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Introducing The CV Studio: Tech Edition, CV Reviewer Tool to Help Refine Your CV

Wed, 05 Nov 2025 01:45:17 GMT

At Recruit I.T., we’ve always believed that great opportunities start with great conversations, and for many tech professionals, that first conversation happens through their CV.

We see hundreds of CVs every week. Many are full of great experience and potential but don’t quite reflect the person behind them. Sometimes the most capable candidates struggle to present their skills in a way that cuts through a crowded market. That’s where The CV Studio: Tech Edition comes in.

We’ve built this tool to help New Zealand tech professionals fine-tune their CVs with a little help from AI. It’s designed to act like a virtual recruiter sitting beside you, giving real-time, practical feedback so you can make every application count.

How it Works

Using The CV Studio is simple. You upload your CV and the job description you’re applying for. The tool compares the two, identifying key skills, experience, and language that hiring managers are likely to be looking for.

It then provides a detailed summary of how your CV aligns with the role and where there’s room to improve. You’ll get suggestions like:

Which keywords or skills might be missing
How to reframe achievements to show measurable impact
Where to trim repetition or overly technical language
How to better highlight relevant experience or project outcomes

The result is a sharper, more targeted CV that feels personal, professional, and relevant to the role you want without losing your unique voice.

Why We Built It

Our Recruit I.T. Director, Kaleb Leeming , shares the thinking behind the project:

The idea was to extend the kind of personalised guidance our consultants already provide, so more people can access that insight, even outside of working hours or while job hunting independently.

Tested by Real Candidates, Shaped by Real Feedback

Before launching, we shared The CV Studio with a handful of our candidates to test it out. Their feedback has helped us refine everything from tone to functionality.

One of our early testers, a Project Manager based in Wellington, shared their thoughts:

That kind of feedback means a lot, because this tool isn’t a finished product. It’s a growing, learning platform. The more people use it, the better it becomes at understanding what makes a strong tech CV.

The Benefits

The CV Studio: Tech Edition is designed to help candidates:

Land interviews faster. By aligning your CV with the specific skills and priorities listed in a job description, you increase your chances of catching a hiring manager’s attention.
Save time and guesswork. Instead of rewriting your CV from scratch for every role, the tool pinpoints exactly what needs adjusting.
Gain recruiter-level insight. The Studio is built using the same logic and structure our consultants use when reviewing applications, giving you the benefit of years of recruitment experience instantly.
Grow with feedback. Because the tool learns from every CV and job description it analyses, its feedback will become more accurate and nuanced over time.

And most importantly, it’s completely free for candidates to use.

A Work in Progress

Like every good piece of tech, The CV Studio is evolving. This first version is just the beginning. We’ll continue to develop it through feedback from our candidates, consultants, and the wider tech community.

Our goal is to make it a trusted companion for anyone navigating their next career move.

If you’re looking to get noticed faster, land more interviews, and feel more confident about your applications, try it out and tell us what you think. Together, we’ll keep making it better.

The CV Studio: Tech Edition

Created by The Recruit I.T. Team

What Your CV Tells Us in 20 Seconds

Thu, 09 Oct 2025 01:02:48 GMT

We’ve seen it all. Some CVs stand out for the right reasons, some fall flat, and others make us wonder, “What story is this person trying to tell?”

Whether you’re a developer in Auckland, a BA in Wellington, or an engineer in Hamilton, your CV is your first handshake with a potential employer. It can open doors or quietly close them before you even get a look-in.

This isn’t theory. As recruiters, we’ve read thousands of CVs across New Zealand’s tech scene. Some make the shortlist straight away. Others lose us after a quick skim. Here’s what we’ve learned from years of experience helping candidates and hiring managers. Think of this as a behind-the-scenes look from people who read CVs every day.

1. Keep it short and sharp

We once saw a 12-page CV that listed every job since high school, including part-time retail shifts. The hiring manager didn’t even make it halfway through.

Your CV is not your autobiography. It’s your highlight reel. Employers don’t need to know everything you’ve ever done. They want to see the work that proves you can do this job right now.

How candidates usually write it in their CV (What we usually see):

2008–2009: Part-time retail assistant. Managed stock and customer service.

What to write instead:

Senior BA, Ministry of Health, 2021–2023. Led redesign of digital patient records. Improved processing times by 20%.

Recruiter Tips:

Keep it between two and four pages.
Focus on the past 10 to 12 years.
Summarise older roles in one line.
Ask yourself: “Would I read this whole CV if it wasn’t mine?”

2. Format for humans and machines

Recruiters skim. Hiring managers skim. Applicant tracking systems (ATS) skim even faster. If your CV is overdesigned, it might look great to you but fail to get through the process.

We once received a CV that looked like a design portfolio. It was stunning, but when scanned by the ATS, half the skills disappeared. Important ones like Kubernetes and Docker never made it to the hiring manager.

What we usually see:

Infographics or coloured sidebars
Text hidden in boxes or columns

What we prefer to see:

Clear headings like Experience, Skills, Education
One simple font throughout
Black text on a white background

Recruiter Tips:

Use consistent date formatting
Leave plenty of white space
Save creative design for your portfolio or LinkedIn banner

3. Show the tools you used

Titles tell part of your story, but tools show what you can actually do. “Software Engineer” could mean anything. What did you work with?

We once had a DevOps candidate whose CV didn’t mention any platforms. The client’s first question was, “Do they know AWS or Azure?” Because it wasn’t clear, the candidate almost missed the chance.

What we usually see:

Worked on XYZ cloud projects.

What to write instead:

Built CI/CD pipelines in Azure DevOps and automated deployments with Terraform.

Recruiter Tips:

List your tools, frameworks, and systems for each role
Match them to the job ad when relevant
Add certifications if they strengthen your case

4. Bullet points beat paragraphs

Long paragraphs hide your wins. Bullets make them stand out.

We once compared two CVs side by side. One used short, results-based bullet points. The other was a wall of text. The bullet-point CV made it to the client within minutes. The other needed editing before anyone read it.

What we usually see:

Responsible for improving performance and migration activities across systems.

What to write instead:

Reduced API response times by 35% through code optimisation.
Migrated 50+ servers to AWS with zero downtime.

Recruiter Tips:

Start each bullet with an action verb
Focus on outcomes, not just duties
Keep it clear and concise

5. Always add industry context

A “Business Analyst” in Wellington’s government sector isn’t the same as a “Business Analyst” in Auckland fintech. The same title can mean very different work.

We once saw a CV that simply said “Business Analyst, 5 years.” When we added “Health Tech” to the role, the client immediately saw the relevance and asked to interview.

What we usually see:

Business Analyst, 5 years

What to write instead:

Business Analyst | Health Tech | Wellington

Recruiter Tips:

Add the industry for every role
Highlight sector-specific projects
Show how your environment shaped your skills

6. Cut the fluff

We can spot filler instantly. Lines like “Motivated self-starter passionate about innovation” don’t tell us anything.

We’ve also noticed more AI-generated summaries sneaking into CVs. They sound robotic and all blend together. Hiring managers can tell.

What we usually see:

Strong leadership skills and a passion for digital transformation.

What to write instead:

Led a team of six to deliver a $2M Salesforce rollout on time and under budget.

Recruiter Tips:

Replace vague phrases with facts and results
Use numbers to prove impact
Focus on what you’ve done, not what you claim to be

7. Proofread like it matters

It’s easy to overlook small mistakes, but they can hurt your chances. We once received a CV for a “Security Manger.” The typo appeared three times. The client noticed and it cost the candidate an interview.

Recruiter Tip:

Run spellcheck, then read it aloud
Ask a friend to review it
Don’t rely on AI tools to catch everything

8. Do one final check before sending

Before you hit send, run through a quick checklist:

Is it 2 to 3 pages?
Is the format clean and simple?
Have you listed your tools and achievements?
Did you proofread twice?

If you can tick all of these, your CV is already stronger than most.

A polished CV doesn’t just tell your story. It shows that you take your career seriously.

Key Takeaway

The tech market moves quickly. Wellington’s public sector, Auckland’s startups, and Waikato’s growing data scene are all searching for skilled people. Your CV is your best chance to cut through.

A well-written CV tells your story clearly and confidently. A poorly written one hides your strengths behind unnecessary details.

Treat your CV like production code. Clean, tested, and easy to read will always win.

If you’d like a recruiter’s eyes on your CV, send it our way. We’re here to help you stand out.

A Practical Guide to Setting Contractor Rates in NZ Tech

kaleb@recruitit.co.nz (Kaleb Leeming) — Mon, 02 Jun 2025 23:23:40 GMT

When your delivery timelines are tight and your internal team’s at capacity, bringing in a contractor can be a smart, strategic call. Whether you're launching a high-impact initiative or need a specialist skill set fast, contractors provide flexibility without the long-term commitment.

But there’s one question we often hear from Programme Managers and Heads of:

“What should we be paying?”

It’s a fair question, and there’s no blanket answer. Contractor rates in New Zealand vary based on market factors, capability, and demand. So, we’ve outlined a framework to help you confidently assess, benchmark, and negotiate contractor rates that make sense for both your project and your budget.

What Drives Contractor Rates?

Understanding why rates fluctuate helps you avoid overpaying or underestimating what’s required to attract top-tier talent.

Skill set + seniority: High-demand roles like Data Engineering, Cybersecurity, and Data Architecture often command premium rates especially at the senior level. Context into what other projects and driving demand in certain areas, will play into this too.
Contract length: Short-term, high-impact engagements typically cost more per day than longer-term delivery roles.
Lead time: Need someone to start Monday? You’re likely entering a premium window.
Location: While remote work has levelled the field somewhat, rates in Auckland and Wellington still tend to sit higher.
Project complexity: The more critical the deliverable, the more value (and risk mitigation) a contractor brings.

A Framework for Setting Contractor Rates

1. Benchmark the Market: Platforms like SEEK and Trade Me offer a baseline, but the most current data comes from recruiters placing candidates roles today. Recruit I.T. consultants can share live feedback on what candidates are both accepting and on, along with expectations on durations being offered.

2. Define Business Value: What will this person enable faster delivery? Platform stability? Customer experience uplift? Knowing the business outcome helps justify the investment.

3. Think Beyond the Rate: Flexible hours, remote options, autonomy, type of project, and long-term runway can all influence a contractor’s willingness to move on price.

4. Be Clear on Budget: Early transparency helps us filter for best-fit candidates. We’ll help guide expectations within realistic parameters.

5. Move Decisively: Top contractors won’t wait around. If you’re serious about hiring, clarity and speed go a long way.

Common Rate Models

Hourly – The most often used, particularly with variable workloads (e.g. $125/hr for a Senior BA)
Daily – Second behind hourly rates (e.g. $1000/day for a DevOps Engineer)
Project-Based – Scoped deliverables with fixed pricing (e.g. three-month platform migration)

Need help choosing the right model? We'll recommend one based on your timeline, delivery method, and risk appetite.

When to Flex, and When to Hold

Rate negotiations shouldn’t start from a place of minimisation. Instead, anchor your offer in context:

Flex when:

The skill set is niche or hard to find
You need immediate impact
The candidate brings experience that de-risks delivery

Hold when:

The role is longer-term and stable
The market is supplying strong candidates and skillsets
The proposed rate aligns with market norms

A realistic range allows room to move without compromising on delivery or candidate quality.

How Recruit I.T. Can Help

We support rate-setting conversations with:

Real-time contractor market insights
Customised advice based on your project scope and urgency
Negotiation support that respects both candidate and client value

Whether you're hiring one expert or scaling an entire project team, we help you land the right people, at the right price, without delay or confusion.

Want to sense-check a contractor rate or discuss your upcoming needs?

Reach out to our Recruit I.T. team today. We’ll help you make a smart, timely, and informed hire.

April 2025 Market Update

kaleb@recruitit.co.nz (Kaleb Leeming) — Tue, 01 Apr 2025 23:32:59 GMT

Download our latest Market Update for FREE

Our first Market Update for the year 2025 is now available for download!

After gathering key insights from the market and from our firsthand experience within NZ’s tech and digital space at present, we are pleased to share with you some valuable data and insights to support your decision-making for your business.

To access the Market Update, simply click the button below to download your FREE copy.

For additional information, follow us on LinkedIn for real-time updates.

If you’d like to discuss any details or have specific questions on the market or benchmarking of rates, our team is here to help. Get in touch with us and we will come back to you to arrange a time to talk.

How to Craft the Perfect IT Contractor CV in 2025

Tue, 18 Feb 2025 03:38:32 GMT

If you search “how to create a CV” on Google, you’ll be bombarded with thousands of results in seconds.

But hear us out: this is not your ordinary CV-writing blog.

In this article, we'll discuss how to craft the perfect IT contractor CV for today’s evolving tech landscape.

If you’re currently looking for opportunities in the tech industry, you’ll need a competitive CV that stands out in a pool of applicants—and that’s exactly what we’ll help you with here.

From creating an effective structure to showcasing key skills and experiences with relevant examples, we’ll cover everything so that by the end of this blog, you’ll be able to create a well-crafted IT contractor CV tailored for your next job search.

Steps to Crafting the Perfect IT Contractor CV

1. Draw Attention to Your IT Skills and Experiences: Your technical skills and experiences are the core of your CV, defining whether you’re the right fit for the role or not.

Examples of key skills across various disciplines:

Cloud & Infrastructure : Experience working with AWS, Azure, or Google Cloud Platform (GCP), including managing virtual machines, Kubernetes, and Terraform for infrastructure as code (IaC).
Data Engineering : Proficiency with Apache Spark, Databricks, Snowflake, and ETL pipelines for large-scale data processing.
Software Development : Expertise in Python, Golang, Java, or JavaScript; experience in backend API development with Node.js or FastAPI.
Project & Agile Methodologies : Experience managing sprints, roadmaps, and cross-functional collaboration using Jira, Confluence, and Scrum or SAFe frameworks.
Cybersecurity & DevSecOps : Implementing zero-trust architectures, securing CI/CD pipelines, and managing vulnerabilities in containerised environments.
AI & Automation : Working knowledge of machine learning frameworks like TensorFlow, PyTorch, and automation tools such as Ansible and GitHub Actions.

2. Highlight Relevant Industry, Project, or Contractor Experience: If you have relevant contract experience, make sure it is clear on your CV.

Hiring managers often look for specific industry experience rather than generic contractor roles. Highlight key projects, including:

Banking/FSI Projects : Cloud migrations, BS11 compliance, or data security initiatives.
Healthcare & Government : Large-scale data transformation projects or digital identity solutions.
Enterprise Software Deployments : SaaS integrations, ERP implementations, or CRM customisations.

Clearly outlining these projects with concise bullet points can help differentiate you from other candidates.

3. Don't Forget Soft Skills!: Technical expertise is essential, but soft skills matter just as much for IT contractors.

Communication & Collaboration : Working effectively with cross-functional teams, presenting technical solutions, and engaging stakeholders.
Problem-Solving & Critical Thinking : Troubleshooting production issues, optimising workflows, and enhancing efficiency through automation.
Adaptability & Continuous Learning : Staying updated with new technologies and adapting to different project scopes and environments.

4. Keep It Short and Concise: Your CV should be clear, easy to read, and ideally no more than two pages.

Suggested CV Structure:

Introduction : A short paragraph introducing yourself, your experience, and key achievements.
Key Strengths / Soft Skills Summary :
Technical Proficiencies :

Programming languages: Python, SQL, JavaScript, etc.
DevOps tools: Docker, Kubernetes, Terraform, etc.
Databases: PostgreSQL, Snowflake, MongoDB, etc.

Project Experience :

Use bullet points to describe relevant contracts/projects specific to the role you are applying for, which you can pull from your .
Focus on key achievements and contributions.

Certifications & Education :

List relevant industry certifications (e.g., AWS, PMP, SAFe Agile, etc.).

Employment History

5. Tailor Your Cover Letter to Each Role: If the role requires a cover letter, tailor it specifically to the position and client.

Tips for a Standout Cover Letter:

Showcase Value : Provide examples of how you can solve the company’s specific challenges / role requirements.
Link to Work : Include relevant documentation, GitHub projects, or portfolio pieces.
Personalised Approach : Write a brief but compelling statement about why this contract aligns with your expertise and career goals.

Your IT contractor CV is more than just a list of jobs—it’s your professional brand. By structuring your CV effectively, focusing on in-demand skills, and tailoring applications to specific roles, you’ll position yourself as a top candidate in today’s competitive IT contracting market.

If you need assistance in refining your CV or finding the right IT contract opportunities, reach out to Recruit I.T. —we specialise in connecting top talent with leading organisations in New Zealand.

How to Attract the Right Tech Talent in 2025

kaleb@recruitit.co.nz (Kaleb Leeming) — Tue, 04 Feb 2025 00:00:28 GMT

If you search “how to create a CV” on Google, you’ll be bombarded with thousands of results in seconds.

But hear us out: this is not your ordinary CV-writing blog.

In this article, we'll discuss how to craft the perfect IT contractor CV for today’s evolving tech landscape.

If you’re currently looking for opportunities in the tech industry, you’ll need a competitive CV that stands out in a pool of applicants—and that’s exactly what we’ll help you with here.

Strengthen Your Employer Brand

Your employer brand is your reputation in the market. It’s what candidates hear about you from peers, read online, and feel when they interact with your business. A strong employer brand doesn’t just attract talent—it attracts the RIGHT talent.

What Makes a Great Employer Brand?

Authenticity: Forget corporate buzzwords—tech professionals value transparency. Share real stories about your company culture, team achievements, and the impact your employees make.
Visibility: Update your LinkedIn, website, and careers page with fresh content. Use platforms like Instagram and YouTube to showcase your team and workplace.
Data-Driven Insights: Take stock of what your employees and candidates are saying on platforms like Glassdoor. If there’s room for improvement, act on it.

Quick Wins for the New Year

Post a message on social media celebrating your team’s achievements and 2025 goals.
Highlight employee stories—what projects did they love? How have they grown?
Refresh your careers page to reflect your company’s values and what candidates can expect.

2. Flexibility Is More Than Remote Work

Flexibility has evolved beyond remote vs. in-office work. In 2025, it’s about offering environments where employees can thrive both professionally and personally.

Why Flexibility Matters

The days of rigid 9-to-5 schedules are over. Candidates now expect:

Location flexibility (hybrid or fully remote roles)
Schedule flexibility (adjustable start times, compressed workweeks)
Career flexibility (lateral moves, cross-training opportunities)

How to Get It Right

Offer remote and hybrid options—your ideal candidate might prefer working from anywhere in New Zealand.
Think beyond location—compressed workweeks, sabbatical options, and asynchronous collaboration will boost retention.
Invest in collaboration tools—ensure seamless teamwork, regardless of where employees are based.

Pro Tip for 2025: Kick off the year with a team survey to understand what flexibility means to your employees. Use their feedback to shape policies that will attract and retain the right talent.

3. Write Job Descriptions That Sell

Your job description is often the first impression candidates have of your company. In a competitive market, a compelling job ad makes all the difference.

What Makes a Great Job Description?

Clarity Over Complexity: Avoid jargon and exhaustive requirements. Focus on key skills and experiences that matter most.
Impact-Focused: Instead of listing tasks, highlight the outcomes and impact of the role.
Inclusive Language: Use gender-neutral and welcoming language to ensure your ad resonates with diverse candidates.
Highlight Perks : Beyond salary, tech professionals look for growth opportunities, professional development, and work-life balance.

Example: Before and After

Before: "We’re looking for a highly skilled developer with experience in Python, Java, SQL, React, Node.js, and AWS."
After: "Join our team to build cutting-edge cloud solutions that impact thousands of users daily. You’ll work with Python and AWS in a collaborative environment that values learning and innovation."

4. Stay Competitive in a Fast-Changing Market

To attract the best talent, you need to stay ahead of the curve.

How to Compete Effectively

Benchmark Salaries Regularly: Use real-time salary data to ensure competitive but sustainable packages.
Think Beyond Pay: Offer benefits that matter, like flexible working arrangements, training budgets, and career progression pathways.
Focus on Purpose: Tech professionals want meaningful work. Whether you’re solving real-world problems or leading innovation, make sure candidates understand their impact.

New Year Action Plan: Review your salary bands, perks, and progression frameworks. Are you offering what top talent expects in 2025?

5. Leverage Recruitment Expertise

Attracting tech talent isn’t easy—but you don’t have to do it alone. Partnering with a specialist recruitment team can save time, reduce stress, and ensure you’re connecting with the best candidates.

Why Work with a Recruiter?

Market Insights: Recruiters have their finger on the pulse of salary trends, hiring challenges, and candidate expectations.
Time Savings: Sourcing and vetting candidates takes time—let a recruitment expert handle it so you can focus on growing your business.
Access to Hidden Talent: The best candidates aren’t always actively looking for a job. Recruiters tap into passive talent pools to find hidden gems.

Looking Ahead to a Successful 2025

As we kick off the new year, it’s the perfect time to reflect on your hiring strategy and ensure it’s primed for success. The market may be shifting, but with the right approach, you can position your business as an employer of choice.

If you’re ready to take your tech hiring to the next level, we’re here to help. At Recruit I.T., we specialise in connecting New Zealand businesses with exceptional tech talent. Whether you need to refine your employer brand, craft better job ads, or tap into passive talent pools, our team has the expertise to support you.

Connect with our team today, and let’s make 2025 your best hiring year yet.

June 2024 I.T. & Digital Market Update

kaleb@recruitit.co.nz (Kaleb Leeming) — Mon, 24 Jun 2024 04:40:37 GMT

Field at Present: From a Director’s Perspective

We have seen a continuation of the slow start to the year, which is expected given the overall economic climate in the market alongside government budgetary pressures. There is certainly an increase in general activity coming in from private companies with an increase in ratios of new hires vs replacements.

With the recent budget announcements, we will see the flow on impact across government with both the continuation and kick off of new projects, which in our prediction will see an increase in recruitment activity across the board from July onwards.

Although certainly not at the frequency of what we have seen in the last six months, we are still seeing organisations across a range of industries forced into making rounds of redundancies and other operational cuts or changes to help them operate more leanly during challenging times.

Middle Management

We have seen middle management across the board be impacted, and even those not impacted are mindful of the overall cost pressures, and generally more approachable to opportunities.

We have seen organisations consolidate middle management positions, which in a practical sense has seen individuals take on more responsibilities, often without the necessary financial upside to this. It is a common trend as businesses look to operator in a leaner fashion. However, leaders need to be mindful of the impact that can have to burnout and further attrition.

Opportunities to Onboard Senior Tech Leaders

On the flipside, looking at the opportunities for businesses in terms of people and talent, in some regions, we have seen an increase in senior technology leaders actively in the market due to restructuring and redundancies, along with a number of skilled and experienced leaders passively looking to move on.

The numbers are certainly something we haven’t seen in some time. There is some great talent out in the market, and businesses have the opportunity to snap up some exceptional senior leaders to really assist in their technology transformations.

Gen AI

Not a meeting or interaction goes by without the mention of Gen AI - it is certainly hot on the lips of not only the technology industry but most organisations and industries. Naturally, and for good reason, it is a regular talking point, and the technologies underpinning Gen AI have continued to progress at an unprecedented pace. We are seeing an increase in businesses exploring and adopting Gen AI in many ways, and we foresee the rate of this uptake continuing to increase.

The Budget

The budget appeared light on tech and digital investment, with the big projects being impacted being the digital transformation at NZ Institute of Skills and Technology (Te Pukenga) and the 3 Waters reform program. For anyone interested in things from a technology perspective we would recommend checking out Rob O’Neils take via Reseller News here .

The focus from a technology perspective within government seems to be centered around using technology for operational efficiencies, as opposed to investments in the technology sector and assisting organizations, whether it be with a local or international focus.

Overall, there's an increase in infrastructure spend, including digital infrastructure, which will hopefully continue to foster innovation.

Key Advice for Jobseekers

We have noticed an increase in applications that have not specifically read the contents of the job advertisement and requirements needed. For all candidates, it is important that your specific skills and expertise are aligned so some time tweaking, preparing and tailoring CV or Cover Letter is important to standout in the market.

Another tip from us is to have someone from outside your industry to sanity check your CV for you. If they can understand what you do or your core skills, a non-tech savvy generalist HR or recruitment personnel would most likely be able to decipher your CV. Plus, a fresh set of eyes will often pick up small errors or things you may have missed.

In relation to CVs, ensure that you have your phone numbers and email addresses on the first page so it will be easier for the recruiter to get in touch. We have had an experience with candidates missing important contact information on their CV, so it’s best to run through yours one last time before sending it out to different recruiters.

It will also help to build your personal brand to stand out in a talent-saturated market like NZ’s. This will help recruiters get a better grasp of who you are as an individual and as a candidate for the role. You don’t have to have a huge following, but constantly sharing your learnings and useful stuff with your professional network will help you stand out in an over-saturated market.

As always keep connected with your network and recruitment partners. We are certainly seeing an increase in roles being placed off market, so ensuring you stay top of mind with your network will assist in increasing your chances of being in the right place at the right time.

A Final Note

As we look ahead to what is ahead, we are seeing the term ‘green shoots’ used in the market. This is a term used to describe signs of economic recovery or positive data during an economic downturn. Whilst we are certainly mindful of the wider climate, these so called ‘Green Shoots’ are providing some promise in what we see as continuing tough year ahead.

As ever, we are aiming to stay dedicated to nurturing relationships and providing advice and support to both our candidate base and our customers to ensure that are receiving a high-quality service.

If you have any questions, or would like any advice regarding hiring talent for your team or business, please reach out to myself , Chris , Bianca , or any of our team members for a confidential discussion.

The Power of Exclusivity: Why It Matters in Tech Talent Acquisition

Tue, 21 May 2024 01:27:30 GMT

Aotearoa’s tech scene has been tricky to navigate lately, with constant changes and economic factors directly affecting the way businesses recruit; and the need for the right recruitment partner has never been more crucial. Companies are in a constant battle to snag the best talent amid the candidate-heavy market, facing off against fierce competition at every turn. Because of this, it’s tempting to cast a wide net and work with multiple recruiters, but let’s talk about the magic of going exclusive.

Here's why you should consider going exclusive with a recruitment partner for any roles you’re recruiting for:

Quality reigns supreme

When it comes to talent acquisition, quality trumps quantity. By focusing on building a quality brief with one recruiter or agency exclusively, this allows them to work with you to delve deeply into understanding the intricacies of the company culture, the nuances of specific roles, and the aspirations of potential candidates.

