise Recruitment in 2013, starting his career in the recruitment industry. Over the years, he has worked across a wide range of sectors, offering tailored staffing solutions in permanent, temporary, and contract recruitment. Keir’s dedication and hard work led to his promotion to Branch Manager in late 2016.

What sets Keir apart is his commitment to understanding the unique needs of each client. He is passionate about the Invercargill region and places great emphasis on building long-term partnerships. Whether managing a large temporary workforce, leading recruitment campaigns for major employers, or sourcing high-level technical and executive staff, Keir has consistently delivered exceptional results.

"I've always believed that lasting partnerships are built on trust, service, and a deep understanding of the bigger picture," says Keir. "It’s not just about providing a solution, but the right solution for each business and role."

Areas of Specialisation

Keir specialises in permanent recruitment across various industries, with specific expertise on management and supervisory roles, professional trades, and office & administrative support positions. With a keen eye for talent and a focus on cultural fit, he works closely with both employers and candidates to ensure the best possible match.

Success Story: Building Strong Partnerships Through Service

With over a decade of experience in the industry, Keir has found that the best partnerships often spring from a willingness to say "yes" to smaller projects or assistance with urgent talent needs. This approach has helped Enterprise Recruitment bring on several of its top nationwide clients, building knowledge, trust, and meaningful relationships along the way.

A key highlight for Keir in recent years was filling two senior managerial roles - one for a local government position and another for a nationwide wholesaler. Both candidates were people Keir had known personally for over a decade. While neither of them were actively seeking a job at the time, Keir understood the client's needs and presented them with an opportunity that was a perfect fit. The success of these placements demonstrated how understanding both the client’s requirements and the candidate’s career potential can result in a rewarding outcome for all parties.

Adapting to the Unique Needs of the Invercargill Region

When asked how his team are catering to their region, Keir shared “Southland is a small but tightly-knit region where local knowledge and ethics hold significant value. This is essential when working with businesses and individuals here.” While Keir’s primary focus is on the Southland region, he is not limited by geography - Enterprise Recruitment works with clients from Kaitaia to Bluff.

"Invercargill is an amazing place to live and work, with a lifestyle and affordability that many envy," says Keir. "It’s a common joke here not to tell everyone how good it is, or they’ll all want to move here! As a local, I love being an ambassador for the region, helping companies grow, and attracting talent to the South."

Building Strong, Lasting Partnerships with Recruitment Agencies

When it comes to building lasting partnerships with a recruitment agency, Keir believes employers should focus on finding an agency with shared values and a genuine interest in understanding their business goals. A true recruitment partner takes a relationship-driven approach, not just a transactional one. This means being proactive and reactive to support the business, whether during growth phases or through market fluctuations.

"Good recruiters, through ongoing relationships, will often identify great candidates with desirable skills for your team before you even know you need them," Keir adds. "They will always prioritise your business needs and ensure a strong fit for your company culture."

The Future of Recruitment in the South Island

Looking ahead, Keir is optimistic about the future of recruitment in the South Island. While technology continues to shape the industry, he believes the core fundamentals such as building relationships and understanding people, remain unchanged. The job market for 2025 is expected to be favourable for Keir’s team, who have numerous projects planned and a positive outlook.

"The future is exciting, with technology enabling us to broaden our reach. However, the strength of our local network and personal connections will always be a crucial asset. By combining cutting-edge technology with a well-established national and international network, we ensure we have the right resources at the right time," Keir explains.

What’s Next?

Keir’s focus remains on helping businesses in Invercargill and beyond navigate their recruitment needs. Whether you’re looking to fill a single role or manage a large-scale recruitment drive, Keir is here to help.

Changing markets

wow@shazamme.com (Default Author) — Wed, 04 Oct 2023 23:54:47 GMT

"Changing markets are constant..."

General Manager of Enterprise Recruitment, Kurt McInerney reflects on the recruitment industry over the past few years.

"The past 3 years have been a rollercoaster for the recruitment market. We been through times of uncertainty during covid, with closed borders, a shortage of candidates, and unprecedented work from home scenarios. Now that borders have opened again, we have seen a flood of skilled workers heading abroad, but also an influx of skilled international workers arriving on our shores. We are certainly seeing an increase in both local and international candidate availability across most sectors and locations, which is positive for businesses and employers across New Zealand.

One thing that I have come to understand from my 18 years of working in recruitment, is that changing markets are constant, and we can continue to expect markets to evolve as we work through things like elections, immigration changes, and the commencement and completion of major projects.

In the current market, where there is an increase in candidate availability, partnering with the right recruitment organisation is critical. At the core of it, we add the most value by identifying and attracting the best available talent in the market. The tools and resources we have on hand allow us to effectively navigate the expanding talent pools and streamline the recruitment process, saving time and resources. Most businesses and employers would agree that the critical factor when recruiting staff is quality and suitability, and quantity of candidates doesn’t automatically guarantee that. Partnering with an experienced recruitment agency that has successfully worked through ever-changing markets certainly assists with achieving that goal."

Immigration updates

wow@shazamme.com (Default Author) — Mon, 02 Oct 2023 01:31:59 GMT

Recruiting overseas? Read the latest immigration updates

Author: Steve Baker, Advisa Immigration Services Ltd. (A partner of Enterprise Recruitment)

New priority processing order for skilled residence applications

There is a new priority processing order for skilled residence applications takes effect from 29 September. This covers applications under Work to Residence, Straight to Residence and the Skilled Migrant Category.

Visa applications are generally allocated and processed in the order INZ receive them. Residence applications take longer to process as they require additional checks and information from applicants.

From 29 September, a new priority processing order will apply, recognising the importance of Tier 1 Green List occupations, highly-paid workers, and well-qualified or well-paid Skilled Migrant Category applicants.

These applications will be allocated for processing before other skilled residence applications:

· People in occupations on the Tier 1 Green List

· People paid three times the median wage.

· Skilled Migrant Category applicants with 6 points without work experience.

There is no cap on the number of Skilled Residence visas that can be granted. Visas will be granted to all applicants who meet the relevant immigration requirements.

Work to Residence pathways open 29 September

The three visa pathways available under Work to Residence are:

Skilled Residence: Green List Work to Residence visa
Skilled Residence: Care Workforce Work to Residence visa, and
Skilled Residence: Transport Sector Work to Residence visa.

All work visa holders and Critical Purpose Visitor Visa holders with work rights can claim work experience for these residence pathways.
Applicants must have two years of work experience in a relevant role gained from 29 September 2021 and within 30 months from the date the residence application is made.
Applicants will also need to meet the relevant skill and wage thresholds.
Applicants must work for or have an offer of employment from an accredited employer to be eligible for a Work to Residence Visa

Green List Work to Residence

Applicants must earn at least the hourly rate specified in the Green List for their occupation for the duration of their 24-month work experience, or at least the median wage if there is no specified rate in the Green List for their occupation.
If the occupation specific or median wage rate increases during the 24-month period, the applicant does not need to meet the new threshold until they make their residence application, unless they change employment.
There is one exemption to the median wage requirement for people applying under the Green List pathway: People who applied for their work or Critical Purpose Visitor Visa before 29 September 2023 only need to be paid at least the median wage at the time they are applying for residence. This exemption does not apply to Accredited Employer Work Visa holders or when there is a specific rate to be paid by the Green List for the occupation.

Sector agreement criteria

Care Workforce and Transport Sector Work to Residence applicants must meet the specified pay requirement for the whole of the 24-month work experience in New Zealand when they apply for residence.

Care Workforce Work to Residence visa

Applicants must have worked in New Zealand for 24 months in a care workforce sector role that paid the level 4 support workers’ minimum wage per hour rate or more.

Transport Sector Work to Residence visa

Applicants must have worked in a transport sector role for 24 months and meet the role's work requirements.

Looking for immigration advice? Visit advisa.co.nz

Overseas recruitment

wow@shazamme.com (Default Author) — Tue, 29 Aug 2023 22:40:51 GMT

Enterprise Recruitment offer bespoke training with overseas recruitment

In a talent short market, Enterprise Recruitment are partnering with overseas recruitment and training companies to offer their New Zealand clients a new, forward-thinking solution to their staffing problems.

The “labour crisis”

The talent-short market—which has been described as a “labour crisis” by the New Zealand Herald—is now a reality for many New Zealand based businesses. And whilst many recruitment agencies offer a form of overseas hiring, Enterprise Recruitment have found this traditional approach wasn’t meeting their clients’ needs due to the lack of training delivered to New Zealand standards.

Creating a training program in partner with overseas recruitment agencies

Enterprise have always believed that working in collaboration with others in the industry can only help to raise the bar for clients and candidates across the board. So naturally, the latest step in the overseas hiring process involved a business trip to Vietnam to solidify two exclusive partnerships with Vietnamese recruitment and training companies. “There’s an untapped pool of skilled candidates in the regions that we have established partnerships,” says Warwick, Group CEO at Enterprise.

This partnership allows Enterprise to offer readily available and skilled candidates who will undergo specific training in fabrication and food production trades to a New Zealand standard, before arriving in Aotearoa. General Manager of Enterprise Recruitment, Kurt McInerney explains that “this tailored solution can be applied to several industries.”

Improving lives, always

Providing the opportunity for Vietnamese residents to move to New Zealand has been described as “incredible” by McPherson. He continues to explain the excitement of the Vietnamese candidates he met with, for the idea of moving to New Zealand and creating a stable future for their families. McInerney says: “I’m genuinely excited to work on these solutions, it’s definitely the most rewarding project I’ve worked on.”

Want to learn more about how this could work in your industry? Get in touch with Kurt: kurt.mcinerney@enterprise.co.nz

Immigration updates

Thu, 24 Aug 2023 23:35:28 GMT

Immigration updates: changes to median wage and more

Author: Steve Baker, Advisa Immigration Services Ltd. (A partner of Enterprise Recruitment)

Work to Residence eligibility extended to non-AEWV holders

Eligibility for the Green List Work to Residence visas is being extended to include all temporary work visa holders and Critical Purpose Visitor Visa holders with work rights.
The Green List and Sector Agreement Work to Residence eligibility is being extended to include non-Accredited Employer Work Visa (AEWV) holders.
When the visas open for applications from 29 September 2023, all temporary work visa holders and Critical Purpose Visitor Visa holders with work rights will be able to claim work experience to count towards them.
Applicants will need to have had 2 years of work experience in a relevant role starting from 29 September 2021, and meet the relevant skill and wage thresholds.
This change aligns these residence pathway settings with the new Skilled Migrant Category, which ensures the settings are consistent, and reduces the complexity for applicants.
Applicants will also need to meet the median wage requirements and other standard residence requirements including health, character, age, and English language when they apply for residence.

Median wage requirements

Changes are also being made to make the median wage requirements for the Green List pathways clear.
People on the Green List Work to Residence pathway will need to meet the median wage, or occupation-specific wage requirement threshold in place at the start of their 24-month work experience and at the time they are applying for residence.
If the median wage increases during the 2 year work experience period, they do not need to meet the new threshold until they make their residence application, unless they change jobs.
There will be an exemption to this requirement for people in Green List Work to Residence occupations who hold a non-AEWV and applied for it before 29 September 2023.
They will only have to meet the median wage or their occupation-specific wage requirement at the time they apply for residence.
All Green List Straight to Residence applicants will be required to have a job or job offer that meets the median wage requirement.

Talent Accredited Employers (TAE) and Long Term Skill Shortage (LTSSL) work visa channel changes

From 31 August 2023, Talent Accredited Employer (TAE) and Long Term Skill Shortage (LTSSL) Work visa holders who were outside of New Zealand due to border closure during the Covid-19 response will no longer be able to submit further TAE or LTSSL applications to restart their residence pathway.

AEWV upcoming changes.

Immigration NZ, from 27 November 2023 are:

introducing a 'maximum continuous stay' for everyone who has an AEWV
increasing the length of the AEWV for people earning at least the median wage from 3 years to 5 years, and
increasing the length of the AEWV for people in the care workforce sector who are paid at least the level 3 pay rate, from 2 years to 3 years.

If you have an AEWV that was approved before 27 November 2023, and you are eligible for the longer visa length:

you will be able to apply for the balance of the 5-year or 3-year visa
your employer will not need another Job Check if your role and visa conditions remain the same.

Maximum continuous stay

The maximum continuous stay is the total time you can be on an AEWV before you must spend time outside New Zealand to be eligible for another AEWV.

From 27 November, if you are paid above the median wage, your maximum continuous stay will be 5 years.

Maximum continuous stays are also being introduced for sectors which are exempt from paying the median wage.

Table 1: AEWV length, maximum continuous stay and time outside New Zealand effective from 27 November 2023.

At any time, if you have spent the required time outside New Zealand, even if you have not yet reached the maximum continuous stay period:

· you will be eligible for another AEWV

· your new AEWV visa length will be the maximum for your role, and

· the maximum continuous stay of your AEWV will be reset.

If you are on a pathway to residence

You will be able to apply for another AEWV without spending 12 months out of New Zealand if you can show you are on a pathway to residence.

This could include, for example, if you meet the skill threshold — occupational registration, qualification or income — but need more time to complete your skilled work experience.

We will provide more information on recognised pathways to residence in the future.

Looking for immigration advice? Visit advisa.co.nz

Immigration updates: July

wow@shazamme.com (Default Author) — Wed, 26 Jul 2023 00:35:21 GMT

Immigration updates: What you need to know

Author: Steve Baker, Advisa Immigration Services Ltd. (A partner of Enterprise Recruitment)

What are the changes in the coming year?

For Employers

This year we will see the Government’s new immigration policies mature
Immigration NZ and Service providers in this industry will be working hard to fine tune their processes to support the changes. (With lower queues expected, the aim of quick visa turnarounds should eventuate)
Sectors who were reliant on minimum wage and overseas worker support, will need to find ways to adjust their business model or increase wages, before the increase of the median wage comes in February. This could potentially mean price hikes for these services as they attempt to maintain profitability
New approvals to residency categories cannot be expected to meet pre-pandemic levels as the Government policy changes will be granting residency visas for quality and experience over lower skilled workers.
Companies reliant on low skilled workers will need to learn to adapt to these changes

For Migrants

After the rehaul of last year, migrants will have a clearer picture of who New Zealand will be prioritising
Some now are already benefiting from a lower queue volume and seeing their visa processed far quicker than expected
The new criteria for the Skilled Migrant visa will complicate pathways to residency for some migrants already onshore who will be unable to meet the criteria
It will also limit the number of new applications from abroad, reducing the immigration queue to speed up the approval process

The prioritisation of visas for critical roles on the Green List will also continue to evolve during the year. Below is a list of key dates and changes announced by the Government so far this year:

18 January 2023: EOIs for the Skilled Migrant Category were selected again.
31 January 2023: People who hold a Working Holiday visa but didn't travel due to Covid-19 can get a new visa and are allowed to enter the country.
27 February 2023: The new median wage of NZ$29.66 an hour will be adopted into the immigration system.
March 2023: The NZ Green list work to residence expands to include teachers as well as several construction specialisms.
Early 2023: NZTE & Government confirm the list of acceptable investments for the Active Investment Visa category.
May 2023: EOIs for Parent Resident visas can be submitted online on the Immigration New Zealand website.
31st May 2023: Partner Work Rights Change
August 2023: The first selection of the new EOIs for Parent Resident visas starts and is repeated every three months.
Late 2023: Skilled Migrant Worker Visa Changes implemented

Partner Work Rights Changes – What this Means for Employers and Recruiters

31st May 2023 ushered in some sweeping changes to the work rights of partners of Accredited Employer Work Visas (AEWV) and Essential Skills Work Visa (ESWV) holders.(This change means that partners of migrant workers applying for their AEWV based on - roles that pay at or above the median wage ($29.66/hr currently) but below twice the median wage AND if that role is NOT included in the Green List - will no longer get open work visas)
Partners of the above category of migrant workers will now get Work Visa with conditions that require:

- them to only be able to work for NZ Accredited Employers, AND

- be only able to work in a role that pay at or above the median wage

This means that any employers/recruiters that were previously hiring from this pool of candidates, as these migrant workers could previously work with any business in NZ, at any pay and in any role, will no longer be able to do so without checking the 'conditions’ of their work visa first.

FAQs

Does this apply to partners of all work visa holders?

No. There are exceptions, these are as below. These groups will continue to receive automatic open work rights:

Partners of Post Study Work Visa holders
Partners of Student Visas have their own eligibility rules, and this change does not apply to them
Partners of migrants working in occupations on the Green List ( Tier 1 & Tier 2 ) or paid twice the median wage (the current median wage is $29.66/hr)
Partners of New Zealand citizens or residents

These exceptions also include supporting partners who did not meet the requirements when they received their visa but have since met them through a pay hike or their role being added to the Green List.

Evidence of eligibility will need to be submitted as part of the Partner of a Worker Work Visa application or through a Variation of Conditions request.
Note that the supporting partner needs to meet the requirements that are set out for the Green List role and not just work in a role that is on the list.

Does this mean that we can recruit from the above categories of visa holders for non- accredited businesses and in roles that pay below median wage?

Yes. The above categories in 1 can work in any role, with any employer and at any pay.

Do partners need to have a job offer to apply for this visa?

No, it is not a requirement. But they need to ensure that any future job offers they receive meet all the necessary conditions.
Also, their employers will not have to complete a Job Check as part of the hiring process.

What about partners who already have a job offer?

If partners have a job offer at the time their new visa is approved, they must ensure that their employment meets the new visa conditions.

Are partners required to work a minimum number of hours?

No, there is no such requirement.

What if partners want to change jobs?

Partners can change accredited employers without having to apply for a Variation of Conditions.
Partners remaining in the same employment will not be impacted by future changes to employer accreditation, median wage, or Sector Agreements.

What about AEWV holders who are covered by any Sector Agreement and paid below the median wage?

If AEWV holders are covered by any sector agreement and paid below the median wage, their partners will NOT be eligible for a partnership-based work visa.
However, if they receive a pay hike it means they earn at least the median wage and may be able to support their partners for a work visa.
Evidence of eligibility will need to be provided as part of the Partner of a Worker Work Visa application.

What about partners ability to access publicly funded health services?

To access publicly funded health services, a migrant must hold a work visa of 2 years duration or more (or must have been lawfully in NZ for 2 years or more but must still be holding a work visa).
Partners who will no longer be eligible for a work visa will also not be eligible for publicly funded healthcare.

Does a couple need to live together for 12 months to be considered a 'partner' for work visa purposes?

A couple doesn't need to be living together for 12 months, but they need to meet the "living together" criteria for at least 3 or 4 months to be eligible

Looking for immigration advice? Visit advisa.co.nz

Further Information Regarding your Assignment/s with Enterprise Recruitment

wow@shazamme.com (Default Author) — Wed, 14 Jun 2023 23:36:18 GMT

Further Information Regarding your Assignment(s) with Enterprise Recruitment

Please refer to your On-Hire Fixed Term Individual Employment Agreement for full details regarding your employment with Enterprise Recruitment.

Enterprise is committed to working with our clients to ensure they provide a safe workplace that ensure you get home safely each day. If at any time you feel that you haven't been inducted properly or your work environment is unsafe or that you are not suitably trained or competent to do your duties, you must stop working and advise your Supervisor and Enterprise Recruitment Consultant.

On all assignments you will be given a Site Health & Safety Induction, including emergency evacuation instructions. Please watch the WorkSafe video (click here) that provides good general tips on working safely and the importance of speaking up.

Reliable attendance of all our staff is essential in order for us to continue to offer you opportunities. If you are running late, unwell or unable to attend work for any reason please contact Enterprise Recruitment immediately. Afterhours contact information will have been provided to you. Failure to notify us of your absence may result in the early termination of your assignment. Please refer to the Schedule below for your start and finish times. You are legally entitled to breaks in your day. We will advise you of how breaks are structured or your Supervisor will advise during your site induction.

Please remember Enterprise Recruitment is your employer so contact us with any questions. Enterprise should manage any changes to your shift pattern, duties as well as any other matters of discussion between our host client and yourself.

Enterprise has a Safety and Wellness Committee that we welcome your input into. There is an annual election in February that you will be advised of. We recognise that, due to the nature of the work we provide, not everyone is available to participate at election time so we welcome your input into safety at any time. To discuss joining the committee or to make any suggestions about how safety and wellness can be improved talk to your Enterprise Consultant or contact Ian McPherson at safety@enterprise.co.nz

Enterprise Recruitment are in the ACC Accredited Employers Programme, meaning that if you have an accident whilst at work your treatment and rehabilitation will be managed by Enterprise and our third party administrator (TPA) Wellnz, according to the Accident Compensation Act 2001. Click here to read about how the process works.

Enterprise have an obligation to advise employees that we have a preferred KiwiSaver provider and also supply new employees with a copy of the Scheme's PDS. A PDS helps members understand the key information about our Scheme, such as the fees and their investment options. To access that information click here

IMPORTANT: If your work duties or details change

It’s important that you advise Enterprise Recruitment as soon as practicable if the duties change. We need to ensure that you have the appropriate skills, training and, if necessary, licences to safely and competently complete the new tasks. Your pay rate may also be affected by a change of duties.

2023 job market

jemma.karetai@enterprise.co.nz (Jemma Karetai) — Tue, 13 Jun 2023 02:27:17 GMT

5 facts about the 2023 job market

Trade Me have recently released their "Employer and Job Hunter Intentions report 2023". Trade Me Jobs Sales Director, Matt Tolich says:

"For employers and job hunters, 2023 looks to be a year of surprises, we’ve had a few already in the political landscape, as well as natural disasters. Those prepared to listen, anticipate change and value staff will do well."

