Recruiting skilled migrants can solve critical talent shortages, but successful international recruitment requires different approaches than domestic hiring. This guide covers the entire process—from identifying genuine need through long-term retention—helping New Zealand employers build effective international recruitment strategies.
Understanding what works (and what doesn't) in migrant recruitment can save time, money, and frustration while building the skilled workforce your business needs.
Before You Recruit Internationally
Establishing Genuine Need
Before seeking overseas workers, confirm genuine need:
Local Market Testing: Have you genuinely tried to fill the role locally? This may be required for immigration purposes.
Skills Gap Analysis: Does New Zealand's labor market truly lack the skills you need, or is the issue your offering (wages, conditions, location)?
Business Planning: Is the role sustainable long-term, or could technology, restructuring, or training reduce reliance on hard-to-find skills?
Understanding Immigration Requirements
International recruitment operates within immigration constraints:
Employer Accreditation: You likely need employer accreditation to hire migrants for most roles.
Job Check Approval: Many roles require approved Job Checks before you can recruit internationally.
Visa Categories: Different visa types have different requirements and timeframes.
Wage Thresholds: Minimum wage requirements may exceed what you'd pay locally.
Understand these requirements before advertising internationally to avoid wasted recruitment effort.
Setting Realistic Expectations
International recruitment takes longer and costs more:
Timeframes: From identifying a candidate to having them working may take 3-6 months or longer.
Costs: Visa fees, relocation support, and extended onboarding add expenses.
Adjustment Period: Migrants need time to adjust to new country, culture, and workplace.
Success Rates: Not every candidate will proceed—some will decline offers, some won't meet immigration requirements.
Finding Candidates
International Advertising Channels
Reach candidates where they're looking:
Online Job Boards: LinkedIn, Indeed, and sector-specific international job boards reach global candidates.
Professional Networks: Industry associations and professional bodies often have international reach.
Recruitment Agencies: Agencies specializing in international placement can source candidates and manage processes.
Government Channels: Some countries have employment services that connect workers with international opportunities.
Alumni Networks: Universities and training institutions may have graduates seeking opportunities abroad.
Writing Effective Advertisements
International job advertisements differ from domestic postings:
Clear Role Description: Candidates can't visit your workplace to understand the role. Descriptions must be comprehensive.
Immigration Information: State visa sponsorship availability and any specific requirements.
Location Context: Describe your location—candidates may not know where New Plymouth or Invercargill are.
Relocation Support: Indicate what support you provide for relocation.
Company Overview: Help candidates understand your business, industry, and culture.
Salary and Benefits: International candidates often expect salary transparency. Consider including ranges.
Using Recruitment Agencies
Specialist agencies can add value:
International Reach: Agencies have networks and advertising channels in source countries.
Screening Expertise: Experienced agencies can assess candidates' suitability for immigration and relocation.
Process Management: Agencies can coordinate application processes across time zones and jurisdictions.
Compliance Support: Some agencies understand immigration requirements and support visa processes.
Cost Considerations: Agency fees add to recruitment costs but may save time and reduce risks.
Choose agencies with genuine international recruitment experience and immigration awareness.
Assessing International Candidates
Interview Approaches
Interviewing across borders requires adaptation:
Video Interviews: Most international interviews are conducted via video. Ensure technology works reliably.
Time Zone Consideration: Schedule interviews at reasonable times for candidates—evening or early morning calls may be necessary.
Communication Allowance: Account for potential language differences, cultural communication styles, and technology delays.
Multiple Stages: Consider multiple interviews given inability to meet in person.
Practical Assessments: Where possible, include practical tests or work samples that can be completed remotely.
Verifying Qualifications
International qualification assessment requires care:
NZQA Assessment: For many roles, New Zealand Qualifications Authority assessment confirms overseas qualification recognition.
Professional Registration: Some professions require New Zealand registration—doctors, nurses, teachers, engineers, electricians, plumbers.
Reference Checking: International reference checking is challenging but necessary. Consider timing differences and verification methods.
Document Authentication: Consider whether qualifications need authentication or translation.
Cultural Fit Assessment
Explore ability to adapt to New Zealand workplace:
New Zealand Context: Candidates may not understand New Zealand workplace culture, norms, and expectations.
English Proficiency: Assess language capability for your workplace needs—not just minimum visa requirements.
Adaptability Indicators: Previous international experience, language learning, cultural exposure may suggest adaptability.
Realistic Expectations: Assess whether candidates have realistic expectations about New Zealand, your location, and the role.
Making Offers and Negotiating
Offer Components
International offers typically include:
Salary: At or above visa requirement thresholds. Consider cost of living in your location.
Employment Agreement: Standard New Zealand employment agreement meeting minimum requirements.
Visa Support: Confirmation of visa sponsorship and any employer contribution to fees.
Relocation Support: Assistance with moving—temporary accommodation, flights, settling-in support.