The result? A curated pool of candidates who are not just qualified on paper but who also align seamlessly with the organisation’s values and vision.

It’s like crafting a bespoke suit, tailored to fit perfectly with your team.

Seamless collaboration

Effective communication and collaboration are the cornerstones of successful recruitment partnerships. By forging an exclusive relationship with a single recruiter, hiring managers streamline their communication channels and foster a sense of cohesion between the hiring team and the recruiter. No mixed signals, no crossed wires.

This seamless collaboration enables recruiters to act as true extensions of the internal team, working hand-in-hand to navigate challenges, seize opportunities, and drive recruitment success.

Depth of expertise

You want someone who knows their stuff inside out, who lives and breathes tech recruitment; that’s where going exclusive pays off.

You’re not spreading yourself thin across different agencies; you’re diving deep with one who’s got their finger on the pulse. They’re clued to the latest trends, they know the ins and outs of the industry, and they’re laser-focused on finding you the perfect fit. This depth of expertise translates into a more strategic recruitment process, better candidate sourcing strategies, and ultimately, more successful hires.

Enhanced candidate experience

It’s a competitive market out there, and you want your potential hires to feel valued. That’s where personal touch comes in. With an exclusive partnership with a recruiter, you’re not just another client on their books. They take the time to get to know you, understand your needs, and guide those candidates through the process. This personalised touch not only enhances the candidate’s experience, but also strengthens the employer brand, positioning your organisation as an employer of choice within the tech community.

The decision to work exclusively with a single recruitment partner is a strategic move that can yield significant benefits for your organisation.

Finding the right recruitment partner is just as important as finding the right candidate for the role. So, when navigating the wild world of tech talent acquisition, think about the power of exclusivity.

By doing so, you can position your organisation for success in this competitive industry where the search for top tech talent is rough and tight.

If you want to partner with Recruit I.T. and know how we can help you find the right candidates for your hard-to-fill roles, please reach out to any of our consultants .

Essential Tips for Starting Fresh in a Tech Company

Sun, 12 May 2024 22:38:41 GMT

So, you’re about to embark on a new adventure in the tech world. Whether you’re diving into the buzzing scene of New Zealand or any other tech hub, starting with a new company can be both thrilling and daunting. But fret not, we’ve got your back with some practical tips to help you navigate those early days with ease, no matter where you land.

1. Dive into the Culture

Every company has its own vibe and quirks. Take the time to understand the culture of your new workplace – from the dress code to the communication style. Embracing the culture early will help you feel like part of the team from day one.

2. Connect with Colleagues

Building strong relationships with your colleagues is key to success when you’re starting fresh. Don’t be afraid to strike up conversations, grab coffee with a coworker, or join team activities. The bonds you form with your colleagues can make all the difference in your day-to-day experience.

3. Learn the Ropes

Every company has its own processes, tools, and systems. Take the initiative to familiarise yourself with these early on. Whether it’s mastering the company’s project management software or understanding the internal communication channels, getting up to speed quickly will set you up for success. Remember – don’t be afraid to ask questions if you need help or guidance, as this can also help you foster those all-important relationships.

4. Set Clear Goals

Take some time to map out your short-term and long-term goals for your new role. What do you hope to achieve in your first month? Six months? A year? Having a clear roadmap will help you stay focused and motivated as you navigate the challenges and opportunities ahead.

5. Seek Feedback and Guidance

Don’t be afraid to ask for feedback or guidance from your manager or colleagues. Constructive feedback is invaluable for growth, and seeking guidance from those who have been in your shoes can help you navigate any hurdles you encounter along the way.

6. Stay Curious and Keep Learning

The tech industry is constantly evolving, so it is essential to stay curious and keep learning. Whether it’s staying up to date on the latest technologies, attending workshops and conferences, or taking online courses, investing in your ongoing education, and upskilling will keep your skills sharp and your mind engaged.

7. Maintain a Healthy Work-Life Balance

It’s easy to get caught up in the hustle and bustle of a new job, but don’t forget to prioritise your well-being. Make time for hobbies, exercise, and downtime to recharge your batteries and avoid burnout. A healthy work-life balance is essential for long-term success and happiness.

8. Be Open-Minded and Adaptable

Starting with a new company often means stepping out of your comfort zone and embracing the unknown. Be open-minded, adaptable, and willing to embrace change. The ability to pivot and adapt quickly will serve you well as you navigate the twists and turns of your new role.

9. Celebrate Your Wins

Whether it’s landing a big client, mastering a new skill, or simply making it through your first week, take the time to celebrate your wins, no matter how small. Recognising your achievements will boost your confidence and morale as you continue to grow and succeed in your new role.

10. Enjoy Your Journey

Above all, remember to enjoy the journey. Starting with a new company is an exciting adventure filled with endless possibilities and opportunities for growth. Embrace the challenges, cherish the moments of success, and savour every step of the journey as you carve your path in your new company.

With these tips in your toolkit, you’re ready to hit the ground running and make your mark in the tech world.

All the best in your new journey!

If you need some expert advice, reach out to our experienced team of Consultants: www.recruitit.co.nz/consultants .

Re-entering the Job Market: A Guide for Experienced IT and Technology Candidates in New Zealand

Wed, 27 Mar 2024 02:19:55 GMT

Entering the job market after many years can be a daunting task, especially in the fast-paced world of IT and Technology. With advancements happening at breakneck speed, it is understandable to feel overwhelmed when suddenly thrown into starting your job search journey anew.

However, there are simple steps you can take to get you started, ease the transition, and help you in landing your new dream job. At Recruit I.T., we've seen many experienced candidates successfully navigate this path, and we're here to share some valuable advice with you.

1. Revamp Your CV

Your CV is your ticket to securing interviews, so it is crucial to ensure it’s up-to-date and tailored to the roles you are applying for. If yours is still in typewritten format and doesn’t include what you’ve been up to for the last 10 years, now is the time to get it updated. Ensure it includes your most recent and relevant roles, delete your high school work experience, and highlight your relevant experience, skills, and achievements prominently, focusing on how they align with the requirements of the positions you're targeting. If you are unsure where to start, collaborating with a specialised recruiter like Recruit I.T. can provide valuable insights and guidance in crafting a compelling resume.

2. Leverage Your Network

Don't underestimate the power of networking, especially in the tight-knit IT and Technology community in New Zealand. Reach out to former colleagues, mentors, clients, and industry connections to let them know you're actively seeking opportunities. Attend industry events, meetups, and conferences to expand your network further. Many job opportunities are filled through referrals, so make sure to stay connected and keep your network informed about your job search.

3. Explore Both General and Specialised Job Boards

You may have found your first job via a newspaper classified, but times have changed! While general online job boards like Seek and Trade Me, as well as LinkedIn Jobs are a good starting point, consider exploring specialised job boards focused specifically on IT and Technology roles, and register with a relevant recruitment agency like Recruit I.T. as specialised platforms like our website job board cater to this niche market, offering a curated selection of job openings tailored to your expertise. By targeting your search on these platforms, you increase your chances of finding roles that align with your skills and career goals.

4. Prepare for Interviews

Brush up on your interview skills to ensure you make a strong impression during the selection process. Research the company and the role thoroughly, familiarising yourself with STAR and behavioural-based interview techniques (there is lots of info online!), practising common interview questions, and preparing examples that highlight your abilities and experiences. Additionally, familiarise yourself with the latest industry trends and developments to demonstrate your awareness and relevance in the field. It also won’t hurt to review and brush up on your verbal and numerical reasoning skills – once again, there are lots of free resources online to help you practise these types of tests/exercises.

5. Update Your Skills

The IT and Technology landscape evolves rapidly, with new technologies and methodologies emerging regularly. Whilst you’ve developed your abilities on the job, do take the time to update your skills and knowledge with formal certifications and training to remain competitive in the market. Consider enrolling in courses, attending workshops, or pursuing certifications relevant to your field. Not only does this demonstrate your commitment to growth, but it also enhances your attractiveness to potential employers.

6. Be Flexible and Open-Minded

The job market can be unpredictable, so it's essential to remain flexible and open-minded throughout your job search. Be willing to consider different roles, industries, or a short-term contract opportunity that may not align precisely with your previous experience. Embrace new challenges and opportunities for growth, as they can lead to unexpected career advancements and personal fulfilment.

7. Seek Guidance from Experts

Navigating the job market alone can be overwhelming, especially after being out of the game for some time. In many cases, if your position has been made redundant, your organisation may provide outplacement services to offer help with CV crafting, interview prep, job search, practise testing and in some instances will also provide free access to training platforms. Consider seeking guidance from experienced specialised recruiters like our Recruit I.T. consultants. Our team possesses in-depth knowledge of the IT and Technology industries, along with extensive networks and resources to support your job search journey. From resume optimisation to interview preparation, we can provide valuable assistance every step of the way. Utilise all the free and skilled help you can access!

8. Embrace Your Experience and Life Skills

It's easy to feel apprehensive about re-entering the job market after a long tenure with a single company or a prolonged absence, but remember to embrace the wealth of experience and life skills you've accumulated over the years. Your past successes, whether in your career or personal life, have equipped you with valuable insights, problem-solving abilities, and resilience that will be sought-after and appreciated by employers.

While you may not have a recent job application or job hunt history, your track-record speaks volumes about your capabilities and adaptability. Have confidence in your abilities, and don't underestimate the value you bring to the table. Highlight your accomplishments and transferable skills during interviews, showcasing how they make you an asset to any organisation. By owning your experience and life skills, you can instill trust and credibility in potential employers, setting yourself apart from other candidates in the competitive job market.

Embarking on a job search journey after many years can be a challenging yet rewarding experience. By revamping your resume, leveraging your network, exploring job boards, preparing for interviews, updating your skills, remaining flexible, seeking guidance from experts, and remaining confident in your experience and skills, you can increase your chances of success in the competitive New Zealand job market.

Remember, you are not alone in this journey, and with the right support and resources, you will find your next opportunity. Our team are always happy to shout the coffee and provide some expert friendly and constructive advice to help you get started on your job hunt, so reach out anytime!

March 2024 I.T. & Digital Market Update

kaleb@recruitit.co.nz (Kaleb Leeming) — Mon, 11 Mar 2024 01:16:15 GMT

Field at Present: From a Director’s Perspective

Generally, we have seen a slow start to the year, continuing the trend we saw in the latter half of 2023. Despite feedback from the market that suggested a stronger bounce back, we have yet to see this in the market at present. There are pockets of activity - primarily back-fills to existing hires.

As we gear towards the backend of the government’s 100-day plan, we should see the firming up of new projects and programmes, which will likely require capability to deliver these pieces of work.

Unfortunately, we are still seeing organisations across a range of industries forced into making rounds of redundancies and other operational cuts or changes to help them operate more leanly during challenging times, and we’ve even seen this in the recruitment industry itself.

Offshoring Capability to Increase Profitability

Overall, one of the key challenges core businesses are facing right now is the significant cost increases in salaries that have impacted on their organisation, and subsequently, their profitability. Both SME and Enterprise businesses are heavily mindful of costs and actively looking for ways to reduce this.

We have seen this challenge being countered with an increase in organisations offshoring capability at a heavily reduced labour cost compared to the local market. The big challenge will be getting the balance right between offshoring to reduce overall cost whilst maintaining a sense of quality control and IP.

Opportunities to Onboard Senior Tech Leaders

Contract Opportunities on the Rise

The opportunities for contractors have remained down, following a large number of business analysts and project managers coming onto the market late last year, which was an indication of various projects both in-flight and in planning phase being cut.

As we enter March, we’ve seen the market pick up slightly with various projects moving from funding being approved to planning and delivery phases. With the new financial year budgets being released, we expect to see further opportunities for contractors as projects will begin to pick up pace.

Trends in Tech and Skills in High Demand

The market for developers, data, and cloud engineers has slowed, however there is still some demand, and this could pick back up come budget release time.

AI-related tools continue to be an area candidates should keep an eye on if they aren’t already. We can see AI and the supporting tooling will continue to grow in importance as businesses look to maximise efficiencies.

Additionally, remaining relevant with appropriate cloud certifications or expertise will ensure candidates continue to be marketable to employers.

Tech and the Economy

Despite the current challenges the industry is facing, the role of the technology sector in driving economic growth in Aotearoa has never been more pronounced. It’s not just a supporting player anymore – as this article from NZ Hearld outlines, it’s front and center, poised to become our largest export and offshore revenue generator. This shift underscores the critical importance of tech and digital landscape in shaping our economic future.

While the market and economic conditions may be tight, there’s a silver lining. There are numerous companies within the tech sector that are thriving and poised for continuous success in the coming year.

In the Government Space

With the government reallocating resources and reprioritising projects and programs, we’re hopefully on the cusp of seeing a surge in demand from various government departments. This uptick in demand will create exciting opportunities for tech professionals across the board, from software developers to data analysts, to cybersecurity experts.

Key Advice for Jobseekers

For all candidates, but contractors in particular, we must reiterate the importance of understanding and meeting the market at hand, as well as the customer budget. We have seen several candidates miss out on roles by not being negotiable to the customer’s budget, then coming back later without a role, and wanting to see if it is still available at the offered rate.

If you are looking for work, keep networking and remain connected. Enjoy plenty of coffees with old coworkers, recruiters, and those you know in the industry. Things will pick up and if you are leveraging your networks and relationships, you’ll be front of mind when an opportunity presents itself.

You need to treat job hunting like a job. Prepare, plan, tailor your application for each individual role, and try and be disciplined in your approach. We understand that this is a tough market, and if we can help you in anyway, then please reach out to our team.

A Final Note

As we look ahead, it’s clear that the tech and digital landscape in NZ is evolving rapidly. By staying informed, proactive, and adaptable, candidates and businesses alike can position themselves to capitalise on the opportunities that lie ahead.

As employers, it’s crucial that we don’t rest on our laurels but instead maintain an innovative mindset, perhaps even expanding our horizons globally, to stay ahead in this competitive market. Simultaneously, it’s vital to prioritise meeting the needs of our current teams and fine-tuning retention strategies.

As ever, we remain dedicated to nurturing our longstanding relationships and talent networks. Despite the challenging market conditions, our priority remains delivering top-notch recruitment solutions for both our clients and candidates.

The True Cost of a Contractor

kaleb@recruitit.co.nz (Kaleb Leeming) — Wed, 14 Feb 2024 23:53:35 GMT

With the dynamic business landscape, many companies are embracing flexibility and adaptability as they navigate the ever-changing market. As someone who has worked in the technology and recruitment sector for a while, I’ve come across a common misconception that I’d like to address: the perception that contractors are significantly more expensive than permanent employees. I'd like to give light to the true cost of hiring a contractor and explore why it might be more budget-friendly than you think.

Let’s start by acknowledging the elephant in the room – the hourly rate. It’s no secret that contractors often come with an hourly rate that seems higher than what you’d pay a permanent employee. But here’s the thing: an employee salary is just the tip of the iceberg. When you hire an employee, there’s a whole set of additional costs and overheads that can significantly impact on your bottom line.

Let’s break them down:

1. ACC (Accident Compensation Corporation)

When you employ a permanent employee, you’re obliged to contribute to ACC levies. These can add up and represent a substantial ongoing cost to your business. Contractors, on the other hand, handle their own ACC payments, freeing you from this financial burden. As I write this it sits at approx. $0.63 per $100 of payroll. Example being, a $100K Salary = $630 per annum.

2. Kiwisaver

Permanent employees are entitled to Kiwisaver contributions from their employers. While it’s a great benefit for them, it’s an added cost for your business. Contractors manage their own retirement savings, releasing you from this expense. At the minimum contribution of 3% that is $3,000 based on a salary of $100,000 per annum.

3. Training and Development

Investing in the professional growth of your employees is essential. However, it can be costly and time-consuming. Contractors typically bring their existing skills and experience to the table, minimising the need for extensive initial training and ongoing development programs. Various benchmarks have this between 1% - 5% of an individual’s salary. Based on a $100,000 per annum this could be between $1,000 - $5,000 per annum.

4. Fringe Benefit Tax

Providing certain benefits to your employees can trigger fringe benefit tax liabilities. Contractors are not subject to this tax, which means you can offer perks without worrying about additional financial implications.

5. Benefits

Permanent employees often receive benefits such as health insurance, paid annual leave, and more. While these are important for staff retention, they can substantially increase your personnel expenses. On the other hand, contractors manage their own benefits and extras, giving you more predictability in your budget.

6. Insurance

A business is responsible for looking after professional indemnity and public liability insurance which cover their permanent employees. On the flip side, contractors typically have their own insurance coverage, reducing your insurance-related costs.

7. Overheads

Beyond the salary, permanent employees come with a host of overheads like office space, equipment, and administrative support. Contractors usually operate independently, sparing you from these additional expenses.

8. Productivity

It is not as simple as multiplying a contractor’s rate by the number of hours in a week, and then extrapolating that out for the year. They only get paid for the hours they work, which doesn’t include any annual leave, sick leave, or public holidays. You only pay them based on what the hours they actually worked.

So, what’s the bottom line? Hiring contractors can be a cost-effective choice when you consider the bigger picture. While the hourly rate may seem higher, it’s essential to factor in the myriad of savings associated with not having to manage all the costs and overheads that come with permanent employees.

Don’t get me wrong – permanent employees are valuable assets to any organisation. They bring stability, commitment, IP retention, and a sense of belonging to your team. But the key is understanding the differences between contractors and permanent employees and leveraging them to your advantage.

Think of hiring contractors as a strategic move that provides the flexibility to scale your workforce up or down as needed, without long-term financial commitments. It’s not about one being better than the other; it’s about making informed choices that align with your business objectives.

So, the next time you consider bringing in a contractor, remember the true cost isn’t just about the hourly rate- it’s about the holistic value they bring to your organisation.

Recruit I.T. GTS FAQs

Mon, 12 Feb 2024 02:17:49 GMT

Intro to Recruit I.T. GTS

Recruit I.T. GTS is the brainchild of Directors Kaleb Leeming and Ben Allen. Established in 2006, Recruit I.T has been offering contract and permanent resources to the technology community in New Zealand for many years, and has helped organisations to deliver their business goals in a timely and cost-efficient manner.

More recently, and prior to COVID, Recruit I.T. has been managing and onshoring capability and talent into the New Zealand market to help address growing talent shortages and fill specific technology skillsets that our customers need to scale their business and deliver numerous products and projects to their customers.

At present, Recruit I.T. has employed and migrated over 50 international candidates to New Zealand - this has resulted in projects being delivered on time along with significant cost savings.

Recruit I.T. Global Talent Solutions aims to bring high-skilled tech talent to your company quickly, affordably, and effectively. We have successfully created a global network of highly adept and intelligent I.T. professionals that can help scale your business scale for success.

Everything you need to know about Recruit I.T. GTS

Learn more about Recruit I.T. Global Talent Solutions through these Frequently Asked Questions (FAQs).

1. How does RIT GTS work?

GTS offers bespoke solutions to cater to every business need. We can help relocate candidates to New Zealand or we can onboard candidates remotely using our partners around the globe. We’ve been running this model since 2014 so we are well-versed at finding a solution to every resourcing problem!

2. How is it different from other recruitment offerings in NZ?

Recruit I.T. utilises international talent to fill the gaps when the local market is talent-short or lacks niche skillsets. We follow and curate a model that is both efficient and cost-effective, and low risk.

Reach out to our Director Kaleb Leeming to know more about our scope of work and services.

3. What skills can the clients access/roles can they fill with GTS that they can’t through traditional recruitment?

There really isn’t an I.T. role that can’t be filled! NZ has a smaller pool of talent than other countries, so when you start looking for staff in specific areas of I.T., it’s easy to falter . We’ve had success recruiting in the development space (Java, Ruby, Mobile), as well as platform specific expertise including Salesforce, Dynamics, PEGA, SAP, ServiceNow, and Workday to name a few. We would love to help other businesses in NZ to capture talent not easily accessible in the New Zealand market.

4. How have offshore candidates changed over the years in terms of their non-negotiables for new work opportunities i.e., higher salary, permanently migrating to NZ, etc.?

Overseas candidates certainly have more options now the world has opened. So, flexibility, team culture, and working on an exciting project are normally high on the wish list, along with salary. For those candidates looking to migrate from overseas, we are seeing those with families being put off by all the media around the high cost of living right now, and typically countries that have been seen as a lower cost, have risen in salaries through the increase in the remote workforce and countries such as the US a Europe expanding there reach globally.

5. How does your engagement model work?

Each engagement will differ depending on the outcome you are looking to achieve. However, we generally run three (3) types of models for our customers:

Offshore/Remote Capability : We hire these individuals as either permanent or contractors, and they work based in their own country (most often, the Philippines), within the New Zealand time zone.

Offshore to Onshore Capability : This is a hybrid model to the offshore capability, where customers contract capability remotely, experience whether individuals are suitable, then at a future date look to bring these individuals into NZ.

Onshore Capability : Here we go straight to moving candidates into New Zealand. We can either take the risk on and hire them permanently or facilitate the recruitment process where our customers can hire them permanently directly.

FAQs

Here are also some of the most Frequently Asked Questions about Recruit I.T. GTS:

(For Clients)

Q: When can we start hiring employees?

A: We would organise an initial briefing to understand your requirements along with what one of our service offerings would work best for you. From what, we would begin preparing an initial short-list with the view of interviews within 1 – 2 weeks.

Q: What’s the step-by-step process in availing the services?

You provide us with your requirements.
We will find a small shortlist of talent for you to interview.
Once you are happy making an offer, we will work through the immigration process (for onshoring) or the onboarding process (for those working remotely offshore)
Your new hire starts!

Q: Do we need to pay for your services even if there were no successful hires?

A: No. You only pay a success fee if we are successful in placing a hire.

Q: What other services do you provide?

A: Outside of offshore talent, we can supply local contract and permanent recruitment services.

Q: How long does the recruitment process take?

A: The speed of the process is up to you but the quicker, the better! Locking in interview times can often slow the process down, so if you can commit to some interview times at the beginning of the process, we can usually have interviews completed within two weeks of obtaining requirements.

Q: What type of sectors/industries have you catered to?

A: We specialise in technology related capability and have clients in government, utilities, banking, insurance, media, and entertainment.

Scale your business for success!

As with any solutions, Recruit I.T. GTS can adjust and alter any aspects of the proposals that we send to our clients depending on the goals and demands of your business.

If you require any further information about Recruit I.T. GTS and the services we offer, contact Kaleb Leeming (Director) at kaleb@recruitit.co.nz/ 027 201 8152.

Open to Work Banter: Green Flag or Red Alert?

Mon, 04 Dec 2023 01:22:30 GMT

By now, we’re sure most of you have already read some of the posts going on about the ‘Open to Work’ banner on LinkedIn. In the dynamic realm of professional networking, the debate around this topic has sparked its fair share of banter. Is it a bold declaration of job-seeking enthusiasm, or does it project an air of desperation?

Let’s address the elephant in the room – the ongoing banter about whether adding an ‘Open to Work’ banner is a savvy career move or a sign of desperation. Opinions vary, with some professionals arguing that it’s a powerful tool for career contractors to swiftly signal their availability to the job market. On the other hand, skeptics see it as an unnecessary disclosure that might raise eyebrows.

At Recruit I.T., as a business whose mission is to connect talented individuals with exciting career opportunities, where do we stand on this? It’s simple - we see putting an ‘Open to Work’ banner as a big green flag waving right at us, inviting us to reach out with great roles.

Why the love for the banner, you might ask? It’s a helpful signal, especially for those actively seeking new opportunities. If someone is clearly a career contractor, this banner can be a positive and powerful tool to broadcast their availability. From a recruiter’s perspective, it’s not about desperation it’s about visibility. The ‘Open to Work’ listed option can be outdated, but the banner provides a more immediate and visible signal.

Our experienced team, however, wants to reassure candidates that if you choose not to use the ‘Open to Work’ banner, that’s also perfectly fine. We pride ourselves on being adept at sourcing individuals with the right skills and experience for our roles, banner, or no banner. After all, most reputable recruiters should be skilled in identifying top talent whatever the circumstance.

Here’s what Recruit I.T. Consultants have to say:

One of our team members notes, “If someone is obviously a career contractor, I think it is a positive and powerful tool to let the market know fast.” Another adds, “From a recruiter’s perspective, I don’t see them as looking desperate at all. It’s helpful in searches.”

Another team member chimes in with a valuable insight, “The more you put into LinkedIn, the more it enables recruiters to find and help you. Utilise your connections to share and get support from others. It can enhance your personal brand.” They emphasis that the ‘Open to Work’ banner, when used effectively, can be a strategic move that enhances your visibility in the job market.

In the grand scheme of things, the ‘Open to Work’ banner banter is, in our opinion, a lot of noise about nothing. The banner serves as a tool, and its impact ultimately depends on how it aligns with your personal branding strategy. It’s your call whether to put it up or not. So, if you choose to use it, great! If not, no worries—there are skilled and trusted recruiters out there like ours at Recruit I.T. who are capable of finding you and top talent among a sea of candidates, with or without the banner.

If you’re navigating the twists and turns of your career journey and seeking guidance or exciting new roles, don’t hesitate to reach out to any of our Consultants. Our team is here to offer professional advice and connect you with exciting opportunities! Your next move might just be a click away.

Mastering Behavioural-Based Interviews: How to Ace Your Interviews Using the STAR Approach

Fri, 24 Nov 2023 00:50:11 GMT

At Recruit I.T., we understand the importance of showcasing your experiences, behaviours, knowledge, skills, and abilities during the interview process. It's not just about what you've done, but how you've done it and what results you've achieved. Behavioural-based interview is the key to unlocking your potential and predicting your future success.

So, what exactly is behavioural-based recruitment?

It's all about digging into your past experiences to understand how you've tackled challenges and achieved results. The panel will be seeking specific examples of your behaviour, so be prepared to tell stories that demonstrate your capabilities.

During the interview, you'll encounter open-ended questions that require more than just a yes or no answer. Think of them as invitations to share your experiences. Remember the acronym STAR: Situation, Task, Action, Result. Craft your answers to include all these components, painting a clear picture of your abilities and achievements.

Let's break down the STAR approach:

Your answer must contain all of these components to be a STAR answer. Tell the panel a story with a beginning, middle and an end, about where you have performed in the various competency areas of the position.