Below are a handful of stats that we thought you'd want to know.

1. Staff turnover was the largest driver for recruitment in 2022

Employers were asked "What was the primary reason for recruiting in 2022?" This is what they said:

Staff turnover – 54%
Expand – 22%
New skills – 8%
New projects/contracts – 7%
New locations – 2%

2. 33% of Kiwis left their previous roles due to lack of flexibility or due to burn out.

Burnout is affecting Gen Z (18-26 year-olds) more than any other age group, and flexibility in the workplace may be a good starting point to curb the effects of burnout.

3. A large number of Kiwi workers are heading overseas

Kiwis that are heading away overseas for work:

18-25 years – 8%
26-35 years – 42%
36-45 years – 27%
46-55 years – 24%

4. What do employees want?

Pay rate or salary packages!
Work/life balance/flexibility
Job security/stability
The actual Job
The culture & values of the company

5. Employers are stepping up to offer more workplace benefits

Here are some benefits that employers are offering:

Flexible Hours
Part time working
Employee mental health support
Work from home
Leaves of absence/sabbaticals
Extended maternity policies
Job sharing programmes.
Extended paternity policies
In house facilities or subsided childcare

Immigration updates

wow@shazamme.com (Default Author) — Mon, 12 Jun 2023 23:05:35 GMT

Immigration updates: What's new this month?

Author: Steve Baker, Advisa Immigration Services Ltd. (A partner of Enterprise Recruitment)

2021 Resident Visa news

As we enter June, Immigration New Zealand (INZ) had decided 88.6% of all 2021 RV applications received. (217, 471 unique applications). The remaining 11.4% are still waiting unfortunately—a reasonably long wait, that makes you wonder, "why?". Some of these remaining applications are still at “Gathering Information” and “Under Assessment” stages. The new INZ IT System (Adept)—which has cost in the vicinity off 52 million dollars to build and implement—seems to be the root of the problem in a lot of cases. An overview of the Resident Visa (RV21) application process is explained below.

May 2023 changes to the 'Partner of a NZ worker work visa'

On of the 30 ^th May 2023, INZ changed the 'Open Partnership' visa status for those who are applying as a couple for the ' Partner of a NZ worker work visa '.

This applied to all applicants from 31 ^st May and in effect allows them to enter the country however unable to work. (Previously, they would have been able to work). The exception being for those Partners of workers on Green List roles or who met the 'High Pay Threshold'.

This created another huge surge in demand on INZ’s “new” IT system on the evening of the 30 ^th May, as the rest of the world woke up. This resulted in a number of issues loading the requisite files for each application. INZ have undertaken a lot of change in the past 18 months and whilst one can’t question their motivation, you have to question their timing and the projected timeframes to implement these changes.

If you require specialist immigration advice, please don’t hesitate to contact Steve Baker, Advisa Immigration Services Ltd .

An overview of the RV21 application process

For applications at "Gathering Information" stage

A review of files at the ‘Preparing Application’ and ‘Gathering Information’ stages of 2021 RV has been undertaken to ensure that all applications will be progressing as expected. INZ has confirmed that files remaining at either of these stages are due to clients yet to respond to INZ requests – such as requests for partnership evidence, better quality face images, and medical tests – or pending third party security checks. If your client has submitted their medical reports and the application is at "Gathering Information" stage, then they will be awaiting third party security checks to be completed before progressing to "Under Assessment" stage. Please continue to wait for these to be completed. Status boxes are being reviewed and will be updated as appropriate.

It is expected the majority of applications will be processed within 18 months from when INZ opened this policy. (December 2021).

For applications at "Under Assessment" stage

There are no set processing timeframes for individual applications. 2021 Resident Visas are allocated on a first-in, first-out basis, based on the date that the file has reached the "Under Assessment" stage, not the date when an application was lodged.

The exceptions are those files marked as priority, which will be allocated immediately once the file is at the "Under Assessment" stage. Customers will not be able to escalate any applications that are showing this status unless they meet previously communicated criteria for prioritisation, as per the employment visa escalations process (EVE process).

The length of time since the visa application was submitted is not an appropriate reason for escalation in itself.

Only applications at "Under Assessment" stage can be escalated through EVE and such escalations should not be sent multiple times or directly to branch staff as this takes up time and resource and could impact on the overall service INZ is able to offer. If prioritisation applies to your application, this will only be able to be actioned once the application reaches "Under Assessment" stage due to key checks such as identity checks needing to be completed before the application reaches under assessment and these cannot be influenced.

Looking for immigration advice? Visit advisa.co.nz

INZ Immigration Instruction Updates | December 2022.

Sun, 18 Dec 2022 22:34:35 GMT

INZ Immigration Updates | December 2022

Extension of Employer Accreditation status

12-month automatic extension

All accredited employers will have their first approval period extended by 12 months, provided they first applied for accreditation status by 4 July 2023.

This means that all current accredited employers have had a further 12-month validity added to their status, and those who apply between now and 4 July 2023 will be granted a 24-month period of validity.

It remains unclear whether this also covers Triangular Employer and Franchisee accreditation status .

Employers with these forms of accreditation were intended to receive a maximum of 12 months per application, compared to Standard and High-Volume accreditations that were to be valid for 12 months initially and thereafter 24 months on each renewal.

Expansion of Accreditation System

The government’s intention during 2023 was to implement a broad requirement for all employers of migrants, even those on open work visas to be accredited employers.

This intention has now been deferred to 2024.

Green List Changes to Tier 1 Occupations

Several changes were detailed including the addition of three occupations to Tier 1 of the Green List, effective from 15 December, 2022.

Midwives
Registered Nurses
Medical Doctors that are not currently listed under Tier 1.
Auditors will be added in March 2023 to the Tier 1 group.

Tier 1 occupations allow certain migrants with current employment or an offer of employment in that occupation to qualify for the Straight to Residence pathway.

Applicants must meet any qualification, registration or remuneration thresholds as stipulated for their occupation in order to qualify for residence (in addition to English language, health and character requirements).

Green List Changes to Tier 2 Occupations

In addition to the widening of Tier 1 occupations, it was also announced that additional occupational groups will be added to the Tier 2 group from March 2023.

Civil Construction Supervisors Gasfitters
Drainlayers Skilled Crane Operators
Skilled Civil Machine Operators Halal Slaughterers
Skilled Motor Mechanics Skilled Telecommunications Technicians
Primary School Teachers All secondary teachers not already included

Migrants in these occupations (along with the existing Tier 2 occupations) will be able to apply for residence after working in their skilled occupation for at least 24 months in New Zealand.

Applicants must meet any qualification, registration or remuneration thresholds as stipulated for their occupation throughout the 24-month period, in addition to meeting English language, health and character requirements.

Critical Purpose Visitor Visa Holders

Those critical workers who came to New Zealand on 12-month Critical Purpose Visitor Visas, and who have remained in the same role, will be eligible for a three-year Specific Purpose or Event work visa.

This will require the holder to still be on their Critical Purpose Visitor Visa, be working in the same role and are being paid at least the same rate as when they applied for their Critical Purpose Visitor Visa.

Post Study Work Visa holders

Those people who held a Post Study Work Visa after studying in New Zealand but were unable to use the visa due to the border closures will be able to apply for a 12-month open work visa, if they have not already travelled to New Zealand on another visa.

Please do not hesitate to contact us should you require immigration support. Visit www.advisa.co.nz or email info@advisa.co.nz

We wish you all a Merry Christmas and a Happy New Year - Steve and the Global Team at Advisa

Introducing Advisa

Mon, 11 Apr 2022 23:42:26 GMT

Advisa/Global

We are excited to announce that from today the Enterprise Global Team (Steve Baker, Aimee Salubre, & Shiela Fragiao) will be operating under a new brand, Advisa.

So what is Advisa all about and why the change?

As the desire for immigration and visa services continues to grow. The establishment of Advisa, allows our Global team to separate their work with employers and migrant workers, providing tailored support.

Advisa is a play on Advice and Visa and nicely encapsulates the work the team does and that allows it to grow on its own - becoming independent in the market! Check out the new website below:

https://www.advisa.co.nz

Update on the NZ Border Re-Opening & the One Off NZ Resident Visa

Tue, 30 Nov 2021 21:46:16 GMT

The latest update on the NZ Border Re-Opening

and the one off NZ Resident Visa

1 December 2021

NZ 2021 Resident visa.

Phase one of applications opened this morning 1 ^st December, 2021.

The INZ website is already experiencing problems with relatively low numbers of eligible applicants.

Hopefully this issue is resolved well and truly before 1 ^st March 2022 when the largest proportion of applicants will be eligible to apply

This Visa route / Option is great news for migrants and for NZ employers as the new residents will be able to be part of a stable New Zealand workforce.

There are some rules designed to defeat those who must apply in Phase 2 (applying in March 2022) from applying in Phase 1 group on December 1, 2021.

The rules are clear – people who try to game the system will get declined. [S6.10 (a)(ii)]

Potential Issues

Although Immigration New Zealand want this to be a simple and quick process, there is capacity for applications to be declined based on “insufficient evidence” of criteria being met.

The issue of sufficient evidence is a risk and cases declined for this reason will potentially make for some interesting IPT appeal decisions.

The Scarce lists are classed by an occupation title. This by default has the potential to create issues around consistency with ANZSCO descriptions and Job Titles.

Communities where arranged marriages are a customary, there is some disappointment that spouses cannot be included if a couple have not lived together for 12 months.

Those in this situation will need to plan what they need to do to secure a visa for their spouse to come to New Zealand.

It is going to require forethought and good planning and some hard practical decisions, especially if they must leave New Zealand after the grant of residence, to live with their spouse for future applications for their partner.

That could have downstream consequences on the resident Visa holder’s ability to secure permanent residence.

NZ Border – Staged Opening.

There are three stages to the border ‘opening’ published, being the following:

Fully-vaccinated New Zealand citizens, certain New Zealand residence-class visa holders and other eligible travellers under the current settings from Australia from 11.59 pm on 16 January 2022;
Fully-vaccinated New Zealand citizens, certain New Zealand residence-class visa holders and other eligible travellers under the current border settings, from all but very high-risk countries, from 11.59 pm Sunday 13 February 2022 and
Fully-vaccinated foreign nationals (possibly staged by visa category), from 11:59pm on Saturday 30 April 2022.

In addition, eligible travellers from Indonesia, Fiji, India, Pakistan and Brazil will be able to enter New Zealand without the need to first stay in a ‘lower risk’ country for 14 days immediately prior to arrival.

Arrivals from Papua New Guinea will continue to have this restriction imposed on them.

January 22 and February 22 Entry

MIQ is finally being taken out of the equation for a vast majority of individuals who are currently eligible to travel to New Zealand. They will now be able to enter the country, albeit a bit later than many would hope.

The first two cohorts being able to travel into New Zealand on 17 January 2022 and 14 February 2022 respectively. From an immigration context little has changed except for loosening the restrictions for arrivals from ‘very high-risk countries’ such as Indonesia and Brazil.

‘New” resident visa holders granted residency visa prior to the border closure who have not been able to come to New Zealand (and are therefore locked out with auto-extended resident visas valid until 11 September 2022), will still be locked out until at least 1 May, 2022.

Border Relaxation / Opening from 1 May 2022

The information released by the New Zealand Government advises that there will be a staged re-opening of the border. The expectation is that it will be staged by visa category and it will be slow and controlled.

We expect that any staged reopening of visa categories (for entry) will be in line with the current government’s policy objectives. There will be significant pressure from businesses to allow more skilled migrants to travel into New Zealand,

as well as tourist operators wanting to restore their businesses along with tertiary education providers wanting to attract international fee-paying students and residents wanting to bring in more of their family.

There is clearly going to be many pressure points created.

Conclusion

New Zealand will lose significant investment, including skilled migrants and international students to other countries, especially Australia. This is because our border settings are still effectively closed whilst Australia is opening to the rest of the world.

Migrants generally look at a range of countries when considering their options. New Zealand is an attractive option however people generally will not wait when there are other options that present and that meet their timing expectations.

The Covid pandemic continues to evolve and mutate World-wide. New Zealand continues to have trouble adjusting and managing the COVID-19 pandemic response.

The recent Government announcements clearly stated that if things were worse than expected, there will be a further restrictions imposed. The hope is that NZ responds better than expected to the COVID-19 challenge in 2022 and that the border settings are relaxed further.

If you are a New Zealand employer experiencing issues sourcing or bringing staff into New Zealand or a Migrant looking to enter New Zealand, I welcome the opportunity to discuss options with you.

If you require additional support with your immigration requirements please contact Steve and his team via the details below.

Steve Baker DDI 03 353 0680 M 027 212 5483 E steve.baker@enterprise.co.nz

Immigration Update from Steve Baker

Wed, 10 Nov 2021 01:05:07 GMT

Employer Accreditation & AEWV

The Government has confirmed that beginning 4 July 2022, an employer must be accredited to employ a migrant worker on an employer-supported work visa.

Key Dates for Employers:

• 09 May 2022: Applications for Accreditation and Job Check open

• 03 July 2022: Last day for Essential Skills Work Visa

• 04 July 2022: Employer Accreditation and AEWV are mandatory

How Does Mandatory Employer Accreditation Impact You?

Currently, the only employer-supported work visa available is the Essential Skills Work Visa (ESWV). You do not need to be accredited to support employees on an ESWV.

However, ESVW category closes to new applications on 3rd July 2022. From 4th July 2022, the only option available to employers is the Accredited Employer Work Visa (AEWV). In order to support an employee on or after 4 July 2022, you must have received your accreditation from Immigration New Zealand.

Update for Accredited Employers

Individual Talent (Accredited Employer) work visa holders are now able to move to a previously accredited employer, so long as the new employer’s accreditation expired after 31 March 2021.

For example, if your accreditation expired on 1 July 2021, you could leverage your previous accreditation to attract a Talent Visa holder. This migrant worker with a Talent (Accredited Employer) work visa would be able to come work for you, and their pathway to residence would still be available.

If your accreditation has already lapsed or whether you have chosen to retain it, you will need to become accredited under this new accreditation system.

3 Steps to Hiring a Migrant Worker from 4 July 2022

To hire a migrant worker on the Accredited Employer Work Visa, which will be the only work visa available from 4 July 2022, you will have to complete these 3 steps in the order specified below:

Step 1. Get accredited. In order to get accredited:

• There will be two different levels of accreditation. (An employer's accreditation level will depend on how many AEWV holders they want to employ).

• You must be a genuine employer who is compliant with NZ’s employment and immigration laws.

• You are expected to prioritise the training, upskilling and hiring of NZ workers - only employing migrants where there are genuine skill shortages.

• You are expected to pay all recruitment costs in and outside of NZ. Your accreditation relies on this.

• INZ may seek specific commitments from businesses to complete during the accreditation period.

2. Pass the job check

You will need to apply for a job check for each role you want to hire a migrant worker for.

You can only hire a migrant worker on an AEWV for a job if it has passed the job check. The employer will have to pay for this.

Among other requirements, you may also need to complete a labour market test (LMT). This is to prove there are no NZ citizens or residents available for the position.

3. Migrant worker’s visa (AEWV) application - Migrant check

After the first 2 steps are passed, you can invite the migrant worker to apply for a visa to work in that specific job.

Only once the worker’s visa is approved are you able to hire them.

Summary:

These new changes impact both individual migrant workers, as well as every single employer in New Zealand, who relies on migrant workers.

The Process

• There will be two different levels of accreditation. An employer's level will depend on how many Accredited Employer Work Visa (AEWV) holders they want to employ.

• A migrant can only apply for the work visa once the accreditation stage is ticked off and the job check stage is approved.

• Accreditation is initially granted for 12 months. Then, unless the employer is a franchisee or part of a triangular employment agreement, the accreditation can be renewed every two years.

Employers

• The accreditation must be held by the direct employer named on the migrant worker’s employment agreement.

• The business must be a genuine employer who is compliant with NZ's employment and immigration laws.

• Businesses would be expected to prioritise the training, upskilling and hiring of NZ workers – only employing migrants where there are genuine skill shortages.

• Employers are expected to pay all recruitment costs in and outside of NZ. If INZ finds out otherwise, they will cancel the accreditation.

• INZ may seek specific commitments from businesses to complete during the accreditation period.

Labour Market Test (LMT)

• The strictness of the labour market test (LMT) depends on the location (region) of the job.

• It will be stricter for regions with ‘higher-supply’ of New Zealanders – these regions (as well as ‘lower-supply’ regions) will be identified by Immigration New Zealand (INZ).

• Jobs paid below median wage currently $27 per hour) must pass the full LMT, including advertising and listing the job with Work & Income NZ (WINZ).

• Showing pay rate and hours of work in job adverts are required.

• Advertising must show the minimum qualifications, work experience, skills and/or other specific requirements of the job.

• The WINZ-issued Skill Match Report (SMR) process will be tightened, including how actively an employer engages with WINZ referrals.

• The LMT will fail if the SMR shows the employer has actively disengaged, despite what the rest of the SMR says.

Migrant Workers

• Stand down periods - currently delayed till 1 July 2022 - will be reintroduced.

• INZ will check to see if migrant worker meets requirements of AEWV, including skills and experience for the job.

o A new pathway to residence will be introduced for migrants who have held an AEWV for two years and are paid at least 200 percent of the median wage

o (currently $54/hour or $112,320 pa for a 40 hour week).

• Character, health and bona fide requirements will remain as they are.

If you require additional support with your immigration requirements please contact Steve and his team via the details below.

Steve Baker DDI 03 353 0680 M 027 212 5483 E steve.baker@enterprise.co .n z

2021 Resident Visa

Thu, 04 Nov 2021 02:19:26 GMT

2021 Resident Visa

Immigration New Zealand has now released the policy instructions for the new 2021 Resident Visa and individual eligibility as well when an individual can apply can now be confirmed.

GOVERNMENT APPLICATION FEE

Immigration New Zealand have confirmed the application fee for a 2021 Resident Visa will be NZD $2,160 including GST.

Applicants will only be required to pay this fee once an in-principal decision (Approval in Principle) has been made on their application.

It does not need to be made on application.

Once an in-principal decision has been made, applicants who have applied for residence under the Skilled Migrant or Residence from Work categories will be given the option to:

Withdraw their Skilled Migrant Category application. Use the fee from that application to cover the cost of the 2021 Resident Visa with a refund of the difference; or
Withdraw their Skilled Migrant Category Expression of Interest or Residence from Work application. Use the fee from that application towards the 2021 Resident Visa with the difference payable by the applicant, before the application can be finalised
Applicants who chose not to withdraw their existing application. Will need to pay a fee of NZD1,330 for the processing of their 2021 Resident visa application.

HOW TO APPLY FROM DECEMBER 1, 2021

The application form for the 2021 Resident Visa will be available online from 1 December 2021.

If you have already applied for residence under the Skilled Migrant or Residence from Work category or

have submitted an Expression of Interest with a dependent child included in that application aged 17 or older determines whether they are eligible to apply in this first cohort.

Applications will be processed with first cohort of applications being accepted from 1 December 2021 and the second from 1 March 2022.

All applicants must be submitted by 31 July 2022.

Applications submitted after this date will be declined.

CURRENT RESIDENT VISA APPLICATIONS & PROCESSING TIMEFRAMES

Immigration New Zealand aim to process applications for residence under this new category within 12 months of receiving an application.

This means that some migrants who have already submitted a residence application are likely to obtain residence earlier if they submit a new application under the 2021 Resident Visa pathway than awaiting an outcome on their Skilled Migrant or Residence from Work category application.

It also means that individuals holding Work to Residence visas under the Talent (Accredited Employer) and Long-Term Skill Shortage List instructions do not necessarily have to wait the 24 months normally required to be eligible to apply for New Zealand residence.

Given the Minister’s confirmation that selections of Expressions of Interest under the Skilled Migrant category will remain suspended until at least 31 July 2022, migrants who have submitted an Expression of Interest are also likely to benefit from applying for residence under the new category instead of waiting for selections to resume.

ELIGIBILITY CRITERIA – IN REVIEW

The key requirements an individual must meet in order to be eligible to apply for residence under the 2021 Resident Visa category (either in the first or second cohort) are as follows:

- Have been in New Zealand on an eligible work visa (or have applied for one and are subsequently granted that visa) on 29 September 2021; or

- Arrive in New Zealand on a Critical Purpose Visitor Visa (CPVV) as a critical health worker or other critical worker for more than 6 months before 31 July 2022

(Additional requirements apply to nurses granted a CPVV to travel to and obtain occupational registration in New Zealand)

And meet:

- The settled criteria in New Zealand; or

- The skilled criteria; or

- The scarce criteria.

Principal applicants in Australia may also be eligible if they left New Zealand between 6 April 2021 and 23 July 2021 (inclusive).

Dependent family in New Zealand and overseas can be included in the residence application as secondary applicants, if they meet dependency requirements.

Dependent children aged 25 and over can also be included in some circumstances.

Settled Criteria

Applicants applying under the settled criteria must have lived in New Zealand for three or more years as of 29 September 2021. This means they must have first arrived in New Zealand on or before 29 September 2018.

Applicants must also have spent at least 821 days in New Zealand between 29 September 2018 and 29 September 2021 (inclusive). Immigration New Zealand will use their travel records to determine whether applicants meet the settled criteria.