Start Date Flexibility: Allow time for visa processing, notice periods, and travel.
Relocation Support Options
Consider providing:
Flight Assistance: Contribution to travel costs for worker and potentially family.
Temporary Accommodation: Initial accommodation while permanent housing is arranged.
Rental Bonds: Assistance with rental bond deposits.
Vehicle Access: Loan or assistance with vehicle purchase in car-dependent locations.
Orientation: Structured introduction to location, services, and community.
Immigration Support: Assistance with visa applications, potentially including family members.
Managing Expectations
Ensure alignment before offers are accepted:
Location Reality: Help candidates understand your location—climate, amenities, lifestyle. Don't oversell.
Role Details: Confirm understanding of actual work, hours, conditions.
Living Costs: Provide realistic information about housing, transport, and general costs.
Community: Describe your community—ethnic diversity, cultural resources, social opportunities.
Career Pathway: Be realistic about growth opportunities and long-term prospects.
Visa Process Support
Employer Responsibilities
Your role in visa applications:
Job Check: Complete Job Check applications accurately and promptly.
Documentation: Provide employment agreements, company information, and required employer documentation.
Communication: Respond to Immigration NZ requests for information.
Fees: Consider whether you'll contribute to visa application fees.
Notification: Meet obligations to advise Immigration NZ of any changes.
Supporting Workers' Applications
Help workers navigate their requirements:
Information Provision: Provide documents workers need—offer letters, employment agreements, organizational information.
Timeline Coordination: Align start dates with realistic visa processing timeframes.
Immigration Adviser Access: Consider connecting workers with licensed immigration advisers.
Family Support: Where workers have families, consider how family visa processes coordinate with principal applicant.
Onboarding and Integration
Pre-Arrival Preparation
Before workers arrive:
Communication: Maintain regular contact between offer acceptance and arrival.
Practical Preparation: Arrange accommodation, workplace setup, any required equipment.
Orientation Planning: Plan structured introduction to workplace, location, and community.
Buddy System: Identify colleagues who can support orientation and social integration.
First Days and Weeks
Initial period is critical:
Workplace Integration: Standard onboarding plus additional time for someone new to New Zealand work culture.
Practical Support: Assistance with IRD registration, bank accounts, housing, schooling, healthcare.
Cultural Orientation: Help understanding New Zealand workplace norms, communication styles, and expectations.
Check-Ins: Regular check-ins to identify concerns or adjustment difficulties.
Long-Term Integration
Support extends beyond initial onboarding:
Community Connection: Facilitate connections with local community, ethnic communities if present, and social opportunities.
Family Support: Where applicable, support for family members' integration, employment, education.
Ongoing Communication: Continue regular conversations about adjustment and satisfaction.
Career Development: Include in training, development, and progression opportunities.
Retention Strategies
Why Migrants Leave
Common reasons for departure:
Unmet Expectations: Reality doesn't match what was presented during recruitment.
Family Issues: Spouse can't find work, children struggle at school, family members unhappy.
Isolation: Difficulty forming social connections, particularly in smaller communities.
Career Limitations: Lack of development or advancement opportunities.
Better Offers: Poached by other employers once workers are established in New Zealand.
Retention Best Practices
Improve retention through:
Realistic Recruitment: Don't oversell—set accurate expectations from the start.
Family Focus: Support entire family, not just the worker.
Community Integration: Facilitate genuine community connection and belonging.
Career Progression: Demonstrate pathways and provide development opportunities.
Regular Engagement: Maintain dialogue about satisfaction and concerns.
Competitive Terms: Review wages and conditions to remain attractive.
Frequently Asked Questions
How much does international recruitment actually cost?
Costs vary significantly but expect: visa fees ($500-$3,000+), recruitment costs (agency fees if used, advertising), relocation support ($3,000-$15,000), and extended onboarding time. Many employers find the investment worthwhile given skills shortages.
How long does the process take from job posting to worker starting?
Typically 3-6 months for straightforward cases. Complex situations—family visas, professional registration, notice periods—can extend timelines significantly.
What if a recruited migrant leaves shortly after arriving?
This risk exists. Retention strategies help, but you may need to recruit again. Consider reasonable notice periods and whether to recover relocation costs (within legal limits).
Should we use an overseas recruitment agency?
Agencies can be valuable for reaching candidate pools and managing complexity, but vet carefully. Some overseas agencies have poor practices. Licensed New Zealand immigration advisers can also assist.
Can we recruit for multiple positions at once?
Yes, though each position typically requires separate Job Check approval. Batch processes for multiple similar roles may be possible.
What about bringing workers from our overseas offices?
Intra-company transfers have specific visa pathways, but still require meeting New Zealand immigration requirements and in most cases employer accreditation.
Ready to recruit skilled migrants? Find a licensed immigration adviser who can help develop your international recruitment strategy and support compliant hiring.