Additionally, preparing for a behavioural interview requires strategic planning. Here are some steps to help you get ready:

Understand the Job Description : Analyse the key result areas and identify how your skills align with the role.
Reflect on Your Experiences : Think about past situations where you demonstrated relevant competencies.
Qualify Your Results : Ensure your achievements can be verified and provide evidence to support your claims.
Anticipate Questions : Be ready to discuss both successes and challenges, using the STAR format to structure your responses.

Now, let's dive into some practical tips for interview preparation:

Research the Company : Familiarise yourself with the company's values, goals, and culture.
Prepare Your Answers : Practice responding to common questions using the STAR method.
Showcase Your Value : Be ready to articulate how you can contribute to the organisation or team.
Take Notes : Keep track of important details during the interview for future reference.
Ask Thoughtful Questions : Demonstrate your interest and engagement by asking relevant questions.
Present Yourself Professionally : Dress appropriately and pay attention to your body language.

At Recruit I.T., we're here to support you every step of the way. If you have any questions or need guidance, don't hesitate to reach out to our team. We're committed to helping you prepare for a successful interview.

Remember, the interview is your time to shine. Stay positive, be authentic, and showcase your best self. With preparation and confidence, you can ace any behavioural-based interview and land the job of your dreams.

Good luck on your interview journey! If you need further assistance, don't hesitate to reach out to us at Recruit I.T. We're here to help you succeed.

Finding Fulfillment Through Detachment: Embracing the Journey, Not Just the Outcome

Thu, 14 Sep 2023 03:48:46 GMT

At Recruit I.T., we believe our work is about more than just successful job placements. We're all about the journey, the process, and the personal growth that comes from embracing every step. A concept we’ve been discussing as a team is one that can be easily misunderstood at face value, but if you dive a little deeper, and do some work, it’s one that has the power to transform your approach to work, life, and everything in between... I’m talking about the power of detachment.

The Chocolate Cake Analogy: Shifting Focus

Imagine a chocolate cake in front of you. The cake represents the journey - the process you undertake to achieve your goals. The icing signifies the outcome you're striving for. Now, let's consider the scenario where you only eat the icing - you'll likely end up feeling overwhelmed or dissatisfied. But if you enjoy a slice of cake without obsessing over the icing, most of us will find genuine satisfaction in the experience itself.

Translating this analogy to real life, fixating solely on an outcome can lead to stress, anxiety, and an overall sense of unease. The key to moving away from this state, is self-awareness. By recognising when your attention has shifted solely to the icing, you empower yourself to make a choice: perpetuate the fixation or make a positive change.

The Journey of Self-Awareness

Self-awareness isn't a skill you master overnight—it's a journey of growth and transformation. Just like any other skill in life, it requires practice, dedication, and a willingness to see beyond the surface. When you develop the ability to notice when you've strayed from your intended path, you open the door to a different way of thinking and reacting.

To cultivate self-awareness, in my team, we've adopted practices like our weekly 'Reflective Standup’. This platform allows each team member to share their greatest challenge, biggest success or reason for celebration, and the thing that is in most urgent need of attention. It's a powerful exercise that keeps us grounded, focused, and continually evolving.

Detachment isn't just a concept confined to our workplace, or work in general – it’s a mindset that can extend to every facet of life.

Bringing it back to our industry and what we do – for job seekers in particular, it's all too easy to equate success with securing a job offer. However, when you detach yourself from that specific outcome, you discover the immense value in the journey itself.

Job hunting is a multifaceted endeavor, rich with opportunities for personal development. It's a craft that requires practice, time, and resilience, and I often say that finding a job, is actually a job in itself!

Our consultants understand this journey intimately, and we're here to help candidates navigate it with the minimum of stress and anxiety. From interview preparation through to providing feedback, we strive to equip candidates with the tools they need to appreciate and learn from the process, no matter the outcome.

By growing our own self-awareness, and including detachment as a part of our philosophy, we are able to focus on the journey and find more enjoyment in every step – someone we aim to share with our candidates and clients as well. Let’s embrace the whole cake and relish the journey!

The Power of Engaging a Technology Recruitment Provider: Benefits of Using Recruit I.T. as Your Recruitment Partner When Looking for Contractors

Mon, 24 Jul 2023 02:20:11 GMT

Are you currently on the quest for tech contractors to fill a skill gap within your organisation but can’t seem to find the perfect candidate for the role? Maybe it’s time to ask for an expert’s help!

It’s not a secret that finding a contractor that possesses the right skills and expertise is a challenge that a lot of organisations in Aotearoa share in common. With the demand for top talent soaring now more than ever, ensuring that you find the perfect candidate could be a daunting and time-consuming task which a recruitment provider can easily and efficiently do for you!

Partnering with a trusted recruitment agency like Recruit I.T. can alleviate the burdensome nature of hiring, all the while being flexible, and time and cost-efficient.

In this blog, we’ll delve into the barriers that come to mind, and the transformative benefits of using a recruitment provider in securing the ideal contractor for your tech endeavours, so keep on reading!

1 . Extensive talent pool

One of the top benefits of partnering with a recruitment agency when hiring contractors is the wide array of talent available for you to scan and choose from. Recruit I.T., for example, has built an extensive talent pool of highly skilled contractor talent in New Zealand ensuring you get only the best in the industry.

Recruitment agencies like Recruit I.T. have developed vast networks and built connections within the community, and by leveraging these networks, you can quickly tap into the talent pool, select, and screen candidates according to your specific requirements.

2. Time and Cost-efficient

When you choose to partner with a recruitment provider, you save valuable time and reduce costs associated with the hiring process.

Recruit I.T. does this best as we have developed an engagement model that aims to scale the hiring process and reduce your time to fill. We conduct everything from start to finish – sourcing, screening, interviewing, and shortlisting, allowing you to save time, cost, and resources.

With a recruitment provider like Recruit I.T., you can offload time-consuming recruitment responsibilities to a dedicated and highly skilled team. You benefit from a dedicated point of contact, in this case an Account Manager, who would be backed by the wider Recruit I.T. delivery team to ensure you get the right contractors and outcome.

Our engagement model aims to put you and your business goals first, by helping you secure top talent across Aotearoa. This allows you to focus more on your core business activities while making sure that the hiring process is in the best hands and remains efficient and streamlined.

3. Industry expertise

Recruitment agencies possess deep industry knowledge and expertise in the sector of your choice.

Recruit I.T., for example, has a proven track record of over 15 years’ industry experience, and our consultants have more than 150 years of collective experience amongst them in the New Zealand market. We stay abreast of the latest trends, rates, talent and industry insights, skill requirements, and emerging technologies. This knowledge enables us to understand your specific needs and source candidates with the right skill sets and experiences.

With a finger on the pulse of the industry, recruitment agencies can provide valuable insights and guidance throughout the hiring process to help you make informed decisions when selecting contractors.

4. Flexibility and Scalability

The dynamic nature of the tech industry often requires businesses to be agile and adaptable. Hiring contractors through a recruitment provider offers flexibility and scalability you need to meet your organisation’s changing demands.

Whether you require short-term contractors for a specific project or a long-term contractor to fill skill gaps, recruitment agencies can match your requirements with the right professionals. This allows you to scale your workforce quickly and efficiently, saving you from the challenges of onboarding and training new employees.

Additionally, we ensure they bring the appropriate expertise and skills to hit the ground running, being productive from day one.

5. Risk mitigation

Recruitment agencies like Recruit I.T. play a crucial role in mitigating the risks associated with hiring contractors. We handle everything – even administrative tasks, including compliance checks, background verifications, insurance, and contract negotiations.

By warranting that contractors meet all legal and regulatory requirements, we reduce the risk of non-compliance and potential legal issues that may arise. Additionally, we can provide contract management and payrolling services, ensuring smooth operations and minimising any potential disruptions.

Finding the right recruitment partner is crucial to ensure you get only top and highly skilled contractors who fit your requirements and organisation. Partnering with one like Recruit I.T. offers numerous benefits, without leaving a hole in your pocket and understanding your demands.

So, if you’re seeking exceptional tech contractors in New Zealand who can fill skill gaps and drive your organisation’s growth, consider engaging our services and enquire through our trusted Consultants. Gain a competitive edge in attracting and retaining top talent, while focusing on what you do best – achieving your business goals.

How Jumping Out of Your Comfort Zone Can Benefit Your Career - The Value of Upskilling for Tech Professionals

Tue, 11 Jul 2023 00:09:45 GMT

The IT sector is a thriving and competitive industry in today's evolving digital landscape. As recruiters dedicated to finding the best tech talent in Aotearoa, we understand the challenges and aspirations that come with building a successful career in this field. We believe that embracing a mindset of continuous learning and growth can propel you towards success and keep you at the forefront of the industry. One effective way to do this is through upskilling.

Upskilling is a valuable strategy or tool that allows you to gain knowledge and refine your skills. We understand that embarking on this journey may pose certain challenges and believe us – we deeply empathise that not everyone has the privilege of or access to certain tool kits, training, and materials. However, one thing we can assure you is that we are here to help you jumpstart or advance in your careers by providing helpful resources, insights, salary data, and market & industry trends, and tips to help you progress in your career.

Additionally, upskilling opens more doors to career advancement, boosts your self-esteem, and gives you an advantage when looking for a new role, making it worth all the effort on your end!

Here's what upskilling holds for tech professionals and how it can help advance your careers.

1. Keeping up with a rapidly evolving industry.

The technology sector is rapidly evolving with the quick emergence of new technologies, programming languages, and frameworks. It is important to ensure you stay on top of the most recent business trends and practices by upskilling.

By upgrading your skills, learning new frameworks, and allotting time for self-development and training, you can respond to the changing demands of the role and industry. This will empower you to contribute your best ideas and expertise while keeping up with the competition outside of your organisation.

2. Unlocking opportunities for career progression

Upskilling acts as a potent catalyst for career advancement. It equips you with the knowledge and confidence needed to tackle new challenges and take on additional responsibilities. Whether you aspire to be promoted, get pay increases, or embark on exciting new opportunities outside of your comfort zone, upskilling can significantly enhance your existing skill set and prepare you for the wider world that awaits.

Employers highly value individuals who demonstrate a commitment to self-improvement, as it enhances employment security and improves job prospects. By upskilling, you position yourself as an asset within your organisation by acquiring new, in-demand skills.

3. Developing enhanced problem-solving abilities

Upskilling broadens your knowledge base, exposing you to diverse technologies and approaches. This expanded skillset enables you to tackle complex problems with a broader perspective, finding innovative solutions.

Through upskilling, you can develop critical thinking and analytical skills, which are invaluable for troubleshooting and optimising systems. These enhanced problem-solving abilities make you an irreplaceable and valued asset to your team and organisation.

4. Adapting to industry disruptions

Technological disruptions are becoming increasingly common, reshaping industries overnight. Upskilling prepares you to navigate these disruptions and capitalise on emerging opportunities.

By actively seeking to learn new technologies and methodologies, you become adaptable and resilient. You are better equipped to embrace change, pivot your skillsets, and take advantage of emerging trends.

5. Fostering professional confidence and personal growth

Lastly, upskilling instills confidence. As you acquire new skills and expand your knowledge, you become more self-assured in your abilities, which positively impacts your performance and overall job satisfaction.

Beyond professional benefits, upskilling also contributes to personal growth. Learning skills broadens horizons, fuels curiosity, and cultivates a continuous learning mindset. It keeps you professionally simulated and engaged with your work.

Given the fast-paced nature of the tech industry, upskilling is not merely a choice; it has become a necessity. Tech professionals need to embrace the importance of continuous learning and actively seek to upskill to position themselves for success.

By staying relevant, unlocking career advancement opportunities, enhancing problem-solving abilities, adapting to industry disruptions, and fostering personal growth, tech professionals like yourself can future proof your career and thrive in a highly competitive landscape.

So, seize every opportunity, invest in your professional development, and unlock the doors to a successful and fulfilling tech career. Remember, upskilling is not an event, it’s a lifelong journey that will continuously shape your professional path!

Adapting to the Changing Landscape: Employee Benefits at Recruit I.T. in the Post-COVID Era

kaleb@recruitit.co.nz (Kaleb Leeming) — Mon, 03 Jul 2023 00:17:28 GMT

As consultants specialising in talent within the technology industry, we are frequently approached for insights and feedback on various aspects of employment, including branding, salaries, recruitment processes, best practices, and employee benefits. In the wake of the COVID-19 pandemic, employee benefits have become increasingly crucial for organisations aiming to distinguish themselves in the market and gain a competitive edge.

The landscape of employee benefits is constantly evolving, but we’ve certainly observed and experienced the growing importance of work-life balance, wellness, and flexible work arrangements in the post-COVID era.

A Market Shift Towards Wider Benefits

While salary remains a critical consideration for individuals in the job market, the pandemic has prompted job seekers to look beyond monetary compensation. The focus has shifted towards wider benefits that significantly impact work-life balance and overall well-being. Previously, many organisations boasted about their flexible work arrangements, offering the opportunity to work remotely for 1-2 days per week. I remember we use to ‘sell’ this benefit to candidates whether it be verbally or via our advertising. However, COVID-19 forced companies to reevaluate their benefit offerings, leading to significant improvements that persist even as the pandemic subsides.

Flexible Work Arrangements

One of the most notable changes in employee benefits has been the widespread adoption of flexible work arrangements. Whilst there are still some companies stuck in the dark ages that require everyone to come in, every day, most have embraced hybrid models. This typically involves employees working three days a week from home and two days in the office, striking a balance to maintain collaboration and social connections. The pandemic has accelerated the acceptance of remote work, ultimately benefiting employees seeking improved work-life balance and greater flexibility.

Looking in the Mirror – Enhancing Our Own Benefits

As experts in the market, it has been important for us to ‘walk the talk’ and ensure that we flex and adjust our own benefits to meet what candidates are looking for in the market, and ensure we continue to provide an environment in which our employees can thrive.

Reflecting on our own benefit offerings before the pandemic, they were OK, but if we were taking our own current advice, we had a bit of work to do. In addition to offering competitive market salaries, we highlighted benefits such as a $250 health and wellness allowance, birthday leave with a $100 voucher, Friday afternoon drinks, five weeks of leave after three years of continuous service, and flexible working hours. Sure – they weren’t bad, but we questioned whether they truly fostered the culture, environment, and values we wanted to embrace.

Addressing Burnout and Introducing the 9-Day Fortnight

COVID-19 also left us with a sense that burnout was creeping in, and a ‘groundhog day’ feeling, leading us to explore innovative solutions. In 2021, we implemented a trial run of the 9-Day Fortnight (9DF) model. This structure allowed our team to work nine days consecutively, followed by one day on call. Striving for a balance between customer-centricity and employees' personal time, we carefully considered the practicality and feasibility of this approach. Customers are at the heart of what we do, and we didn’t want to run a setup that would be unrealistic for our company or service, or just used for ‘marketing’ purposes and never used in practice. In short, it was a success. The positive impact it had on our team, combined with minimal disruption to customer service, led us to make the 9DF a permanent part of our work culture in 2022.

Expanding Leave Benefits

Recognising the high burnout rate associated with recruitment, we also looked to bolster our leave benefits. We implemented a progressive increase in annual leave entitlements where after two years of service, employees now receive an additional week of leave per year. This increases to two additional weeks after four years, resulting in a total of six weeks of annual leave.

By focusing on employee well-being and work-life balance, we aim to mitigate burnout and nurture a supportive work environment.

Beyond Benefits: Career Development, Culture, and Office Space

Employee engagement extends beyond ‘on paper’ benefits alone. We also continually acknowledge and consider the significance of career development opportunities, fostering a positive company culture, and providing a comfortable office space. These factors play integral roles in attracting and retaining talented professionals, so we’ve also introduced new training and development courses and opportunities, reviewed our reward and recognition scheme, introduced new social gatherings and upgraded our office spaces.

As part of our ongoing commitment to employee satisfaction, we will continue to review and enhance our offerings, and our current focus is on introducing an Employee Insurance Protection scheme in the future, further bolstering the comprehensive benefits package we provide.

By adapting our own benefit structure, such as implementing the 9-Day Fortnight and expanding leave benefits, we strive to create an environment that fosters employee satisfaction, productivity, and a healthy work-life integration. As the landscape continues to evolve, we remain committed to staying at the forefront of employee-centric practices and providing an outstanding employee experience.

Ghosting vs Leaving a Great Lasting Impression on Candidates

Thu, 15 Jun 2023 02:23:39 GMT

Our role as hiring managers and recruiters extends beyond evaluating candidates’ qualifications and skills; it goes beyond scanning CVs, interviewing, and shortlisting candidates. As recruiters, we hold the key to shaping an individual’s professional career and it is only right that we leave them with a positive impact, whether they land the role or not.

We at Recruit I.T. believe that one of the most crucial roles a hiring manager or recruiter can play in a candidate’s job-hunting journey is giving feedback and leaving a lasting impression – a good one at that.

We often hear stories of candidates being left in the dark after a dreadful hiring process, without any explanations or feedback on why they did not get the role. And gone are those days! As recruiters, we feel it is our duty to give constructive criticism, provide candidates with pointers on how to improve, and give honest and open feedback and reasons as to why they weren’t the final choice for a role. Consider it as a courtesy for acknowledging the other person’s time and effort.

After all, the hiring process should be a two-way street; the applicant sells him or herself, and we as recruiters evaluate their skills and provide the feedback they need to improve.

In this blog, we will explore the importance of providing constructive feedback to candidates and how it contributes to building strong professional relationships.

Empowering Personal Growth

When candidates invest their time and effort in applying for jobs, they deserve to know where they stand.

Think about it this way: How would you feel if you applied for a job, did your dues, sent your CV, attended interviews, and after a lengthy process, were left hanging and confused. You didn’t know whether you made the cut or not. It’s frustrating, let alone confusing and downright rude.

Constructive feedback serves as a valuable tool for personal growth. By providing specific insights into a candidate’s strengths and areas for improvement, we enable individuals to enhance their skills and develop professionally.

A well-thought-out feedback session can motivate candidates to work on their weakness and propel them toward success the next time they apply for a role.

Building Mutual Trust and Respect

Besides providing feedback, the manner in which it is given is highly important as it significantly impacts the relationship between the applicant and hiring managers.

By providing honest and timely feedback, we demonstrate our commitment to fairness and transparency. This fosters an environment of trust, where candidates feel valued and respected. Leaving them with a positive impression through timely, honest, and constructive criticisms can strengthen their trust in an organisation and encourage them to reapply, reconnect, or even refer other potential candidates in the future.

Remember, word of mouth is crucial. So, leave a good lasting impression on every candidate you engage with.

Enhancing Candidate Experience

A positive candidate experience is essential for maintaining a strong employer brand and attracting top talent. Offering valuable feedback after interviews or assessments shows candidates that their efforts were acknowledged and appreciated. This personalised touch elevates the candidate experience, leaving them with a sense of closure and ensuring a favorable impression of your organisation.

Candidates who have received constructive feedback are more likely to speak highly of their experience, increasing the likelihood of referrals and positive reviews that benefit the employer’s reputation.

Supporting Diversity and Inclusion

In today’s competitive job landscape, diversity and inclusion are vital components of a thriving work environment. By giving feedback and encouraging candidates from diverse backgrounds, hiring managers can contribute to the advancement of these highly valued principles.

Thoughtful feedback that focuses on the specific qualifications and skills required for the role, rather than personal biases, helps ensure a fair and unbiased approach to hiring and selection process. By acknowledging and addressing any potential bias, and removing these from the selection process, we play a crucial role in fostering diversity and creating equal opportunities for all candidates from all races, colours, communities, or gender.

Long-term Professional Relationships

The impact of feedback extends beyond individual job applications. Establishing long-term professional relationships with candidates opens doors to future collaborations and networking opportunities. Especially in New Zealand, where the job market is relatively small. You will most likely encounter the same people from the industry sooner or later.

By offering honest and timely feedback, we can create an environment where candidates feel comfortable reaching out for advice, insights, or mentorship. Such relationships are invaluable, as the very same candidates could become our potential clients, business partners, or advocates for our organisations.

The hiring process should serve both the hirer and the candidate, which is why efficient and transparent communication is essential.

Providing honest feedback and leaving a lasting impression on candidates is key to long-term professional relationships that transcend even after the deliberation process.

We must learn to communicate, be transparent, and unbiased. It’s time that we change the landscape and be more “human” in our approach to hiring.

After all, it’s humans that we’re transacting with, and our products are the human experience and skills that we get from these individuals.

Tips for writing a compelling cover letter

Mon, 08 May 2023 03:28:32 GMT

Having a competitive CV will help you land that job you’ve been eyeing, and a compelling cover letter could also play a part.

A cover letter is your ticket to securing your spot in a competitive role. And as recruiters, we’ve seen many cover letters. Some are great, some are mediocre, and some are just downright bad.

If you’re applying for a job in IT, it’s important to understand that the market is competitive, and you have to make sure you stand out from the pool of applicants.

And how can you do this? Of course, by writing a compelling cover letter.

A cover letter should convey your interest in the role, your credentials, achievements, and what you can contribute to the company.

It should be brief, yet impactful and comprehensive enough to leave a mark on the hiring manager or recruiter.

Here are a couple of tips to help you get started:

1. Be specific.

Rule of thumb: Do NOT send a generic cover letter to every job application.

Tailor your cover letter to the specific job you’re applying for. This shows the recruiter that you’ve taken the time to research the company and understand the role.

2. Highlight your relevant experience.

IT job openings are for candidates with specific skills and experience relevant to the role. Make sure you highlight your credentials, expertise, and relevant experiences in your cover letter. Be specific about the projects you’ve worked on, what you contributed, technologies you’ve used, goals you’ve accomplished, and results you’ve achieved.

3. Show your passion for the industry.

Convey your passion and desire about the role and industry in your cover letter. Talk about why you love the industry and what motivates you to work in it.

4. Keep it concise.

While showing your personality while writing your cover letter helps, it’s easy to get carried away and come up with a lengthy piece. Keeping it as short and concise as possible is the way to go.

Recruiters and hiring managers don’t have all the time in the world to read a lengthy cover letter, and a super long one may put them off reading it at all. Keep it straightforward, short, yet intentional. Make sure to highlight relevant project experiences and skills and avoid rambling about unrelated topics.

5. Use keywords.

Most recruiters use applicant tracking systems (ATS) to filter through CVs and cover letters. Make sure to include relevant keywords from the job posting in both your CV and cover letter. This will help you get past the ATS and into the hands of the recruiter, ensuring a better chance at getting shortlisted.

6. Proofread your cover letter.

Ensure your cover letter is typo and grammar error-free. Proofread your cover letter before hitting that send button. Do it several times until you’re confident and satisfied. Or better yet, have someone else proofread it for you to catch any minor mistakes you might have missed. It always helps to have a set of fresh eyes!

Writing a compelling cover letter that will get the attention of hiring managers and recruiters is challenging, but there sure are steps you can take to ensure you’re on the right track.

The key is to keep it short, engaging, concise, showcase your relevant project experiences, results you’ve achieved, and to convey your genuine interest in the role.

All the best in your job hunt!

If you’re currently looking for a new job in the market, browse through our Job board to find one that fits you!

Make sure to follow us on LinkedIn and Facebook to get more updates and resources.

How to reach out to a recruitment agency in New Zealand

Tue, 02 May 2023 22:47:28 GMT

Job hunting in New Zealand can be daunting, especially if you’re not familiar with the job market.

One of the most effective ways to increase your chances of getting hired is to work with a reputable recruitment agency like Recruit I.T.

Recruitment agencies can connect your skillset and expertise with competitive companies and employers. All you need to do is to ensure you reach out to one that has your best interest in mind.

In this blog post, we’ll discuss how you can reach out to recruitment agencies in New Zealand, and how Recruit I.T. can help you land your dream job.

Step 1: Research recruitment agencies

Identify the geographical area or location where you want to work and look for recruitment agencies that specialise in your field of expertise.

In this case, if you are an IT professional, you would want to look for a recruitment agency that focuses on IT or technology roles like Recruit I.T.

Recruit I.T. has offices in Auckland , Wellington , and Christchurch , and clients all over New Zealand, making it easier for jobseekers like you to connect with our expert consultants for job openings in the field.

To research recruitment agencies or find recruitment consultants, you can use online resources like the company website, social media pages, job boards, or people in your network who might know some recruitment agencies you can contact.

Step 2: Connect with recruitment agencies.

Once you’ve identified a few recruitment agencies that interest you, it’s time to connect with them. Register on their website or send them an email expressing your interest. By doing so, you can provide more information, a detailed CV, and give the recruiter a chance to review your details before they get back to you.

Be sure to introduce yourself and explain your qualifications and relevant project experience. Tailor your message to each agency’s specific needs to highlight your relevant skills.

Step 3: Schedule an appointment.

When you’re done emailing them, it’s time to schedule an appointment for a confidential chat. This can be either in-person or online, depending on the agency’s preference.

Step 4: Work with the recruitment agency

Once done with all these steps, it’s the recruitment agency’s time to do what they do best, and match you with potential clients. They do this by matching you with job openings that fit your qualifications and preferences. During this period, it’s crucial that you maintain your communication with your representative agency or recruiter and be open to their suggestions and advice.

Recruit I.T.: The best recruitment agency in New Zealand

If you are in the process of looking for an agency that can help you land your dream role, Recruit I.T. is here to help!

Recruit I.T. has offices and offers services in the top locations in New Zealand like Auckland, Wellington, and Christchurch.

6 CV Mistakes to Avoid

Thu, 30 Mar 2023 03:39:45 GMT

Your CV can either make or break you.

It is a valuable tool when navigating the job market and having a good resume can make all the difference.

The problem with creating a CV is it can be hard work , especially for first-timers, or if you haven’t updated it for a long time.

There are many things to consider when writing one and, in this blog, we’ll highlight the dos and don’ts plus provide a FREE CV template at the end!

CV Don’ts

Recruiters and hiring managers are busy people, who can receive many CVs for any given role. They may just take a quick scan of your CV before deciding whether to invite you for an interview or not, and a poorly written CV could mean you miss the chance of being chosen.

So, to grab the attention of your recruiter or future employer and stand out among the pool of applicants, here are six (6) CV mistakes you should avoid at all costs and what you can do instead:

1. Listing all your roles on your CV

Don’t include irrelevant experience or credentials. Review the job description and decide which of your credentials fit.

If you’re applying as a Web Developer and they need someone with experience on JAVA, Node.js, or general programming tools, you need to cut out your previous role as a coffee shop barista or a service crew assistant.