Skilled Criteria

Applicants applying under the skilled criteria must normally be paid at or above $27/hour and have been paid this on 29 September 2021 and at the time their residence application is submitted.

The $27/hour requirement excludes employment-related allowances and bonuses and is calculated on base remuneration only.

To support an application for residence under the skilled criteria, applicants will need to evidence they meet the hourly rate through submission of:

• An employment agreement or letter from their employer confirming their pay and hours of work; and

• A full bank statement or Inland Revenue summary of income or pay slips

Applicants who received a pay rise effective after 29 September 2021 are not eligible under the skilled criteria.

Scarce Criteria

To be eligible for the 2021 Resident Visa under the scarce criteria, applicants must have been working in a scarce occupation on 29 September 2021 and at the time their residence application is submitted. A scarce occupation is defined as:

• A role on the Long-Term Skill Shortage List

• A role on the specified primary sector roles list

• A role that requires occupational registration in the health or education sector

• Other critical health care worker or personal carer roles as defined by policy including paramedics, aged and disabled carers and workers who install, operate, or maintain medical equipment

To support an application for residence under the scarce criteria, applicants will need to provide the following evidence:

• An employment agreement or letter from their employer confirming their occupation and hours of work; and

• Evidence of occupational registration in New Zealand (if applicable)

HEALTH AND CHARACTER REQUIREMENTS

Acceptable standard of health and good character requirements apply to all residence visa category applications and the 2021 Resident Visa pathway is no different. However, the evidential requirements have been relaxed to allow for faster visa processing.

Health Requirements

Applicants will need to submit a Limited medical certificate, obtained via an authorised panel physician only if:

• They have not submitted a medical certificate to Immigration New Zealand in the last 36 months; or

• There have been changes to their standard of health since their previous medical was submitted; or

• Their standard of health was previously assessed by Immigration New Zealand as not meeting requirements

Character Requirements

Applicants are not required to provide police certificates with their application unless specifically requested by Immigration New Zealand.

Immigration New Zealand will obtain a police certificate from the New Zealand Police on an applicant’s behalf during the processing of the application.

NEXT STEPS

Actions YOU can take in advance of YOUR eligibility is:

Ensure YOU hold an up-to-date passport valid for at least 12 months

Obtain full unabridged birth certificates for YOURSELF and YOUR dependent family members

If YOU wish to include a dependent partner or spouse in YOUR application, gather relationship supporting documents to evidence living together and that you meet the genuine and stable relationship requirements.

Immigration News from Steve Baker

Sun, 31 Oct 2021 23:10:11 GMT

What the Latest INZ Updates Mean for You

INZ introduced a raft of updates recently in advance of the release of additional information on both their new “online” platform

and the finer details behind the new 2021 Resident Visa, scheduled for release at the end of this month. INZ 2021 Resident Visa link

Closure of three visa categories after 31 October 2021.

Talent (Accredited Employers) Work Visa; INZ Update Link
Long-Term Skill Shortage List Work Visa categories &
The Silver Fern Practical Experience Work Visa category

The Talent (Accredited Employers) Work Visa and the Long-Term Skill Shortage List Work Visa categories will close to new applications on 31 October 2021 in preparation for the new immigration framework.

The Silver Fern Practical Experience Work Visa category will also close on the same day.

Existing Work to Residence visa holders can continue on their pathway to residence.

Applications for the Silver Fern Practical Experience work visa will not be accepted after 31 October 2021.

Applications submitted by 31 October 2021

People who have made an application for a Talent (Accredited Employers) work visa or Long-Term Skill Shortage List work visa on or before 31 October will have their application processed and, if approved, will also maintain a pathway to residence.

To ensure that visa holders and applicants are not disadvantaged by the diminishing number of employers who hold accreditation status, Talent (Accredited Employers) work visas may be granted if an employer’s accreditation has expired between the time the visa application was made and it being decided.

The closure to new applications is effective 1 November 2021 . All other transitional instructions are effective now and can be applied to applications that have already been submitted to Immigration New Zealand but have not yet been decided.

First time applications for the Talent (Accredited Employers) work visa and Long-Term Skill Shortage List work visa will not be accepted after 31 October 2021.

Changing employers

Greater flexibility has also been introduced for existing Talent (Accredited Employers) work visa holders.

The conditions of a Talent (Accredited Employers) work visa may now be varied to allow work for an employer who held accreditation status after 31 March 2021, even if the accreditation has since expired.

Submitting a Residence from Work application

Changes have been made to ensure that the residence pathway for Talent (Accredited Employers) work visa holders is maintained.

Talent (Accredited Employers) work visa holders can apply for Residence under the Residence from Work instructions beyond 31 October 2021 on the basis that they:

• Hold a valid Talent (Accredited Employers) work visa; and

• Have held a valid Talent (Accredited Employers) work visa for at least 24 months; and

One of the following:

• Have been employed by an Accredited Employer for a period of at least 24 months; or

• Have been employed by an employer that is no longer Accredited but who held Accreditation at the time the Talent (Accredited Employers) work visa was granted and the terms of employment continue to meet all other requirements.

Awaiting a Residence from Work application decision

Migrants who have a current Talent (Accredited Employers) or Long-Term Skill Shortage List work visa will not be affected by the closure of these categories as long as they continue to meet their visa conditions and their visa remains valid.

Work to Residence visa holders who have applied for a Residence from Work visa may apply for a subsequent Work to Residence visa after 31 October 2021, if they meet the requirements under the relevant visa category and their application for residence under the corresponding Residence from Work instructions has not yet been decided by Immigration New Zealand.

Offshore Work to Residence Visa holders

Applications for subsequent Talent (Accredited Employers) or Long-Term Skill Shortage List work visas will remain open for people who had begun employment in New Zealand on one of these visas but departed New Zealand before 19 March 2020, when the borders were closed, and who return to New Zealand after 31 October 2021.

2022 - New Zealand Accredited Employer Work Visa (AEWV) INZ 2021 Resident visa

The Government has finally set the date for the introduction of the New Zealand Accredited Employer Work Visa (AEWV) and associated framework. It will be effective from 4 July 2022.

Applications for Accredited Employer Status will open from 9 May 2022. All employers will need to be accredited in order to support migrants to obtain employer supported work visas.

The objective remains to encourage NZ businesses and regions to train, upskill and hire New Zealand workers first and foremost, while continuing to support the use of migrant workers where a genuine skill or labour shortage exists.

Key dates

• 31 October 2021: Closure of Talent (Accredited Employers), Long Term Skill Shortage List and Silver Fern Practical Experience Work Visa categories to new applications

• 9 May 2022: Applications open for Employer Accreditation under new framework as well as submission of Job Checks

• 3 July 2022: Applications close for Essential Skills Work Visas under current system

• 4 July 2022: Applications open for Accredited Employer Work Visas

Employers can continue to employ new onshore temporary migrant workers on an Essential Skills Work Visa, without employer accreditation, until 3 July 2022 with the launch of the new Accredited Employer Work Visa.

If you require additional support pleas don’t hesitate to contact me.

Steve Baker FRCSA

Workforce Sourcing Manager
Licensed Immigration Adviser 201801044

DDI: 03 353 0680
Mobile: 027 212 5483
Phone: 03 365 3112
Email: steve.baker@enterprise.co.nz

Interview: Enterprise COO

courtney.collins@enterprise.co.nz (Courtney Collins) — Wed, 06 Oct 2021 02:21:53 GMT

Interview: Enterprise COO Ian McPherson for NewsTalkZB

Enterprise Chief of Operations Ian McPherson spoke to NewsTalk ZB's Kate Hawkesby of the Early Edition with Kate Hawkesby this week to discuss the burgeoning New Zealand job market and the impact of COVID-19 lockdowns and border closures on talent searching and recruitment.

Original Article :

"Job listings continue to rise despite lockdowns

Author: Newstalk ZB, Publish Date: Wed, 6 Oct 2021, 8:07AM

Job listings are continuing to rise, despite the Covid-19 restrictions and Auckland's lockdown.

Trade Me job listings are up by nearly a half in the third quarter

Enterprise Recruitment chief operating officer Ian McPherson told Tim Dower there's a shortage of supply in most sectors, at most levels.

He says that's because the borders are shut, and international students and travellers can't come in.

"The lack of ability to bring in skills, it's all creating this storm of demand outstripping supply."

LISTEN ABOVE"

New Residence Visa Pathway

Thu, 30 Sep 2021 20:51:12 GMT

A New Residence Visa Pathway...

Introduction of the 2021 Residence Visa from December 1 ^st , 2021

The Minister of Immigration has earlier today announced the introduction of a new Residence visa pathway.

Immigration New Zealand intends to release the policy instructions for the new 2021 Residence visa by the end of October 2021. We hope INZ have learnt from past mistakes in this regard as the “devil is always in the detail”, which is yet to be finalised.

However, high level guidance on the eligibility criteria and tranches that have been released by the government to date. These eligibility criteria are correct as of 30 ^th September, 2021.

This new visa, the ‘2021 Residence Visa’ is aimed at providing residence to migrants who are currently in New Zealand and providing certainty to New Zealand businesses reliant on their services.

Applications will be processed in two tranches:

1. The first group of applications being accepted from 1 December 2021 and

2. The second from 1 March 2022.

All applications must be made before 31st July, 2022.

Whether a migrant has already applied for Residence under the Skilled Migrant or Residence from Work category or has submitted an Expression of Interest with a dependent child included in that application aged 17 or older, will determine whether they are eligible to apply in the first or second tranche.

Eligibility Criteria

The key requirements an individual must meet in order to be eligible to apply for Residence under the 2021 Residence Visa category, either in the first or second tranche are as follows:

· Have been in New Zealand on an eligible work visa (or have applied for one and are subsequently granted that visa) on 29 September 2021; or

· Arrive in New Zealand on a Critical Purpose Visitor Visa (CPVV) as a critical health worker or other critical worker for more than 6 months before 31 July 2022

And:

· Have lived in New Zealand for three or more years as of 29 September 2021; or

· Earn $27 per hour or more as of 29 September 2021; or

· Work in a scarce occupation (Ie: in a role on the Long-Term Skill Shortage List, in specified primary sector jobs, as a critical health care worker or in a job in the education or health sector that requires occupational registration)

The Immigration New Zealand application processing fee for a 2021 Residence visa is yet to be finalised.

Processing Timeframes Immigration New Zealand expect to process applications for Residence under this new category within 12 months of receiving an application. Given the huge numbers in the queue currently (reported to be in excess of 30,000) – time will tell in this regard.

This means that some migrants who have already submitted a Residence application are likely to obtain Residence earlier if they submit a new application under the 2021 Residence Visa pathway than awaiting an outcome on their Skilled Migrant or Residence from Work category application. It also means that individuals holding Work to Residence visas under the Talent (Accredited Employer) and Long-Term Skill Shortage List instructions do not necessarily have to wait the 24 months normally required to be eligible to apply for New Zealand Residence.

Skilled Migrant Residence Category

The introduction of the new 2021 Residence Visa means that selections of Expressions of Interest under the Skilled Migrant category will remain suspended until at least 31 July 2022.

Migrants who have submitted an Expression of Interest are likely to benefit from applying for Residence under the new category instead of waiting for selections to resume. Details on whether refunds will be issued to those that choose to withdraw their Expressions of Interest are not yet confirmed.

Conclusion

This is a positive initiative from INZ, albeit a few months late. We anticipate huge interest in this pathway and will ensure updates are provided as the finer detail is formally released by INZ.

I welcome contact should you require additional support with Immigration and / or Employment related matters. I can be contacted via email or phone.

Steve Baker FRCSA

Workforce Sourcing Manager
Licensed Immigration Adviser 201801044

Phone: 03 353 0680
Mobile: 027 212 5483
Email: steve.baker@enterprise.co.n z

Immigration News September 2021

courtney.collins@enterprise.co.nz (Courtney Collins) — Thu, 23 Sep 2021 03:31:26 GMT

Immigration Updates - September 2021

Skilled Migrant Residence Category

Finally, an update on the Skilled Migrant Category. Selection of Expressions of Interest under the Skilled Migrant Category remains suspended.

Minister Faafoi’s update on 14 September 2021 advised that an announcement on the resumption of selections could be expected by the end of October 2021.

Closure of Talent (Accredited Employer) and LTSSL Work Visa Applications: 31 ^st October, 2021

INZ recently delayed the implementation of the new Accredited Employer Work Visa (AEWV) framework and associated accreditation standards, due to come into effect on 1 November 2021, to at least mid-2022. The Minister has now confirmed that some of the changes that had been announced as part of the transition to the new framework will still go ahead. Specifically, the closure of the Talent (Accredited Employer) Work visa and the Long-Term Skill Shortage List (LTSSL) Work visa will happen on 31 October 2021.

Note that this is different to INZ’s earlier intention for these visas to continue to be applied for beyond October 2021.

Those valid Accredited employers will be able to support Work to Residence – Talent (Accredited Employer) work visa applications up to 31 October 2021 only.

After this date, new applications will not be possible.

Visa Processing during Level 4 lockdown

The Auckland INZ offices remain closed. Auckland is the primary receiving centre for paper-based applications, and this has caused considerable delays with the processing of most applications. This mail has now been redirected from the Auckland documentation office to Immigration New Zealand offices outside the city, there will continue to be delays in the receipting and lodgement of paper applications.

Applicants are encouraged to submit their visa applications using INZ’s Online system where possible. Online applications are being prioritised.

Immigration New Zealand recently released an online request portal for Variation of Conditions applications for work visa holders. These applications are being processed in the order received, with priority given to paper applications submitted prior to lockdown.

Only Variation of conditions applications related to work visas can be requested through this new channel. Individuals applying to vary the conditions of their visa to study, for example, will still need to submit paper-based applications in the normal manner.

Border Exemptions – “other critical workers”

Employers and supporting agencies are still able to request to bring workers into New Zealand, if they are deemed “other critical workers”.

Employers are expected to genuinely seek to fill job vacancies with New Zealanders in the first instance.

If the skill is genuinely unique and not readily available on shore and you can show the value of such a worker to your business, the local / national economy it is a worthwhile exercise to request such an exemption.

The costs are extreme as the employer is expected to cover all associated costs with the request, application if invited to apply, travel and MIQ, etc.

Requests for approval of critical workers must be made by employers and not by the individual workers.

Requests for critical workers are considered on a case-by-case basis by Immigration New Zealand officials.

There are 3 categories, each with their own criteria, where you can bring employees into New Zealand:

worker needed for a short term role — less than 6 months in total
worker needed for a long term role — more than 6 months
worker for an approved class.

Holding an Essential Skills work visa is not enough to qualify as an ‘other critical worker’.

Employers, supporting agencies who want to request for a critical worker to travel to New Zealand can apply by completing the Employer request for critical worker exception form.

If you require additional support with your immigration requirements please contact Steve and his team via the details below.

Steve Baker DDI 03 353 0680 M 027 212 5483 E steve.baker@enterprise.co.n z

What The Latest Lockdown Means For NZ Immigration

Thu, 19 Aug 2021 03:01:32 GMT

What the latest COVID-19 lockdown means for NZ immigration

The Delta variant of Covid has unfortunately arrived in New Zealand and we are now in full lock down again across New Zealand.

The Government’s slow but steady approach to the New Zealand vaccination program is now going to be truly tested.

Unfortunately, the Governments approach has been replicated with their Immigration Policy reset.

INZ continued their approach of “confusing the masses” with their recent change of direction with their postponement of the implementation of the new Accredited Employer Work Visa Scheme.

Employer Accreditation (Talent)

The new Accredited Employer Work Visa (AEWV) scheme will no longer come into effect on 1 November 2021. Its introduction will now be delayed until mid-2022.

A further update on when the new AEWV scheme will now be introduced will be made at “some” point.

The delay in the introduction of this new policy has created uncertainty for employers reliant on migrant workers.

It creates an immediate issue for those employers whose accreditation was due to expire, who had not lodged an application to renew their accreditation pre-30 June 2021.

At that point they understood the new accreditation system was due to come into effect, so it was logical to not extend their accreditation until the new policy was released.

This created a major issue for those employers whose accreditation is due to expire before the delayed introduction of the AEWV next year.

Employers in this situation have no way to apply for a renewal of their accreditation.

The delay in the introduction of the new accreditation system results in the unfortunate situation where there is currently no ability for an existing accredited employer to hire any new Talent visa holder to join their business post 31 October 2021.

New Talent visa applications must be filed for existing accredited employers before 31 October, 2021 after this date there is no current ability to submit new ones until the AEWV comes in next year.

If you hold a Talent visa and you are approaching the second-year work anniversary, you need to file your residence application the day after that term is up. You then need to process your application to secure an approval within 6 months.

This is currently estimated to require between 22 - 27 months processing time by INZ. If this issue is not addressed, then there are going to be a number of potentially unlawful candidates in NZ.

Changes to Essential Skills Work Visa Policy

The Essential Skills Instructions which will be welcomed by employers and employees alike. These changes, which came into effect from 19 July 2021 include:

Increasing the maximum duration of Essential Skills work visa for employment paid below the median wage from 12 months to two years;
Removing the requirement to provide a police certificate or medical certificate with an application (if one has been provided previously); and
Removing the labour market test (LMT) requirement and not requiring an employment agreement to be provided for applicants who meet specific streamlined criteria.

The announcement that the two-year Essential Skills work visas will provide certainty for at least 18,000 visa holders. The streamlined application process will benefit at least 57,000 visa holders.

It will also benefit their many employers who can now have some certainty that they will be able to retain their existing migrant workforce.

The newly introduced instructions for those wishing to apply for an Essential Skills work visa applies to applicants holding:

a work visa of any type; or
a student visa with conditions allowing unlimited work rights; or
a Critical Purpose visitor visa either granted on the basis that the holder has a critical purpose for travel to New Zealand to work as critical health workers; other critical workers with visas granted for more than six months; or people belonging to a class of workers or individuals agreed to by Cabinet or the Minister of Immigration holding visas granted for more than six months.

Increase in Remuneration Levels

The remuneration levels under both the Essential Skills and Skilled Migrant Category (SMC) have been increased to reflect New Zealand’s current median wage. The new median hourly rate is $27.00 per hour. NZ statistics lists the average wage in NZ now at $33 per hour.

Those employees earning below the median wage, they will now be eligible for a two-year visa. For those earning at or above the median wage, they will be able to request a minimum three-year visa.

Residency Pathways

Residency continues to be a dirty word within INZ with no clarity whatsoever given about this class of visas.

The Skilled Migrant Category (SMC) is still technically frozen and the Employer Accreditation pathway for new Talent visas holders is just as confused (post 1 November).

A number of highly skilled migrants have departed the country with many more sadly considering leaving.

The Increase in Remuneration Levels announcement is however much more significant for candidates who lodged an Expression of Interest (EOI) under the SMC to allow them to apply for residence.

Those earning between $25.50 (the previous median wage rate) and $27.00 there is a high likelihood that once EOIs are selected again. they may not receive a formal invitation to apply for residence.

However, for people whose hourly rate falls within this range, and who can negotiate a pay increase, they may wish to do so and then update their EOI as soon as possible.

The government cannot be too far away from opening a revised SMC. Typically, INZ engage with applicants pre lapsing any applications.

Priority Processing of Skilled Migrant Category and Residence from Work Applications

The Instructions governing the priority of the processing of SMC and Residence from Work applications have also been amended to reflect the increase in median wage. INZ will now prioritise those SMC and Residence from Work applications where the applicant has an hourly rate equivalent to or higher than twice the median wage – $54.00 per hour or an annual salary of $112,320 +. For those with residence applications pending with INZ who are being paid below this amount they will unfortunately now have to wait for their residence applications to be processed in the order in which they were received by INZ

Conclusion

The recent INZ announcement delaying the introduction of the AEWV that was intended to avoid adding further complexity into an already highly complex system. It has created the reverse - a more difficult environment.

Our economy has full employment and a massive shortage of talent. The constant changing of rules, without providing certainty as to a long-term future in New Zealand will work to NZ’s detriment.

NZ will (are) losing valuable skilled migrants who prefer to relocate to countries where their long-term residency pathways can be secured with clarity, unlike NZ.

For more information on the current NZ immigration status please contact Steve Baker on steve.baker@enterprise.co.nz or call 027 212 5483.

Enterprise Wins Big at the RCSA Awards

courtney.collins@enterprise.co.nz (Courtney Collins) — Wed, 28 Jul 2021 00:11:09 GMT

Enterprise Takes Home Two Awards at 2021 RCSA Awards

Wow – we were thrilled to win two awards at the RCSA awards in early July. The awards recognise the contribution of the industry’s most innovative, dedicated and outstanding members. “To win two awards exceeded our expectations” said Enterprise CEO Warwick Neutze, “especially when you look at the quality of the companies who were also shortlisted”

Enterprise won the “Excellence in Safety & Wellbeing “ and “Excellence in Client Service” awards Enterprise GM, Kurt McInerney comments that ”the awards showcased the best of the industry and those working within it. It is an industry that continues to move forward, well done to the RCSA for putting on such a great event and I am thrilled for the Enterprise team who have again highlighted how passionate and professional they are”

To check out our other awards and affiliations. Click here .

Immigration News July 2021

Mon, 19 Jul 2021 02:28:36 GMT

The Abandonment of the New Visa Framework

The Minister of Immigration has today announced the abandonment of the new Accredited Employer Work Visa (AEWV) framework and associated mandatory accreditation standards that were due to come into effect on 1 November 2021.

