Recruiting Models in New Zealand and Australia: A Critical Evaluation for Foreign Job Seekers
Recruiters are a tempting avenue for many foreign job seekers, promising a connection to potential employers without upfront costs. However, the reality is far more complex and often less favorable for the majority of foreigners seeking employment in New Zealand and Australia.
The Pitfalls of Classical Recruitment
The classical recruitment model operates on a simple premise: a middleperson connects job seekers with employers, receiving a placement fee from the hiring company. While this model seems advantageous to job seekers as there’s no direct cost involved, it often presents significant barriers for foreigners due to barriers and limitations set by local employers. Recruiters will explain this to you if you simply ask them and I encourage you to reach out and test what I am writing here. Let me know what you experience.
Employer’s Viewpoint
From an employer’s perspective, engaging a recruiter involves substantial financial commitments. They’re obligated to pay a considerable percentage of the job seeker’s salary as a placement fee. For instance, a typical scenario might entail a $15,000 placement fee for a $100,000 salary. However, this fee is just the tip of the iceberg.
Before and after placement, employers face:
- Pre-placement Tasks:
- Vetting the job seeker rigorously
- Accepting higher risks and time investment
- Holding a job position open for 4-6 weeks
- Potential delays or denials from immigration authorities (INZ or AIS)
- Post-placement Considerations:
- Additional costs and time related to further training or adaptation
If you are an employer, you must calculate the entire risk versus reward scenario in your mind before using recruiters to hire foreigners. The biggest cost for employers is not the $15,000 dollars. The biggest cost is the uncertainty and the time involved. And if that uncertainty and time is something the employer must work through on their own without any help, then why pay the $15,000 for a foreigner? Locals are faster placements and easier to vet. Therefore, local employers don’t see a reason to enter into deals with recruiters to hire foreigners 99+% of the time. They would rather put pressure on recruiters to find a local for a quick placement. And this is exactly what they do. Recruiters will tell you this.
When Does the System Work for Foreigners?
In my extensive experience, there are rare instances where recruiters might consider foreign candidates viable:
1. Niche Industry Experts:
- Individuals with extensive, hands-on experience in industries where local placements are consistently high. For instance, a diesel mechanic with over two decades of “hands on” experience in a specialized field fixing diverse breakdowns on diverse machines in workshop and call-out environments. This is what I call a high value door-opener. I can get them in front of the best employers in New Zealand or Australia.
2. Perfect Fit Candidates:
- In exceptional cases, a candidate who perfectly fits a job description might convince a forward-thinking recruiter to challenge the norm. This requires a recruiter who’s willing to think beyond the usual preference for local hires. And this can happen for candidates, like a brain surgeon that specialises in a rare condition connecting to a hospital that requires exactly that narrow skillset. I have placed highly skilled specialists in quality jobs, including hospitals but not only.
The Way Forward for Job Seekers
If you fall into the above categories, connecting with recruiters might be an option. However, consider approaching employers directly for better prospects. By accessing the entire job market, you enhance your chances compared to the limited scope of recruiters.
Final Thoughts
Navigating the recruitment landscape in New Zealand and Australia as a foreign job seeker can be challenging. While recruiters may seem like a shortcut, they often present barriers rather than opportunities. Yes, they are easy to talk with. Ring them up and ask them whether they can help you find work today. I believe after some time, you will come to understand that my blog post here is saving you time and bringing focus to your job search. Directly engaging with employers can provide a broader range of options and increase your chances of securing employment.
If you seek further insights into finding recruiters or approaching employers directly, feel free to send your CV to tate@employmentforimmigration.nz, and I’ll provide tailored guidance within a day.
Understanding the dynamics of recruitment models is crucial for making informed decisions in your job search.
This blog aims to provide a clear perspective on the recruitment challenges faced by foreign job seekers in New Zealand and Australia. If you’d like more details or specific information, don’t hesitate to reach out!
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