Instead, highlight your IT-related experiences i.e., Technical Support, Mobile Application Developer, etc.

2. Having a poorly structured and ambiguous CV

Ambiguity in your credentials, accomplishments, and work experience will lessen your chances of being chosen for the role.

Avoid using graphs and percentages to indicate your proficiency in each skill. Instead, specify your accomplishments by being more specific and results based.

Sell yourself without being wordy and structure your CV in sections so it’s easier to scan.

Create sections for your skills, previous work experience, accomplishments, and personal information. Under these sections, you can add bullet points to specify your accomplishments.

Avoid wordy and complicated sentences – keep it short, concise, and specific.

Don’t:

Key Accomplishments

When I was in my first year as a web developer, I was fortunate enough to create a website for a very well-known brand and helped increase traffic and revenue for the business during its first three months.

Do:

Key Accomplishments

Developed a website for (specify the brand) garnering 30% more site traffic three months after its launch.

Pro tip : Include numbers and highlight results when working on this section of your CV. You must also be mindful of your spelling and grammar, and AVOID using tables at all costs!

3. Using a generic CV for all roles

Crafting the perfect CV is like making cover letters—it must be specifically curated to address the question “Why should we hire you?”

In a competitive market where there are tons of professionals vying for the same position, it is vital to stand out and be unique, and you can do this by creating a goal-specific CV that highlights your key accomplishments and qualifications, that are relevant to the role you are applying for.

Pro-tip: Tweak your accomplishments, focus on the job description, and curate your CV accordingly . Keep your CV honest, but add keywords that align to the role you’re applying for.

4. Putting references you had a bad history with

Be mindful of who you include in your character and professional references.

Carefully select the names of your colleagues or seniors from roles you excelled at, and you’ve been commended for.

If, for example, you got removed from your role because of absenteeism or inferior performance, it’s best to not include it on your resume as it will only taint your records.

Only include managers, supervisors, or colleagues you had good relationships with who can provide a positive reference and help you land the role.

CV Do's

Your CV is your first step to impressing potential employers. It's also the place where you can tell a story and sell yourself in one go.

To make your application stand out and increase your chances of landing an interview, a professional-looking and well-written CV that is tailored to the job is a must!

Your CV should include the following:
Personal details: Name, address, contact details (mobile number) and e-mail address.
Education: include details of your degree, relevant training, and accreditations.
Relevant work experience covering each stage of your career up until now with references that can back up what you say about each role and employer (if applicable). If there are gaps in your work history or if there are any gaps between jobs, then be prepared to explain these during the interview process with the recruitment agency or hiring company, where they may ask for further information about the gap , or add the date of break (i.e., June 2012-Feb 2013 – Parental Leave)
Quantify your key accomplishments under each role and focus more on the results.
Provide professional references.

How to structure a CV

One to three pages is the ideal length of a CV.
Your CV should be formatted in a consistent way that is easy to read and scan.
Use standard margins and font sizes for each section of your document – contact details at the top, education details below that, and personal information towards the bottom .
Ensure that all sections are clearly labelled on their own lines by using different fonts from one another (for example: bolding an email address). This makes it easier for recruiters and managers who need substantial amounts of information about you within seconds!

Here’s a FREE CV template to help y ou curate the perfect resume! Feel free to edit, omit, or add any information you think would be useful to convince your recruiter to consider you for the next part of the application process.

Follow us on LinkedIn and Facebook for more tips like this and be on the lookout for our upcoming blogs by visiting our website: www.recruitit.co.nz.

If you are looking for temp or perm roles, check out our Jobs board or message one of our Candidate Consultants if you think you are a good fit!

Recruiter-approved CV writing tips for IT jobseekers + FREE CV template

Thu, 30 Mar 2023 03:37:55 GMT

A CV is a valuable tool in the job market. It's not just about getting a job; it's about being remembered for your skills and experience when you apply for jobs. A good resume can make all the difference.

The problem with creating a CV is it can be hard work, especially if it’s your first time creating one, or you haven’t updated yours for a while.

There are many things that you need to consider when writing one and, in this blog, we’ll cover the dos and don’ts when creating your CV, what you can do to make it stand out, plus a FREE CV template!

6 CV Mistakes to Avoid

Recruiters can just scan your CV and decide whether to invite you for an interview or not, and it only takes a poorly written CV to miss the chance of being chosen.

So, to grab the attention of your recruiter and stand out among the pool of applicants, here are six (6) CV mistakes you should avoid at all costs and what you can do instead:

1. Listing all your roles on your CV

Don’t include irrelevant experience or credentials. Review the job description and decide which of your credentials fit.

Instead, highlight your IT-related experiences i.e., Technical Support, Mobile Application Developer, etc.

2. Having a poorly structured and ambiguous CV

Ambiguity in your credentials, accomplishments, and work experience will lessen your chances of being chosen for the role.

Avoid using graphs and percentages to indicate your proficiency in each skill. Instead, specify your accomplishments by being more specific and results based.

Sell yourself without being wordy and structure your CV in sections so it’s easier to scan.

Create sections for your skills, previous work experience, accomplishments, and personal information. Under these sections, you can add bullet points to specify your accomplishments.

Avoid wordy and complicated sentences – keep it short, concise, and specific.

Don’t:

Key Accomplishments

When I was in my first year as a web developer, I was fortunate enough to create a website for a very well-known brand and helped increase traffic and revenue for the business during its first three months.

Do:

Key Accomplishments

Developed a website for (specify the brand) garnering 30% more site traffic three months after its launch.

Pro tip: Include numbers and highlight results when working on this section of your CV. You must also be mindful of your spelling and grammar, and AVOID using tables at all costs!

3. Using a generic CV for all roles

Crafting the perfect CV is like making cover letters—it must be specifically curated to address the question “Why should we hire you?”

Pro-tip: Tweak your accomplishments, focus on the job description, and curate your CV accordingly. Keep your CV honest, but add keywords that align to the role you’re applying for.

4. Putting references you had a bad history with

Be mindful of who you include in your character and professional references.

Carefully select the names of your colleagues or seniors from roles you excelled at, and you’ve been commended for.

If, for example, you got removed from your role because of absenteeism or inferior performance, it’s best to not include it on your resume as it will only taint your records.

Only include managers, supervisors, or colleagues you had good relationships with who can provide a positive reference and help you land the role.

What to include in a CV

To make your application stand out and increase your chances of landing an interview, a professional-looking and well written CV is a must! Your CV should include the following:

Personal details: Name, address, contact details (mobile number) and e-mail address.
Education: include details of your degree, relevant training, and accreditations.
Relevant work experience covering each stage of your career up until now with references that can back up what you say about each role and employer (if applicable). If there are gaps in your work history or if there are any gaps between jobs, then be prepared to explain these during the interview process with the recruitment agency or hiring company, where they may ask for further information about the gap, or add the date of break (i.e., June 2012-Feb 2013 – Parental Leave)
Quantify your key accomplishments under each role and focus more on the results.
Provide professional references.

How to structure a CV

One to three pages is the ideal length of a CV.
Your CV should be formatted in a consistent way that is easy to read and scan.
Use standard margins and font sizes for each section of your document – contact details at the top, education details below that, and personal information towards the bottom.
Ensure that all sections are clearly labelled on their own lines by using different fonts from one another (for example: bolding an email address). This makes it easier for recruiters and managers who need substantial amounts of information about you within seconds!

How to craft the perfect IT contractor CV

If you’re currently looking for opportunities in the tech industry, you need a competitive CV that stands out in a pool of applicants.

Here are the steps to crafting the perfect IT contractor CV that can land you your dream job:

1. Draw attention to your IT skills and experiences

These are the most important parts of your CV, as they define if you are fit for the role or not.

Here are sample IT-specific skills that recruiters and hiring managers usually look for when hiring contractors:

Experience with working on server infrastructure or virtual machines (VMs) using Linux distributions such as Red Hat Enterprise Linux (RHEL), CentOS, Oracle Linux [or] CentOS; Maintaining servers through updates; Troubleshooting network problems by using scripts or tools like Ansible or Chef; Configuring firewalls for security purposes
Expertise in programming languages such as Python, Ruby, or Java; Knowledge about data structures like linked lists, graphs, etc.; Marketable experience developing applications with command line interfaces

2. Highlight previous relevant industry, project, or contractor experience (if applicable)

If you have any experience, it’s important to make sure that this is clear on your CV.

Often, hiring managers will look at your specific relevant project or industry experience, so it’s not just generic ‘contractor’ experience that matters.

Ensuring that you outline or mention specific projects or sector experience (i.e., banking/FSI, cloud immigration, BS11, etc.) will set you up for success!

3. Don't forget soft skills!

Soft skills are the skills that aren’t directly related to your job but are still important for getting the role. They include communication skills, interpersonal skills, problem solving, and leadership abilities.

4. Keep it short and concise

You should have a clear idea of what you want to say in your CV.

You can use the outline below as a starting point for your own, but don't be afraid to add or remove sections if they don't apply to you.

Introduction: A short paragraph that introduces yourself, including any relevant experience and achievements.
Skills section: In bullet format, summarise all your skills (include soft skills!) and achievements. This includes any specialisations that might help employers understand what sets you apart from other candidates (e.g., if you have worked as an engineer before).
List all key technical/professional skills including languages spoken fluently; programming languages used most frequently; operating systems used frequently; web development frameworks such as Ruby on Rails or NodeJS etc.

5. Tailor cover letters to each new client/contractor role if possible

Lastly, if you’re applying for a role that requires a cover letter, it’s important to tailor your CV and cover letter to this specific position. This way, you can demonstrate exactly how you would be able to help the company in the future.

For example:

Include specific examples of how you can help the company with their needs (and include links if possible)
Include links to any relevant documents or materials that have been used in previous roles (e.g., presentations)
Write a personal statement about why this job is something special for you

Tips for overseas applicants who want to land a tech job in NZ.

Looking for a job in itself is a handful but doing so from another country is a different story.

For overseas applicants seeking opportunities in NZ, your first step to success is to curate a good cover letter and CV .

Here are a couple of tips on how to increase your chances of getting chosen for an NZ-based job:

Make it extremely clear in your cover letter or introduction of your CV what your current situation is regarding your work rights for NZ, or the lack thereof.
State how quickly you’ll be able to be in NZ and start working once an offer is made (also note if you are Visa-ready).
The more information you provide, the better. Don’t sell yourself short. Include breakdowns of technology and tools you are familiar with, the responsibilities you have individually held in your roles, and the details of the types of projects or support work you have been undertaking.
If you are reading a job ad and you think you match the description, double-check your CV before applying to ensure you have included all relevant experience in your CV.

FREE CV Template

Feel free to download our FREE CV template to help you curate the perfect resume!

If you are looking for temp or perm roles, check out the Jobs section on our website and message one of our Candidate Consultants if you think you are a good fit!

The Cost of a Bad Hire

Mon, 20 Feb 2023 00:30:24 GMT

Have you ever heard of a “bad hire”?

If you think about it, it’s almost an oxymoron because who even “hires” a “bad” person or employee in the first place?

Well, if you think hiring mistakes are uncommon among organisations, newsflash—they’re not.

In fact, according to an article from Human Resources Director (HRD) NZ , 76% - or about three in four senior managers that they polled - say “they’ve made a recruiting blunder -- wasting time, energy and money in the process.”

To add to this, 64% or two in three hiring decision makers surveyed said the negative impact is “more severe now than it was a year ago” as businesses recover from financial shackles post-pandemic.

Looks like “bad hires” are more common and a bigger issue than it might first seem.

Hiring the right employee is a crucial part of your business strategy, as it can have a significant impact on the success of your organisation. On the flip side, a bad hire can be a costly mistake that can drain your company's resources, disrupt your team culture, and damage your reputation.

The cons of hiring an inefficient employee outweigh its pros (if there are any), and two of the main points that we’ll cover in this blog are the financial cost and the effect on productivity within an organisation.

Here’s a breakdown of the impacts of a bad hire on an organisation:

Lost time and investment in the recruitment/hiring process
Training and equipment costs
Loss of productivity (due to vacant role)
Time/cost in managing bad employee out

Let’s dive deeper into each one of these impacts.

Financial cost aka the most crucial one

The financial cost of a bad hire is at the top of the list, starting with the cost of training resources, equipment, stipends and allowances, to name just a few.

To prove this point, a snippet from a Forbes article details that according to the U.S. Department of Labour, “the price of a bad hire is at least 30% of the employee's first-year earnings” , and that for SMEs or startups, “a five-figure investment in the wrong person is a threat to the business.”

Additionally, the time and cost involved in managing the bad employee out can be tedious, particularly if it involves a legal process.

Impact on company culture

Beyond the financial cost, the impact on your team culture can also be highly destructive.

A toxic and incompetent employee can lead to decreased morale, and good employees may begin to look for opportunities elsewhere. This results in a potential loss of other good candidates to your competitors, which can be a consequential blow to your business.

Reputational damage

Reputational damage to internal and external stakeholders is another concern.

A bad hire can reflect poorly on your company and may cause others to question your judgment and decision-making processes. This can be particularly damaging if the bad employee is involved in a public-facing role, as they can cause harm to your brand and reputation.

Loss of time and tight competition for the best candidates

A bad hire can also cost you the time involved in hiring a replacement, which can be significant, especially if you have to compromise on a candidate because of the time and resources already invested.

Not to mention that you may also miss out on top-tier candidates who may have been available during the first round of the recruitment process.

Ensuring the success of good hires

Without a doubt, hiring a bad employee is no good to any business, as it incurs more losses than gains, hence ensuring that you nurture good hires is more crucial and is highly beneficial to your organisation’s productivity.

Here are few key ways that your business can get the top talent for the role and ensure their success within their tenure:

1. Define the job requirements and qualifications clearly.

The first step is to clearly define the job requirements and qualifications. This will help you attract the right candidates and avoid hiring someone who is not a good fit for the role.

A poorly written and vague job description could attract inappropriate candidates, and start a tedious journey you don’t want to participate in.

2. Use a comprehensive screening process.

A comprehensive hiring process that includes appropriate rounds of interviews, assessments, and reference checks will help you make a more informed hiring decision.

This process should also include a review of the candidate’s resume, cover letter, and other relevant documents.

3. Get feedback from team members.

Getting feedback from team members or higher-ups who will be working closely with the new hire is crucial to ensuring their success. This feedback can help you identify any potential red flags or areas of concern before making the final decision.

4. Consider cultural fit.

The candidate’s values, work style, and personality should align with the company culture. This will help them feel comfortable and happy in their new role, which will ultimately lead to a more successful and long-term tenure.

5. Provide onboarding and training.

A well-structured onboarding program will help the new hire adjust to their new role and responsibilities more easily and provide them with the skills and knowledge they need to succeed.

Final thoughts

With the ongoing financial ruckus among organisations post-pandemic and the global recession potentially waiting just around the corner, SMEs, start-ups, or even bigger businesses who watch their expenditure closely cannot afford to hire a bad employee.

To avoid the potential impact of a bad hire, it is crucial to have a thorough and effective recruitment process in place, and a competitive and trusted recruitment agency like Recruit I.T. can help you achieve this with ease and maximum efficiency.

We at Recruit I.T. offer a seamless and thorough recruitment process for hard-to-fill roles. From sourcing, evaluation, screening, up to the selection process, Recruit I.T. and our team of trusted and professional Consultants has your back to ensure that you’ve got the good hires on your side.

To know more about Our Services, visit our website here or get in touch with one of our Consultants .

Contracting in NZ: Direct or Through an Agency?

Tue, 31 Jan 2023 22:15:48 GMT

Introduction

Contracting is becoming a popular career option for IT professionals because of the flexibility it offers.

There are several ways to work as a contractor: 1) directly with a client and 2) via a recruitment agency.

But what’s the difference, and what’s better for you?

If you are new to contracting, you may need the help of an agency. Recruiters will refer job openings from their partner companies and connect you with clients. They will also do all the pre-employment work for you.

Meanwhile, working with a client requires you to do everything - job sourcing, negotiating, and networking. This is time-consuming and means more work and responsibility for you.

How difficult is it get an IT job in New Zealand?

It can be complicated to find a job in the IT sector in New Zealand, especially for those who are new to the field.

While people look for a long-term career, many IT professionals find success in contracting. This will enable you to gain experience and expand your professional network.

In NZ, there is a great demand for specialists in some IT fields i.e. cybersecurity, data analysis, software development, and other technology disciplines and skillsets.

However, since there may be intense competition for these positions, it's critical to have a wide network and a good CV to ensure you stand out.

Contracting for beginners

If you are new to contracting, start by looking for recruitment agencies and connect with recruiters and hiring managers.

Recruit I.T. is an example of a top recruitment agency in NZ. We connect exceptional candidates from all over the world with potential employers, particularly in the tech sector.

An agency takes care of everything for you. Recruit I.T., for example, takes care of a candidate’s contract – from reviewing, negotiating, and the onboarding process with the client.

With the help of an agency, you can seamlessly transition from a permanent to a contract role, making it a good method to enter contracting for beginners.

Less work and stress on your end as you wait for your starting date.

Contracting for more experienced candidates

For more experienced candidates, working directly with a client might be a more feasible option, however, if you prefer a hassle-free contracting experience, partnering with a recruitment agency is still the best way to do it.

How to find work as a contractor in New Zealand

It can be difficult to find a contract role in NZ, but there are ways to improve your chances:

Networking : Connect with other people in your field. Participate in industry gatherings, sign up for trade organisations, and ask other contractors if they are aware of any upcoming job openings.
Online job boards : Short-term and long-term contracts are frequently available at these sites. Seek and Trade Me are two well-known job boards and Recruit I.T advertise job vacancies from its clients on many of these. You can also visit Recruit I.T.’s job board here .
Recruitment agencies : Agencies like Recruit I.T. are an excellent place to start. These organisations can give you options and assist in matching you with clients.
Social media : Utilise sites like LinkedIn and Twitter to uncover contract possibilities.
Referral : A friend or coworker's recommendation is a wonderful approach to finding a contract job. Enquire if they are aware of any opportunities if you know someone who works in the same field.

Benefits of contracting with an agency

Recruitment agencies can negotiate a good rate for you. Most people shift from permanent to a contract role to earn more money and contracting under an agency can help you negotiate your desired rate.
Agencies can ensure you’re getting paid on time and will help you to find your next contract assignment before your contract ends. They serve as an intermediary or a buffer between you and the client. They also handle all pre-employment and processes. Some agencies even help you land a new contracting assignment before your contract expires.
Contracting with an agency can help you build your network. An agency can keep you in a pool of candidates and refer you to their partner companies in the future.

Contracting via Recruit I.T.

Recruit I.T. will act as your advocate for the client.
Our dedicated consultants are constantly looking for suitable opportunities for our contractors, as our goal is to ensure you have continuity of contract work, whether this be with your existing contract, or our wider customer base.
You will often receive payment earlier than going direct.
Recruit I.T. is BTCI (Buyer Tax Created Invoice) approved by the Inland Revenue Department. This means we provide you with an invoice without you needing to create one.
Discounted PI & PL Insurance
Cloud-based timesheets & payslips

If you would like to know more about contracting opportunities, visit our Job board.

Alternatively, if you would like to speak to one of our consultants to understand the market and demand for contracting in your chosen skillset, then feel free to get in touch with Our Team.

Myths and Facts About Hiring a Contractor

Tue, 31 Jan 2023 22:15:45 GMT

Introduction

Hiring a contractor to work for you on a specific project could raise heaps of questions, especially if it’s new territory for your business.

By reading this article, you’ll be able to understand some of the most common myths or misconceptions about hiring a contractor and decide if it is still the right decision for your business.

Who are contractors?

Although there are a few definitions of the word ‘contractor’ when it comes to the technology and professional world, contractors are generally independent professionals who offer their services to a business at a fixed hourly or daily rate, short-term or long-term.

Contractor vs Employee in NZ

Among the benefits for contractors in NZ, is the autonomy and flexibility that comes with contracting. The downside is they do not receive the same benefits as a regular employee (i.e., health care/insurance and paid time off i.e., annual leave or sick leave).

Hiring a contractor is common for companies who want to save money, scale their business, or require flexibility in their workforce.

Here are some of the most common myths about hiring a contractor and the truth behind them:

Myth #1: “Complicated and costly.”

Fact: Not always true.

Talent services or agencies like Recruit I.T. help companies scale their business, by enabling the cost-effective hiring of contractors.

Compared to a regular employee, hiring a contractor could save you money as you only pay for their hourly rate without having to cover their health insurance, annual leave, and other benefits.

Partnering with a recruitment agency like Recruit I.T. to assist in hiring a contractor can also open up new opportunities to secure suitable talent when there are certain shortages of skills onshore – they can leverage their networks to help you source international candidates abroad. Everything is done for you – from sourcing, screening, to onboarding.

Less hassle on your end, less complicated, and cost-effective.

Myth #2: “Invoices take too much time and effort.”

Fact: You don’t have to do this tedious task; your partner agency can help look after the admin.

Recruit I.T. is BTCI (Buyer Tax Created Invoice) approved by the Inland Revenue Department.

We provide your contractors with an invoice, minimising effort, and problems on your end. We also use cloud-based timesheets and pay slips for contractors so it’s easier to manage and distribute.

Much of the admin is done by us, so you won’t have to worry about any of these technical and time-consuming tasks!

Myth #3: “Less efficiency / I won’t find the skills I need for the job.”

Fact: Contractors have already built and mastered their skills through years of experience.

Most of these independent professionals are sought-after, especially in competitive fields like IT. Plus, if you partner with an agency like Recruit I.T., a thorough screening and selection process will be conducted before onboarding to ensure the quality of contractors you will receive.

Myth #4: “Contractors are only for short-term work.”

Fact: You can hire independent contractors even for projects that will take years.

Not all contractors are only in it for a short ride – some of them offer their services for longer periods; with some even happy to commit to projects that will take years to complete.

Contractors are also keen on working with clients whom they’ve already built a relationship with.

When hiring a contractor through Recruit I.T., you automatically have access to our carefully curated networks and talent pools. . This will help you build and establish strong relationships with contractors and easily connect with them in the future.

Myth #5: “Managing contractors is hard.”

Fact: You can always rely on your agency to communicate with your contractor and discuss your requirements.

But always remember: communication plays a crucial role in building all successful client-contractor relationships.

Start by defining your goals, vision, requirements, and expectations at the onset of the contractor hunt. Be specific with your job descriptions so your agency can connect you to the best candidates.

Once applicants are screened and a contractor is chosen, you and your partner agency can draft a detailed contract defining the scope, goals, and requirements of the project.

Always be clear and intentional when communicating with your contractor to minimise problems in the long run.

Myth #6: “Project-based economy is not sustainable; it’s temporary.”

Fact: If you’re still caught up in the past, it’s time to be more open-minded and consider other ways to scale your business for success.

Contrary to popular belief, a project-based economy is here to stay. If you don’t adapt, you’ll be left in the mud.

Many traditional employees are starting to go contracting as they realise the demand for project-based opportunities at the height of the Covid-19 pandemic.

At present, more and more professionals want to work as a contractor for a more flexible, agile, and high-paying career.

Benefits of hiring a contractor through Recruit I.T.

Recruit I.T. will serve as the intermediary and an advocate for your business to find the perfect contractor to work on your project.
We have a dedicated group of Consultants who are constantly looking for talent and suitable contractors for every project-based opportunity you may have. You will have access to a wide pool of talent across the globe whenever you may need it.
Less burden and hassle on your end as all payroll work will be done by us. We prepare and process invoices and use cloud-based timesheets and pay slips which are readily available for your contractor to view at any time.
Less exposure to risk as we’ll be the ones sourcing, screening, and onboarding the candidates.

If you want to know how you can hire contractors or source international talent to fulfill your business goals and project objectives, get in touch with one of our Consultants or visit our website: www.recruitit.co.nz .

5 Things to Avoid Doing in a Video Interview + Tips for Nailing Yours!

Mon, 17 Oct 2022 22:50:38 GMT

As they always say: first impression matters, so if you’re applying for a job and the hiring manager or a recruiter reaches out to you for a video interview, you must be prepared, have done your research, and read the tips in this blog to ensure you land that job!

Nowadays, thanks to technological advances, more flexible work environments, and the increase in the availability of fully-remote jobs, more businesses are utilising video interviews as part of their recruitment process.

While there are some perceived benefits to a video interview over a traditional face-to-face interview, there are also some things that could easily trip you up if you are not well prepared.

Just like the traditional in-person interview, nonverbal communication or cues are as important as your verbal communication. This means eye contact, body language, small murmurs of agreement, and most importantly, your facial expressions.

There are heaps of factors you should be conscious or wary of when talking to someone for the first time, especially if your dream job is at stake. So, here are five things you should avoid during a video interview, as well as some additional tips for nailing one:

1. Not making eye contact

One of the key ways of engaging effectively, is making eye contact with the person you’re having a conversation with. This is especially crucial in video interviews as it shows that you’re engaged and interested in what your interviewer has to say (and that you can hear them!), and that you’re confident enough to maintain eye contact.

If you don’t maintain eye contact with your interviewer, you can come across as disinterested and unengaged. Having said that, you don’t need to stare intently at your interviewers – just be natural and look at your interviewer with the intent of keeping the conversation going and getting both of your messages across.

As well as maintaining eye contact, nonverbal cues are especially important in video interviews. During in-person interviews, you can usually tell if someone is listening to you intently or not regardless of if their face is moving or not. But if someone is not moving while in a video interview, you can easily look disconnected and frozen.

What you can do is create tiny movements and gestures so your interviewer will not wonder if you’re still connected. While short murmurs can usually cut the flow of your conversation during a video call, facial expressions like nodding, subtly tilting your head, and smiling, can be your feedback if they are saying something that does not require an answer.

2. Intermittent internet connection or poor audio quality

The next thing you must remember when in a video interview is that audio quality matters. If your video interview is plagued by poor audio quality or a dodgy connection, it will be hard for the interviewer to understand what you’re saying and vice-versa. It’s a difficult situation to be in for both parties.

You need to ensure you have a good internet connection before your video interview, as a poor connection can make it difficult to hear or be heard and lead to a poor impression.