The government has decided to defer the introduction of the new framework for the remainder of the year, with indications it may go ahead in mid-2022. Many employers will now be afforded some breathing room from the requirements to obtain accreditation in order to support migrant employees. Those employers who did get Accreditation before applications closed on 30 June 2021, or who hold Accreditation that remains valid for some time will be pleased their efforts were not wasted. These employers will continue to be able to leverage the Work to Residence (Talent) visa pathway for as long as their Accreditation Certificate remains valid and until such time as the new framework is resurrected and implemented.

The abandonment of the new framework, comes a pause to the government’s intention to replace six existing work visa streams, including the Talent (Accredited Employer) Work visa, the Long-Term Skill Shortage List (LTSSL) Work visa and the Essential Skills Work visa. These visa categories will remain valid, and migrants can continue to apply for visas under these categories until at least mid-2022. Approval in Principle, Labour Hire Accreditation and Talent Accreditation applications remain closed and there is no intention to reopen these categories at this time.

Loosening up of Essential Skills Requirements

The Minister also announced today a loosening up of Essential Skills requirements, effective from Monday, 19 July 2021. Specifically, those individuals on Essential Skills who apply for an Essential Skills work visa on the basis of no changes to their employer, role or location of employment will be eligible for the grant of a minimum 24-month visa, regardless of their remuneration level and will not be subject to Labour Market testing requirements. Those applicants who do earn at or above median wage ($27 from Monday 19 July) will remain eligible for a 36-month visa.

Open work visa and Student Visa holders with valid work rights are also expected to benefit from this change. Individuals who meet certain requirements will also not be required to produce a police or medical certificate, or a copy of their employment agreement to Immigration New Zealand in support of their Essential Skills work visa application assuming they have submitted these documents to Immigration New Zealand at some time in the past and there have been no changes to their terms of employment, standard of health or character since that date. Note that those people who are applying for a first time Essential Skills work visa will mostly likely need to provide an employment contract and potentially a medical and police certificate given they unlikely to have provided these earlier to Immigration New Zealand. However, those already on an Essential Skills work visa, who have not changed their employment, will benefit from this dispensation.

There are currently approximately 57,000 people in New Zealand on Essential Skills Work visas. It is expected approximately 19,000 will benefit from this new leniency in policy. It is important to note; however, that the same leniency is not currently afforded to an applicant’s dependent partner or children who will need to continue to meet the medical and police certificate requirements of existing policy.

Border Restrictions

Border restrictions remain in place and are likely to continue for some time and to at least February 2022. The government continues to review border settings to determine if and when groups of migrants may be able to travel to New Zealand. From Monday, 12 July, up to 300 Early Childhood and primary/secondary teachers and their families will be able to apply for a border exception to enter New Zealand despite the current border closure. This is the latest of ongoing changes to border settings and we are likely to see a slow broadening of the exception categories as time and New Zealand’s vaccine programme progresses. If your employee or their family are offshore and wish to travel to New Zealand, we recommend regularly reviewing the border settings to keep up to date with any changes.

Lapsed Temporary Applications

The Minister of Immigration has made the decision to ‘lapse’ certain visa applications that have been submitted for processing but cannot be approved due to New Zealand’s ongoing border restrictions. As a result, many offshore visa applicants, including family of some temporary visa holders in New Zealand, have been lapsed. This impacts approximately 50,000 visa applicants. A ‘lapsed’ application is not considered a decline and so it will not impact any future applications that an individual makes, nor does it need to be declared in any future applications. However, it still comes as disappointing news to many who have waited over 12 months for a decision to be reached on their visa application and travel to New Zealand.

If you know anybody in this situation who are still wanting to come to New Zealand, they will need to submit a new visa application once our borders re-open, and Immigration New Zealand start to process temporary applications again. For now, such applications and processing have been further suspended until 6 February 2022. Skilled Migrant Residence Category Selection of Expressions of Interest under the Skilled Migrant Category remain suspended. However, indications are that the updated policy has been signed off by the Minister and, whilst an initial planned reopening of selections next month no longer seems viable due to delays within Immigration New Zealand, it is a positive sign that we are edging closer to the reopening.

Much has been said in the media and on social media on the Skilled Migrant category with some speculating the category will remain closed for another year or, in some cases, indefinitely. We do not believe this to be the case, but it is possible that while Immigration New Zealand work to reduce the current Residence applications on hand, a delay in the reopening of the category is likely to be seen for at least the next couple of months. Some employees may be concerned about their future and the changing nature of immigration policy. We are aware that there is a lot of misleading information on social media and news platforms. If you would like to discuss this latest announcement in greater detail and how it may impact your business and employees, or have any questions on the updates provided, please do not hesitate to contact Steve Baker on steve.baker@enterprise.co.nz or call 027 212 5483.

Article published with thanks to Karen Justice.

Immigration New Zealand Update - June 2021

Mon, 14 Jun 2021 20:59:49 GMT

Immigration New Zealand Regulation Updates

Changes relating to the median wage, essential skills work visa and auto extensions to certain visa categories, were announced by the Minister of Immigration on Friday 11th June. These changes impact migrants and their employers alike. These changes are in effect from 19 July 2021, which gives a small window for employers to plan and action steps.

From 19th July 2021 the following applies:

Essential Skills and Median Wage

Essential Skills median wage goes up to $27/hour from the current $25.50/hour for a 3 year visa. Labour market tests still apply.

Visa duration for jobs paid below median wage will go back to being granted for 12 months (preCovid settings). This came into effect from yesterday, 10th June 2021. For the 12 month work visa, labour tests will also include listing the position with Work and Income.

Implementation of stand down periods for below median wage roles has been postponed until July 2022.

While current Essential Skills visas will not be extended, the Minister of Immigration has increased the duration of new Essential Skills visas for those who are paid below the median wage from 6 months to 12 months.

This change applies to all visas granted on and after 10 June 2021, even in cases where the application was made while the instructions still specified a six month duration.

Skilled Migrant Category (SMC)

SMC residence category remains closed to date however the median wage increase will flow to SMC when it opens.

Auto Extensions

Around 10,000 Working Holiday visas and Supplementary Seasonal Employment (SSE) work visas due to expire between 21 June 2021 and 31 December 2021 will be extended for another six months.

These visas will have open work rights allowing work in any sector. Those onshore holding Temporary work Visa will be able to apply for a SSE visa, but these will be restricted to horticulture and viticulture sectors.

Upcoming Accreditation Changes

The new mandatory accreditation and associated changes to temporary work visas, is a rapidly evolving landscape and many further announcements are expected over the next few months.

Below are some FAQ’s:

What happens to employers that are currently accredited, come 1st November?

Employers accredited under the current system will need to apply and meet the policy requirements of the new accreditation system, if they want to hire migrants on the new AEWV (Accredited Employer Work Visa)

Why do current Accredited Employers need to reapply under the new scheme?
Because the policy settings are different for the new scheme. Employers accredited under the current system will need to apply and meet the policy requirements of the new accreditation system.

When does INZ start accepting applications for the new accreditation?
The applications open in INZ’s online portal from late September 2021 (exact date awaited). The scheme becomes mandatory for employers wanting to support migrants on a work visa from 1 November 2021.

What happens to employers who have an accreditation application already lodged with INZ?
If you submit a fresh application now before 30 June (cut off date for applying under the current accreditation scheme), the accreditation team will contact you asking if you want to withdraw for a full refund (if no work has commenced on the application) due to the pending changes. Applications that have already been submitted can be withdrawn if an employer decides that they no longer want or need accreditation under the existing policy. However, if employers want to support talent work visas before 31 October 2021, they should not withdraw it and proceed with the application submitted.

What happens to employees of currently accredited employers that may choose not to renew their accreditation?
The existing settings allow a residence visa to be granted to a Talent work visa holder even if their employer did not renew their accreditation. A Talent visa holder’s pathway to residence won’t be jeopardised by the employer not renewing their accreditation. Work to Residence visa holders can apply under Residence from Work instruction for residence from work after 31 October.

When are further details about the new scheme expected?
Further announcements can be expected by end of June/ early July 2021.

What are the Immigration fees for the two new schemes?
The application fees for the new schemes – standard and high volume accreditations are still being worked through and are awaited.

What happens if an employer wants to move from being accredited under Standard scheme to High Volume scheme?
This detail has not been shared by INZ yet.

If you require additional support with your immigration requirements please contact Steve and his team via the details below.

Steve Baker

Phone: 03 353 0680

Mobile: 027 212 5483

Email: steve.baker@enterprise.co.n z

INZ Accredited Employer Scheme

Sun, 09 May 2021 21:17:24 GMT

Updated Information from Immigration New Zealand

INZ has released further information in relation to the new Accredited Employer Work Visa (AEWV) scheme which will be introduced from 1 November, 2021.

There remains limited information available as INZ continue to work through potential “cause and effect” issues.

In summary the new system is effective from 1 November, 2021 and will replace the following six visa categories:

Essential Skills Work Visa
Essential Skills Work Visa – Approval in Principle
Talent (Accredited Employer) Work Visa
Long Term Skills Shortage List Work Visa
Silver Fern Job Search Visa
Silver Fern Practical Experience Visa

Under the new Accreditation criteria, to sponsor migrant workers from 1 November, all employers will need to be “Accredited” (Employer Check).

There are three levels of Accreditation. There are higher expectations on employers who want to sponsor six or more migrants, who are Franchisees, or are Labour Hire Companies.

Applications to be accredited under the new system will be able to be lodged from late September, 2021.

You can still gain accreditation under the current regime until 30 June 2021. This may be an advantage if you wish to secure a realistic potential residency pathway for a valued migrant.

This may well be a Migrants last and /or only potential chance to secure a pathway to residence in New Zealand.

The current Skilled Migrant Category is closed and there is genuine concern about the changes that will be made to this category prior to opening again at some point in the future.

The new system for securing an AEWV will involve three stages:

The Employer Check
The Job Check (labour market testing – where necessary)
The Migrant Worker Check

To discuss in more detail contact Steve Baker Workforce Sourcing Manager, Licensed Immigration Adviser 201801044 at steve.baker@enterprise.co.nz

INZ Continues Focus on Immediate Government Priorities under COVID-19 Alert Level 4

wow@shazamme.com (Default Author) — Sun, 04 Oct 2020 01:20:00 GMT

INZ Continues to Focus on Immediate Priorities From the Government Under COVID-19 Alert Level 4

Who is eligible for an exception to the border restrictions?

The New Zealand border is currently closed to all but New Zealand citizens and residents. However the New Zealand government acknowledges that there may be extremely limited circumstances where it is appropriate for a person who is not a New Zealand citizen, permanent resident or person returning to New Zealand as a resident to travel to New Zealand. Exceptions are only in place for extreme circumstances where people have a critical purpose for travel to New Zealand.

What is the process for seeking an exception to travel restrictions?

A process has now been put in place by Immigration New Zealand (INZ) for requests to be made for exceptions to the border closure for exceptional circumstances.

People who are outside New Zealand and think they may be eligible for an exception can make a request to INZ by using a request form available on the INZ website. Before submitting a request, consider the availability of flights to New Zealand and travel restrictions for any country you may need to transit on the way to New Zealand.

What about immediate family of New Zealand citizens or residents who are travelling with them?

Immediate family who are not citizens or residents can make a request to Immigration New Zealand to undertake this travel. This process will provide this group of people with certainty that they can travel to New Zealand rather than risk being denied boarding flights to New Zealand.

What about Australian citizens and permanent residents who normally live in New Zealand?

Australian citizens and permanent residents who normally live in New Zealand can make a request to Immigration New Zealand to return to New Zealand. This process will provide this group of people with certainty that they can travel to New Zealand rather than risk being denied boarding flights to New Zealand.

How does the process work?

An individual needs to submit a request for an exception to the border restrictions. If their circumstances are considered exceptional and justify travel to New Zealand for a critical purpose, or because they are the family of, and travelling with a New Zealander. They will be invited to apply for a visitor visa, or to vary their existing visa to allow them to travel.

How long will the process take?

INZ will endeavour to respond to expressions of interest within three working days, depending on demand. Visa applications from individuals who have been invited to apply for an exception will be prioritised.

On what sort of grounds are exceptions being given, or able to be given?

Exceptions may be considered on a case by case basis, for

- Healthcare and other essential workers

- Citizens of Samoa and Tonga for essential travel to New Zealand

- Visitor, student or work visa holders who normally live in New Zealand, and who are the partner or dependent of a temporary work or student visa holder who is currently still in New Zealand.

- Humanitarian reasons

Very few requests have been approved to date.

What are the exceptions with regards to the partners of NZ citizens or residents wishing to still travel to NZ to be with their NZ partner? Is there a process to allow entry for non-resident or citizen partners, approved visas, who are offshore but the NZ permanent resident or citizen is onshore?

The health and wellbeing of New Zealand and ensuring we minimise the spread of COVID-19 is our number one priority at the moment. Exceptions may be considered on a case by case basis for individuals who meet the criteria.

What qualifies as humanitarian grounds?

Immigration New Zealand has the discretion to make humanitarian exceptions in extremely limited cases. Officers may take into account factors such as:

- The person’s connection to New Zealand and to the place they are currently located

- Whether New Zealand is their primary place of residence, and how long they have been away from New Zealand

- Other options available to the person

- The impact of not giving an exemption

- Whether the Ministry of Health or a District Health Board supports the provision of any medical treatment that may be required by an applicant

New Paragraph

· Other options available to the person

· The impact of not giving an exception

What is the definition of essential health workers as identified by the Government?

An essential health care worker is defined as a current or new employee with a signed offer of employment from one of the listed agencies and who has a commencement date from March to June 2020. The employee will hold an acceptable key clinical or non-clinical position working in:

· A District Health Board

· The New Zealand Blood Service

· Hospice or palliative care

· A primary care practice such as urgent care or a medical or healthcare centre

· Aged residential care, respite or continuing care facility.

What occupations are covered?

The exception for essential health workers applies to people who hold the necessary qualifications and registration (if required) to work in NZ. Key clinical or non-clinical positions within the agencies listed are as follows:

· Medical Doctors

· Nurses

· Midwives

· Psychologist, Physiotherapist

· Technical and Scientific staff working in theatre, laboratory, radiology, cardiology, blood service, nuclear medicine, oncology, haematology, pathology, hyperbaric medicine and mortuary and Research staff.

· Care and Support Workers; Aged Care, Child Health and Palliative/hospice care workers; Mental Health and Forensic care workers.

This exception also applies to the essential health workers’ partners and dependent children.

What are other essential workers identified by the Government?

The COVID-19 All of Government Officials group will identify and consider exceptions for other essential workers in occupations which are critical to delivering the response to COVID-19 and/or maintaining critical infrastructure. Exceptions will be decided by the Government following advice from officials.

Essential workers are considered by the COVID-19 All of Government Officials group as critical to delivering the response to COVID-19 and /or maintaining critical infrastructure, and agreed to by the Minister of Immigration and other responsible Ministers. For more information go to https://covid19.govt.nz/government-actions/covid-19-alert-level/essential-businesses/

Extensions to Visas under Epidemic Management Notice

Why are you automatically extending visas?

The Government has ensured that there is some certainty for temporary migrants in New Zealand as they face the challenges of being in a foreign country at this extraordinary time.

Who does this affect?

The epidemic management notice affects holders of a work, student, visitor, limited or interim visa with an expiry date of 2 April to 9 July 2020 inclusive who are in New Zealand on 2 April 2020. These individuals will have their visas automatically extended to 25 September 2020. Confirmation of extensions have been emailed to visa holders. Visa holders can also confirm their visa expiry date has been extended by using the Visa Verification Service on the INZ website.

How many people will this affect?

There are around 85,000 temporary visa holders in New Zealand whose visas were to expire between 2 April and 9 July. These visa holders have had their visas automatically extended until 25 September 2020.

Why did visa holders with temporary visas expiring before 1 April 2020 have to apply for a new visa but those with visas expiring afterwards automatically get a visa extension?

The New Zealand Government’s epidemic management notice relating to immigration matters was announced on Tuesday 24 March 2020 and came into effect on Thursday 2 April 2020. The time between the announcement and implementation of this measure was needed to ensure that the automatic rollover of any visa, and its conditions, is appropriate for their situation.

Do people with NZETAs qualify for extension?

All NZeTA holders are issued a three month visitor visa on arrival into New Zealand. Under the epidemic management notice their visa will be extended to 25 September 2020 (the same as those who are on visitor visas).

Do people have to pay for visa extensions?

People with a work, student, visitor, limited or interim visa with an expiry date of 2 April to 9 July 2020 inclusive who are in New Zealand on 2 April will have their visas automatically extended to 25 September 2020. As there is no visa application, these individuals are not required to pay a fee.

I am in New Zealand unlawfully because I was unable to depart before the expiry of my temporary visa due to the impacts of COVID-19. What do I do?

If you currently do not hold a valid visa to remain in New Zealand (your visa has already expired) you should send an email outlining your circumstances to s61@mbie.govt.nz . Please include:

Visa flexibility

What’s the Government doing to provide greater flexibility for employers during the lockdown?

A number of changes have already been made to temporary work visa settings to better support the all of Government response to COVID-19 and ensure we have the critical workers we need at this time. To facilitate global health professionals for the COVID-19 response, visa applications will be prioritised for key roles necessary for the health response in New Zealand.

What are you doing about lower-skilled workers in the healthcare sector who face having to leave New Zealand because they have run out of time?

Lower skilled temporary healthcare workers that are currently in New Zealand will be able to work in New Zealand for an additional 12 months before they are subject to the stand down period. This will allow those health workers with lower skilled Essential Skills visas who have worked in New Zealand for three years an additional 12 months before they are subject to a stand down period where they must leave New Zealand for 12 months. This will provide additional certainty for those impacted, some of whom will be affected by the first stand down period from 28 August 2020, and it will also help maintain existing workforces at this critical time. This extension will also apply to partners and dependents of affected workers.

What are the main healthcare roles affected by the stand down?

The main healthcare roles affected by the stand-down are Aged or Disabled Carers and Personal Care Assistants, operating in the aged residential care sector. It is acknowledged that some temporary work visa holders working in the health sector affected by the stand down may choose to return to their home countries rather than stay for one more year.

Can the healthcare sector also rely on international students?

Yes. International Students currently employed in healthcare roles (including aged residential care) will now be able to work full-time until 3 July 2020 in order to support the public health response to COVID-19 (subject to students still meeting the study requirements of their student visa). Normally, international students can only work 20 hours per week and full-time during vacation periods to ensure students focus on their education. Removing the 20 hour restriction for students working in healthcare roles will help providers with staffing needs in the COVID-19 response.

How will this policy affect students’ learning?

Students who are employed in healthcare roles and who want to work more than 20 hours should discuss their plans with their education provider because the student must still meet their study requirements. The three-month time limit reduces the risk of full-time work detracting from the student’s study, where remote learning is being undertaken. This change is to ensure that the current settings for student work rights are not a barrier to meeting immediate staffing needs for the COVID-19 health response.

Are there other industries where the Government has agreed to greater flexibility for visa holders?

Yes. Changes have been made to immigration instructions to relax visa restrictions for two groups of current supermarket employees for a period of 30 days to help manage labour supply issues. Between now and 25 April 2020 inclusive work visa holders working in supermarkets can work in some roles other than those specified on their visa. During the same period student visa holders who work in supermarkets can work more than the current maximum of 20 hours per week.

Who do these measures apply to?

These visa measures apply to supermarkets operated by Woolworths New Zealand – owners of Countdown, Super Value and Fresh Choice supermarkets – and Foodstuffs – owners of New World, Pak n Save, Four Square, On the Spot and Raeward Fresh.

What about varying conditions of work visas and changing the definition of full-time work for migrants from the current 30 hours per week?

INZ and other Government agencies involved in the COVID-19 response are engaging regularly with employers and other interest groups and listening to their concerns. Officials are urgently looking at further options to provide flexibility to visa conditions for temporary work visa holders and providing advice to the Government. The Government is actively considering a range of options and will make decisions as soon as possible. However, the priority at the moment is on ensuring the continuation of essential services.

General Travel

What about temporary migrants who want to go home but are stuck here?

The Government understands the current situation is impacting people in many ways.

The Covid-19 wage subsidies are available to anyone legally working in New Zealand. This includes people here on temporary work visas.

Currently our advice to people who are here from overseas, who are not currently employed, and are experiencing financial difficulty during COVID-19 alert level four is to talk to their Embassy or Consulate for assistance. This includes workers here on a Recognised Seasonal Employer scheme, working holiday, short-term visa, students and tourists.

If you are unable to secure self-isolation accommodation, some limited assistance can be provided to find accommodation to self-isolate by contacting the Temporary Accommodation Service (TAS) to register on 0508 754 163.

In extreme cases where you cannot obtain essential supplies during phase 4, contact can be made with the local Civil Defence Emergency Management (CDEM) Groups (0800 numbers on website www.civildefence.govt.nz/resources/news-and-events/news/cdem-group-0800-numbers-for-supporting-communities/

I’m a resident visa holder; can I travel to New Zealand?

Yes. If you hold a residence visa and this is not your first time travelling to New Zealand on your residence visa you can enter New Zealand.

I hold a residence visa but have not yet travelled to New Zealand on this visa; can I travel to New Zealand?

No. You are subject to the current travel restrictions and cannot travel to New Zealand.

