Employers who wish to support migrant workers on an Accredited Employer Work Visa (AEWV) will be required to become accredited with immigration from 4 July 2022.

Applications for accreditation have opened as Immigration NZ advised on their website, "All employers will need to meet standard requirements, including showing you are a genuine, compliant business, and commit to activities to settle migrants and minimise exploitation." https://bit.ly/33uZXHv

Now is a good time to get your business ready for the accreditation process.

One of the key areas in terms of HR and recruitment is the employer showing they are accountable for all recruitment costs in NZ and abroad. These include but are not limited to: advertising, recruitment agency fees, employer immigration fees, job check applications, trade testing and tools provided by the employer.

What can you do now?

• Start advertising using the immigration prescribed criteria
• Conduct a review on what documentation you have/don’t have
• Audit the documentation you have to ensure they are compliant (show minimum hours/week, correct pay rate, etc
• For documents you haven't got, prepare them now – employment agreement, variation of conditions, settlement induction/booklet, H&S induction, HR and H&S policies and procedures
• Gather records and evidence of recruitment costs (our services can be shown as recruitment costs as well!).

Let us help you with your employer accreditation preparation such as posting job ads on appropriate platforms (managing these applications), reaching out to training providers and putting in place your recruitment policies and procedures to demonstrate how you are engaging local candidates, and documenting your post pastoral care procedures to help your migrants settle.

We have a solution for different budgets.

*Disclaimer: Talent Connection NZ Limited is not a licensed Immigration Advisor. Our expertise is in HR and Recruitment and we have assisted companies with their accreditation in the previous accreditation process.

A poor (or the lack of) onboarding experience could result in the employee leaving within the first 3 months of their employment.

Many studies have shown the financial cost of replacing an employee ranges from 1.5-2.5 times the salary of said employee. Some of the financial costs are advertising, time spent reviewing applications, interviewing, reference checking and drafting the offer, as well as any medical or drug testing costs.

According to The Wynhurst Group, 58% of employees are more likely to stay with an organisation after 3 years if they had a structured onboarding experience.

A structured onboarding could be as simple as having the right equipment when they arrive, introducing them to the team and having a one-on-one sit down with them to go through the job and the expectations.

To help our busy employers nail the onboarding process, we have created a simple onboarding checklist for our employers to use.

Contact us for your free onboarding checklist.

Happy onboarding!

There is a lot of discussion among employers on attracting talent in a competitive market - Is it money, meaningful work, benefits and perks of the job, career development, nice work environment, flexibility (such as hours and work from home option)?

The answer is: It depends! Candidates/employees are individuals. They value different things. It is essential to find out what is important to them, and what they look for in a role/workplace. For candidates, this can be asked at the phone screen/interview stage. For employees, this can be done using a staff survey.

When appropriately executed, staff surveys are a great tool, especially for organisations struggling with staff turnover. It can help you find out why people stay and what they enjoy about their role/the organisation, how/ what could be improved within the organisation? The answers could help you create your EVP (Employee Value Proposition) to craft your recruitment process and attract those who appreciate what you can offer. Implementing OCM -Organisational Career Management practice(s) is also a great way to manage and source talent. The techniques include internal vacancy notification and staff referral programme, induction, career paths, training opportunities, and personal development plans.

Another area to consider and evaluate is the effectiveness of your recruitment effort. Is your job ad attracting applications, are you responding to the applicants promptly, and where are you posting your ad? A recruitment audit could help identify areas for improvement so the right talent comes through the door.

At Talent Connection, we can help with talent sourcing, employer brand building and “stay” surveys. We can also help implement OCM practices and frameworks to enable your organisation to grow and source its talent organically.

Let us know how we can help.