Here are steps to troubleshoot your connection:

First, check your broadband or WIFI speed and make sure it's fast enough to support video streaming
Second, make sure your router is placed in a central location in your home, as this will help improve signal strength
Third, use an Ethernet cable to connect your computer directly to the router

In terms of audio, the key here is using a headset with an attached microphone, or you can opt for your trusted earphones, but make sure to troubleshoot the audio quality and noise cancellation feature before the interview starts.

Good audio allows for clearer communication between both parties, which can make all the difference when trying to get your message across during a relatively short window (think five minutes) of time.

3. Cluttered background

A cluttered and poorly organised background can distract your interviewer as it draws attention to your surroundings rather than your face. To start, ensure you have a clean, clutter-free space or preferably a white wall to use as your background. To add to this, it’s helpful to have a ring light (or any light source) so it draws the focus on your face, not the background.

4. Crowded and noisy interview setting

Just like your background, you must consider a good place to conduct the video interview so that you can avoid distractions. You want to ensure you are in a quiet place where you will not be interrupted. Avoid crowded places, like cafes or malls, where noise and unnecessary distractions are present.

5. Dressing like you’re chilling at home

While a more casual dress is accepted in many offices these days, and remote working has a casual uniform of its own, don’t forget that this is still a formal interview, and you must dress to impress!

While a suit or formal attire may not be necessary, at the very least, ensure you are wearing clean, tidy, smart, and appropriate clothing – top to toe! Don’t be the person with PJs or inappropriate dress on their lower half who has to get up for some reason during the interview.

Now that you know the main things to avoid in a video interview, here are some additional tips to help you polish your video interview performance and ensure you stand out amongst any other applications to scoop that dream job!

Helpful video interview tips

Look at your screen, not the webcam – Look at your screen to create an illusion that you’re looking at your interviewer.
Be presentable – Dress appropriately, consider applying light make-up, and fix your hair.
Be prepared – a video interview is no different from a ‘real’ interview. Be prepared to answer questions about yourself and your work experience, and have examples prepared for situational and behavioural questions. Practice answering questions in front of a mirror or with friends before going into an interview. You'll feel more comfortable, and it will help you think through what type of answer would best fit each question (e.g., "Do I sound too serious?").
Take a break – Ensure you take a break before jumping on an online video – it is very telling when someone has been sitting behind a desk all day or doing work. Sit up, look fresh, take a walk, and get a drink.
Avoid holdings things – Don’t play with pens or objects in your hands. Chest up, back straight, and look them in the eye – as if you were there in person.
Speak up – If you can’t hear them or see them, tell them – it’s not your fault, and it’s essential that you can hear and vice-versa.
Check your set-up – Framing is important. Make sure you are centered in the shot and not cut off. The interviewer should be able to see your whole face but not too close to the camera.

Pro-tip : Lean into the camera when you want to make a more powerful impact.

Be energetic and show your personality – Use passionate words to deliver your energy in your greetings and introductions.
Pause for a moment – After your interviewer asks a question, wait a few seconds before speaking to avoid cutting in.
Smile – Smile and relax. Although interviews are nerve-racking, remember to smile and try and enjoy the experience. Every interview is excellent practice and develops your interviewing skills!

If you’re looking for a new job, then you must understand the intricacies of video interviews. By following the tips we’ve given above and taking advantage of some tools available on the internet, you can easily improve your chances of getting hired!

Looking for new opportunities? Visit our Jobs board: https://www.recruitit.co.nz/jobs .

Find more tips and resources here: https://www.recruitit.co.nz/blog .

5 Reasons Why You Should Work as a Contractor in New Zealand

Sun, 09 Oct 2022 22:22:14 GMT

The IT industry in New Zealand continues to thrive post-pandemic, making up 8% of New Zealand’s GDP and employing 5% of the workforce. As the technology industry grows at a breakneck speed, so does the demand for capable and skilled tech talent, both in a permanent and contract capacity.

With a fast-growing industry, and border restrictions put in place during the pandemic limiting access to international talent, more jobs and opportunities are waiting to be filled, resulting in demand for more contractors in the same field.

According to an article released by Stats NZ in 2019, an upward trend in contracting in New Zealand can be seen in the coming years as the world enters the ‘gig economy’ where more people enjoy short-term contracts or freelance jobs.

So why are so many people choosing to work as contractors? What benefits do they enjoy? Why should they consider entering the New Zealand market?

Below are five reasons you should consider becoming a contractor in the IT industry in New Zealand today:

1. The perks of a flexible lifestyle

Since the IT/technology sector in New Zealand is thriving now more than ever, more job openings and gigs await you in the field. If you are someone who enjoys a flexible work schedule and is not keen on committing to a permanent role, contracting in one of New Zealand’s most competitive sectors should be your next big career move.

According to a survey conducted between October to December 2018, 77% of contractors in New Zealand said they had a lot of control over how their daily work was organised. This means more satisfaction when it comes to work and more freedom in terms of how you manage your time and tasks, and overall work/life balance.

Moreover, contracting provides opportunities to work with a variety of different companies and clients, allowing you to gain experience in different areas of the technology industry, which may lead to career advancement later on if you decide to go full-time once your contract expires.

2. Contracting in the IT sector gives you access to new skills

Contracting has many benefits, but one of the greatest ones is that it gives you access to new skills. If you are interested in learning something new, or want to develop a skill that isn't required by your current employer, contracting can be the perfect option to expand your skillset.

The New Zealand IT industry is constantly changing and evolving, with new technologies being developed every day and newer versions of software being introduced regularly. In order for you to stay relevant in this field, it’s important that you keep up-to-date with these changes by learning new skills and gaining more experience.

As a contractor, you have the opportunity to do just that on an ongoing basis because most contracts last between 6 months and 2 years – potentially giving you exposure to new systems, technologies and projects on a regular basis.

3. The compensation remains attractive for highly skilled professionals

Contractors tend to earn more than permanent employees, and you are in charge of your working hours. You can choose which contracts you take on and choose how many contracts you take on over a period of time. The more projects you handle and the more skilled you are in your niche of expertise, the higher compensation you can get.

According to an article released in June, more technology professionals in New Zealand have a higher chance of getting a pay raise due to skills shortage forcing employers to offer more competitive compensation than in previous years.

4. You have more control over your time

One of the best things about working as a contractor is that you have more control over your time. You can choose when to work, how much time off you need, and how quickly projects need to be completed. As such, this works well with those who have families and want to spend more time with them or travel often.

The freedom that comes from being a contractor also allows for flexible schedules; it doesn't matter if your client needs something done right now or next week—you can work at any point in between without having someone breathing down your neck!

5. Contracting means greater job satisfaction and less bureaucracy

Contracting in the technology industry allows you to pick and choose interesting or challenging projects that appeal to you personally. Since more jobs are available in the IT sector in New Zealand, there is a pool of opportunities that await you once you enter the market. This means you have the freedom to choose which projects to take on giving you a greater sense of job satisfaction.

The best thing about contracting is that you get to work on interesting projects. You can choose the ones that are right for you and your career goals. You will be doing a lot of learning, but it won’t feel like work because the tasks are so engaging and diverse.

Now is the time to consider working as a contractor in the tech sector in New Zealand!

To summarise, here are the reasons you should work as contractor in New Zealand:

You can enjoy a flexible lifestyle. You get to choose the hours you want/need to work, create your own schedules, and decide when you want (and need) to work.
There is a pool of job opportunities in New Zealand’s IT sector giving you more options for career growth and skills enhancement.
Since New Zealand’s IT sector is entering a new era of growth despite the pandemic, more employers are starting to offer competitive pay and benefits.
You can work whenever and wherever you are in the world.
More and more contractors in New Zealand are reporting a greater sense of satisfaction in their jobs due to the freedom and flexibility offered by contracting.

Conclusion

Working as a contractor in New Zealand’s IT industry has many perks! If money is your driving factor, then contracting will not disappoint. But if it’s the type of work that inspires you or the freedom to choose your own direction, then you’ll not be short of options either!

It’s all about how you want to live and how much control you want over your life—being a contractor in New Zealand’s thriving tech sector can help make that happen.

Visit Recruit IT’s website if you want to know how you can start your contractor journey in New Zealand’s tech industry today!

‘Me whakawhanaunga’ (Connect) with the people and places that lift us up

Mon, 26 Sep 2022 23:30:58 GMT

As winter slowly leaves and we start to move into those warm summer months, life is starting to feel normal again. We’re easing back into pre-pandemic social activities and routines. For some, it might be an easy, natural process, but for others, getting back into socialising, exercising, and other activities can feel challenging.

Taking the opportunity to connect (me whakawhanaunga) or reconnect is worth it, though—for both our physical and mental wellbeing. ‘Me whakawhanaunga’, is one of the Five Ways to Wellbeing , and like all of them, you can take your interpretation of how it can work for you, but here are a few ideas of how you could ‘me whakawhanaunga’.

Connect with people again
When we think about what we do every day to care for ourselves, most of us would say that to be healthy, you need nutritious kai (food) and exercise. But what about social connections?

During the pandemic, some of our social connections fell by the wayside, as with lockdowns, isolation periods and working from home, we weren’t chatting with colleagues or engaging with our teams in person. Get-togethers and those special occasions with friends and whanau (family) weren’t happening. So now is the perfect time to be with people again — especially with the opportunities our kiwi summer affords for socialising outdoors and soaking up that sun.

Simply put, friendships and whānau are good for our health. For me and many others, social connection helps lower anxiety and depression, helps regulate our emotions, leads to higher self-esteem and empathy, and improves our immune systems.

If you’re an introvert, or your social skills are a little rusty, there’s no need to go big or overthink things. Get a few friends together for a Sunday hike or walk along the beach, meet for dinner at a favourite restaurant, or invite a few neighbours or friends over to hang out on the deck over a BBQ. Ensure you communicate what’s best for you and be flexible.

Connect with nature
Summer is a great time to get outdoors, with plenty of opportunities to enjoy the beautiful natural environment we have on our doorstep — walking, hiking, fishing, boating, camping, biking, or just relaxing over a picnic lunch at the beach or park — all these activities are easy enough to do, or access and are abundant in Aotearoa.

Here's a picture of me enjoying some time out in nature (had to make sure I catch the biggest fish in the sea!), and a memorable time with my family at the beach.

Research has shown that our environment can increase or reduce our stress levels, affecting our bodies and how we feel. Appreciating and embracing Papatūānuku (Earth Mother) can reduce fear, anger and stress. Exposure to nature makes you feel better emotionally and contributes to your overall physical wellbeing, lowering blood pressure, heart rate, muscle tension, and the production of stress hormones.

Quality time spent in nature can also connect us to each other and the world. In studies that measure brain activity, when participants viewed nature scenes, the parts of the brain associated with empathy and love lit up. But when they viewed urban scenes, the parts of the brain associated with fear and anxiety were activated. Nature seems to inspire feelings that connect us to each other and our environment.

Connect with your body
As anyone who has felt that sense of endorphins running through your blood after a good workout knows, exercise is good for physical and mental health. If your exercise or workout routine has suffered during the pandemic, now is the time to get moving again. So, how to start again?

Easing into things and taking measurable steps will have the most impact. You’ll be more likely to make actual behavioural changes if you set small, successive goals that are easier to achieve. Build up your exercise routine slowly, adding a little more each day, and eventually, you’ll get to a point where your success feeds on itself.

This year’s Mental Health Awareness Week is about Reconnection. The past couple of years have been tough, and it’s easy to feel disconnected from the people and places that are important to us. Whether reconnecting with someone you have lost contact with, a special place, or even yourself, Reconnect   - with the people and places that lift you up, hei pikinga waiora.

Tips for learning te reo Māori alongside your tamariki

Wed, 14 Sep 2022 21:31:39 GMT

Firstly, let me start with a big disclaimer! I am a te reo Māori beginner and absolutely not qualified to give any ‘expert’ advice, but in the spirit of Te Wiki o te reo Māori, I thought it would be useful to share what has been helpful for myself and my family as we have embarked on our journey to grow our knowledge, use and appreciation of te reo Māori, in our everyday lives.

We have taken a whānau (family) centred approach to te reo Māori, and generally just try to bring more and more, little by little, into our everyday lives. Our tamariki (children) are fortunate to be surrounded by passionate and skilled kaiako (teachers/educators) who teach them a lot outside of the home, so we do the best we can to supplement that knowledge, build our own education, and create an environment where we can all learn and grow.

1. Give it a go – our first tip when it comes to learning and using more te reo Māori at home, is quite simply, to just give it a go! In the safety of our whare (house), with our own whānau (family), it doesn’t matter if we muck up our pronunciation, use the wrong word, or attempt a mismatched jumble of te reo and English… if you are giving it a go, and learning or trying out some new kupu (words), you will get a big ka pai (well done)! Or – be asked to explain your cool new te reo word to someone else in the family! We help each other out, rather than call each other out, when it comes to pronunciation… especially as some of us have some ‘unlearning’ to do when it comes to things like place names! (Towe-po, instead of Toe-paw anyone?) However, we are respectful of tikanga (Māori customs) and conscious of how te reo Māori and te ao Māori (the Māori world) are interconnected.

2. Positively acknowledging te reo Māori, wherever we see or hear it – as parents trying to instill an appreciation and knowledge of te reo in our children, we actively point out te reo being used around us, especially in ‘surprising’ places, or where it relates to our children’s interests or environments. We talk about how and where te reo Māori is used and celebrated at kura (school) and kōhanga (nursery/daycare) – for example, what the te reo values at my son’s primary school mean, and how they are correctly pronounced. We read and appreciate signs at the zoo, library and other awesome places that have te reo Māori signage and information available. As a family, we all voted for ‘Bird of the Year’ reading through and practising the te reo name for each bird (and bat!) on the website. We point out TV presenters using te reo (giving an extra gold star to those not from NZ, who are helping us to keep te reo alive). My 7-year-old was thrilled to see Australian sports presenters using te reo when the Australian Supercars Series competed at Pukekohe recently, and we talked about how awesome it was they showed ‘Haere rā Pukekohe’ on the TV, and used te reo greetings as they introduced and farewelled their audience.

3. Pukapuka (books!) – this is a BIG one for us. As well as a wealth of digital information and resources, there are some wonderful te reo Māori books available suitable for all ages. From baby books covering colours, numbers, body parts and animals; favourite NZ story books that have a te reo focus, or have been fully translated; Māori Picture Dictionaries (our favourite is the Kuwi & Friends version from Kat Quin, illustrated by Pānia Papa), beautiful non-fiction books like those from Gavin Bishop (I love to give these as gifts, as the illustrations are simply stunning!); through to many, many options for adults at various stages on their te reo Māori journey. My personal favourites are the series from Scotty & Stacey Morrison, which includes ‘Māori Made Easy’, ‘Māori At Work’, ‘Māori At Home’, a number of workbooks and even a ‘Māori Made Fun’ puzzle book.

4. Simple labels and visual examples of te reo Māori – our weekly planner stuck to the fridge came with the days of the week in English on it, but now written above those are the days of the week in te reo Māori – Rāhina, Rātu, Rāapa, Rāpare, Rāmere, Rāharoi, Rātapu. We also try and write items on our shopping list in te reo and have other written/visual te reo around us in the home wherever possible, to back up and reinforce our verbal use and kōrero (speaking) in te reo Māori.

5. Approach it with a growth mindset – for us, our te reo Māori journey is a slow burner. We won’t turn into fluent te reo Māori speakers overnight, and we won’t always ‘get it right’ with what we learn and know. Our goal is to keep learning little by little, and ensure our family has an open mind and an open heart, when it comes to learning, sharing and revitalising te reo Māori.

The next challenge for our family is to Kia kaha, Kia māia, Kia manawanui (Be strong, be brave, be steadfast) and practice our te reo Māori more outside of our home, and build our confidence using it everyday, and everywhere.

Kia kaha te reo Māori!

Our Favourite Pukapuka:

Penguin ‘for kiwi babies’ series - https://www.penguin.co.nz/authors/fraser-williamson (these are fantastic bilingual early-learning books covering things like colours, numbers, animals, body parts and more)
Kat Quin books and resources - https://www.illustrated.co.nz/ (we LOVE this Picture Dictionary - https://www.illustrated.co.nz/product/kuwi-and-friends-maori-picture-dictionary )
Gavin Bishop books - https://gavinbishop.com/books-recent.html (our favourite is ‘Atua’ which just won Gavin Bishop his fifth Margaret Mahy Book of the Year award)
Scotty & Stacey Morrison books - https://www.penguin.co.nz/authors/scotty-morrison (these books are widely available at most good bookstores, and online)

Tackling the Gender Wage Gap in the Tech Industry

Wed, 31 Aug 2022 04:16:19 GMT

The IT sector is still a male-dominated industry – especially in New Zealand.

In 2013, only 23 percent of the workforce consisted of women; one percent down from the stats recorded in 2006, and despite major growth in sector since then, it’s fair to say that women are still well under-represented.

And when you look at the information around the gender pay gap, according to Statistics NZ, at present, women in New Zealand reportedly earn 9.1% less than men, it is not a stretch to assume that in many cases, women working in IT are likely to be earning far less than their male counterparts.

According to Employment NZ , female-dominated occupations in New Zealand are likely to get paid less than the male-dominated ones and are often under-represented in higher-level jobs, such as in the tech sector.

If we look back at history, gender inequality and discrimination against women has been an evident issue for many, many years, as prior to the Equal Pay Act of 1972, it was completely legal to set separate pays for men and women and exclude women from certain types of work.

This history has had a domino effect on how women are perceived in workplaces, resulting in a gap between men and women’s pay or salary, that exists to this day.

Fast forward to the present, the issue persists, and can be linked to a number of factors, including:

Gendered division of labour – the gendered division of labour that exists throughout society today , has created an environment where men are more likely to hold positions of authority and power, meaning they get paid more than their female counterparts. This is especially true for those who work in industries such as engineering or science, where men outnumber women by about five-to-one.
Reluctance to negotiate for fear of repercussion – Women tend not to negotiate their salaries because they believe it will hurt their chances of getting hired and may also not ask for pay rises because they believe this impacts their opportunities for promotion.
Lack of pay parity between genders - Women also earn less than men even when they apply for the same positions and work in the same field.
Discrimination – both conscious and unconscious bias and discrimination against women is often cited as a major contributor to pay disparities; it exists both within and across industries

Calling attention to the gender pay gap

The fight for equality in workplaces continues at present.

While the issue of gender pay gap exists and is still a problem many women face nowadays, there is a big improvement on how businesses are operating in terms of giving men and women equal compensation and opportunities for growth.

In New Zealand it has been great to see leading corporates like ANZ Bank New Zealand (ANZ NZ) and Westpac begin publicly reporting on the gender pay gap within their organisations.

As respected organisations acknowledge that a gender pay gap exists , become more open to discussing the issue, and even better – implement strategies to bridge and narrow the gap – we hope to see other corporates and small-to-medium businesses follow suit.

There is still a lot of work left in terms of getting more businesses and organisations involved in the call to abolish pay disparities among genders, but this is a good start.

What we can do to narrow the gap

As a recruiter, I have seen how a male-dominated tech industry, as well as both conscious and unconscious biases against women have created an environment that has probably helped drive the gender pay gap, rather than narrow it – up until now.

The good news is, more females from the younger generation now express their interest in tech-related jobs, especially in the field of programming. More female university graduates are also from the field of IT, which is a huge improvement in breaking the gender bias in workplaces.

As more women take up tech-related roles, it becomes normalised and we’re a step closer to closing the existing disparity in compensation and work opportunities, so the onus is on the whole industry to help drive equality, and ensure we have initiatives in place to ensure fair pay for all.

While we still have a long way to go in beating the status quo, we can always do something to help accelerate the cause, so here are some simple strategies employers and workplaces can implement to help narrow the gender wage gap in our workplaces:

Acknowledge that the gap exists – we don't have to wait for someone else to do it—business leaders can start by establishing a baseline and comparing it with other organisations in your industry. If you find that there's a significant difference between your company and others in terms of gender diversity and pay, consider what could be done differently at your organisation that might narrow that gap.
Educate hiring managers and employees on gender bias - Commit to closing the gap by directing resources toward educational initiatives such as training staff on conscious and unconscious bias and fair hiring practices.
Review your benefits – Explore ways to broaden the benefits offered by your company to cater to the needs of a diverse range of employees.
Extend paid parental, family, and sick leave
Consider benefits like childcare that make it easier for parents returning to work
Ensure that parental leave benefits are available to both men and women, so the burden of childcare doesn’t fall on one gender
Adapt a flexible approach to working – offer flexible hours, WFH or job share options, so parents can create a work-life balance that works for them and their families and implement fair scheduling practices.
Ensure your HR and hiring practices are set up to support and drive equality and diversity
Promote diversity through hiring practices and internal promotion strategies
Provide feedback mechanisms so employees can raise concerns about pay disparities without fear of retaliation from supervisors or peers
Promote transparency in pay increases and don’t base salary offers/increases on salary history
When shortlisting applicants for roles, include more women applicants who have the same (even better) credentials in job shortlists when recruiting, especially in male-dominated sectors like the tech industry
Raise the minimum wage – and apply the same salary increase qualifications for both men and women
Education around career choices – educate the younger generation to take away gender bias and influence their decision-making in terms of career choices
When applying for jobs – consider the characteristics and reputation of where you're applying and if closing the gender pay gap is important to you, look for organisations that report on their gender pay gap, talk about equality and diversity initiatives, or have more women in leadership positions.

While we can't change the past, we can change what happens next. We can make sure that more women are hired into positions that were once perceived as “only for men” and compensate them fairly, without biases.

We can do this with the cooperation of businesses - by making sure that organisations recognize the value of female employees and give them fair opportunities for advancement over time.

Closing the gap would pave the way for all genders to thrive in their areas of expertise where they are paid fairly and have equal access to career growth and opportunities.

If you don't have access to data on gender pay gaps in your industry or if you need a hand in finding suitable compensation for a role you’re hiring for, Recruit I.T. can give you insights and offer guidance around rates and hiring practices that you can apply into your business.

Adi Dhadwal

adi@recruitit.co.nz

02108333182

August 2022 I.T. & Digital Market Update

Tue, 16 Aug 2022 02:59:53 GMT

WHAT'S BEEN HAPPENING?

Regional roundup

In Auckland , demand for talent remains high, while availability remains low. However, we have seen a shift in hiring behaviours, with more businesses focusing on the outcomes they need to meet their business objectives, as opposed to remaining hung up on specifically hiring either a permanent or contract team member.

Large pockets of employers have moved to hybrid work environments in the transition to a new normal post-Covid lockdown. We are seeing an increase in employees being required to work one or two days in the office, with some working from home still a common theme for all organisations in some form. Those candidates required to return to the office, with less flexibility, are certainly more likely to be looking at new opportunities.

In Wellington , the market continues to be tight for candidates from both a permanent and contract perspective. We’ve seen the candidate market tighten again in Wellington, with candidates saying their current employers are now responding to the hot market and focusing on retention, providing them with the right opportunities, including better flexibility and benefits, which is still increasingly important for candidates.

Despite this improved flexibility, we are also hearing of organisations who have embraced WFH asking people to return to the office 2 or 3 days a week to help increase the economic recoveries for retail and hospitality.

We see Government organisations particularly affected by the market, struggling to attract staff due to being restricted to offering mid-point range salaries to potential employees.

Permanent Demand, Contract Supply

We continue to see permanent work come in, especially in BAs, Test, and Development. In saying that, the demand is in permanent, but the supply is in the contract market.

With an increased supply in the contract market, some clients have shifted from permanent requirements to contract requirements and are open to considering either contract or permanent when hiring. Those who have taken this approach are getting the business outcomes they need, focusing on the outcome, as opposed to a fixed hiring ideal.

We have more people wanting to enter the contract market, with clients more than happy to wait four weeks for the right talent considering the current candidate sho rtages. Clients struggle to fill fixed-term roles as they don't offer the security of pay that permanent or contract roles do.

Financial Services Transformations

Many companies in the financial services space are hiring, with significant transformations underway, further driving demand for tech talent. The financial sector is certainly not unfamiliar with the various disruptive forces shaping the future of the industry, and some of the focuses for organisations in this sector include maximising the use of process automation, AI and machine learning, along with ensuring they are prepared and fit for purpose heading into Web3 (3rd Iteration of the World Wide Web).

Post-Covid Brain Drain

With Covid-related restrictions dropping worldwide, we are now seeing a clear increase in those leaving our shores for international opportunities. Some are leaving for travelling and delayed OEs, whereas others haven’t seen loved ones in a long time or are relocating back home at last.

Due to the flexibility of many tech roles, responsibilities can be transferred to a new location along with the talent, and global barriers have been reduced for all. Staff no longer need to resign if planning an extended trip overseas; some will retain their jobs even when relocating abroad.

Equally, international companies continue targeting NZ-based candidates with extremely large offers, tempting them away from the local market.

Whilst the ‘young’ brain drain is almost a given and will likely continue, we are seeing smart startups work hard to snap up good graduates and secure this talent before they look to move overseas.

Movement at the Borders

In terms of attracting talent into New Zealand, the overall AEV (Accredited Employment Visa) has kicked off with many organisations completing (or completed) their AEV to ensure they can hire offshore candidates.

Whilst the accreditation process has reportedly been smooth for most, since the Job Check opened on 20 June, very few of the high number of applications have been approved.

Issues facing businesses around the Job Check primarily pertain to advertised hours and wages not being listed or not matching the IEA or employers being unable to prove candidates possess the skills required for the role.

At Recruit I.T., we have a dedicated Global Talent Solutions team that works across mobilising international talent for our clients, both on and offshore, so please reach out to our experienced team for advice and guidance in this space.

The Big Sick

First, it was the big resignation, and now it is the big sick! A second Covid wave around New Zealand, compounded with a worse than usual flu season, has been affecting workplaces resulting in increased illness and absenteeism. This has had a flow-on effect on recruitment, with hiring managers impacted and unable to fast-track interviews and offers.

Diversity and Inclusion at the Forefront

New Zealand workplaces are becoming increasingly aware of the importance of diversity and inclusion in the workplace and implementing better values, policies and initiatives to support their employees in this space.

As well as better initiatives to support gender balance and fair hiring practices, we are also seeing innovative and new policies supporting the LGBTIA+ community, such as special leave for those transitioning.

The Government recently announced Te Mahere Whai Mahi Wāhine Women’s Employment Action Plan, launched on 30 June 2022 by Minister for Women Hon Jan Tinetti – to support all women in Aotearoa to fulfil their potential.