I am an Australian citizen/permanent resident and normally live in New Zealand; can I still come to New Zealand ?

Yes, Australian citizens and permanent residents who normally live in New Zealand can still travel to New Zealand, but they have to make a request to Immigration New Zealand do so. This process will provide this group of people with certainty that they can travel to New Zealand rather than risk being denied boarding flights to New Zealand.

What happens to employees who are work visa holders who ordinarily live in NZ but have gone offshore for either work or holiday and have return tickets. Can they come back in?

The Government’s current border restrictions and alert level 4 mean that people in this situation are not able to come back to New Zealand unless they meet the strict exception criteria.

Can the first entry date on a work visa be changed to allow people with approved visas offshore to travel later instead of applying for a variation or new visa?

No decisions have been made on this issue yet. This is a rapidly evolving situation and we need to ensure that any decisions take into account the wider impacts of COVID-19, including any changes to the labour market.

If a temporary work visa holder is overseas and cannot travel back to New Zealand for their job, does this impact on the validity of their current work visa?

If the work visa is linked to a specific job and the job is still available, then the visa will remain valid and the individual will be able to travel to New Zealand when the travel restrictions have been lifted (unless they meet the exception criteria and can travel sooner).

However, if the job is no longer available, then the work visa will no longer be valid.

An employee cannot apply for a new visa because they cannot obtain the required documentation for their visa i.e. police certificate, medical certificate. What options do they have?

All applications are still required to meet normal immigration requirements, which for some will include providing a police or medical certificate. If individuals are unable to provide this documentation at the time they make their application they should include details of this and the reasons why the documentation is not available. This explanation will be considered when the application is assessed. However, please note that due to our immigration offices being closed, we are currently only processing essential visa applications related to COVID-19 in line with the direction of Government.

If a visitor has a visa and wants to travel to NZ at a later date, can the visa be extended so they don’t need to re-apply?

INZ is currently looking into this issue. However, given that the border is currently closed and New Zealand is at alert level 4, this is not one of our priority issues to resolve at the moment.

Migrant Staff with Expiring Visas

wow@shazamme.com (Default Author) — Mon, 07 Sep 2020 10:00:00 GMT

The Government have finally addressed the “Elephant in the Room’. That is the plight of migrant staff with visas that are about to expire.

Enterprise Recruitment Christchurch Safety Event

wow@shazamme.com (Default Author) — Wed, 05 Aug 2020 02:50:28 GMT

Enterprise led a group of Christchurch Recruitment agencies who combined to put on a safety event for their temporary staff last week. 140 employees (and a few consultants ) showed up for an early evening BBQ and an overview of the risks, to themselves and their colleagues, from drugs and alcohol in the workplace

How does the NZ median wage potentially impact on Immigration criteria

wow@shazamme.com (Default Author) — Thu, 11 Jun 2020 14:04:00 GMT

The New Zealand median wage increased to $27 per hour for the June 2020 quarter, according to Statistics New Zealand.

The Impact of COVID-19 on Immigration

wow@shazamme.com (Default Author) — Tue, 04 Feb 2020 21:45:00 GMT

The Labour Market Test

This is a key component of an Essential Skills work visa application. The inevitable higher levels of unemployment in NZ will mean employers should expect to encounter increased resistance from Work & Income. They will be increasing expectations that employers act in good faith when considering any potentially suitable New Zealand residents or citizens who may be available for the work. If there is a New Zealand candidate that is suitably qualified or can be readily trained to do the role on offer, then the labour market test will not be satisfied.

In the situation of a visa renewal application for an incumbent migrant worker, the employer will be required to conduct a further labour market test. The MSD / INZ expectation will be that the role is offered to any suitable Kiwi applicants. Expect the tougher labour market test to be implemented almost immediately following the lockdown, even before INZ has officially amended its formal policy in this regard. Post lockdown, we anticipate the focus on this component will steadily increase until such time as the new policy is fully operational.

Employer Accreditation Requirements

Linked to the introduction of a tougher labour market test will be an increased expectation on accredited employers to demonstrate their commitment to recruiting, training and upskilling New Zealand citizens and residents. This requirement is one of the key criteria under the current accreditation policy. However, with a greater “pool” of potentially suitable New Zealand citizens available in the market, employers will need to do more to show that they are genuinely committed to recruiting and training “Kiwis first”.

INZ has indicated it will move to a new system of compulsory accreditation for any employer that wishes to hire a migrant worker via an employer-sponsored visa, as early as January 2021.

Recommendations

Make your migrant employee’s next visa application as soon as possible, before new tougher immigration policy is introduced.

It’s important to take a close look at the migrant workers in your business with a view to anticipating the likely impact that these changes will have on them. This will be of particular importance to those employees who are in low skilled or low paid roles. If you have Essential Skills visa holders or holders of Post Study (open) work visas, that are key employees to retain in your business and whose current visa will expire prior to 31 December 2020.

Review job descriptions, advertisements and selection processes

It will be important for job descriptions, job advertisements and associated supporting documentation to be well drafted to clearly articulate the key skills, qualifications and experience required for the role. Care needs to be taken in the selection process to ensure procedural accuracy and that no New Zealand citizens/resident applicants are unfairly disadvantaged. All supporting documentation needs to be accurate. The importance of providing well-drafted employer supporting documentation is critical to ensure applications are INZ “decision-ready”.

Accredited employers and those considering becoming accredited should aim to complete their renewals or their applications as soon as possible, in light of expected processing time delays.

This higher standard will likely be applied to almost all employers of migrant workers. The compulsory accreditation system had been flagged for introduction in 2021.

Aimee Pernites and I are highly experienced in supporting employers & employees to navigate the immigration system to make it work for their needs or business. We are able to assist you to ensure you can be prepared as best as possible for the new immigration policy, post COVID-19.

Updates for Employers of Temporary Migrants

wow@shazamme.com (Default Author) — Mon, 06 Jan 2020 20:00:00 GMT

The COVID-19 pandemic is presenting New Zealand employers with extraordinary economic and labour market challenges. Immigration New Zealand is working with businesses, helping them navigate an environment where more New Zealanders are available to work, while continuing to uphold the rights of migrant workers.

Happy 20th Anniversary Kevin!

wow@shazamme.com (Default Author) — Sun, 02 Dec 2018 19:30:00 GMT

How time has flown!

It hardly seems like twenty years have passed since Kevin Richardson starting working for Enterprise Recruitment.

In that time Kevin has become an important element in our success at Enterprise Recruitment. Back in 1997, Enterprise had 2 branches in Auckland and considering how to become a national business - now we proudly have 5 branches from Invercargill to Auckland. Kevin came one as an accounting technician straight out of study and is now our Finance Manager.

Thanks for all your commitment Kevin and we look forward to the next 20 years!

What is in store in 2017?

wow@shazamme.com (Default Author) — Wed, 01 Nov 2017 11:00:00 GMT

Forecasting what will happen in a new year is always fraught with speculation but using our broad understanding of the labour market in NZ generally, we've put together some general trends of what's in store this year.

The Driving Force

wow@shazamme.com (Default Author) — Mon, 03 Jul 2017 11:00:00 GMT

When a candidate's motivation is clear and confident.

Enterprise will match that confidence with a placement to suit.

However, if a candidate is doubtful or insecure in their choice and indefinite comments arise from their indecision, that is when our skilled recruitment team at Enterprise will guide and advise, showing genuine interest with questions and the ability to listen, until the all important motivational factor is revealed.

Motivators that are often crucial to a candidate’s job satisfaction:

New Kids On The Block

wow@shazamme.com (Default Author) — Tue, 08 Nov 2016 10:00:00 GMT

Meet the new additions to the Auckland branch - from left Raman Kaur, Kerry Kirwan and Maurice Slingerland

Kickstart Your Career With These Fixed Term Opportunities in Hamilton

Sun, 07 Aug 2016 10:00:00 GMT

We currently have 2 opportunities to join a well known Government commission providing natural disaster insurance for residential property. These are fixed contract roles based in Hamilton that offer a great chance to develop professionally and build your C.V.

Customer Service Consultant:

As part of the Customer Solutions team based in Hamilton, the Customer Service Consultant is responsible for providing individual, personal claim support and service face to face with customers.

Skills/Requirements:

If you are intersted in getting all the details and perhaps applying click this link - http://ow.ly/HOc130222xG

Claims Advisor:

The purpose of this position is to support the Claims Administration Team by assisting with the processing of claims information. This role will involve the use of a number of different information management systems and there are number of checks that this role will need to perform to meet our obligations under the EQC Act 1993.

Skills/Requirements:

If you are intersted in getting all the details and perhaps applying click this link

- http://ow.ly/alpr302239x

Enterprise Receives New Accreditation from Immigration NZ

wow@shazamme.com (Default Author) — Mon, 01 Aug 2016 11:00:00 GMT

Enterprise Recruitment have been accredited as an ‘Immigration NZ Canterbury Labor Hire Employer’!

This is a new requirement meaning that from January 1st 2016 ONLY accredited labour hire companies can recruit overseas candidates for the Canterbury rebuild. To become accredited you have to meet Immigration NZ requirements which include employment systems and procedures, financial soundness and be well established in the market

At January 1 there were are only 5 accredited agencies in Canterbury making Enterprise a key recruitment agency in the Christchurch rebuild.

A Specialist Company

wow@shazamme.com (Default Author) — Tue, 12 Jul 2016 11:00:00 GMT

Enterprise Recruitment has specialist divisions.

Expert

Responsive

Straightup and Honest

Partnership

Another Enterprise Temp Success Story

wow@shazamme.com (Default Author) — Sat, 07 May 2016 10:00:00 GMT

Industrial Temp to Permanent Employment With Enterprise Invercargill!

Congratulations to Joe Young. Joe came to Enterprise looking for an opportunity. We placed him in a temporary role with a NuLook Southland where he immediately made an impact, impressing with his attitude and reliability.

Joe's hard work and positivity have paid off! He's recently been offered a well deserved full time position with NuLook. Thank you and well done Joe!

Above: Joe being congratulated by Enterprise Recruitment Invercargill Assistant Branch Manager Keir Morrison

Wellington Recruitment Company runs wellness evening

wow@shazamme.com (Default Author) — Sun, 06 Mar 2016 10:00:00 GMT

Enterprise Hutt branch ran a wellness evening this week with Flu shots available to all staff who attended as well as a range of information to help keep you fit and healthy thru the winter people. A great initiative that was well received by all who attended

Addressing New Zealands Talent Shortage

wow@shazamme.com (Default Author) — Mon, 11 Jan 2016 11:00:00 GMT

4 Do’s and 4 Don’ts When Writing an IT C.V

wow@shazamme.com (Default Author) — Thu, 03 Dec 2015 11:00:00 GMT

Our Auckland I.T Candidate Manager Claire Lowe has put together some top tips for C.V writing in her industry of expertise:

"In my role as an IT Candidate Manager I see a lot of C.V.s on a daily basis, some are fantastic and get directly to the point and others leave you wondering where the person currently is and what they are currently doing. Given this large amount of exposure one soon forms an opinion on what makes an effective technical CV and what doesn’t. Enterprise prefers to send candidates C.V.s to the client as they are written to show authenticity and ensure key details are not transposed incorrectly.

International IT Talent Succeeding in New Zealand – Milorads Story

wow@shazamme.com (Default Author) — Tue, 01 Dec 2015 11:00:00 GMT

Milorad’s story of coming to New Zealand and gaining employment in the IT industry highlights how the correct alignment of government initiatives, employer demand and skillful recruitment strategy can bring exciting results for the employers, employees and our recruitment team. This is a point often overlooked by many candidates who try to go it alone. A reputable recruitment consultancy like Enterprise builds high levels of trust with their clients that facilitate an easier process for candidates to gain an introduction.

Enterprise Tells Southland Times The Region Is On The Rise

wow@shazamme.com (Default Author) — Fri, 06 Nov 2015 10:00:00 GMT

Our very own Rob Malpass, Invercargill Branch Manager, was quoted today in the Southland Times in a story highlighting promising signs for the regions economy. To see the full story click here

Video: Interview with IT Candidate About Working in New Zealand

wow@shazamme.com (Default Author) — Wed, 07 Oct 2015 10:00:00 GMT

Deepali came with her husband from Indiato take up a job in the IT sector. Deepali was kind enough to come in and answer some questions about IT recruitment in NZ

MBIE Short-term Employment Forecasts: 2015 – 2018

wow@shazamme.com (Default Author) — Sun, 04 Oct 2015 10:00:00 GMT

Latest employment forecasts reflect what Enterprise is seeing nationally with demand high across all sectors and locations requiring us to develop innovative sourcing partnerships for our clients.

5 Temps Offered Permanent Places In 5 Weeks

wow@shazamme.com (Default Author) — Thu, 10 Sep 2015 11:00:00 GMT

Enterprise Produces a Quick Solution to Ease a Client’s Temporary Recruitment Headache

wow@shazamme.com (Default Author) — Thu, 06 Aug 2015 10:00:00 GMT

Enterprise Reports a 40% increase in Mobile Phone Traffic from September

wow@shazamme.com (Default Author) — Sat, 02 May 2015 11:00:00 GMT

As the influence of the internet and technology advances, the way in which we are connecting with it is changing. Increasingly users are accessing the web from mobile devices. In fact it is projected that by 2017 87% of internet capable devices in the world will be smartphones or tablets. For forward thinking organisations with a web presence, mobile optimisation has been a hot topic for the past 18 months.

growth

New Zealand I.T Opportunities attract Eastern Europeans

wow@shazamme.com (Default Author) — Sun, 12 Apr 2015 11:00:00 GMT

Where did you move to NZ from? Moscow, Russia

What is your current role? Solutions/Scala Developer

New Year, New Challenges and Opportunities

wow@shazamme.com (Default Author) — Mon, 02 Mar 2015 11:00:00 GMT

At this point a year ago who would have predicted oil close to $40.00 a barrel, a dairy pay-out below $4.50, a US economy powering ahead & the Swiss National Bank (SNB) breaking their Euro peg?

Enterprise Add Two New Experienced Consultants to Join Lower Hutt team

wow@shazamme.com (Default Author) — Wed, 07 Jan 2015 10:00:00 GMT

Enterprise is fortunate to have attracted two new experienced Consultants to join our Lower Hutt team. Wendy Oliver and Rochelle Searancke are experienced Consultants with a combined 15+ years industry experience and specialising in Engineering, Logistics, Production, Transport and Warehousing . Their expertise and experience make them the right people in the right jobs and we are proud to have them as part of the Enterprise Team.

The Smiliest Temp in the World

wow@shazamme.com (Default Author) — Tue, 09 Dec 2014 10:00:00 GMT

Video: Don’t try to be a Superhero

wow@shazamme.com (Default Author) — Sun, 09 Nov 2014 10:00:00 GMT

We all sometimes forget the basics, like bending you knees to pick up a heavy object. No fear Enterprise 'Safety Man' is here to give you a friendly reminder.

More Temp Success – Congratulations Kimmy!

wow@shazamme.com (Default Author) — Sun, 12 Oct 2014 11:00:00 GMT

Kimmy was placed as a Laboratory Technician at the New Zealand Aluminium Smelter in October 2013. Although a qualified Pharmacy Technician she had recently been made redundant from an administration role and was relieved to secure a temp job with Enterprise Recruitment in her preferred profession. What a great chance she took taking the temp role… 14 months later Kimmy called with the news she has been offered a permanent position. Congratulations Kimmy!

Ian McPherson Appointed to the Governing Board of the RCSA

wow@shazamme.com (Default Author) — Fri, 11 Jul 2014 11:00:00 GMT

Ian will be the sole representative from New Zealand on the Governing Board, a prestigious appointment for himself and Enterprise Recruitment itself.

Infographic- The Corporate Interview: Men, What To Wear

wow@shazamme.com (Default Author) — Tue, 08 Jul 2014 10:00:00 GMT

We have put together this simple infographic to give you an idea on the dress standards for a corporate interview.

Matching Daniel with the “Fantastic” Job he Didn’t Think He Wanted

wow@shazamme.com (Default Author) — Sat, 05 Jul 2014 10:00:00 GMT

Our highly involved service digs beneath the surface of both candidates and clients to create great results for both parties. Often when on the face of things a fit may seem unlikely, our ability to cut to the core of what matters for both parties can put the right people in the right places.

First Annual Rewards and Recognition Programme Winner

wow@shazamme.com (Default Author) — Fri, 06 Jun 2014 10:00:00 GMT

We have just announced Deb Brockie (an industrial sector Consultant in our Wellington branch) as the first winner of Enterprise’s staff rewards and recognition programme. Called The Dependables, the programme was launched in mid-2013. Staff can nominate colleagues each month for putting one or more of our Values (Partnership, Expertise, Responsive, Straight-up & Honest) into action with clients, candidates, or with other staff internally, to deliver our Organisation Promise (Depend on Us).

Peeling Spuds to Working 60m Off the Ground

wow@shazamme.com (Default Author) — Thu, 05 Jun 2014 10:00:00 GMT

Michael was working in a restaurant in Westport and not sure what he wanted to do when we met him. But we saw the potential for him to do something completely different and suggested a Pylon Maintainer role with Transpacific Industrial Solutions.

Mutual Respect and Trust Create Longstanding Business Relationships

wow@shazamme.com (Default Author) — Thu, 05 Jun 2014 10:00:00 GMT

Good understanding of our clients needs and quality communication have helped us deliver a great service to Sealed Air in Wellington. Over the years they have come to really trust us and that's the biggest compliment we can get.

Taking the Risk Out of Offshore Recruitment

wow@shazamme.com (Default Author) — Thu, 05 Jun 2014 10:00:00 GMT

BMS Accountants had a highly skilled and tightly specified role which they were struggling to fill by searching locally. We looked offshore and delivered a personally tailored service to both client and candidate to make things easy for both parties.

From South Africa to Practice Manager in NZ in 8 Weeks

wow@shazamme.com (Default Author) — Thu, 05 Jun 2014 10:00:00 GMT

We understand the challenges of long distance recruitment and have experience in implementing an individually tailored service which puts the right candidates forward for the right roles.

We’re the Recruitment Agency this CEO Takes With Him

wow@shazamme.com (Default Author) — Thu, 05 Jun 2014 10:00:00 GMT

Ian Bailey has worked as CEO and MD for private and public technology companies including Keycorp NZ Limited (which became Insight data), Cadmus Technology Limited and SmartPay Holdings Limited. But wherever his career has taken him, Ian has also taken us, for over 25 years.

New Addition to Enterprise Recruitment Lower Hutt – Loren Szeto

wow@shazamme.com (Default Author) — Thu, 08 May 2014 10:00:00 GMT

Loren will be working as a Resourcer, supporting 'Team Industrial' at the Lower Hutt Branch. Her focus will be ensuring that the candidate compliance is under control and that candidates have an excellent experience when they arrive in the branch.

Video: It’s Better to be Safe than Sorry

wow@shazamme.com (Default Author) — Wed, 09 Apr 2014 10:00:00 GMT

When it comes to safety at the workplace, Enterprise Recruitment's trades and construction clients love dealing with clued up and conscious workers who treat PPE as a priority. This short video explains what is required if you get work in the building and trades industry.

Taking the Time to Understand What Makes People Tick

wow@shazamme.com (Default Author) — Sat, 05 Apr 2014 10:00:00 GMT

We placed Sally Goodwin in a job she never would have thought to apply for and now calls "the best she's ever had"

Enterprise at the RCSA Awards Night

wow@shazamme.com (Default Author) — Thu, 06 Mar 2014 10:00:00 GMT

Enterprise Recruitment was the only New Zealand company that featured at this prestigious award and our nomination came from our focus on Health and Safety internally and externally in the workplace.

Infographic- Employment Statistics 2014

wow@shazamme.com (Default Author) — Mon, 10 Feb 2014 10:00:00 GMT

Video: Safety Is No Accident

wow@shazamme.com (Default Author) — Fri, 10 Jan 2014 10:00:00 GMT

Don’t be a Tool! When it comes to hazards in the workplace inappropriate use of equipment ranks high for cause of injury. Let Enterprise Safety man take you through some simple measures you can take to stay safe and aware.

Who’s Who in the Zoo

wow@shazamme.com (Default Author) — Wed, 08 Jan 2014 10:00:00 GMT

Barry is a specialist in IT recruitment. With over 30 years experience in the IT industry and being an integral part of Enterprise's senior management, he has his finger on the pulse for IT recruitment in New Zealand and overseas.

Another Enterprise Recruitment Temp Work Success Congratulations Hannah

wow@shazamme.com (Default Author) — Thu, 01 Jan 1970 00:00:00 GMT

Congratulations to Hannah Honey, an Enterprise Business Support division temp who turned her temp assignment into a permanent job opportunity for herself. Hannah’s role involves organising the daily lives of a nationwide team of client auditors. She did this so well they decided she was indispensable and secured her permanently into their team.

Enterprise Auckland Branch Manager and Business Support Consultant Fiona Hewitt were on hand to present Hannah with a tasty chocolate mousse cake to share with her new colleagues.

Operation Spectrum: Raids on Auckland construction sites stop nearly 200 illegal workers

wow@shazamme.com (Default Author) — Thu, 01 Jan 1970 00:00:00 GMT

A six-month investigation into Auckland's construction industry by Immigration New Zealand that resulted in deportation of nearly 200 illegal workers highlights one of the key benefits of using a StaffSure certified provider.