Employers Adjusting Hiring Practices

We are seeing an increase in our customers moving quickly to make offers and working to ensure their recruitment and offer processes are as smooth and effective as possible. As a result, we have seen a lot less candidates drop off during the offer stages.

More and more employers are stepping up and offering candidates the salary they are asking for, rather than waiting around and getting in a bidding situation where offers are being made back and forth.

This comes down to the continual dialogue we’ve been having with our valued customers around the market and ensuring we continue to advise them on best practices to ensure they are positioned to capture top talent.

One area we still identify as a weakness is where clients are hampered by only being able to offer fixed-term to candidates rather than permanent or contact. With so much choice in the market, a fixed-term offer simply does not hold enough appeal for most candidates.

Improved recruitment practices must also extend into onboarding and inductions, as these are incredibly important in setting a platform for success for a new employment relationship and getting value from your investment in recruitment. Candidates who have not had a great experience in their first three months are not waiting around and may already be considering leaving.

With such a tight talent market, retention is still critically important, and as employers recognise the importance of adjusting salaries and benefits to hold on to valued employees, we are ensuring we advise candidates to speak with their current employers before looking elsewhere, especially if their primary motivator is salary.

CONTRACTOR CHAT

The contractor market remains extremely buoyant, and contractors are essentially able to pick and choose who they want to work for, as they are so heavily in demand.

Some organisations that are stubbornly sticking to paying lower hourly rates are losing contractors to others offering higher rates – and we are still seeing many contractors opting out and finishing their contracts early for more lucrative offers.

Due to contract rates being the highest in the market for years, we are also seeing more contractors taking a break between contracts rather than working for an entire year.

With so much choice, candidates are also more discerning and more interested in working on meaningful projects that provide a feel-good factor for them.

Due to the competitive contractor landscape – especially in Wellington – some contractors are being offered extensions through until June next year, with clients looking to lock in the talent early rather than risk missing out and putting business projects and priorities at risk.

TOP TALENT REQUIREMENTS

As expected with the current market conditions, demand is high across all role and skill areas. We are seeing specific tech stacks being asked for, with some clients not being able to train in certain areas. We are still seeing an ongoing, significant demand in data, test, BA’s and development.

Business Analysis – As always, the BA market continues to be buoyant, with candidates constantly in demand.
Security – a continued emphasis here, particularly within the Government space
Architecture and Testing – both permanent and contract candidates are in high demand in these particularly tight markets.
Test Automation – with more and more clients trying to automate as much as possible, experienced test automators are sought after.
Development – it is not slowing down in terms of dev requirements, with requests most typically across Java, .Net, and various JavaScript frameworks.

LOOKING AHEAD

In the Government Space

New budgets came into effect on 1 July, so government organisations have begun kicking off new projects – particularly after the budget announcement. The Government has committed to health – with Health New Zealand coming into operation on 1 July. Education and Transport will also benefit from more investment.

Large programmes will look to increase their headcount, and some agencies will need to factor in replacements where candidates have indicated they are moving to increase their pay due to the salary freeze in Government.

Lingering Covid Impacts

Orange light settings seem set to stay put for the foreseeable future, despite many companies hoping for green so they could return to ‘normal’ or full operations. Many large organisations are still operating on bubble systems or rosters.

This, combined with the ‘new normal’ of flexible and remote working, means more of our clients are looking at new and improved ways for teams to collaborate – both online and in person – as some businesses are finding the cultural aspects of working together in a post-Covid world challenging, which can also result in more staff turnover.

Events Return

We are seeing the slow return of large-scale events in the tech industry, with the Hi-Tech Awards held early August at TSB Arena in Wellington, and the CIO Conference and Awards scheduled for November 2022 at new Christchurch Convention Centre – Te Pae.

We expect to see more summits and tech-focused events continue to fill the calendar throughout the end of 2022 and into 2023, as the industry gets used to socialising and celebrating together again. Check out this guide to upcoming events.

A FINAL NOTE FROM OUR DIRECTORS

Employers must ensure they are not complacent and continue to think innovatively, perhaps even globally, to ensure they can remain competitive in this challenging market.

At the same time, focusing on meeting your existing teams' needs and refining retention strategies remains important, as you can be assured that even your newest recruits will be targeted by both New Zealand and offshore companies.

As always, we continue to nurture our long-standing relationships and talent pools to ensure that despite the tight market, we are delivering the best recruitment solutions for our clients and candidates.

If you have any questions, or would like any advice regarding hiring talent for your team or business in the current market, reach to to Maree , Chris , or any of our team members for a confidential discussion.

Get the right fit for your team with values-based recruitment

Tue, 21 Jun 2022 05:25:59 GMT

Values-based recruitment is all about finding talent for your organisation that fits in terms of values, motivations, passions, interests, and organisational culture, as well as those all-important job-based skills and core competencies.

Whilst employing someone with the key skills they need to do the job is vital, with talent shortages in many industries – especially the tech industry – in New Zealand, it is more important than ever that organisations get a return on investment out of their recruitment processes, and ensure they are hiring candidates who believe in the company they are joining and share common values.

Many organisations have a set of values they are proud of, and you see these promoted on websites, sales and marketing material and sometimes referred to in recruitment resources.

However, values don’t exist just as slogans and words but should be embedded in strategy, structure and processes, including the all-important recruitment process.

Simply put, values-based recruitment is having a set of organisational values in place and hiring employees who are a good fit. It ensures that the people you bring in have similar values as the organisation and can demonstrate those values in action – for example, if one of your values is good communication, then the applicant would be assessed on how well they communicate.

There are many benefits of taking a values-based approach to recruitment, including:

Improving productivity, performance and collaboration – if you are hiring people who are a great cultural fit for your organisation, they will enjoy working for you, form great relationships, collaborate well, perform their best and be productive.
Improve your employee value proposition and brand – happy employees like to talk about their work and encourage others to work there. Your current employees are often your best advocates, and hiring those who fit your values fosters an excellent workplace culture and helps position your organisation as a desired organisation to work for.
Improve employee satisfaction and retention – when employees share the same values as the organisation they work at, they’ll feel important, valued, part of the team, and like what they do matters. They are more likely to want to progress their careers within the organisation and remain working for you for longer.
Widen your candidate base – if you hire people who fit your organisational well culturally, they may thrive and grow quickly within your organisation, even if they don’t tick all the boxes regarding technical skills or other competencies. Hiring for values is also hiring for potential!

Hiring someone on values does not mean creating a workforce that all thinks and acts the same. Diversity and inclusion ARE values of many organisations, so when applying values-based recruitment practices, it’s essential to be open-minded and consider the background and unique character of an individual.

You must implement values-based recruitment practices fairly and equitably. Be as objective as possible and follow a structured process from developing a recruitment plan and posting recruitment ads to interviews and selection to help avoid bias.

So, where do values-based practices come into different parts of the process?

Job descriptions and person specifications – think about how your organisational values overlay the core competencies/skills required in the role and weave those soft skills into your position description and person specification. Ensure values-based criteria like communication, teamwork, leadership and others are highlighted just as prominently as technical or other core job skills.
Ensure applicants are aware of your values – include your values in your job ads, position descriptions, and in other relevant places like your website careers page so that potential applicants can get a feel for your values and how they compare to their own.
Job posting and application process – clearly highlight values in any material relating to the job vacancy and make it clear that fit-for-values and culture are important for your organisation and the role. Be transparent about the fact you will be looking for a good match in terms of culture and values.
Interviewing and screening tools – use recruitment techniques and interviewing tools that identify values-based attributes such as values mapping, pre-employment evaluations, personality questionnaires/tests, and behavioural and values-based interview questions. Be wary of textbook answers and dig a little deeper if needed to find out more.
Test the waters with the wider team – as well as meetings/interviews with direct hiring managers, widen your recruitment process to include meet-and-greets with other team members to see how a potential new hire will interact with the team they will work within.
Cover cultural fit during reference checks – ensure you ask referees questions to assess fit to values.
Use a recruitment agency to run the process or help assess applicants – recruiters are experienced professionals and are used to assessing candidates in a fair and balanced way, whilst also ensuring the best fit for your organisation – both in terms of skills and cultural fit.
Remember that a values-based approach goes both ways – Live your values in your interactions with candidates and respect the values that drive them. Communicate in a timely manner, and if a candidate accepts your job offer, stay in touch, and consider inviting them to social events or other relevant meetups to keep communication open during the transition period. Ensure you have a great onboarding and induction process for new employees joining your business. If you are looking for a candidate with the attributes required to make money for your organisation, expect that the candidate will also have that value, and meet their salary expectations where appropriate.

When it comes to values, do not forget your existing employees. Our values evolve and change over time, so make sure you have programs and communications in place to reiterate your company values to your current employees, so they know how to apply your values to their role, themselves, and their relationships with clients, current employees, and incoming employees.

Talk about values in one-on-ones and performance reviews, consider reward and recognition programmes centred around your values, and, where possible, show and share examples of how your company lives its values via your internal communication channels, websites, and social media pages.

Values-based recruitment is an effective and beneficial way of finding potential candidates who will match the values of an organisation, perform well within it, and stay working for them for longer. However, it can be a complex process, requiring specific steps to ensure successful outcomes.

Recruit I.T. prides itself on utilising our expertise to balance cultural fit with the right skills and experience to ensure you get the right candidate. We work to ensure both candidate and client are satisfied and connect an exceptional person with the right organisation. Reach out to our team today if you are seeking talent for your business or looking for a new opportunity!

Interviewing your Interviewer

Tue, 05 Apr 2022 05:02:32 GMT

Fantastic news. You’ve secured an interview for the job of your dreams. But is it? You’ll get the opportunity (hopefully) to meet several of the team you will be working with during the meeting, which will give you the chance to ask some great questions. But... what should you ask?

Let’s think about what is important to you and what you’d need to know in order to say YES should you be offered the role after the interview:

Day to day responsibilities – what will you actually be doing vs. what it says in a job description. Job descriptions can be written in very formal and technical language and don’t always paint a clear picture of what a role really entails.

Training and development – chances are, you are making a move to progress your career, so it is essential to understand what training and induction you’ll receive and what opportunities there will be within the role to enhance your career further as you progress.

Culture of the organisation – we spend a lot of time at work, so it is essential to gauge whether an organisation’s values and culture will fit our own.

Team fit – different teams have different ways of working and ensuring success, so you’ll want to find out if your potential new team has a working style and approach that will compliment your own and bring out the best in you.

Management style and approach – we rely on our managers to coach, motivate, support, lead and inspire us, and they can have a significant impact on how successful we are in our roles. It’s good to know if your potential boss has a relaxed, hands-off approach or likes to micromanage every task.

Benefits of working in the organisation – is there flexibility to work from home or other appealing benefits that would clinch the deal for you.

Salary – this is a big one and something many of us find hard to discuss!

This is all vital information you’ll need to know to decide if the role and organisation are the right fit for you and great topics to consider going into an interview. Hiring managers will appreciate that you are thinking about the position in this level of detail and are engaged and interested and keen to know more

Hiring Managers are great advocates for their organisations and love telling people about their teams. But how do you ask questions and get the information you need without making things uncomfortable?

During interviews, there is generally question time at the end of an interview. This is your opportunity to roll out your notes and ask in a polite but inquisitive manner. To get clarity on the areas above, you could ask:

Please describe a typical working day in this role? What tasks would I carry out/be involved in/responsible for?

What kind of initial training and induction would I receive? In terms of ongoing training and development, do you have a budget for this each year, and how is it used?

What do you enjoy most about working at Company X? What about Company X makes you most proud to be an employee?

How does the team work together? Is it a collaborative environment where people will help each other? What other teams do you work with/engage with, and how do you work together?

How would you describe your own management style?

What benefits does the organisation offer? Does the team have flexibility in terms of work location or hours?

When it comes to salary – now, this is a tricky one – and definitely not one you should openly discuss, especially in a panel interview where some of the team may be involved. Thankfully, if you’re working with an agency like Recruit I.T., we will take care of all this information and negotiation if necessary.

Asking your interviewer and the panel questions will not only allow you to find out more about the organisation and role, but just as importantly – you will be able to show your personality and abilities further.

So do your own research on the role, be prepared, and most of all – try and relax. Nerves are OK during an interview – it means you care about your interview and the outcome. Try and find some common ground with the interviewers – weather, holidays, movies etc. And good luck!

"The Silver Bullet"

Wed, 01 Dec 2021 05:37:48 GMT

For the last couple of years, it has been easy to blame the worsening talent shortage the technology industry has grappled with in New Zealand on Covid-19 and the resultant border closures. Many in the sector – both business operators and recruiters – have been waiting with bated breath for the Covid situation to settle and for travel and immigration restrictions to ease.

Meanwhile, businesses both onshore and globally have adapted their business practices, and we've seen a convergence of digital services that have allowed organisations to ensure their staff can work remotely under lockdown situations, and they can continue to deliver their products and services and remain profitable, even if they can't operate in a traditional onsite manner.

What has also become evident is that it's not just kiwi businesses struggling to secure talent. Organisations across Europe, the US and South America, and Asia are reporting the same pain points that we see here in NZ when filling tech roles. As a result, we have seen an increase in headhunting from international companies for kiwi talent, with extremely lucrative offers, all working remotely from NZ.

The illusion that there is plenty of tech talent outside of NZ and we just need the border open is quite simply that – an illusion. US labour stats state there is a global talent shortage amounting to 40 million skilled workers worldwide; and a recent Mckinsey survey stated 87% of companies are already experiencing a talent shortage.

So, what is the silver bullet solution to solving the technology talent crisis in New Zealand? Well… there isn't one. Even an open border and the appeal of a kiwi lifestyle is unlikely to be attractive enough to entice the number of people we need into New Zealand, considering the extremely attractive offers we are seeing presented to candidates from global organisations.

That poses the question, what can New Zealand businesses do to secure talent when competing on this global stage in a post-Covid world?

There is no single solution – organisations need to be thinking forward, ensuring they are doing all the small things very well, and implementing new solutions to nurture a good pipeline of talent through their business.

Understand the market

Salaries are increasing at a phenomenal rate, international companies are making lucrative offers to NZ candidates, and even in the local market, we see situations where candidates have multiple offers or counter-offers on the table. Organisations must understand current salary expectations and have processes in place to work through negotiations quickly or review bands and caps.

Also, don't leave your existing team behind. Ensure you review their salaries against current market rates and adjust as required, as this is a key part of retention.

Improve your recruitment practices

In a candidate short market, time is not on your side. If your recruitment practices result in long delays to shortlist and interview candidates, or you delay making offers, you are likely to miss out on your top choices as they are offered other positions in the meantime. Be adaptable and flexible in the way you plan your workforce to allow you to bring on talented and skilled individuals when they become available on the market.

Promote your Employee Value Proposition

Candidates are discerning and have options on the table, so if similar salaries are on offer, their decision might come down to other factors such as your culture, values and overall EVP. Your employee value proposition must be sound and attractive, so applicants are aware of benefits outside of remuneration such as flexibility/WFH opportunities, training and development, social initiatives, and other tangible or unique benefits like extra leave, insurances or access to discounts.

Graduate programmes

For a nation lacking in technology talent, we have surprisingly few high-quality graduate programmes set up, and this is an area that many of our international peers excel at. New Zealand businesses need to tap into our graduate talent and ensure appropriate learning and development opportunities are in place or risk losing our up-and-coming talent offshore. There are several emerging short-course certifications and related education providers supporting new talent into the industry.

Offshore talent and other innovative sourcing solutions

Just as offshore companies are targeting us, we should also be bold and tap into overseas talent pools. Various innovative solutions can be explored here, from onboarding permanent candidates and bringing them into NZ once border restrictions are loosened to utilising offshore-based contract talent pools.

While it would be nice to sit back and hope that a silver bullet solution to talent shortages is on its way, that is simply not the case. We need to up our game across all aspects of our talent sourcing, onboarding, and, more importantly, retention if we want to compete globally and retain our reputation of delivering the innovative and world-leading outputs we have become known for internationally.

October I.T. & Digital Market Update

Wed, 27 Oct 2021 06:25:04 GMT

WHAT'S BEEN HAPPENING?

Regional roundup

In Auckland, despite the current Covid outbreak and Level 4 and Level 3 lockdowns, the market is bustling, and we have seen a significant upsurge in work, with a dramatic increase in roles.

Burnout seems to be high on everyone's agenda in Auckland, with employers taking steps to ensure their staff are looked after during lockdown and while they are dealing with a high-intensity work schedule whilst working from home and dealing with family commitments.

The Wellington team has noted similar trends, with both government and private sectors still busy with projects, no slowdown during the lockdown, and clients continuing to onboard new starters.

Across the country, the market remains competitive, with candidate demand extremely high. Rates and salary expectations across our candidate pool are higher, and our teams see candidates presented with multiple offers and counter-offers.

Permanent is strong, with the demand for tech and digital talent at what feels like an all-time high. We have more people wanting to enter the contract market, with clients more than happy to wait four weeks for the right talent considering the current candidate shortages. Clients struggle to fill fixed term roles as they don't offer the security of pay that permanent or contract roles do.

With so much demand for talent, internal recruitment teams are still heavily reliant on the support of specialist technical and digital recruitment consultancies to work alongside them in identifying talent, and clients are also hiring their own internal recruiters to assist with hard to fill roles.

We see many recruitment agencies and employers alike pushing increasing generous referral schemes into the market to attract candidates.

A need for speed to secure top talent

When competition for specialised skills is so high, clients increasingly need to adapt their recruitment practices to ensure they are in the game, as most candidates actively looking for work are considering multiple opportunities.

Businesses that are still pursuing lengthy recruitment processes and moving too slowly find that shortlists evaporate with candidates securing roles with other companies before the first interviews, or during the process.

Some businesses have streamlined their recruitment processes to ensure they can offer key talent roles in a week or less, and we are seeing more clients moving to understand this demand and making sure they are putting processes in place to interview and make offers to candidates quickly.

As well as becoming quicker to move on candidates, some hiring managers have changed their processes to be less formal to be more attractive to candidates.

It is essential for hiring managers to keep close to their team and be conscious of how they are presenting themselves to candidates at interviews, as multiple offers to candidates are happening regularly, as well as counter-offers to keep candidates in their current roles.

We have been working to educate our clients on the importance of getting to candidates quickly. In reality, this means clients need to be more decisive - moving on contracting candidates within 24 hours and permanent people within 48 hours - not awaiting two weeks to shortlist.

Our team continuously focuses on a swift, efficient, and thorough process to secure top talent for your business without compromising quality or cultural fit. Our networks and relationships allow us to go direct to the talent without relying on job boards and effectively manage multi-offer or complex situations at speed.

A need for speed to secure top talent

We recommend that our clients establish a communication framework post-hire and during the notice period to maintain contact and engagement with the candidate. This could include being invited to teams video call drinks, joining the odd stand up where possible, and sending small lockdown gifts. The message here is to maintain the connection, so the excitement of securing the role carries through to them starting with the company.

Covid continues to bite so new solutions are required

The pain of border closure is deepening as the candidate pool in the country that is willing to move roles start to shrink steadily. We have numerous examples of candidates we have worked with who are now working for companies based in the US in full remote roles. Some crazy salaries are being offered, which makes it hard for local businesses to compete.

However, clients are becoming more open to engaging talent offshore, starting in their home country with a view to beginning the visa process when the borders open. We have several clients exploring offshore / outsource partners to bridge the skills gap while in-country resources are constrained.

Salaries scream skywards

Permanent salaries continue to rise to record levels due to the lack of talent available, and hourly contract rates are some of the highest in the market we have seen for a long time.

As demand continues to outstrip supply, we see Project Management, Business Analyst, Data, Engineering, Integration, Agile and Cloud related roles particularly affected with the market changing week to week. This is particularly problematic when clients are using old salary data to produce business cases.

As salary continues to trend upwards, counter-offers are way more aggressive in the current climate as employers offer significant increases to retain key staff. There needs to be more focus on meeting current market rates to retain staff rather than reacting to possible loss.

Candidates that were reserved about new opportunities last year are recognising the opportunity to earn more, and there seem to be more people considering new roles for more challenges or money.

Flexibility and work from home benefits are now the expected norm since Covid came to our shores, and we are seeing clients offering three days of work from home to entice people on top of high salary offers.

Although candidates are pushing for WFH, clients need to look closely at their culture when they have a large workforce doing this, ensuring collaboration is working well and employees have access to all the tools required to be successful. These aspects are important in ensuring good employee retention.

Contractor Chat

Many organisations have digital transformation and customer side programmes of work in flight, so the contract uplift is noticeable, and the market is booming.

On the flip side, contractor loyalty to seeing out a project has reduced significantly. We are seeing an increase in contractors resigning from roles mid-project, impacting organisations' ability to deliver projects on time.

Recruiters, internal recruitment teams, and hiring managers actively target contractors in contract and entice them away with higher rates and longer contract terms. This is not great for the contractor and their personal brand and also leaves many businesses in a difficult situation regarding delivery.

However, clients are willing to wait for candidates on four weeks notice in the contract market, meaning those looking to leave permanent employment to give contracting a go have more opportunities available.

Top talent requirements

Demand is high across the I.T. and technology industries in general, and we see shortages in all areas. However, we see increased demand for the following roles and skillsets:

Business Analysts – both contract and permanent

Project Management – indications that more new projects will soon be commencing

Product Manager/Owner

Data – across all levels

Cloud AWS/Azure capability

Architecture and Developers/Engineers across more modern tech stacks

We see a massive uplift in requirements for Cloud-based talent as vendors vie for these skillsets. This has been heightened with the emergence of some multinationals (Amazon and Google) trying to secure NZ-based remote staff.

Data, Security, Digital Customer Engagement, Cloud, CRM/ERP and Automation continue to be areas of high demand in the current market, coupled with BA, PM and Agile capability that has specific experience in these disciplines.

LOOKING AHEAD

The squeeze on talent will get tighter

Competition for candidates will remain until the borders open, and even likely beyond that. The likelihood of borders restrictions loosening in the next three months are slim, so the skills constraints will continue and deepen.

With limited MIQ bookings available, few kiwis are returning to NZ as they find it extremely difficult to get back here, so even the most enticing relocation packages are ineffective.

And locally, there are only so many times a candidate will change their job, so attracting talent from NZ businesses will also become more and more difficult.

Once the borders do open, immigration policy is likely to change will change, and new accreditation policy, increased minimum salaries and more stringent assessment of visa/residency application will be a reality.

Salary demands will bite

Candidate demands around salary will continue to increase, with many already seeking increases of at least 10% when looking to move to a new role. Increases in salaries and contract rates are great for candidates short term but may not be sustainable long-term for organisations.

To offset some of the salary demands, employers need to truly define their EVP and be more transparent about their business regarding strategy, projects, and career development. Position your company as the place to be for the next five years through sharing the journey and creating purpose. The decision to take a role needs to be bigger than just "more money."

Planning for Christmas

The next couple of months will be crucial for employers to secure talent before the Christmas break. Locking in talent this side of Christmas, bedding them in, and having them hit the ground running in the new year will be critical for all businesses in NZ.

In the project space

Government projects are still busy, particularly in the health sector, and we also see many large-scale infrastructure projects.

With major security breaches in several notable organisations over the last couple of months, we expect to see more focus here. Organisations are becoming more aware of the potential risk and implementing projects to improve systems and guard against future breaches.

We also see clients looking for candidates who have experience in newer technologies, which is likely to be a continuing trend in the project space.

International interest and focus on interns

We are likely to see more international companies targeting NZ talent to work for them remotely, as we have already seen Google and Amazon do in recent times.

These companies also target interns with lucrative programs, so New Zealand needs to up its game in this space. We expect to see larger graduate programmes being commenced, and we have seen international studies exploring whether internships should be paid or not – the resounding response was that they should.

A NOTE FROM OUR DIRECTORS

Some are hoping that borders opening up will solve our talent shortages and lead to expats returning. Post, the first lockdown in 2020, we didn't see this, and don’t expect any borders opening up and changing the current market.

This means recruiters and employers need to change the status quo, and we are seeing technology talent and recruitment transforming from a local economy to a global economy. This is led through the current pandemic, talent shortages, and improved technology and tools allowing distributed workforces to work effectively across the globe.

Employers need to think global to ensure they can remain competitive, whilst also not forgetting the very talent (graduates) that will be leading their companies in the future.

Investment into graduates needs to continue for all companies, and robust training and onboarding programmes will ensure you are future proofing your business with leaders of the future. Something that not enough companies are thinking about.

Despite the challenging environment that Covid is presenting in NZ, we have once again been blown away by the demand from our clients, and our teams across the country have been hectic with roles flooding in. As always, we continue to nurture our long-standing relationships and talent pools to ensure that despite the tight market, we are delivering the best recruitment solutions for our clients and candidates.

Stay safe out there!

Vaccination Requirements in the Workplace

Wed, 29 Sep 2021 06:34:17 GMT

As vaccination rates rise around New Zealand, and discussion grows around changing alert levels and introducing different Covid controls, I am getting more questions from employers around their rights and obligations around vaccination. In particular, whether an employer can make it a requirement to be vaccinated for an employee to gain or maintain their employment.

There is no doubt Covid 19 is impacting our society, both directly with people being infected by Covid 19 and indirectly via lockdowns and job losses, etc. We are constantly reminded that we need to all play our part and get vaccinated.

Now, this blog isn't a debate on the merits of vaccinations. However, I see some media reports indicating that some businesses are following an overseas model of only allowing vaccinated people to enter their premises. I won't dwell on the legalities of that stance, but it does seem many companies are asking for a simple yes or no answer as to whether they can make it mandatory for their employees to be vaccinated. No one can give that to you, and if they do, I would be very sceptical of that advice.

At present, Health Orders have mandated that all border workers who either work at the border or one of our MIQ facilities must be vaccinated and tested regularly. That order (to date) does not require that of employees at any other workplace.

Therefore, the legislation that applies to all other employers and employees regarding vaccination is the Employment Relations Act 2000 and the Health and Safety at Work Act 2015. These acts have not been changed as a result of Covid 19, as some employers found out when they decided to reduce employee's wages without the proper process during lockdowns.

The Employment Relations Act 2000 still states that any decision made by the employer must be what a fair and reasonable employer could do in all the circumstances. Furthermore, for any decision that is likely to impact an employee's employment status, the employer must first provide all the relevant information and then allow the employees to respond to any proposal before making any decision. That is a very high bar to reach and not something that should be taken for granted.

When it comes to Health and Safety, as an employer, you're responsible for maintaining a safe workplace and taking reasonable action/steps to mitigate any reasonable risk of harm to employees. Now I'm not an outright expert on Health and Safety matters, but one of the basic steps to making any significant health and safety decision is that there needs to be a full Health and Safety Risk Assessment. We use the superstars at Manage Group for all the finer aspects of H&S, who can help businesses with this.

So, when it comes to making Health and Safety decisions around Covid 19, one of the first steps is to make a realistic assessment of the risk your employees face in the current Covid 19 environment.

What does that look like? Well, let's take a look at our awesome Custom Officers at the airport. As they process passengers from overseas, what are the realistic risks of coming into contact with Covid 19? You only have to watch the daily briefings from our Director General of Health to know that many people are arriving into our country, then testing positive for Covid 19 in MIQ. I don't think many that would argue that under the risk assessment matrix, it is probable (if not certain) that our Customs Officers will come into contact with someone that has been infected with Covid 19.

The next step is to determine what the impact would be of a Customs Officer contracting Covid 19 from one of these passengers. Again, we can just look at the impact of the virus getting into the community as we continue to navigate continued infections and raised alert levels across New Zealand. There is the societal impact of lockdowns and restrictions and the health impact on people who contract the virus. Again, I'm not taking a position on the seriousness of the virus; I am merely suggesting an employer must take a "reasoned" approach to these topics.

So, for the sake of this conversation, let's just agree that there is a serious risk of Covid exposure in this particular workplace. We can now look at the obligations of the employer to mitigate this risk in their workplace and what options are open to them:

Policy on social distancing?
Wearing masks/gloves?
Wearing PPE with higher levels of protection?
Vaccination?
All or some of the above?

A decision like this needs to be practical in the circumstances, and that practicality will be dependent on the risk. By this, I mean we need to weigh up the risk versus what is reasonable. Do we require our builders to wear a harness if they are working 1m off the ground? No. Is there a risk that the builder may fall 1m and hurt themselves? Of course there is, but the risk is relatively low, so the mitigation needs to be proportionate to the risk.

Now we turn to vaccination. By making it mandatory to be vaccinated in your workplace, you are essentially forcing your staff to undergo a medical procedure for the purposes of their employment. Now when you put it like that, things have just got serious. The question that needs to be asked is, is it reasonable to force your employees to be vaccinated after considering all factors?

Now for our border workers, there may be a solid argument there that because of the level of exposure they could potentially face every day, social distancing and PPE may not be suitable enough to mitigate the risk, and thus for people who deal with passengers, vaccination may be required (obviously it is required under the Health Act for front line workers at the border, but the risk assessment should be the same approach).

Now let's look at an office worker. For this example, in our current Covid 19 environment with the Government's elimination strategy, what is the likelihood of that worker contracting Covid 19? To help you answer this question, at the time of writing this, since Feb 2020, NZ has had just over 3,500 people infected with Covid. From a population percentage point of view, that is 0.07% of the population (based on a population of 5m). Turning that around, some could argue that is a 99.93% chance of not catching it.

So let's go back to that risk assessment. The risk of an office worker contracting Covid via their employment is minuscule compared to a Customs Officer. Taking my example of the builder, is it reasonable to force someone to undergo a medical procedure that comes with its own set of potential risks, including serious side effects or even death? Or would it be more reasonable to think that you could mitigate that small risk by adopting some of the other policies?

Now, this process is only relevant to our current situation. If our borders reopen or the Government ditches the "elimination" strategy, that risk assessment may change depending on what's happening. That is why it is not a simple yes or no question in the broader sense of the term.

There are several cases before the Authority/Courts that will give us some more guidance on the issue, and I know my friends in the industry and I are watching very closely as to what is determined as "reasonable".

In the meantime, if you need more individual advice on the matter, please do contact me. If you want some advice on risk assessments for your workplace and other Health and Safety issues, contact the Manage Group .

Be safe and be kind.

Disclaimer: The above information is meant to be a broad and informative narrative of the topic. It is not intended to be specific legal advice. If you want specific advice pertaining to your situation, please contact me directly or another trusted Employment Law Specialist.

JOHN DUSTOW
HR Advisory and Employment Law Specialist
E: johnd@recruitit.co.nz | P: 027 855 9989

It might be a lockdown, but it’s certainly not a slowdown!

Tue, 07 Sep 2021 06:40:45 GMT

As we find ourselves navigating a community outbreak of Covid-19 once again, I must say that things feel a bit different in our industry with the benefit of experience. With this being round two at Alert Level 4 and with a few short tours of duty at Alert Level 3, the transition to remote work and lockdown life has felt like less of a jolt this time around.

While this situation is still undeniably challenging, for most I.T. and technology businesses, the attitude has very much been ‘we’ve been here before, we are prepared, and we can get through it again.’ Businesses were prepared to transition their current workforce to work from home and also have processes in place for recruiting, onboarding, and inducting employees remotely.

In last year’s Alert Level 3 and 4, we saw a dip in hiring as companies faced the unknown, but this time around, our clients have generally future-proofed their businesses for this scenario, and the roles – both permanent and contract – keep flooding in!

Not only are clients still hiring, but they are also poised to expedite the recruitment process and make quick decisions in this highly competitive and talent-short market. They know that hot talent won’t be on the market for long, so they need to move quickly to secure the skills they need for their key projects and critical business processes.

In recent weeks we have also seen the pause on MIQ bookings; and the increasingly grim situation over the ditch, which indicates the trans-Tasman bubble appears to have well and truly popped. It’s now even harder to bring in talent from offshore or attract expats back to our shores, so employers need to source the best talent they can in the local market, or look to alternatives like Recruit I.T.’s offshore talent offering.

We’ve seen the tech sector mature significantly in the last 12 to 18 months, and many of our clients are continuing to implement exciting new technologies, and embark on significant business transformation projects, showing us they are committed to investing and growing their businesses despite the current Covid environment.

In previous lockdowns or periods of heightened alert levels, we have understandably seen some cautiousness in the candidate market, with people reluctant to risk leaving a secure position for the relative unknown of a new company.

However, Covid-19 has forced businesses to focus on projects centred around data quality, digital consumer engagement, automation of traditionally manual tasks through DevOps and Automation, and other large-scale business transformation projects that require long-term investment in skilled people.

If you have been thinking about making a move, or going contracting, what better time to reach out to our team for a confidential chat. We have new roles coming across our desks daily, so even if we don’t have your dream job open right now, register your interest to be first in line when something great comes in!

We hope all our clients, candidates and partners are staying safe during this challenging time. As always, reach out to us if we can assist in any way!

Cheers,
Ben

Are I.T. professionals setting themselves up for a salary reality check?

Tue, 24 Aug 2021 06:52:33 GMT

A lack of quality local talent in the IT and technology recruitment market is not a new issue. However, the Covid-19 pandemic has added further pressure and complexity, taking away the option for NZ businesses to source talent from overseas.

With the borders likely to stay shut for the foreseeable future, even to Australia, companies are struggling to fill roles and are even resorting to poaching staff off each other with extremely high salaries, signing bonuses and generous counteroffers.

A combination of an extreme talent shortage, the NZ economy performing well, and expats returning home with significantly higher salary expectations has resulted in salaries and contract rates in the sector edging higher and higher.

Employers are being forced to pay expat returnees higher salaries in line with what they earned overseas. Onshore candidates are acutely aware of their value in the current market, so they are also negotiating increasingly higher remuneration packages.

Whilst this is positive for Kiwi candidates who are finding themselves in good bargaining positions, we are starting to ask ourselves – is salary growth at this pace really a good thing for the industry, or are IT professionals setting themselves up for a salary reality check in the near future?

On the face of it, increasing salary rates can only be a good thing. Salaries have not moved that much in the previous few years, so candidates now feel their worth and benefit from higher income in the face of higher inflation and rent and property rises.

However, companies will quickly find themselves overpaying for their resources, which will eventually affect their opex/capex eventually. In reality, simply throwing money at the problem won’t change the big issue – the ongoing chronic talent shortage across the industry.

Companies have alternatives open to them – what about hiring a more junior candidate (or even two for the same salary!) and investing in quality training to add more local talent to the industry.

As an industry, we are notoriously bad at training and mentoring grads. As this article by Seek demonstrates , international companies are now using high salaries to entice our own IT graduates overseas.

So how else can employers look at the situation differently? Although a high salary is one hook for potential candidates, we frequently see candidates enticed into roles with various other benefits.

Rather than recruiting on salary alone, it is essential to ensure that your employee value proposition is strong and you are evolving the benefits you offer to adjust to such a competitive landscape.

It is essential to highlight any learning and development opportunities, phone and internet discounts or packages, gym subsidies, work flexibility, bonuses and commission structures, share options, additional annual and long service leave, increased KiwiSaver contributions, life insurance, and any other perks you have available as a means to attract and lock in candidates.

This is important not just for recruitment, but also for retention of current staff. Uncompetitive salaries, poor management style, lacklustre workplace culture and a lack of new challenges are all reasons that push workers to look elsewhere. With so many jobs available with generous salaries on offer, previously long-serving and loyal employees can easily be poached.

It is not only employers that need to be cautious in the current market – although it seems like candidates have the upper hand, we suggest you take a buyer beware approach.

Firstly, consider what will happen when the border opens, competition increases, and the market (and salaries!) normalise, especially if you are only planning to stay in the role you are looking at now for a limited time.

If the borders have opened or the market has changed significantly, you may need to take a significant pay cut when you go back out to market for a new role.

When considering any job offer, take a close look at not only the salary but also any other benefits or perks that are important to you, and outside of the package on offer, make sure the company will be a good cultural fit for you.

Ask yourself what your move is really about and where you see yourself in the future. If you are looking for career progression, establish whether there is an opportunity for growth within the company making the offer.

In short, our message to both employers and candidates alike is to play the long game and consider all factors – don’t hire a new employee or take on a new role for a short-term gain!

At some point, the border restrictions will relax, or the economy will change, and salaries will begin to stabilise. When that happens, employees need to ensure they have more than money going for them in terms of being a desirable employer of choice, and candidates need to ensure they won’t be hit by a crushing salary reality check if they plan to change jobs.

Our experienced team is always available to provide helpful and pragmatic advice to employers scoping a role and salary package, and can help position your company and role competitively in the market. Plus, we are happy to provide confidential guidance and advice to candidates considering their next career move. Reach out to one of our friendly consultants for a chat if you require any recruitment or career advice!

Can overseas remote workers help solve our talent crisis?

Thu, 15 Jul 2021 07:08:27 GMT

The New Zealand I.T. sector was already significantly skill constrained before the Covid-19 pandemic, and this has been magnified at least threefold since the borders closed, highlighting that mobilising offshore resources is one of the biggest opportunities and challenges in the technology and digital space.

Lockdowns and border closures created a situation where not only NZ-based employees were able to work from home effectively, but businesses found solutions for employees that ended up stuck halfway across the world as well.

Scenarios that saw people employed by NZ companies trapped overseas for extended periods included employees on work visas that were overseas for business, holiday or family reasons that were unable to return; new employees who had been due to start work in NZ but have been unable to do so (as they are not citizens or permanent residents); and more recently, employees who need to travel for urgent family reasons, and risk being trapped overseas due to outbreaks or unexpected changes to border restrictions.

Many businesses have put solutions in place to support employees in these situations, which poses the question – if remote offshore work was successful in these cases, why can’t it work now as a model to get around our inability to bring talented people into the country?

Even if the government responds to increasing pressure to provide border exemptions to skilled workers, the fear of lengthy separation from family and friends due to ongoing restrictions could be a barrier to them taking up this opportunity – despite the potentially lucrative salaries on offer.

Due to the relative ease that many businesses could transition to a remote workforce, many employees are requesting more flexibility around this. Overseas remote working arrangements (sometimes referred to as ‘satellite’ working arrangements) are a great way of hiring and retaining the talent required in our skills-short market. Many more businesses could be taking advantage of such opportunities.

However, there are some important factors to plan for when looking at onboarding a candidate who is based offshore, as having just a single employee based overseas can create significant employment obligations.

Tax

An overseas employee can create income tax issues for their employer in the country they are based in due to triggering a ‘permanent establishment’, which is a type of tax connection that means profits may need to be taxed in that country.

Each country has its own definition of a permanent establishment. Whether one is triggered depends on many factors, including length of stay, visa status, workplace, employment status, employee role, where the employer is based, and any tax agreements between the two countries involved.

Employers should get good advice, have a clear understanding of the tax and employment laws of the nation the remote worker will be in, and continuously monitor changes to tax laws as countries update their legislation to keep pace with a move towards remote working.

Employment Rights

Employment laws differ between countries, so you need to understand country-specific laws and rights and how they will apply to an employee’s terms and conditions.

Your remote worker may be subject to different rules for health insurance, superannuation, sick leave, overtime pay, work hours, benefits and more, even if your company is not incorporated there.

Immigration Law

Immigration law will also come into play – potentially that of NZ and the country the employee will work in – depending on their visa status and the arrangement you are making with the employee.

While working outside of NZ, you will need to ensure that the employee will be allowed to reside in and work remotely from their chosen country and hold any required visa.

Some NZ employers have been onboarding overseas candidates with the intention of sponsoring them into New Zealand once the borders open, and if this is the case, you will need agreements in place if there are issues obtaining the required visas to enter New Zealand when that time comes; and once they enter New Zealand, regularly review work conditions and expiry dates to ensure that the employee is still legally allowed to work for you.

Experienced tax, immigration, and employment specialists can advise on the logistics of setting up employees to work overseas, guiding you through any permanent establishment scenarios, suggesting workaround solutions like employing remote workers as independent contractors rather than permanent employees, and recommending other strategies to manage risk.

Employees want flexibility, and employers want to maintain their talent and expand their hiring pool, so implementing a successful remote working program can be a win-win solution for employers and employees alike.

We have seen some of our clients step up as innovators to lead the way in this space, supported by our consultants to identify, source and onboard offshore talent to meet their resource requirements.

We would love to see more businesses consider alternative working arrangements when extreme talent shortages exist and filling a role within NZ is proving difficult. We are happy to work with our clients to find solutions that will meet both client and candidate needs.

Our experienced team can step in and work alongside you to identify, source and onboard the specific talent you require and assist with negotiating a remote working solution that will be beneficial for both your organisation and your new employee.

With border restrictions significantly impacting the skill shortage in NZ, we recommend that clients take an innovative approach to remote working, and as recruiters, we will continue to focus on finding and attracting skilled talent wanting and eligible to return to New Zealand.

Welcome – Sarah Gwerder!

Tue, 29 Jun 2021 07:16:40 GMT

Recruit I.T. Group Ltd announces the appointment of Sarah Gwerder as Managing Consultant, Wellington.

Recruit I.T. has successfully secured the services of technology and project services recruitment professional Sarah Gwerder as Managing Consultant and 2IC for the Wellington team. Sarah brings a wealth of knowledge to the team, with more than 20 years of HR and recruitment experience gained both overseas and in Wellington, most recently specialising in business transformation, digital and technology recruitment in the Wellington market.

Maree Hayes, Recruit I.T.'s Wellington General Manager, says that Sarah's excellent customer ethos regarding service and delivery and her strong integrity align with Recruit I.T.'s values.

"Sarah is delivery focused and works closely with her clients to fully understand their organisation, providing the right talent that not only meets their current business demand but also ensures they are well aligned for future needs," she says

"Sarah's appointment will allow us to continue to strengthen our service to our Wellington customers whilst we continue to drive talent and recruitment innovation to the market. We are incredibly excited to have Sarah join the team."

Sarah says she is excited to join the Recruit I.T. and is looking forward to working with Maree and the team to provide outstanding contract and permanent recruitment solutions to clients.

"I pride myself on the extensive network of clients and candidates I have built, as well as the advice and solutions I provide. Recruitment should be an easy process, so I enjoy getting to know my client's businesses and needs and providing them with the best value-add process to get the right people for their requirements," she says

To all our loyal customers and candidates, join us in giving Sarah a warm welcome to the Recruit I.T. family. You can contact Sarah directly on 027 416 9444 or email her at sarahg@recruitit.co.nz.

Recruit I.T. is a leading New Zealand owned and operated recruitment business specialising in Technology, Digital & Business Transformation, and with offices in Auckland, Wellington & Christchurch.

Leveraging LinkedIn for Career Success

Sun, 27 Jun 2021 08:12:25 GMT

LinkedIn – a social network for professionals – is a platform where you can create a profile for your career, and if crafted well, it can be an effective tool in your job-hunting toolkit. Whilst often used as a recruitment tool, LinkedIn is also the perfect environment for networking and building business networks once you have established yourself in your dream role. We think of it as Facebook for business professionals!

1. Put your best face forward

Your photo is often the first thing a recruiter or potential employer sees when they click on your profile, so it is essential to choose and upload a professional image.

Choose one that is:

Current and professional looking
Well-lit and uncluttered
Taken so it frames your head, shoulders and upper body and shows you smiling

2. Supercharge your headline with relevant keywords

After your photo, most people will probably read your 120-character long headline. LinkedIn will automatically fill the headline with your job title, but you can edit this with a short customised statement telling people who you are or what you can do for them.

Use keywords such as job titles or skills potential employers may be searching for so that your profile will rank highly in search results. In addition, the more accurately you can describe what you do in your headline, the more often your profile will turn up in searches.

3. Convey your personal brand in your summary

The summary section lets you go into more detail about yourself in your own words and allows you to include more relevant keywords to cover off your experience, skills, motivation and interests.

4. Share your location

Location is one of the primary filters used when recruiters and employers run LinkedIn keyword searchers, so don't forget to include your location in your profile.

5. Add your experience, education and skills

Below the summary, you can list your work experience, education and skills, using these sections to show your work history and expand on the details you've provided in the summary section. Provide a high-level summary of each role, ensuring you use relevant keywords, and add your core skills to show your areas of expertise and capability. You want this section to outline the key elements from your CV.

Adding your education and qualifications will help reinforce your expertise and potentially link you with fellow alumni who may have opportunities available or require your business services.

6. Check, check and check again

As with any situation where you are putting yourself forward professionally, check that you haven't made any errors or mistakes. Double-check everything you have entered and written to ensure your profile's content is concise, accurate and typo-free.

7. Interact with your network and put your profile to work

Once you have created and refined your profile, put it work for you by connecting with people and building a network.

Add colleagues, acquaintances, customers and other suitable connections to your network
Join professional groups relevant to your industry or interest areas
Follow company pages, key industry influencers and explore news updates and events
Like, comment and engage with updates and start sharing your own insights

8. Keep your profile up to date

To make the most of your profile, keep it current by:

Updating your experience when you are promoted, change jobs or take on new responsibilities or projects
Keeping your profile photo up to date
If you are job hunting, turn on 'Open to Opportunities' to notify recruiters you are looking

3 P's For Perfecting Interviews

Sun, 27 Jun 2021 07:52:44 GMT

The thought of selling yourself in an interview can be a daunting prospect, bringing a mixture of nerves and excitement. For most of us, talking ourselves up goes against our nature and does not come easily.

Thankfully, there are some standard tips and tricks that can help you perform well in an interview, and good preparation, mixed with excellent presentation, will help ensure you put on an outstanding performance on the day.

Preparation

Before your interview, read through the job description carefully, or discuss the role in detail with your recruitment consultant so you have a clear understanding of the position's requirements and have identified where your skills and experience match.

Research the company you are being interviewed by – their company website is a good place to start – and think of some reasons you want to work for the company and what value you can add.

Prepare yourself for the standard ice-breaker question of 'tell me a little bit about yourself' – this should be a brief overview of your career to date, more general life experience, and of course, your personality and approach to work.

Expect questions related to your experience and skills and how it relates to the job itself. These will often be in the form of behavioural-based interview questions where you must draw your answers from specific experiences you have dealt with in the past.

Prepare some relevant questions to ask the interview panel about the role or company – an excellent way to learn more about the role and business and demonstrate that you have researched the company and are interested in them.

It is best to avoid specific questions around remuneration, annual leave and benefits, as these can be channelled through your recruitment consultant.

If you are working with a Recruit I.T. recruitment consultant, they are one of your biggest assets for preparing for your interview. Your recruitment consultant will provide you with as much information as possible about the role, the company and the interviewers to ensure you are well prepared come interview time.

Presentation

First impressions count, and your interviewers will assess you on your presentation and attitude as soon as they meet you, so it is important to make a good impression.

Ensure you arrive on time, and if you are early – ensure you are not TOO early. Smile and greet any receptionist or other staff politely – they are likely to pass on their first impressions to the interviewer as well.

Your dress and grooming should be immaculate and should reflect the organisation – it is almost impossible to look too well presented. Looking messy or scruffy is bound to create a negative first impression.

Even if your interview is taking place remotely via Zoom or Skype, dress as if you are meeting in person – you never know when you might need to stand up or move unexpectedly to adjust your camera!

Ensure that you come across as upbeat in the interview, even if you are coming from a negative situation. It is important to show that you have learned from that and will be a positive team member.

Performance

During the interview, don't be afraid to take notes – this is important for gaining clearer insight into the position and company and could provide material for questions in a possible second interview.

Listen carefully to questions, think before you answer, speak clearly while making eye contact, and don't worry if there is a slight pause before you begin your response.

If you are prone to fidgeting, try not to have paper or pens in front of you that you may fiddle with or get distracted by.

Try and keep your answers brief and to the point, avoid waffling, and make sure you come to the point and answer the question you were asked.

Pay attention to the interviewer or panel's body language to gauge whether something you are saying is being liked or disliked.

Take the opportunity to ask questions when asked, and don't forget to thank the interview panel politely for the opportunity at the conclusion of the interview.

Most importantly, try to relax and enjoy the opportunity to showcase your skillset and personality – even if you aren't successful with this interview and job, every interview is a great opportunity to hone your presentation and interview skills further.

Your Recruit I.T. consultant will make contact with you post-interview for a debrief, keep you up to date with recruitment timeframes, and provide you with feedback throughout the interview and recruitment process.

Navigating Common Interview Questions

Sun, 27 Jun 2021 07:32:06 GMT

Regardless of industry or role, some interview questions seem to crop up time after time, and despite their ever-occurring presence – they still leave many a candidate either tongue-tied or waffling on forgetting what the question was in the first place.

As well as understanding and practicing behavioural interview techniques, it's a good idea to prepare answers for some of the more common 'icebreaker' and personality-gauging questions that might get thrown at you in an interview. We've included some of the top ones below:

1. Tell me about yourself.

This is a commonly asked interview question designed to help 'warm up' a candidate. Think of it as your elevator pitch and summarise your work experience, skills, and relevant education, plus offer some new information such as your goals or hobbies outside of work.

Keep it short and sweet, and don't fall into the trap of waffling – this isn't an invitation to give the interviewer every detail of your personal life, just to share a bit of your personality.

2. What attracted you to our company?

This is an excellent opportunity to show you have done your research on the company, so highlight things you read about the company's services, mission, and values on their website, social media channels and other forums. You want to demonstrate that you identified a link between what the company does and stands for and your skills, values and desired career path.

3. What interests you/made you apply for this job?

This question evaluates whether an applicant has considered a good fit for the role and filters out any people who want just any job. Highlight any specific responsibilities or challenges of the role that particularly appeal to you, and point out any skills or assets you have that make you an ideal applicant.

4. Tell me about your strengths.

Pick two or three of your best attributes, give clear examples of those strengths, and provide examples of how they have benefited previous employers. Be careful not to brag and clearly demonstrate how the strengths you have chosen are relevant to the role you are applying for.

5. What are your weaknesses?

The trick to answering this question is to take one or two minor weak points that you can show in a good light – don't rattle off a big list of weaknesses. Instead, try and pick a fault that isn't a skill or quality critical for the role and paint it positively.

6. Where do you see yourself in five years?

This question is likely to be checking whether you will stick in the role for a reasonable amount of time, as well as getting a gauge of how driven and goal-oriented you are, so frame your answer up carefully to show you are both realistic and flexible. Consider the level of the role, the structure of the team you will be working in, and the company's size – as well as your professional aspirations - when constructing your answer.

7. Tell me about a time when you…

Behavioural-based questions are very common and are used by interviewers to get an idea of how you apply the skills they are looking for. For example, you will need to describe a specific task or situation, what you did and what the result was using the STAR method. Read our guide to behavioural interview questions here.

8. What have you learned from your mistakes?

Humans are fallible, so by demonstrating learnings you've gained from mucking up, you come across as more honest and trustworthy than you would if you try to claim you never make mistakes.

Think of some minor errors or missteps you have made in your career, outline what you learnt from the situation, and most importantly, detail the steps or strategies you put in place to ensure the same mistakes didn't occur again.

9. What are the most important things you are looking for in your next role?

This can be a tricky question, and it is easy for candidates to fall into the trap of listing things they want from a company or role, such as benefits, opportunities or certain entitlements.

Instead, it is best to identify your skills and strengths and talk about how you are looking for a role where you will be able to utilise and further develop those abilities. It is also good to talk about your motivations and longer-term career goals, but making sure that your answer is relevant to the role.

10. Why are you leaving your current job?

This question can give away a lot about your personality, so unless the answer to this question is extremely clear cut – i.e. your role has been disestablished, or a contract has come to an end – it is important to keep your answer positive.

Focus on the positives you seek from a career change, such as learning new things, professional challenge or applying your skills to a new industry, and don't be negative about your current role, manager or company.

11. What did you like and/or dislike about your current/previous job?

As per the last question, this question aims to give the interviewer an idea of how positive or negative you are and what type of things motivate you. Try not to focus on superficial likes such as benefits, but instead talk about positive working relationships or enjoyable challenges or achievements of your role. When speaking about dislikes, keep these non-personal and with a positive slant where possible – for example, you might choose to say that despite a great culture, the company's size limited the progression opportunities.

12. What are your salary expectations?

Ideally, your recruitment consultant will have given you an idea of the band available for the role, so this question should not catch you unaware. If you are not working with a consultant, make sure you carry out some research beforehand to understand the market rate for the role and what you would accept. Check out our Salary Guides for recent trends and indicative bands.

13. Do you have any questions for me?

This question is a great opportunity for you to demonstrate any research you have done into the company and show your enthusiasm for the role. In addition, you might want to ask some questions about the services the company provides, the clients they service, or some specifics about the tasks performed in the role.

Some of the questions will likely be answered during the interview, so make sure you pay attention throughout so you don't ask the same question twice.