Certification provides upstream businesses with a trusted platform to choose a reputable provider, with proven business integrity, who invests in the care of their workers and limits the risk for those that rely upon them.

StaffSure covers all forms of Workforce Service Provider, including on-hire firms, labour hire, staffing firms, contracting firms, employment agencies, temp agencies, payroll agencies and recruitment firms, regardless of occupational or industry specialisation.

We are proud to be one of the first NZ firms StaffSure certified

Enterprise Recruitment Looks Towards the New Financial Year in Christchurch

wow@shazamme.com (Default Author) — Thu, 01 Jan 1970 00:00:00 GMT

Steve Baker our Christchurch Branch Manager with his outlook for Recruitment for the new financial year in Christchurch

Feedback from a Succesful Candidate on Enterprise Recruitment

wow@shazamme.com (Default Author) — Thu, 01 Jan 1970 00:00:00 GMT

Abizer was recently placed in an I.T role involved in product development based in Auckland and was so happy with his new job he contacted his personal employment consultant to let them know. We took the time to understand Abizer and communicate about what it is he wanted out of a new job. We established the type of company he was working for as well as the type of work he was doing were central to his motivations, he wanted to enjoy and feel good about what he was doing, and we tailored our service to reflect that.

Temps are great!

wow@shazamme.com (Default Author) — Thu, 01 Jan 1970 00:00:00 GMT

temporary staff division

visit our website

We're Paying Civil Construction Workers More

wow@shazamme.com (Default Author) — Thu, 01 Jan 1970 00:00:00 GMT

If you are interested in finding out how you could earn more contact us -

Email: Bill.Grindell@enterprise.co.nz

Call: 04 568 0372

TXT: 027 430 1122

New Addition to Enterprise Recruitment’s Auckland CBD Team

wow@shazamme.com (Default Author) — Thu, 01 Jan 1970 00:00:00 GMT

Enterprise Recruitment Provides Talent for Leading NZ I.T Innovator

wow@shazamme.com (Default Author) — Thu, 01 Jan 1970 00:00:00 GMT

Technology driven parking experiences, smart cities and digital natives in the boardroom....

By Steve Martin

Enterprise Recruitment placed CTO John Heard into leading New Zealand technology firm Smart Parking. We asked him his thoughts 18 months later….

Couldn't find a park, someone blocked you in, had to walk miles, had an angry encounter with a parking warden or worse - got towed. When viewed this way, we realise that actually people are quite passionate about car parking.

“Every vehicle journey begins and ends in a parking space” says John. It’s Smart Parking’s mission to transform the car parking experience into a consistently positive one for all stakeholders from councils and facility owners, to (most importantly) us, the end user.

“Technology in this area has barely advanced since the dawn of the car. It’s been a world of white lines, signs, meters and chalk marks on cars” says John.

But all of this is changing; Smart Parking is designing software and firmware products that are revolutionising the parking experience. Imagine paying only for the exact time you use a car park, and nothing more. Imagine being notified on your smart phone that your carpark time is about to run out and being able to top that up instantly via your phone - from anywhere!

These concepts and many more are about to become a reality in the “smart city”. John believes the smart city concept is now an emerging reality where a holistic collaboration of technologies will be feeding to a centralized function allowing for better decision making and vastly improved civic efficiencies.

The “internet of things” and the greater connectivity that it brings is driving opportunities for technologies and software products to be applied collaboratively. As an example, Smart Parking’s technology could be applied collaboratively with other technologies to provide security surveillance, crime prevention, and even to air quality monitoring applications for example.

These changes are not being driven by emerging technologies alone; John cites the emerging presence of the IT literate generation into senior decision making positions as another reason behind the developments taking place. This can be interpreted as people growing up with technology being more open to be able to conceptualise the possibilities and having a belief to push them through at board level. We can expect accelerated adaption of new digital technologies as more digital natives join the workforce and move into decision making positions.

Whatever your thoughts on these concepts are, there is no doubt that Information Technology’s transition from a business service to a business enabler is well and truly complete. It must be embraced across all organisational levels of a truly competitive organisation. Beyond this, greater collaboration at civic and government level will be a key to New Zealand business in continuing its path of global competitiveness.

Steve Martin leads Enterprise Recruitment’s Auckland based IT Recruitment team

Temporary To Permanent Success Story in Invercargill

wow@shazamme.com (Default Author) — Thu, 01 Jan 1970 00:00:00 GMT

Another feel good, temp work to permanent placement story at Enterprise...

Congratulations to Jeremy Findlay (right) pictured here with Rob Malpass, Enterprise Invercargill Branch Manager (left).

Jeremy has been offered a permanent role as a tractor driver with Pyper’s Produce. Jeremy has been with Enterprise working as a contractor for nearly 18 months and has worked in four different assignments. Fantastic that he has secured a permanent role after a reasonably short stint in his current assignment!

German Chancellor Poses for Selfies with Enterprise Recruitment

wow@shazamme.com (Default Author) — Thu, 01 Jan 1970 00:00:00 GMT

At Enterprise Recruitment we participate in many business events to ensure we maintain great business connections and relationships with a diverse range of organisations. One such event was the recent visit from German Chancellor Angela Merkel to Auckland where she presented to the members of New Zealand German Business Association of which Enterprise Recruitment is a member.

Updates to Compulsory Employer Accreditation

wow@shazamme.com (Default Author) — Thu, 01 Jan 1970 00:00:00 GMT

Update on Compulsory Employer Accreditation

Earlier this year, in our article entitled ‘ Compulsory Employer Accreditation Coming Your Way ’, we explained that the Government is proposing a significant change to the way that New Zealand employers support work visas by suggesting that all employers hiring migrant workers under a new framework will need to be accredited.

To recap briefly, the Government’s proposals released for consultation in December 2018 indicated that a new employer-led framework for employer assisted temporary work visas would consist of three gateways:

Gate 1: The Employer Check (Accreditation)

Gate 2: The Job Check (Labour Market Test)

Gate 3: The Migrant Check

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This means that under this proposed framework, the onus of providing information at the initial stage shifts from the migrant worker to the New Zealand employer. Employers would need to follow a process of submitting an application to Immigration New Zealand with a range of prescribed supporting evidence about their business and paying an applicable fee.

As part of this new framework, the Government would scrap six temporary work visa categories, including Essential Skills, Work to Residence – Long Term Skill Shortage List Occupation, and Talent (Accredited Employer). In essence, resulting in fewer pathways and visa options for migrant workers.

Feedback was invited on the proposals, with consultation running for three months. We understand that 641 submissions were received by the deadline of 18 March 2019, many questioning the need for the drastic overhaul.

At the time of writing this article, no further formal announcement had been made by the Minister.

So when is the new framework likely to come into effect?

The Minister of Immigration, Iain Lees-Galloway, indicated at a recent New Zealand Association for Migration and Investment conference held in Auckland on 24 August 2019 that he is aiming to announce the new employer-led framework including the requirements for compulsory employer accreditation within the next two months. He acknowledged at the conference that the new framework would be a big change for New Zealand employers and said that the new provisions would be phased in to give employers time to come to grips with the new requirements.

He also said that many employers in the hospitality industry in particular need to lift their game if they want to retain the right to employ migrant workers. He stressed that good employers would be rewarded.

In the consultation documentation released for comment it was flagged that the new framework with compulsory employer accreditation would be implemented between April and June 2020 . This timeline is yet to be confirmed by the Minister. However, given that 2020 is an election year, the Government will no doubt want to have any snags in the employer accreditation application process addressed before voters go to the polls.

How many employers and migrants will the proposals impact?

The numbers of visa applicants and, more importantly New Zealand employers that these proposals will impact was mentioned in the Cabinet Paper, that was released along with the consultation documentation, as being:

Impact on your business

The Minister of Immigration has signalled strongly that compulsory employer accreditation will be implemented.

In preparation for this change it would be prudent for New Zealand businesses, who already employ migrant workers or intend to in the near future, to review their processes and practices to ensure that they would be able to meet Immigration New Zealand’s requirements for accreditation.

In fact it would be prudent for all New Zealand businesses to make themselves ‘accreditation’ ready given they may need to employ migrants in the future even if that need is not there now. All New Zealand businesses should carefully consider whether they:

Once the compulsory employer accreditation comes into effect we anticipate that there are likely to be processing waiting periods which could have a detrimental impact on your business. As a result, we recommend that employers don’t leave applying for accreditation to the last minute.

We will continue to monitor the developments in this area and will provide further updates as needed.

If you have any questions contact:

Steve Baker FRCSA, Licensed Immigration Adviser 201801044 & Workforce Sourcing Manager on steve.baker@enterprise.co.nz

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Playing the long game leads to big opportunities

wow@shazamme.com (Default Author) — Thu, 01 Jan 1970 00:00:00 GMT

An emphasis on building long term relationships with valued clients has proven itself a winner yet again. As a result of this philosophy Enterprise is set to play a key role in the construction of Christchurch Hospital’s new Acute Services Building.

(Render of Acute Services Building when completed)

The Health Minister, Jonathan Coleman, called the new hospital building with a budget of $445 million, “the single biggest Government project in the Canterbury rebuild”. When it opens in 2018, the Acute Services Building will have 12 new operating theatres and procedure rooms, an expanded intensive care unit, state-of-the-art radiology, acute medical assessment, expanded emergency department, and a rooftop helipad.

The build is projected to generate 900 new jobs in the region and Enterprise Recruitment is set to have a hand in sourcing many of those candidates. This opportunity has come about through a stellar reputation in the Canterbury region and in particular a great relationship with the main sub contractors. Enterprise has developed a good understanding with a number of these sub contactors over the last 12 months.

(Construction underway at Acute Services Building)

The first stage of Enterprise’s involvement with this massive project will be bringing in 20 experienced Pipe Fitters from offshore. This will involve sourcing qualified candidates and then assisting them with every stage of their move to New Zealand. From handling their right to work in the country to finding their accommodation and helping them settle in the region, along with on going pastoral care.

This represents a massive opportunity and is a great reinforcement of the company's philosophy of putting a priority on building strong, long term relationships.

Missing Out on a Job Offers New Opportunities

wow@shazamme.com (Default Author) — Thu, 01 Jan 1970 00:00:00 GMT

So you missed out on your dream role - don’t give up at this point, it's only stage one.

MBIE Short Term Employment Forecasts: 2016 – 2019

wow@shazamme.com (Default Author) — Thu, 01 Jan 1970 00:00:00 GMT

- Employment forecasts report released today by the MBIE today suggests that employment will continue to grow by an average of 2.1 per cent, or 148,300 jobs annually over the next three years.

- The construction, hospitality and services sectors will continue to boost employment over the next two to three years.

- Rates of employment growth are forecast to be highest in the South Island, particularly in Marlborough, the West Coast and Otago over the three year period, though Auckland and Christchurch should see the largest net gains.

Read the full report for detailed forecasts by industry and occupation for regions.

Using Networks Helps a Newcomer Achieve Employment Success

wow@shazamme.com (Default Author) — Thu, 01 Jan 1970 00:00:00 GMT

Marina’s story is an example of how building networks on Social Media and other avenues is a powerful and successful way to gain employment opportunities

Claire Lowe – Enterprise Dependable Award Winner for 2015

wow@shazamme.com (Default Author) — Thu, 01 Jan 1970 00:00:00 GMT

The Dependable award is Enterprise’s annual internal award that recognises excellence in living the companies’ values:

- Expert

- Responsive

- Partnership

- Up Front and Honest

Video: IT Job Seekers in New Zealand and Overseas

wow@shazamme.com (Default Author) — Thu, 01 Jan 1970 00:00:00 GMT

Enterprise Recruitment has many IT positions available to suit IT professionals from all walks of life within New Zealand and from overseas. At Enterprise we have a specialist IT Division headed up by well known IT Recruiter Barry O’Brien who has 30 years industry experience and leads the Enterprise IT team with diligence and enthusiasm.

Our IT recruitment consultants are experienced, friendly and helpful and realise that finding that perfect job needs guidance from someone who not only understands the industry, but also has experience with IT professionals seeking a change in career.

The care and attention to detail after the candidate has been placed is very important to the Enterprise team. The feedback we get from successful candidates all points to our thoughtful approach provided during the recruitment process. The candidates and their success ensures our client, the employer, also gets a successful outcome.

Video: Meet the Recruiters

wow@shazamme.com (Default Author) — Thu, 01 Jan 1970 00:00:00 GMT

Enterprise is the company that will help you advance your career. We only employ the very best recruiters who are passionate about getting New Zealanders into jobs they love.

Health and Safety Newsletter - October 2016

wow@shazamme.com (Default Author) — Thu, 01 Jan 1970 00:00:00 GMT

Health & Safety Update

Spring Tips - Sun, Fun, Flowers & Bees!

Spring is finally here, and after an unusually cold August the sun and warm nor-west winds might be a welcome change. With above average temperatures across NZ being predicted for this summer, it’s sure to be a hot one.

Healthy Work - 10 Year Plan to Reduce Health Risks at Work

Top Tips to Make Your Online Presence Work for You When Job Seeking

wow@shazamme.com (Default Author) — Thu, 01 Jan 1970 00:00:00 GMT

Looking for a job can be challenging especially when your social media profile is poor. here are some tips to help you get the right job through a recruitment

Enterprise Wins at S.A.R.A

wow@shazamme.com (Default Author) — Thu, 01 Jan 1970 00:00:00 GMT

Enterprise Recruitment has been a driving force behind a unique joint industry initiative, “The Christchurch Labour Hire Safety Forum”. Comprising of approximately fifteen agencies, their aim is to work collaboratively and provide an aspirational environment that puts safety above commerciality throughout the on-hire industry in Christchurch.

Last night at the Seek Annual Recruitment Awards the Forum was recognised with two massive awards, The Industry Leadership Award and The Industry Innovation Award!

The awards evening was a stunning event and Enterprise is extremely proud to be a part of The Christchurch Labour Hire Safety Forum. We believe the big wins reflect the Forum’s “Safety is no accident” strategy.

MBIE’s Quarterly Labour Market Report – November 2015

wow@shazamme.com (Default Author) — Thu, 01 Jan 1970 00:00:00 GMT

The Ministry of Business, Innovation & Employment’s report gives a picture of what is going on in the NZ labour market and employment industry. Our Operations Director Ian McPherson has summarised some key points below.

MBIE released their Quarterly Labour Market update this week which highlighted that:

- Labour demand is moderate, with employment growth weakening.

- Labour market matching has seen four consecutive quarters of increased unemployment rates, as moderate employment growth has fallen behind strong population growth.

- Labour supply remains steady, as strong population growth, driven by record migration, partially offset a fall in the participation rate.

- Labour market quality is steady.

- Workplace performance has improved over the year.

- Wage growth remained slow in the September quarter, but this comes against a backdrop of low inflation.

For the full report from the Ministry of Business, Innovation & Employment click here

CIETT - Economic Report 2016

wow@shazamme.com (Default Author) — Thu, 01 Jan 1970 00:00:00 GMT

http://www.ciett.org/economicreport2016/index.html

Recruitment – the Greatest Sport on Earth?

wow@shazamme.com (Default Author) — Thu, 01 Jan 1970 00:00:00 GMT

Our Temps are Top Notch

wow@shazamme.com (Default Author) — Thu, 01 Jan 1970 00:00:00 GMT

Early in June, Ildiko happily accepted what was to be a short-term assignment, assisting our client’s EA with a database project.

Video: Minister announces Health and Safety Regulation Plans

wow@shazamme.com (Default Author) — Thu, 01 Jan 1970 00:00:00 GMT

At Enterprise Recruitment we take Health and Safety of our staff, our candidates and our employers very seriously. We were encouraged this week to see the Labour Minister Simon Bridges, welcome the release of a discussion document outlining proposals for new health and safety regulations. These regulations will help people to comply with the new health and safety legislative regime when it comes into force next year.

“Regulations remove the guesswork about what is needed to meet duties under the law. This helps avoid unnecessary compliance costs that could arise from doing too much or too little,” says Mr Bridges.

Health and Safety in the workplace should not be an act of guesswork, so having some clear guidelines will be useful for the future and will hopefully assist the reduction of injuries in the workplace. For more information on our stance on health and safety take a moment to view our Induction and Health and Safety Induction video below.

Enterprise has a new candidate manager with I.T expertise

wow@shazamme.com (Default Author) — Thu, 01 Jan 1970 00:00:00 GMT

Changing the Mindset

wow@shazamme.com (Default Author) — Thu, 01 Jan 1970 00:00:00 GMT

The New Zealand Ministry of Business, Innovation and Employment (MBIE) has today released its Medium to long-term employment outlook

wow@shazamme.com (Default Author) — Thu, 01 Jan 1970 00:00:00 GMT

Video: Slips,Trips and Falls

wow@shazamme.com (Default Author) — Thu, 01 Jan 1970 00:00:00 GMT

Avoid slips, trips and falls with the simple 5/5 rule. Being organised and aware of your surroundings makes for a safe and sound workplace for you and your co-workers.

Government Announces Visa Changes

wow@shazamme.com (Default Author) — Thu, 01 Jan 1970 00:00:00 GMT

Steve Baker, Workforce Planner and Licensed Immigration Advisor outlines the governments recent immigration and visa announcements

Please see further details below from Immigration New Zealand about the new visa changes that will affect onshore migrants and their employers.

The key changes are:

Employer-assisted work visas extended by 6 months.

Employer-assisted visas expiring from 1 January 2021 to 30 June 2021 (inclusive) will be automatically extended by another 6 months.

Visas held by their partners and dependent children will also be extended. Visa holders will receive confirmation of the extension from Immigration New Zealand by March 2021.

This applies to the following visas:

Lower-paid essential skills visa stand-down delayed for 12 months .

The introduction of the stand-down period will be delayed until January 2022. The stand down period means that the Essential Skills visa holders earning less that the median wage must leave New Zealand after three years for one-year before they can return.

Working Holiday Visas extended by 6 months.

Working Holiday Visas that expire from 21 December 2020 to 30 June 2020 (inclusive) will be extended for 6 months. Conditions will be varied to allow the holders to continue in any employment that is not permanent in any sector until their visa expires. Any time limit on total work for one employer will no longer apply.

From 21 December 2020, Working Holiday Visa holders will no longer be transferred to the Supplementary Seasonal Employment (SSE) work visa when their Working Holiday visa expires. Migrant workers already on an SSE Visa can still choose to work in the horticulture and viticulture sectors, or apply for an Essential Skills visa if they find alternate qualifying work. 2019 median wage in effect until July 2021

Immigration New Zealand will continue to use the 2019 median wage of $25.50 to determine visa conditions until at least July 2021, at which point it will rise to $27 an hour.

The International Flavour of the Enterprise Team- Meet Santiago from Argentina

wow@shazamme.com (Default Author) — Thu, 01 Jan 1970 00:00:00 GMT

It Recruitment in New Zealand often includes people from overseas working in New Zealand in very specialist fields. To attract good people from overseas, requires good people from the target countries working in the industry. One such person is Santiago who works in our IT Recruitment department in Auckland.

What to Include and What to Exclude From Your C.V

wow@shazamme.com (Default Author) — Thu, 01 Jan 1970 00:00:00 GMT

We are in the running again at the SARA's

wow@shazamme.com (Default Author) — Thu, 01 Jan 1970 00:00:00 GMT

Our very own Dean Mackay has been shortlisted for Recruitment Consultant of the year at Seek's Annual Recruitment Awards - The SARAs!

Dean has been with Enterprise since 2002 and has long excelled in his role. We nominated Dean because of his brilliant track record of Client & Candidate engagement as well as his contribution to Enterprise and the wider recruitment industry.

We're incredibly proud of Dean's achievements and thrilled for him being shortlisted.

Winners are announced November 17th

The Insider’s Guide To: Preparing a C.V and Cover Letter for Success

wow@shazamme.com (Default Author) — Thu, 01 Jan 1970 00:00:00 GMT

Remember success is not simply the result of being in the right place at the right time. It is the result of pursuing your goals with enthusiasm and optimism – and always knowing that you have the power to make it happen.

MBIE Jobs Online Report – January

wow@shazamme.com (Default Author) — Thu, 01 Jan 1970 00:00:00 GMT

From Slovakia to New Zealand in 5 weeks!

wow@shazamme.com (Default Author) — Thu, 01 Jan 1970 00:00:00 GMT

Five weeks ago Marek and Michal were quietly going about their business developing software for their Software Consulting companies in Slovakia.

Exciting news for the Hutt Branch of Enterprise:

wow@shazamme.com (Default Author) — Thu, 01 Jan 1970 00:00:00 GMT

We are on the move. We are thrilled to be moving to these new offices which will allow us room to grow the business and provide a more comfortable environment to meet with clients and candidates.

Latest updates from IMNZ (14 May 2020)

wow@shazamme.com (Default Author) — Thu, 01 Jan 1970 00:00:00 GMT

Latest Updates from IMNZ (14 May 2020)

FAQs

LABOUR MARKET TEST

Why am I being asked for updated information about the availability of New Zealanders?

Under current immigration instructions, INZ needs to balance facilitating businesses getting the workforce they need, and protecting the employment opportunities of New Zealanders.

COVID-19 has had significant impacts on New Zealand’s job market, and unemployment rates are rising. Assessing applications only on information provided before the impacts of COVID-19 does not align with the requirement to protect the employment opportunities of New Zealand. This means that INZ needs to ensure that no New Zealanders are available to do the work being offered, before visas are granted to any migrant employees.