While thinking about and preparing some answer options is great interview preparation, make sure you don't try and memorise exact answers or get too locked down in exactly what you want to say. Interviews are a fluid process, and often the interviewer will ask a secondary question or get you to elaborate on your answer. Have a few examples prepared for each interview question, solidly based on real-life examples, and be flexible and adapt as the interview questioning goes on.

If you are looking for a new role, search our latest vacancies here , or get in touch with one of our friendly consultants for a confidential chat about how to take the next step in your career.

June I.T. & Digital Market Update

Tue, 22 Jun 2021 10:06:13 GMT

WHAT'S BEEN HAPPENING?

Regional roundup

In a word… things have been – BUSY!

In Auckland, momentum is building in the market, and the team are working on the most roles they have had in a month since pre-covid. Contracting has grown exponentially in the last quarter, while permanent placements also continue to trend up strongly.

The market has heated up significantly within the project services space over the past few months, with more businesses now happy to sign off on contract resources – many for the first time since Covid hit.

The Wellington team also report a fast-paced market in terms of new vacancies but are experiencing a lack of quality talent to fill them. There has been a boost in permanent vacancies, but as with Auckland, the contract space remains busy, particularly with many government agencies seeming to be extending contractors.

Supporting businesses to attract and retain talent

Border closures are obviously still causing significant issues, with competition for highly skilled talent at an all-time high. Candidates often find themselves in multi-offer situations or significantly counter-offered by their current employer to stay, immediately counting out organisations who are too slow or unable or not interested in engaging with a highest bidder scenario.

Speed to market is also a huge concern across the industry. Many permanent roles take longer to go through the full process than before Covid, meaning there is greater potential for candidates to identify other opportunities and fall through the cracks.

Worryingly, the closed border situation means when we place someone in a role, another NZ business is usually being weakened because of an inability to acquire replacement talent from offshore.

Mobilising offshore talent in a Covid world

NZ is skill constrained even when the borders are open, and this has been magnified at least threefold since the borders closed, reinforcing the fact that mobilising resources from offshore is both one of the biggest challenges and opportunities in the technology and digital space.

We see some clients and companies step up as innovators to lead the way in this space, mobilising talent by enabling them to work from their home country, with the commitment to move forward with sponsorship once the borders open.

We would love to see more businesses consider alternative working arrangements when extreme talent shortages exist and filling a role from within NZ is proving difficult. We are happy to work with our clients to find solutions that will meet both client and candidates needs.

Bring ALL the benefits in a competitive landscape

Across all regions, competition for quality talent is fierce, with search and headhunting becoming more prevalent and businesses and recruiters alike targeting competing companies for key talent.

Candidates generally seem more interested in benefits, not just the salary component of an offer. As a result, we are seeing a trend towards offering better perks – healthcare, working from home, and bonuses - in addition to generous salaries to entice people away from existing companies.

Training is often a differentiating factor in discerning their interest between different opportunities, as is working from home, or working flexibility (particularly for developers). Many candidates prioritise this in their job search, looking for multiple days out of the office. Most clients respond well and have options put in place.

We see a slight trend towards more in-office time with some clients now saying that their staff must work a certain number of days in the office to bring teams together for their culture, and more clients seeking face-to-face meetings rather than teams and zoom calls.

Contractor chat

The Business Analyst (BA) market is bustling, showing there are a lot of projects about to begin. Good BAs are receiving longer-term contracts at some of the highest rates we have seen in a while.

In the Government space, we see some Government agencies trying to convert contractors to fixed-term employees; however, many contractors are unwilling to accept FTC.

Many clients are reporting their projects are likely to miss deadlines or costs will overrun significantly, as Vendors, Managed Service Providers, Big 4 and Software Houses capitalise on any benched resources that their clients cannot hire permanently in the open market, so they have to pay high premiums for these resources.

Clients are trying to budget as well as possible, with rates for some contractors being slightly lower in the market and paying above market rate for good candidates in other areas – great for the candidates now, but potentially not when they look for work again.

Clients who can flex their rates will get the most candidates, and as always, our team can advise on trends in the current market to help you get the best resource for your budget.

As always, contracting will gather pace, continuing to ramp up towards Christmas, so a busy and competitive second half of the year in the contractor world is expected. With talented, top-quality contractors easily finding themselves work, our focus is on ensuring we build and nurture our solid networks and talent pools to meet client demand as things get busy!

Positive post-Covid project trends

We are seeing many significant projects centred around Digital Customer Engagement, with clients who had this on the roadmap for 2022 or 2023, bringing the work forward to 2021 in the wake of Covid. Many businesses are now scrambling for the same resources, so we are focusing on building robust contract talent pools to meet this demand.

Data maturity continues to be a key business focus also, as organisations try to understand the impact of new customer behaviours. With a better understanding of how customers have changed during Covid, organisations continue to redevelop core customer platforms to enable a more sophisticated experience.

It is positive to see many businesses are significantly investing in their businesses, solidifying cloud solutions put in at pace last year, and generally looking at investing money where tangible benefits are likely to be felt within the short to medium term.

Top talent requirements

Although demand is high across the I.T. and technology industry in general, we see specific demand for the following roles and skillsets:

Developers – all types, although a trend towards less .NET / Java and more modern dev stack, i.e., React, React Native, Node, Angular etc.
Data – all levels
BAs, Project Managers and Project Support
Test Automation
Network and Infrastructure Engineers
Integration – CRM to Back end/legacy and Digital front end with Legacy Systems
Cloud Engineering – Sys Ops through to Architecture and everything in between
Cloud Specialists – Azure and AWS
Security – with particular emphasis on Cloud are all in high demand.
UI / UX and CX - we see an uptrend for roles in this space also

LOOKING AHEAD

New budget, new projects

With Government budgets announced, and significant projects due to commence, such as the health system reform, there will be a focus on building teams as projects begin to gain traction.

The Government pay freeze is likely to impact the market, with candidates potentially more open to a move into the private sector to get salary increases, particularly as private entities increasingly offer wrap-around benefits to rival those previously guaranteed in the public sector.

Nurturing our homegrown talent

The numbers of graduates entering study in I.T.-related fields have declined for the last few years, and we see Universities actively promoting I.T.-related careers to drive enrolments. However, the tech industry needs to come to the party and ensure well-developed pathways are in place for new grads once they complete their study. We are seeing more and more clients implement successful graduate programmes and are always willing to discuss how a grad programme could positively impact your business.

Covid continues

Despite Covid-19 vaccination schemes rolling out in New Zealand and around the world, the pandemic impacts are still widely felt, and the border is likely to remain effectively closed to most for some time yet.

With border restrictions significantly impacting the skill shortage in NZ, clients may need to take an innovative approach to remote working. As recruiters, we will continue to focus on finding and attracting skilled talent wanting and eligible to return to New Zealand.

Stand out in the crowd

The market will remain tight for highly skilled individuals, and organisations will need to keep this top of mind when it comes to managing their recruitment and onboarding processes.

In this competitive market, we have seen a marked improvement of clients willing to work with us to push out their USP's and Employee Value Proposition to the market – a fantastic trend that will see long-term benefits for businesses hoping to attract local and overseas talent. Our team has advice and resources to help make sure your role stands out in a competitive market.

A NOTE FROM OUR DIRECTORS

As our GMs and their teams' commentary demonstrates, the lack of offshore talent that New Zealand has typically relied on further increases the gap between supply and demand. The need for organisations to accelerate technology, digital, and cloud projects, coupled with the growth of emerging tech companies, is putting a strain on talent.

To date, we have yet to see any compelling initiatives from the government to address this widening gap. We would like to see some initiatives to increase organisations' uptake of graduate/junior talent.

We have recently welcomed Maree Hayes and Sophie Unterhofer to the Recruit I.T. family. Maree is our new General Manager in our Wellington office, and Sophie has joined the marketing team as Marketing and Digital Coordinator as we continue our investment in digital marketing and talent attraction for our customers.

Our Auckland team also welcomed Jim Coates into the city of sails, who moved internally from the Wellington team.

We have been blown away by the demand from our clients, and our team is thriving on the roles flooding in. The candidate market is tight, but we continue to leverage our long-standing relationships and talent pools to make the right matches for candidates and clients alike.

Bring on the rest of the year!

Welcome - Maree Hayes!

Tue, 27 Apr 2021 10:13:55 GMT

Recruit I.T. Group Ltd announces the appointment of Maree Hayes as General Manager, Wellington.

Recruit I.T. has successfully secured the services of digital and technology recruitment leader Maree Hayes as General Manager, Wellington. Maree adds considerable strength to the team, with her 15 years in digital and technology recruitment in the Wellington market, with the last 6 of those years spent in senior leadership roles with a specific focus on the government market.

Maree’s appointment with Recruit I.T. will enable Director Kaleb Leeming to step back from day to day operations within Recruit I.T. Wellington and to focus on long-term strategic objectives for Recruit I.T. and sister company Enhance – a test automation provider.

‘Maree’s values, ethics, and focus on culture align with our vision of where we want to take technology recruitment in the New Zealand market. Maree’s expertise in inspiring and leading teams, along with a track record of delivering highly scalable resourcing solutions, will allow us to continue to mature our business and bring innovation to the market. We are absolutely delighted to have been able to secure such an incredibly talented and highly respected individual to Recruit I.T.’’
Kaleb Leeming
Director, Recruit I.T.

Maree built her 15-year technology and digital recruitment career in the Wellington market with Absolute IT, and for the last six years’ has led their All of Government business, including leading the delivery of a large outsourced solution. Maree has developed a passion and skillset for ensuring an exceptional recruitment service. She has a remarkable ability to ensure that customers and candidates remain at the forefront of any innovation and service offered.

‘My passion is people and ensuring that a culture of honesty and empowerment is developed, which ensures that we provide the best possible recruitment experience as a business. With my expertise in developing talent solutions and synergy with Recruit I.T.’s values, coupled with their appetite for innovation, we can ensure we remain at the forefront of the Wellington market.

I am very excited to be joining the Recruit I.T. family and working closely with Kaleb and our Wellington team to continue to lead the industry in providing quality and innovative resourcing solutions to the market.’’
Maree Hayes
General Manager, Wellington, Recruit I.T.

‘’Recruit I.T. welcome Maree into our family and are excited about our continued investment into the Wellington market. The recent global events have put further strain on the market, with a significant skills shortage in the tech industry. We are looking forward to supporting New Zealand businesses in developing strategies to attract and retain the best digital and technology talent and, as always, putting quality at the centre of everything we do.’’
Kaleb Leeming
Director, Recruit I.T.

Maree will be working alongside Recruit I.T. Auckland’s General Manager, Noel Hassapladakis, where they will be jointly responsible for driving the delivery of the Recruit I.T. business across the New Zealand market. The Board of Recruit I.T. are delighted with Maree’s appointment and are excited by her passion, values, and ideas and look forward to further accelerating the business forward.

To all our loyal clients and candidates, join us in giving Maree a warm welcome to the Recruit I.T. family. You can contact Maree directly on 027 248 2080 or email her at maree@recruitit.co.nz.

Recruit I.T. is a leading New Zealand owned and operated recruitment business specialising in Technology, Digital & Business Transformation, and with offices in Auckland, Wellington & Christchurch.

Ryan Costello’s path to Ironman 2021

Fri, 26 Feb 2021 11:21:47 GMT

Recruit I.T. Talent Consultant Ryan Costello is only a week away from taking on his biggest fitness challenge yet – racing in the 2021 Taupo Ironman on March 6th and raising funds for Cure Kids while he is at it.

Ryan – who has been with Recruit I.T. for two years – is a relative newcomer to multi-sport events, first attempting a sprint triathlon when he returned from his OE two and a half years ago.

“When I got back from travelling, I was reasonably unfit, but I had always played lots of sports previously, so I thought I would give a sprint triathlon a go. After the sprint triathlon, I wanted to try a full one, but I wasn’t prepared or ready whatsoever!

“I struggled with the run, had no swimming technique and didn’t know anything about nutrition,” said Ryan.

Despite his less-than-ideal introduction to the sport, Ryan kept at it, taking on bigger running events, including some half-marathons and a full marathon, but it was last year’s Covid-19 lockdown that proved a pivotal point in terms of Ryan deciding to tackle a full Ironman event.

“During the lockdown, I found it good for training as I had lots of time to go for runs, plus I got thinking about how the borders are closed, and I can’t travel, so it is a good year to get really fit and work towards a big fitness goal.”

Brett Bothma, Director of Recruit I.T.’s sister company Tech 5, had previously competed in Ironman events and provided some additional inspiration for Ryan to take the plunge and sign up.

“Brett had spoken to me quite a bit about it, and at first, I didn’t really know what the event was, and I had to look into it.

“In the end, the decision was a bit spontaneous, and I thought why not cross it off my bucket list – I didn’t realise at the time how full on it would be,” said Ryan.

Ryan signed up for the event in July last year, and since then, Brett has remained a key person in providing support, preparing an in-depth training plan for Ryan in the lead up to the Ironman event.

“Brett made me a plan that gradually built up on the endurance side of things; he tracks me on my Garmin app and gives feedback; and provides heaps of really valuable advice and guidance around nutrition.”

With Brett’s help, Ryan has gradually built up his training, initially focusing on running, then slowly adding in longer cycles, and getting some coaching for his weakest discipline – the swim.

“Once I committed to the Ironman, I signed up at AUT Millennium pool and started trying to learn to swim correctly, and it’s taken a mixture of swimming training and coaching to get me from the basics to a better technique.

“It’s taken lots of research online, watching YouTube, and practicing what the coach taught me - I’ve still got a lot of improvements to make,” said Ryan.

Ryan said improving his swimming technique has been just one area of focus, with significant changes to his training and general lifestyle also required as part of his preparation.

“I used to do all my training after work, but last year I started adding in training before work to try it out and started to like it. Now, all my training is before work, and I estimate the time it will take and set my wake-up time based on that.”

“It sets me up for the day, and once I am done, I know my training is out of the way, and I feel energized and ready to get on with work,” he said.

Ryan’s training schedule is extensive and generally consists of a cycle and a run on Tuesdays and Thursdays; a long run on Wednesdays; a swim, cycle and run on Saturdays; a long cycle and run on Sundays – and on his ‘rest days’ Mondays and Fridays – an early 5.30am swimming session.

To accommodate the intense training schedule, Ryan said he has had to make changes to his sleep, nutrition, and lifestyle in general.

“I knew from the start that I would need to be up early to fit all my training in, but I probably didn’t realise my days would be starting as early as 3.30 or 4.30am on some days.

“I’ve found my circadian rhythm has adjusted, and I can survive well off a bit less sleep.”

“I have to be eating well, eating a little less and earlier at night, ensuring I have good rituals in place to help with sleep, and of course lots of exercise makes it easy to fall asleep as well,” he said.

Ryan said that while fitting his training in around work takes a lot of personal organisation, he also does not think he would have had the support to tackle such a big task if he was working elsewhere.

“Our flexible work policy is excellent, allowing me to work from home and cut out travel, making it easy for me to work from home on a particular day if I want to fit in a long run – my managers and team are really supportive of that.

“The company helped me get a Cure Kids and Recruit I.T. branded tri suit that I’ll be able to wear during the event to show who I am supporting.”

Ryan said some of his team will be travelling to Taupo to support him for the event and have helped him with his fundraising.

“This has been a big mental challenge, and it’s great that the team ask me about my training, and I can talk to them about it – they have been incredibly supportive.

“Knowing that they will be down there supporting me is fantastic, and they have helped me in fundraising for Cure Kids, which has been one of my biggest motivating factors.”

Ryan said he previously didn’t know a lot about Cure Kids – who fund child health research to help improve, extend, and save the lives of Kiwi kids living with serious illnesses and conditions – but looked into them when he found out Recruit I.T. and Tech 5 were sponsors.

“When I heard Brett had competed in Ironman to raise money for them before and saw all the significant fundraising initiatives they run to help kids, I thought it would be great to raise funds for them myself.

“I’ve always had a passion for kids, so being able to create awareness for them was something I was keen to be a part of – they’ve given me Cure Kids singlets to wear when I run, which provides me with extra motivation.

“Knowing I am backing them helps motivate me – it’s cool knowing I’m creating awareness and also hopefully raising some funds to help kids in need.”

Ryan has a week to go until the big race and still has a way to go to meet his fundraising target, so please check out his fundraising page and get behind him with a donation here - https://givealittle.co.nz/fundraiser/iron-man-2021-for-cure-kids

In a talent-short market, do we need to re-think our approach to graduate hires?

Thu, 25 Feb 2021 10:58:10 GMT

COVID-19 and the resulting border restrictions have severely impacted the talent available in the I.T. sector, putting further pressure on an already tight market - we see rapidly increasing salaries in some skillsets and more aggressive poaching of highly-skilled and senior technical capability between businesses.

Despite these evident talent shortages, it seems we are still doing too little to support our homegrown I.T. graduates into careers. Graduate job-seekers report being written-off as ‘inexperienced’, entry-level positions require an unrealistic two to three years’ experience, and – despite some businesses successfully implementing them – graduate training programmes are few and far between.

Unlike other study areas in New Zealand where too many students are being trained for careers with few job openings, the IT industry is severely candidate-short, yet we are failing at effectively transitioning graduates into jobs.

With the current lack of talent in the market, surely it’s time we re-evaluated our approach to IT graduates and started thinking about this pool of potential talent differently.

Businesses are under constant pressure to deliver results at a low cost, and hiring graduates can potentially be seen to slow down the cadence, especially if they require a significant amount of training or development before they can contribute. So businesses probably ask themselves – is it worth the cost, and will they stick around?

Is it merely that most New Zealand businesses require a change in thinking, or as a collective do we need to do a better job at demonstrating the benefits of grad programmes and the qualities that graduate employees can bring? Think flexibility, the ability to learn new skills quickly, technology agnostic, enthusiastic, and potentially very loyal if offered a lucrative spot on a graduate programme!

Yes, there are some barriers to bringing on graduates, yet several organisations are putting significate time and investment into hiring the next generation of tech leaders – ANZ, Vodafone, Ministry of Social Development, ASB and Cin 7, to name a few. Their commitment demonstrates that there must be some real benefits to be gained in the long term if it is done well.

With a range of IT and Telecommunications roles listed on Immigration New Zealand’s skills shortage lists, but with the borders closed, could the Government also be working more with NZ businesses to encourage young New Zealanders to move into careers in these key industries?

Suppose the financial risk of employing graduates is too high for smaller businesses. Should Government be stepping up to incentivise employers to hire graduates, or train students, as they do in other skill-short job areas such as trades?

If most tech organisations are genuinely reluctant to introduce graduate programmes and see little value in bringing graduate talent into their businesses, is our tech sector educational model flawed to begin with?

If a perception exists that graduates cannot hit the ground running or contribute to a business in a meaningful way once they have graduated, is a traditional three-year degree still relevant? The technology used and the skills required in I.T. workplaces move so rapidly that degree-qualified students could be graduating only to find the technology they have used is irrelevant.

A lack of up-to-date technology in degree-level training is likely putting employers off hiring graduates, so universities need to look at adapting the skills taught in their courses so they focus on not only the fundamentals, but also practical skills, with a focus on relevant technology to ensure their students can keep pace with the requirements of a real-life workplace.

When you look at how new educational institutes such as EnspiralDev Academy are challenging the norm with training options such as a 16-week course focused on web development, perhaps educational providers need to explore developing shorter, more hands-on courses.

It seems there are several things we could be doing collectively across the tech industry, Government, and education sector to better support tech graduates into work and help solve the increasing skills shortage.

Long term, if everyone better supported New Zealand’s graduate community, we would eventually see an overall increase in capability, and therefore an industry far less reliant on offshore capability.

Recruit I.T. works with a range of clients who are successfully employing graduates, so if you'd like to have a confidential discussion around how a graduate employee could add value to your business, or want advice on implementing a graduate career programme in your workplace, contact one of our team today.

Welcome - Noel Hassapladakis!

Thu, 02 Jul 2020 10:42:26 GMT

Recruit I.T. Group Ltd announces newly created General Manager, Auckland appointment.

Recruit I.T has successfully secured the services of digital and technology recruitment leader veteran, Noel Hassapladakis , who has been appointed as General Manager, Auckland. He adds considerable strength to the team, with his 14 years in digital and technology recruitment in the Auckland market coupled with last 7 of those years in senior leadership roles.

This newly created position with Recruit I.T. enables co-founding Director, Ben Allen to take a step back from day to day operations within Recruit I.T. Auckland to spend more time strategically working towards our long-term goals and objectives across the group of companies he co owns. This includes Tech 5 a specialist construction, commercial and industrial recruitment provider and Enhance who are a specialised Test Automation provider.

‘It’s safe to say from our first meeting there were strong synergies with our values and approach. Noel’s expertise in inspiring and leading teams, delivering resourcing solutions, executive relationships, and sound governance skills will allow us to continue to mature and scale our business. We are absolutely delighted to have been able to secure such an incredibly talented and high calibre individual to Recruit I.T.’’

Ben Allen
Director, Recruit I.T.

Originally from the UK, Noel has 23 years commercial experience with 14 years in the NZ market in a variety of roles. Noel’s early career was spent was spent in enterprise solution sales with both Europe wide and Global vendors primarily focused on the acquisition and retention of both major and key accounts, delivering both products and services to his client. It was here that Noel developed his passion for developing an understanding of his client's business end-to-end, but also an appreciation of engaging the right capability to accelerate the success of the businesses he worked with. Outside of work Noel is kept busy by his 2 children, and a passion for American BBQ which he has developed through his Meat Mafia Collective brand.

‘’Underpinning all of this is my passion for all things tech and desire to deliver a great customer experience for both clients and candidates. I am consultative in my approach and truly partner with my clients to deliver the right outcomes and drive the success of the businesses I work with. I am very excited to be joining the Recruit I.T. family and working closely with co-Director Ben Allen and our Auckland team to continue to lead the industry in providing quality and innovative resourcing solutions to the market’’
Noel Hassapladakis
General Manager, Auckland, Recruit I.T.

‘’Recruit I.T. welcome Noel into our family and are excited about our growth and look forward to supporting New Zealand businesses in developing strategies to attract and retain the best digital and technology talent and, as always, putting quality at the centre of everything we do’’
Ben Allen
Director, Recruit I.T.

Noel will be working alongside Recruit I.T.’s General Manager of Wellington David Harwood where they will be responsible for driving the delivery and engagement of resourcing solutions for the New Zealand market. The Board of Recruit I.T. are delighted with Noel’s appointment and are excited by his passion, energy, ideas and look forward to further accelerating the business forward in the coming months and years.

To all our loyal clients and candidates, join us in giving Noel a warm welcome to the Recruit I.T. Family. You can contact him directly on 021 338 785 or email Noel at noel@recruitit.co.nz

Recruit I.T. is a leading New Zealand owned and operated recruitment business specialising in Technology, Digital & Business Transformation, and with offices in Auckland, Wellington & Christchurch.

The Hottest Coding Languages For 2020

Thu, 13 Feb 2020 11:46:08 GMT

The following are the 16 most in-demand coding languages for 2020, based on the average number of interview requests per candidate:

Go (9.2)
Scala (8.5)
Ruby (8.2)
TypeScript (7.9)
Kotlin (7.1)
Objective-C (6.8)
Javascript (6.6)
Swift (6.5)
PHP (6.4)
Java (6.4)
HTML (6.2)
Python (6.1)
C++ (5.4)
C# (5.4)
C (5.2)
R (3.3)

The 2019 report also crowned Google’s Go as the most in-demand language. The 2020 report reveals that Go has only grown in demand over the past year, with engineers earning an average of 9+ interviews over two to six weeks.

Source: TechRepublic

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Introducing The CV Studio: Tech Edition, CV Reviewer Tool to Help Refine Your CV

How it Works

Why We Built It

Tested by Real Candidates, Shaped by Real Feedback

The Benefits

A Work in Progress

The CV Studio: Tech Edition

What Your CV Tells Us in 20 Seconds

1. Keep it short and sharp

2. Format for humans and machines

What we usually see:

3. Show the tools you used

4. Bullet points beat paragraphs

5. Always add industry context

6. Cut the fluff

7. Proofread like it matters

8. Do one final check before sending

Key Takeaway

A Practical Guide to Setting Contractor Rates in NZ Tech

What Drives Contractor Rates?

A Framework for Setting Contractor Rates

Common Rate Models

When to Flex, and When to Hold

How Recruit I.T. Can Help

Want to sense-check a contractor rate or discuss your upcoming needs?

April 2025 Market Update

Download our latest Market Update for FREE

How to Craft the Perfect IT Contractor CV in 2025

Steps to Crafting the Perfect IT Contractor CV

How to Attract the Right Tech Talent in 2025

Strengthen Your Employer Brand

What Makes a Great Employer Brand?

Quick Wins for the New Year

2. Flexibility Is More Than Remote Work

Why Flexibility Matters

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How to Get It Right

3. Write Job Descriptions That Sell

What Makes a Great Job Description?

Example: Before and After

4. Stay Competitive in a Fast-Changing Market

How to Compete Effectively

5. Leverage Recruitment Expertise

Why Work with a Recruiter?

Looking Ahead to a Successful 2025

June 2024 I.T. & Digital Market Update

Field at Present: From a Director’s Perspective

Middle Management

Opportunities to Onboard Senior Tech Leaders

Gen AI

The Budget

Key Advice for Jobseekers

A Final Note

The Power of Exclusivity: Why It Matters in Tech Talent Acquisition

Quality reigns supreme

Seamless collaboration

Depth of expertise

Enhanced candidate experience

Essential Tips for Starting Fresh in a Tech Company

1. Dive into the Culture

2. Connect with Colleagues

3. Learn the Ropes

4. Set Clear Goals

5. Seek Feedback and Guidance

6. Stay Curious and Keep Learning

7. Maintain a Healthy Work-Life Balance

8. Be Open-Minded and Adaptable

9. Celebrate Your Wins

10. Enjoy Your Journey

Re-entering the Job Market: A Guide for Experienced IT and Technology Candidates in New Zealand

1. Revamp Your CV

2. Leverage Your Network

3. Explore Both General and Specialised Job Boards

4. Prepare for Interviews

5. Update Your Skills

6. Be Flexible and Open-Minded

7. Seek Guidance from Experts

8. Embrace Your Experience and Life Skills

March 2024 I.T. & Digital Market Update