Do I have to re-advertise?

Employers aren’t required to re- advertise the vacancy, but they may need to provide updated information that there are still no New Zealanders available in this current job market, to the best of their knowledge. Employers may choose to re-advertise as part of providing further evidence.

What does genuine and sustainable mean? My business is receiving the wage subsidy, does this matter?

The employment offered to Essential Skills visa applicants needs to be for real and genuine work, for at least 30 hours per week. Essential Skills work visas are granted for a period of either 12 months, three years, or five years, and consideration needs to be given to whether the work being offered is going to remain available for the entire duration of the visa. It’s likely that New Zealand’s economic situation is going to continue to change, and employers must be confident in their ability to continue trading (to the best of their knowledge).

The wage subsidy provides support for business who have experienced a reduction in revenue, and doesn’t necessarily mean the business won’t be sustainable going forward. Employers receiving the wage subsidy can still hire Essential Skills work visa applicants.

I’m confident my business and the employment is sustainable. But what happens if my business’s situation changes, and I can’t keep my workers on?

If your business situation changes then you must go through normal employment law processes. Any work visas holders who are made redundant would then need to obtain new employment and either obtain a new work visa or vary their existing visa to begin that new employment if they wish to work and remain in New Zealand.,

What kind of things does INZ usually take into consideration if there are no New Zealanders available for the role being offered?

INZ considers a range of factors when determining whether any suitable New Zealanders are available for the work. This includes, but isn’t limited to, things like:

TIMING

How long will it take to process the Essential Skills work visa application I’m supporting?

Due to the complexities of the situation and INZ’s current limited visa processing capability, we’re unable to give exact timeframes of when these applications will be processed. However, we aim to do so as quickly as possible given the current constraints on visa processing resources.

Can I submit this further evidence now, even though I haven’t been asked for it yet?

INZ will request additional evidence at the time the application is being assessed.

SKILLS MATCH REPORTS

What is the Skills Match Report (SMR) and why is it important?

Current immigration instructions require employers seeking to employ an overseas worker for an occupation with an ANZSCO skill level of 4 or 5 are required to obtain a SMR from the Ministry of Social Development (MSD). A SMR details if any New Zealanders are available to work in the role being offered to the migrant worker. One can only be issued to employers who have advertised their vacancy with Work and Income New Zealand, where no suitable New Zealanders have been found.

Will I be able to get an SMR from MSD?

MSD have confirmed that SMR’s are available to employers who engage with MSD to recruit New Zealanders for vacancies.

GENERAL

What about if the role I want to recruit for is on the skills shortage list?

No New Zealanders are considered available if the job offered is on one of the skills shortage lists, and the applicants meets the qualification and work experience required by the list for that particular job.

What if I want to hire someone under the Skilled Migrant Category?

There is no labour market test for applications under the Skilled Migrant Category (SMC).

I need to hire someone but I can’t pay them a full wage like I normally would. How does this impact the work visa application?

To be granted an Essential Skills work visa, the applicant must be paid the market rate for the role. Where you are unable to pay them the normal rate for the role, then you should provide evidence that either the market rate for the role has changed, or reasons why the visa should be granted despite the market rate not being paid. These applications will be assessed on a case-by-case basis. The wage or salary paid must also always be above the minimum wage. The pay offered may also affect the duration of the visa and whether the visa holder is able to support visas for family members.

What if I want to recruit migrant workers in the future – how long will these changes be in place?

Decisions around changes to Immigration Instructions are made by the government. INZ and the wider Ministry of Business, Innovation and Employment is working through possible options for longer term solutions, and providing advice to the Minister of Immigration. This is a rapidly evolving situation and we’re unable to give a timeframe at this stage, but will keep employers informed and provide more information as decisions are made. In the meantime INZ will continue to process visas according to current Government policy as expressed in immigration instructions.

There might be New Zealanders available somewhere, but people aren’t able to move regions due to COVID-19. Does this mean I still have to hire them over migrant workers?

Employers who are unable to recruit New Zealanders for a vacancy due to COVID-19 restrictions should be able to provide evidence of particular barriers where this is the case.

If I can’t hire the migrant worker I need, I’m not going to be able to keep my business running. What options are available?

Essential Skills work visa applications will be assessed in date order.

Are we able to hire migrants for a short period of time just to see us through, and move to hire New Zealanders later down the track?

Essential Skills work visas are granted for the duration that the employment is offered, for a maximum of period of 12 months, three years, or five years (depending on the skill level of the role). Employment law may determine what are considered sufficient reasons for offering employment for a fixed term and you may wish to seek legal advice on your options.

Christchurch Recruitment Agency update

wow@shazamme.com (Default Author) — Thu, 01 Jan 1970 00:00:00 GMT

Enterprise Shortlisted for Industry Safety Award

wow@shazamme.com (Default Author) — Thu, 01 Jan 1970 00:00:00 GMT

The “Christchurch Labour Hire Safety Forum” is a unique joint industry initiative

Enterprise Grows Its Global Candidate Reach

wow@shazamme.com (Default Author) — Thu, 01 Jan 1970 00:00:00 GMT

Enterprise Recruitment Auckland has made a major strategic addition to their I.T team.

The I.T industry in Auckland is booming but an industry wide talent shortage is proving to be a big handbrake on it’s continued growth. This shortage has caused local firms to pivot towards the international market in an effort to make up the gap between the huge local demand and limited local supply of I.T talent.

These circumstances meant Enterprise have sought to grow our presence in the international I.T recruitment space in order to better service the needs of our clients. We are very proud to announce the newest addition to our Auckland team, Benigna Mezofi.

Benigna is a senior I.T recruitment specialist who brings with her 8 years of experience and strong connections in the I.T industry in Belgium and Eastern Europe. Her previous role based in the Hungarian office of a Belgian based specialist I.T recruitment agency saw her sourcing talent from across Europe and placing them in roles in Belgium.

Since announcing her move to NZ she has reported strong interest from European candidates for opportunities here. Enterprise is excited about Benigna joining the team in Auckland. “We wanted to increase our capability in this area. Having people on the ground in NZ from the places we are sourcing talent from gives us an advantage in trust when approaching these highly sought after candidates”, says Steve Martin, Manager of Enterprise Recruitment Auckland. We interviewed her to find out more about her move to Enterprise Recruitment.

Where did you move to NZ from?

Hungary

What languages do you speak?

Hungarian, English and Intermediate level German

How and why did you decide to come to NZ?

Firstly, for the opportunity to progress my career further and secondly, it appears to be a beautiful country to live in.

The past 18 months my focus has been recruiting I.T talent from across Europe to Belgium for development roles across Java, .Net, C+ & Drupal as well as Test Automation Engineers, Project Managers & ‘Big Data’ Scientists.

I was really enjoying the International I.T recruitment field and had made the decision I wanted to specialise and progress in it as I believe it is a growth industry with much opportunity. But I was beginning to find candidates were not so interested in moving to Belgium. So when I saw an ad on Linkedin from Enterprise Recruitment looking for senior I.T Recruitment Specialists I was interested. I discussed that I may be moving to NZ to some of my candidate contacts in Europe and they were very interested in the possibilities that I could open up for them. NZ is a desirable location to many in Europe. So I decided the chance to progress my career and live in in a country like NZ was the right thing for me.

How easy was it for you to make the move?

I was able to have a number of meetings through Skype with the Enterprise Auckland Office to get to know the whole office and what my place in the team would be. After that I had discussions with candidates in Europe to make sure this was the right move in terms of potential candidate attraction. I then made the decision and it was actually very easy. Enterprise is a Government Accredited Employer in NZ so the visa process was very quick, I was approved within a week.

What are your first impressions of life at Enterprise?

Right from the first contact point Enterprise really impressed me. Their whole Auckland office was involved in the recruitment process, getting to know me and discussing what it was like to work for Enterprise and live in Auckland. They have a strong philosophy that I really like, trying to build long term relationships rather than just transactional recruitment. The office is very ambitious in it’s goals but also very supportive and focused on having fun while at work which I really like. They also have expertise and focus on international I.T recruitment which is very important to me.

What have been your first impressions of life in Auckland?

Positive, the city is beautiful and the air is clean! People seem much more relaxed, they seem more happy. People are very supportive, I have gotten lost a few times without my phone and people are very helpful with directions.

In terms of the industry and your role how do things compare to Belgium?

Regarding recruitment the biggest difference is the market seems much faster here. In Belgium there is much more bureaucracy. The market is a lot more dynamic here. Candidates are much more responsive than in Europe where they are spammed much more by recruiters. The candidates in NZ are much more open to contact. This all makes the pace of the recruitment cycle a lot faster.

For me personally, I now have a great point of difference when contacting European candidates. They are often much more open and interested in contact from me as I am in NZ and that really interests them. I can also offer them first hand experience on what making the move here is like which I think they value.

Video: Russian Migrant Discusses I.T Work and Lifestyle in New Zealand

wow@shazamme.com (Default Author) — Thu, 01 Jan 1970 00:00:00 GMT

Andre is an IT developer immigrated to New Zealand 6 months ago. In this interview he shares his views on the job market in NZ and some tips IT job seekers

Chatting with Peter Bulman

wow@shazamme.com (Default Author) — Thu, 01 Jan 1970 00:00:00 GMT

Peter Bulman, a tradesman and carpenter by trade, is one of Enterprise's longest standing Temporary Workers.

Peter has been working with Enterprise for nearly 20 years, so we asked him what it is he enjoys about working through an agency.

Seek job ads grow by 8.6% in 2018

wow@shazamme.com (Default Author) — Thu, 01 Jan 1970 00:00:00 GMT

Good news for Jobseekers!

Recent data from SEEK found the 2018 employment market was stronger than the year prior.

Most encouraging is that growth in the employment market has come from a diverse range of industries.

New job ads posted on SEEK grew by 8.6 percent and the average advertised salary increased by 3.9 percent

To read the full article click here

Statistics NZ: Predictions For NZ Labour Force

wow@shazamme.com (Default Author) — Thu, 01 Jan 1970 00:00:00 GMT

Statistics NZ have released interesting data projecting New Zealand’s labour force to keep growing, driven by an increasing population and people working into older ages. Currently, 2.5 million people are in the labour force (employed and unemployed). The new projections indicate a total labour force of 2.7 million around 2023 and 2.9 million in the mid-2030s.

In the longer term, though, the labour force is likely to grow much slower. The projections indicate a total labour force of 3.1 million around 2050 and 3.2 million in the 2060s due to lower net migration and labour force participation rates may not keep increasing.

The labour force includes people aged 15 years and over who regularly work for one or more hours per week for financial gain, people who work without pay in a family business, and people who are unemployed and actively seeking part-time or full-time work.

People not in the labour force include people under 15 years of age, students who do not work for pay, people who are unemployed and not actively seeking work, some people with childrearing responsibilities, people who work without pay (but not in a family business), and people who have retired.

How to Retain Staff in Your Business

wow@shazamme.com (Default Author) — Thu, 01 Jan 1970 00:00:00 GMT

What does it cost to employ someone? and once you have them what does it cost to lose them and replace them with someone new? These questions come up regularly for us and we know that the figure will be reasonable, so based on that the team have prepared a few tips for employers to help retain those valuable staff members

RCSA Industry Award Winner - CSR Excellence

wow@shazamme.com (Default Author) — Thu, 01 Jan 1970 00:00:00 GMT

Proud to be award the RCSA CSR Excellence award at the July Gala event.

This award recognised our commitment supporting Foster Hope with their mission to Improve the Lives of Children in Foster Care.

We have done this in a number of ways with the most exciting being to supply bikes and helmets for kids.

Enterprise’s new website reflects the way it wants to work with candidates and employers

wow@shazamme.com (Default Author) — Thu, 01 Jan 1970 00:00:00 GMT

Enterprise’s new website reflects the way it wants to work with candidates and employers

Although it’s been in business for 44 years Enterprise Recruitment believes that the recruitment industry is ever changing and its new approach to the company’s website reflects this.

Technology is driving how candidates are being approached and the type of experience that they want when engaging with agencies. Social media and increasing connectivity are driving a stronger focus on integrity and service than ever before.

Increasing competition for talent means that the candidate relationship is becoming more and more strategic. There is a greater emphasis on building talent communities with a long term view, rather than just those who are active in the market.

Enterprise wants candidates to have a more tailored experience and be able to source relevant information to their area of specialisation more easily. The company also wants their website to reflect the aspirational goal that Enterprise has for improving life.

Smart employers are moving away from procurement driven, commoditization of talent acquisition to forming strategic partnerships with specialist capability. The specialist sector areas of the new website reflect this. There is a greater emphasis on areas of genuine strength rather than “we can do anything” approach which saves employers time when visiting.

Some key features of the new website are:

Check out the New Homepage

Infographic- The Corporate Interview: What to Wear, Women

wow@shazamme.com (Default Author) — Thu, 01 Jan 1970 00:00:00 GMT

Every detail counts when interviewing for a job. Being well prepared by developing your knowledge of the prospective employer is a must, as well as rehearsing the key points you wish to communicate during the interview. On top of these points, what you are wearing is a crucial component of this all important first impression.

Enterprise Recruitment Increases Global Reach – Loreto Escobar

wow@shazamme.com (Default Author) — Thu, 01 Jan 1970 00:00:00 GMT

Loreto will be working as a Candidate Manager supporting the IT contracting and permanent recruitment teams. Her focus will be sourcing and building relationships with candidates around the software development cycle, namely developers, testers and business analysts which is a core specialty for Enterprise.

Originally from Chile, Loreto has lived in New Zealand for 6 years and will contribute to the companies growing international reach and language capability. Enterprise sees this as an important part in providing quality IT candidates to clients who are increasingly turning overseas for talent.

Recently she completed her Diploma in Human Resources at AUT and sees joining the Enterprise team as a positive step forward in advancing a career in the people industry.

Video: An International Enterprise Experience

wow@shazamme.com (Default Author) — Thu, 01 Jan 1970 00:00:00 GMT

Deepali came with her husband from India via Australia, to take up a job in the IT sector. The IT environment is different to India and she loves it here

Video: Can You Hear Me?

wow@shazamme.com (Default Author) — Thu, 01 Jan 1970 00:00:00 GMT

Don’t compromise your hearing, follow these tips to reduce the risk of damage to your ears.

Fiat Punto Winner Announced!

wow@shazamme.com (Default Author) — Thu, 01 Jan 1970 00:00:00 GMT

Over the past year Enterprise has been running a competition for candidates who find work through any of our branches nation wide. Entrants went in the draw to win petrol vouchers and a Fiat Punto. We had a lot of fun over the year encouraging people to enter as the Punto toured the length of the country.

A few thousand kilometres and a few thousand dollars of petrol vouchers later we drew the main prize in secret last week and discovered we had a small problem. The winner was in Christchurch, the Punto was in Wellington and our logistics company couldn’t guarantee they could deliver it before Christmas. To the rescue came Logan Williams, a Recruitment Resourcer in our Christchurch Team. Logan jumped on the train from Christchurch up to Picton last Friday to meet the car off the ferry so we could present the car on Monday!

Even better, we couldn’t have drawn a more deserving winner than Taki Taurima. He is an Enterprise success story, who has been working as a temp since June and Monday was his first day as a permanent employee. Taki thought we were at his workplace with morning tea to celebrate a group of temps that included him going into permanent roles. He was completely stunned when it was announced that he was getting a bigger Christmas present than expected.

Thank you to everyone that entered the draw and congratulations to Taki and all our other winners! Happy Holidays from Enterprise!

Ministry of Business’ Jobs Online Report shows strong business confidence in New Zealand

wow@shazamme.com (Default Author) — Thu, 01 Jan 1970 00:00:00 GMT

The Ministry of Business, Innovation and Employment has released its June Jobs Online report today.

To view the full report click here

With demand for talent increasing at seemingly all occupational levels, employers will need to be reviewing their retention and acquisition strategies regularly to ensure that they are meeting the market and accessing the talent they need.

With seven out of the eight industry groups showing an increase in advertised jobs in June there is plenty of optimism in the New Zealand economy. This is good news for the estimated 120 people per day arriving in Auckland alone to make a new life.

Two of the highest occupational increases recorded were for labourers and drivers. This in part is driven by the rapid development taking place in Auckland in housing and infrastructure along with the Christchurch rebuild still being a factor. It was recently reported that manufacturing activity in New Zealand had increased every month since 2012. There is also reported job growth in the regions, with Bay of Plenty topping the jobs advertised growth by region.

The biggest increases were in hospitality and tourism. In the light of geopolitical events New Zealand is increasingly seen as a safe place to visit. This could be a driving factor along with increasing numbers of tourists from China reflecting a growing middle class there and closer relations between the two countries.

Industries with lower growth numbers in jobs should not automatically be interpreted as low growth areas in the New Zealand economy. The Information Technology sector is consistently having a very high number of job listings but not necessarily showing great incremental change for example.

Video: A Close Up Look at the Christchurch Rebuild

wow@shazamme.com (Default Author) — Thu, 01 Jan 1970 00:00:00 GMT

Should I use a Recruitment Agency?

wow@shazamme.com (Default Author) — Thu, 01 Jan 1970 00:00:00 GMT

Can't we hire our own talent?

Time and cost benefits

Most employers admit that the quality of their workforce is vital to the smooth running of their company and when it comes to the hiring of staff, the procedure must be carefully and professionally executed.

Recruitment agencies have the upper hand when dealing with candidates as they are able to be neutral about an advertised position, whereas if approached directly by the employer a candidate is in a position where they can dictate the terms. An agency on the other hand can negotiate terms from the centre, not giving too much away and keeping the client and their offer at a safe distance. Naturally, vetting and sifting through unqualified or untrained applicants can also waste enormous amounts of valuable time.

Time wasted creating shortlists and holding interviews is costly and pointless when specialists are available to lighten the load. Finding talented and experienced candidates requires a strong selection process by trained recruitment staff, who recognise quality and commitment, ensuring their client has access to high caliber applicants, weeding out those without experience or the qualities required.

A good recruitment agency will deal with all administration, providing feedback and the handling of time consuming but essential tasks of verifying candidate information re qualifications and references. During the recruitment process, agencies also have a vast pool of vetted contract and temp staff to fill short term vacancies at short notice.

Negotiation

The savings add up when you repeatedly use the same agency. A ‘retained’ agency, understands your organisation and is able to work hard on your behalf. They can negotiate terms to your benefit without additional calls and consultations. Although an agency's knowledge of industry sectors and verticals is comprehensive, all clients have particular needs for particular positions, differing payscales or time requirements and these change all the time. An ‘retained’ agency gives a client the benefit of this vast knowledge in a constant way, and their years of experience makes the recruitment process far more streamlined.

Difficulties with DIY hiring

In New Zealand the DIY approach to recruitment is common but a ‘bad hire’ has ongoing consequences from the outset. Slack performance can impact colleagues trying to compensate or cover for mistakes made, not to mention legal disputes. The costs of advertising and training and the time involved all contribute to money down the drain, on top of the negative effect on staff morale where whole positions are temporarily filled by one staff member.

The impact of bad hiring can also cause lost business and the risk of ruining a good reputation.

When a reliable recruitment agency is involved, there is a greatly reduced risk of ‘bad hiring’.

A good agency will have a thorough screening process which involves:

Passive Recruitment

When a client is interested in talent that is particularly specialised, they are more likely to gain access to the right people when experienced recruiters initiate the interviews and in line with this, understanding of the ‘Passive Recruitment’ market is essential.

Passive Recruitment or head-hunting, is sometimes the only way specialised candidates can be accessed. An agency has vast up-to-date records of top talent, paying attention to their career progress and reviewing their current position for the purpose of possible negotiation.

An agency can sound-out candidates who may be settled in their current positions but could be ready for a change in direction. Naturally discretion is essential in this process. A candidate may be very happy in their current position but might just have an ‘ear to the ground’ for other opportunities that are too good to turn down.

All in all it definitely makes financial and practical sense to use a recruitment agency for all personnel hiring. Please feel free to contact us to discuss any recruitment needs.

MBIE’s most recent ‘Jobs Online’ monthly report

wow@shazamme.com (Default Author) — Thu, 01 Jan 1970 00:00:00 GMT

The Ministry of Business, Innovation & Employment has released the first of it’s updated version of their Jobs Online Monthly Report. The document now reports on all online job listings on the three major job boards for NZ (SEEK, TradeMe and The Education Gazette) rather than just skilled vacancies.

MBIE has stated this broader scope was introduced because: “Recently, the online vacancy market has broadened to include an increasing number of vacancies across all occupations and skill levels. The all vacancy indices provide a richer picture of the labour market and introduce skill levels as defined by the Australia and New Zealand Standard Classification of Occupations (ANZSCO).”

At Enterprise we welcomed this addition to the report. It now gives us a really insightful data set on ALL job types relevant to our business rather than just one section. We now have a set of information that gives us context across the full spectrum of employment in New Zealand.

To read an overview or download the full report click here

8 Tips for hiring the skilled people you need in Auckland’s booming economy

wow@shazamme.com (Default Author) — Thu, 01 Jan 1970 00:00:00 GMT

The Auckland Boom is Real

'Old School' recruitment tactics won’t be as effective in this environment

8 Tips for hiring the skilled people you need in Auckland’s booming economy

Steve Martin

Monthly Featured Branch: The Deep South

wow@shazamme.com (Default Author) — Thu, 01 Jan 1970 00:00:00 GMT

The Invercargill Branch of Enterprise Recruitment is located in the hub of Invercargill’s business district and has been servicing a large number of businesses

More Stringent Labour Market Test Requirements

wow@shazamme.com (Default Author) — Thu, 01 Jan 1970 00:00:00 GMT

One of the most desirable visa categories in New Zealand is the Essential Skills category which relies on employers testing the local labour market (LMT). This is to determine whether any suitable New Zealanders (citizens or residence class visa holders) are either available or readily trainable to perform the role. The employer must make genuine attempts to recruit suitable New Zealanders, before supporting a migrant’s visa application.

New Zealand businesses are starting to retrench staff and the pool of unemployed skilled labour increases. This means the prospect of an employer finding New Zealanders to perform work will also increase. In addition this is further enhanced by New Zealanders who have returned home after living overseas and are now on the job market. We need to brace ourselves for a much greater level of scrutiny into the LMT part of the application process.

INZ’s latest directive instructs immigration officers to be satisfied that there are no suitable New Zealanders available to perform the role. To do this, they will request employers for updated information about the availability of New Zealanders for the role on offer. The reality is that unemployment across New Zealand is increasing and this situation is only going to get worse when the Wage Subsidy Scheme ends later in June. Therefore, it is quite likely that an LMT undertaken now will be more favourable than one undertaken two months later. It will be very difficult to secure a work visa for an occupation in ANZSCO skill level 5, unless issued as an exception to the Instructions.

In addition to the enhanced LMT approach, INZ is also placing greater emphasis on assessing whether an offer of employment is genuine, sustainable and full-time for the duration of the employment offered. This could potentially take many forms including, potentially providing information such as bank statements, tax records and information whether any redundancies have been made recently.

The post COVID-19 decline in the New Zealand economy means all applicants for Essential Skills work visas must be prepared for far greater levels of scrutiny on job offers and any applicant’s suitability. It will still be possible to secure work visas, albeit with a thorough approach toward all aspects of any application.

Steve Baker from Enterprise Recruitment’s Global team, coordinates all Immigration related matters. He and his team welcome the opportunity to discuss all opportunities from potential employees and employers alike.

What does a Content Manager do?

wow@shazamme.com (Default Author) — Thu, 01 Jan 1970 00:00:00 GMT

The most important attributes of competent Content managers are versatility and adaptability,

as their responsibilities are strategic and varied.

STRATEGIC SKILLS

A Content Manager must possess analytical abilities, required to research and choose a marketing strategy suited to a specific brief. It may involve advertising, social media interaction, company blog and any website content necessary for a successful outcome.

By careful research, to obtain insight and originality, rather than stealing ideas from competitors,successful Content Managers will analyse the best content marketing practice available, while also most importantly taking into account the available financial budget.

TEAMWORK

Working with Designers and other Content Managers to produce a successful outcome requires excellent writing skills from Marketing Content Managers, as they are required to review and provide serious feedback to other writers, informing them of the best practices and writing styles needed, whether it is readability or originality.

Improved content readability and visual attractiveness is sometimes more important than writing skills and a skilled Content Marketing Manager will always play to the individual strengths of a particular chosen writer.

KEEPING UP WITH THE PLAY

In a world of constant change, the divide between design and content is close and analysis is

needed to detect connections between the two, finding methods to expertly merge them together.Today’s Content Manager’s must be up with the play, and constantly alert to technological advances, where marketing tools are advanced and available.

They must be familiar with the likes of Google analytics, Adwords, Facebook Marketing etc bearing in mind the various techniques and which format to use at what time.

Knowledge of readers mindset is essential. Whether a specific project is aimed at professionals, trades people, youth or adults, a discerning Content Manager will forecast the effect on the mind of the readers and decide on the best strategy to use.

ESSENTIAL CREDENTIALS

Obviously, first and foremost, a successful Marketing Content Manager must be a talented writer with a proven background of competency. Ideally they should stick to a chosen marketing style, avoiding inconsistencies by working closely with colleagues or a social media manager, or maybe managing social media campaigns themselves.

They are team workers with excellent communication skills, competent teachers, who are able to advise and get the very best from their talented staff.

They are skilled at Time Management which is very important.They are able to stick to a chosen plan and not deviate from the original brief, so deadlines are met with ease.

A creative mindset combined with strong analytical skills and the skills mentioned above are the required credentials for a first Class Content Manager.

For more information or if you are looking to recruit and in-house content manager please don’t hesitate to contact us.

Enterprise on tour: London & Manchester

wow@shazamme.com (Default Author) — Thu, 01 Jan 1970 00:00:00 GMT

Warwick Neutze, an Enterprise Recruitment company director and Barry O’Brien, executive director and leading I.T recruitment consultant, are currently on a job expo tour in the U.K.

The team has been working with candidates looking for opportunities in New Zealand in the I.T, Professional and Trades sectors.

Insider’s Guide To: The Role of the Recruitment Agency

wow@shazamme.com (Default Author) — Thu, 01 Jan 1970 00:00:00 GMT

Recruitment agencies are valuable sources of employment that are sometimes overlooked by job seekers. In almost all cases, recruitment agencies in New Zealand are free for job seekers to use. It is important to remember, however, that recruitment agencies are driven by servicing the needs of employers so while here at Enterprise Recruitment we will work hard to promote you successfully, recruitment agencies are not responsible for your career – you are.

There are two main types of recruitment a recruitment agency will undertake: temporary/contract work and permanent roles.

5 Top Tips for Job Seekers in New Zealand

wow@shazamme.com (Default Author) — Thu, 01 Jan 1970 00:00:00 GMT

At Enterprise Recruitment we are passionate about helping job seekers get the perfect job and ensuring our employers get the right candidate every time.

Triex 'Wellness Van' visits Labour Hire Forum's employees evening

wow@shazamme.com (Default Author) — Thu, 01 Jan 1970 00:00:00 GMT

Workplace health and safety is a right of all workers in NZ and a major focus for Enterprise Recruitment.

At the most recent Christchurch Labour Hire Forum for employees evening, Enterprise Recruitment arranged for the Triex 'Wellnes Van' to be on site.

As a part of the evening the wellness van from Triex was onsite doing blood pressure checks and offering general wellness advice. This is especially timely as we head into the winter months.

Taking an Internship is often a great career move, for businesses too!

wow@shazamme.com (Default Author) — Thu, 01 Jan 1970 00:00:00 GMT

Enterprise Assists Students to Get Employment Whilst Studying

Improving Life is more than just a slogan for us at Enterprise Recruitment. We look to bring those words to life every day at work. We’ve been embracing modern attitudes towards work to create opportunities for students within our company.

Here’s how we have worked around the busy and varying schedules of some talented University students to provide them valuable work experience and an income to support them while studying full time.

Sarah Strange, came to Enterprise looking for temp work for a few days a week over a 3 month period. She had decided to pursue her dream of being a Conservationist by studying Biological and Environmental Science. Despite almost 10 years work experience as an executive assistant in London and Melbourne she was not getting a great response.

Most agencies felt she was not prepared to commit to enough days a week or a long enough period for it to be viable.

“We were implementing an internal technology upgrade that was perfectly suited to the flexible work arrangement that Sarah was looking for”, said Steve Martin, Auckland Branch Manager. Enterprise was moving its payroll system into a cloud based solution. There was a lot to be done but as long as deadlines were met it didn’t matter on what days or at what times the work was done. This meant Sarah could secure a steady part time income while working around her studies. What was a 3 month contract has now been running for 3 ½ half years!

After some time Enterprise needed a second flexible resource for projects. Enter Genevieve (Gen) Saunders a student who was studying Computer and Information Science.

Like Sarah Gen embraced the same flexible options and became another integral team member at Enterprise. “As they have developed an understanding of Enterprise we have been able to really expand their roles to contribute in other areas”, says Steve.

For the students it has been a hugely beneficial opportunity. The ability to work when they wanted to in order to fit around their studies was major plus. Sarah says the job is, “way better than just working part time in a cafe or something. Flexible hours, better pay and gaining useful real world experience”.

Gen especially benefitted from gaining work experience in a corporate environment. "Experience working in a professional environment internally and in client facing situations was a massive benefit for me. It was perfect preparation for entering the workforce”. Gen has recently finished her degree and been hired as a Service Desk Analyst at Deloitte in Auckland.

Embracing a key concept of the ‘Future of Work’ and it’s more flexible nature has proved to be mutually beneficial. For the students the flexible arrangement allowed them to support themselves without affecting their studies and also offered valuable professional experience for their future careers.

Enterprise benefitted greatly from taking a less traditional approach to their operations. This flexible attitude improved efficiency and injected new ideas and energy into the organisation. “Sarah and Gen have really fitted in well to our culture, they’re motivated, keen to learn and really reliable”, said Steve. It represents what Enterprise is all about. Thinking outside the square to deliver mutually beneficial solutions that improve lives.

MBIE Releases 'April Jobs Online Report'

wow@shazamme.com (Default Author) — Thu, 01 Jan 1970 00:00:00 GMT

The Ministry of Business, Innovation and Employment has released its April Jobs Online report. Our Chief Operations Officer, Ian McPherson has highlighted some key takeaways below:

For more information on this or to see the full report click here

Enterprise Initiates Blockchain Discourse Amongst New Zealand IT Industry Leaders

wow@shazamme.com (Default Author) — Thu, 01 Jan 1970 00:00:00 GMT

As a part of our increasing commitment to the New Zealand I.T industry our Auckland team sponsors and organises the Auckland Software Leaders Group’s bi-monthly meet ups.

This invite only event is attended by the leaders of software solution teams and software product teams from around Auckland. We provide the venue, feature speakers, invites, food and drinks for a room full of the New Zealand I.T industry’s smartest minds.

The most recent meet up saw 33 attendees receive a presentation about an emerging technology, Blockchain, that has been described as the second wave of the digital revolution. Blockchain has begun to generate a massive buzz and has the potential to be the most disruptive Tech innovation of the century.

At the risk of oversimplification, Blockchain technology can be described as a decentralised database or ledger, which records ownership and value with cryptography, and allows anyone to view those records and take part in that database.

This technology has huge implications for many industries most obviously finance, as demonstrated by the most well known use of Blockchain so far: Bitcoin. It has already generated massive interest from major financial institutions. Bloomberg reports that Financial and Tech firms are projected to invest U.S $1 Billion into Blockchain in 2016.

The speaker on this topic was Paul Salisbury. Paul is at the forefront of NZ business involvement in Blockchain. He was involved in many of New Zealand’s first forays into Bitcoin and currently consults with companies on emerging technologies such as Chatbots, ‘The Internet of Things’ & Blockchain.

Paul is head of Architecture and Emerging Technologies at 3months, an NZ based internet consultancy firm. He recently collaborated with 3months founder, Mark Pascall, to put together the Ethereum.nz conference on Blockchain and it’s potential to disrupt global commerce.

Skilled I.T Professionals Available For Opportunities

wow@shazamme.com (Default Author) — Thu, 01 Jan 1970 00:00:00 GMT

Enterprise Christchurch has been working closely with a prominent international development house company which unfortunately is having to make some skilled people redundant.

Enterprise Contractor Wins Award!

wow@shazamme.com (Default Author) — Thu, 01 Jan 1970 00:00:00 GMT

Left to Right: Doug Hall (NZAS – CCG Crew leader); Nikola Taylor (Enterprise Contractor); Rob Malpass (Enterprise Recruitment Invercargill Manager)

Enterprise gets it right with electionz.com

wow@shazamme.com (Default Author) — Thu, 01 Jan 1970 00:00:00 GMT

Enterprise Christchurch office recently worked closely together with electionz.com on the 2016 local council elections, with which electionz.com are regulalry involved.

This time they anticipated the need for an extra 130 staff and contracted Enterprise recruitment to sort it out for them. Judging by Steve Kilpatrick's (Managing Director of Electionz) response it couldnt have gone better. "The Entrprise proposal stood out immediately, due to the detail and obvious thought they had put into their response“, he said.

Enterprise put an exprienced team together specifically for the project, rather than just one person, which impressed Mr Kilpatrick. He was able to meet all the team personally and gain an understanding of their respective levels of expertise and the time management systems Enterprise implemented to improve accountability and reporting during the exercise.

”Christchurch Branch Manager Steve Baker took a lead role throughout the project“ Mr Kilpatrick said and he was impressed with the time and care Steve took to ensure the project was well resourced. “Steve's onsite visits and making himself accessible was a significant factor in helping us achieve good, strong staff continuity" said Mr Kilpatrick relieved that he didn't have to retrain staff during the project as the initial placements were so strong.

Finally, Mr Kilpatrick was impressed that the complex project was handled with aplomb by Enterprise and insisted that he wouldnt hesitate to use them in the future.

Well done Steve Baker and Enterprise Christchurch!

Non-Work Entitlements Claims

wow@shazamme.com (Default Author) — Thu, 01 Jan 1970 00:00:00 GMT

Numerous studies have not only confirmed that work is good for us, but those of us who return to work promptly and safely after an injury, have better rehabilitation outcomes.

Programme Summary

Employer Roles

The Insider’s Guide To: The Interview Process

wow@shazamme.com (Default Author) — Thu, 01 Jan 1970 00:00:00 GMT

This article was produced in consultation with Ian McPherson, National Operations Manager of Enterprise Recruitment.

Enterprise's Health and Safety Update Newsletter

wow@shazamme.com (Default Author) — Thu, 01 Jan 1970 00:00:00 GMT

Health and Safety Update

Welcome to our safety newsletter. This will be a regular update highlighting safety & wellness tips, legislative updates and any stories from Enterprise sites that reflect good safety practice. There will be regular safety competitions and opportunities to participate in safety events. Any feedback or suggestions send to Health&Safety@enterprise.co. nz.

If you get a chance have a look at the new WorkSafe home time video here.

Workplace Reporting

A reminder that it is important and a responsibility to report any of the following to your supervisor and Enterprise Recruitment consultant as soon as practicable:

Hazard – an object or event which is an actual or potential cause of injury.

Near Miss – an incident which did not result in injury, illness or damage, but could have potentially done so.

Accident – any incident which resulted in ANY injury, illness or damage.

Serious Harm – an incident resulting in death or permanent or temporary severe loss of bodily function, amputation of body part, burns requiring referral to a specialist medical practitioner or specialist outpatient clinic, loss of consciousness from lack of oxygen. Any harm that causes the person harmed to be hospitalised for a period of 48 hours or more commencing within seven days of the harm’s occurrence.

Any “ Near Miss ” occurrences must be reported within 24hrs of the event.

Any “ Accident ” needs to be reported as soon as possible but within 24 hours .

Any “ Serious Harm ” needs to be reported immediately .

It’s Better to be Safe than Sorry

Watch this Enterprise safety video and answer this question correctly and be in the drawer to win a $50 prezzie card.

What should you do if unsure what safety gear is required on a site?

Email answers to Fiona.Smith@enterprise.co.nz

Non-Work Entitlements Claims

ACC has commenced the ACC Non Work contract with Enterprise Recruitment meaning that from now on our employees have the option for non work related injuries to be managed by our third party provider Wellnz.

Numerous studies have not only confirmed that work is good for us, but those of us who return to work promptly and safely after an injury, have better rehabilitation outcomes.

It is also obvious that employers play a central role in rehabilitating injured employees through being supportive and providing safe and sustainable alternatives work duties.

ACC has therefore adopted a different approach to managing non-work injuries through utilising the knowledge and relationship Wellnz has with Enterprise.

For more information go to our website or call and discuss with your Enterprise consultant.

5+ A Day

Fruit and Vegetables are such an amazing source of energy to fuel us, and of nutrients to keep us healthy, that we really can't get enough of them! The recommended guidelines for how much to eat in NZ are '5+ servings of F&V per day'. This can be broken down further, to 2 servings of Fruit and 3+ servings of Vegetables.

Have a browse on these pages if you want some more info on Fruit and Veg, how to incorporate them into your daily life , or some great recipes to get you started!

3 Ways a Recruitment Agency Can Help Your Company

wow@shazamme.com (Default Author) — Thu, 01 Jan 1970 00:00:00 GMT

All types of business in New Zealand have one thing in common: they are about people, owned by people, run by people, for people. A good business needs the right people to make it work.

Redundancy Recuperation

wow@shazamme.com (Default Author) — Thu, 01 Jan 1970 00:00:00 GMT

Enterprise is dedicated to a candidate’s overall recruitment concerns and their response is equally committed when redundancy becomes an issue.

A difficult time for any candidate, facing redundancy requires responsive and helpful solutions from someone who is up to the task. Our Candidate Manager Claire Lowe has experience in coping with any situation. Each one unique to the prospective candidate.

Here’s an example. Claire recently helped with the fallout from the receivership of Pumpkin Patch, as approximately 1600 jobs were lost across Australasia.

Claire was approached by several candidates before Christmas to see if she could assist them with finding new positions. As it happened their skills matched the requirement of a key Enterprise client. These senior candidates, although facing redundancy close to the Christmas period, felt strong loyalties to their employer, as many of their colleagues were long term workers and close friends. There was a strong commitment among them to ensure a smooth transition toward receivership which would require flexibility and understanding from future employers.

This presented a challenge requiring strong and considerate negotiation to overcome. However, the great relationships Enterprise has with their client partners enabled Claire to negotiate very flexible working arrangements and conditions for the candidates. Claire’s honest approach with these requirements made the new employers very understanding and they were happy to cooperate.

So far Enterprise has placed placed two employees (ex Pumpkin Patch) into new jobs and has at least 5 candidates currently in the interviewing process with other companies. Claire not only works to the brief, placing her candidates skillfully, but her honesty and optimism when there may be doubt, creates a rapport that can give a candidate a much needed boost, even when the outlook is not particularly rosy.

Enterprise’s core values of partnership and trust create a feeling of security for both candidates and clients and redundancy issues are testing times for both. Legally NZ employers must help find new positions for existing staff and Enterprise will often advise them on how to manage redundancies, assisting HR staff with positive input and dedicated expert resource.

Enterprise offers coaching for interviews, assistance with CV writing and advice on financial matters and salary expectations. We’re committed to being responsive to any subject to be discussed within a recruitment situation on any level.

We’re in business to Improve Life – our clients, candidates, and our own. Don’t hesitate to get in touch with Claire or any other member of the Enterprise team .

Enterprise Stories

What You Need to Know: 2026 Data

It's Not You, It's Me

Stay Smart, Stay Safe: Avoiding Recruitment Scams

Real Jobs. Real People. Here's how to tell the difference.

In Her Own Words

Joy in the Journey

Be Water, My Friend

On Purpose

Built on Belief

Calm in the Chaos. Strong in the Stride.

More Than a Placement: The Power of People in Recruitment

Powered by Passion, Fuelled by Coffee

Inside Our Wellington Recruitment Team

Building Careers Through Genuine Connections

The Heart of Relationship Building

A Personal Touch with Every Interaction

A Culture Built on People

What Makes Enterprise Recruitment Wellington a Great Place to Work

Insights and Inspiration for Aspiring Recruiters

Celebrating Success Stories

Meet Our Team

Natalie Lotter – Recruitment Partner

Lisa Witehira – Recruitment Partner

Let’s Write Your Next Success Story

Driving Innovation in Recruitment: Meet Janine

Recruiting in Canterbury - With Dean Mackay

Navigating Change in Christchurch’s Recruitment Landscape

The Importance of Community Engagement

Leading a High-Performing Team

Building Relationships in a Changing Market

A Community-Focused Approach to Leadership

Looking Ahead: The Future of Recruitment in Christchurch

Meet Jessie - Senior Recruitment Partner, Global Solutions

Manager profile - Keir Morrison

Changing markets

"Changing markets are constant..."

Immigration updates

Recruiting overseas? Read the latest immigration updates

New priority processing order for skilled residence applications

Work to Residence pathways open 29 September

Green List Work to Residence

Sector agreement criteria

Care Workforce Work to Residence visa

Transport Sector Work to Residence visa

Overseas recruitment

Enterprise Recruitment offer bespoke training with overseas recruitment

Immigration updates

Immigration updates: changes to median wage and more

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Work to Residence eligibility extended to non-AEWV holders

Median wage requirements

Talent Accredited Employers (TAE) and Long Term Skill Shortage (LTSSL) work visa channel changes

Maximum continuous stay

If you are on a pathway to residence

Immigration updates: July

Immigration updates: What you need to know

What are the changes in the coming year?

For Employers

For Migrants

Partner Work Rights Changes – What this Means for Employers and Recruiters

FAQs

Does this apply to partners of all work visa holders?

Does this mean that we can recruit from the above categories of visa holders for non- accredited businesses and in roles that pay below median wage?

Do partners need to have a job offer to apply for this visa?

What about partners who already have a job offer?

Are partners required to work a minimum number of hours?

What if partners want to change jobs?

What about AEWV holders who are covered by any Sector Agreement and paid below the median wage?

What about partners ability to access publicly funded health services?

Does a couple need to live together for 12 months to be considered a 'partner' for work visa purposes?

Further Information Regarding your Assignment/s with Enterprise Recruitment

Further Information Regarding your Assignment(s) with Enterprise Recruitment

IMPORTANT: If your work duties or details change

2023 job market

5 facts about the 2023 job market

1. Staff turnover was the largest driver for recruitment in 2022

2. 33% of Kiwis left their previous roles due to lack of flexibility or due to burn out.

3. A large number of Kiwi workers are heading overseas

4. What do employees want?