Post Budget Webinar with IN SIDE and Cameron Bagrie

We wanted to take a moment to share some incredibly exciting news with you...INSIDE has officially welcomed Weirdly into our team! This decision wasn't just about expanding our business; it was about staying true to our commitment to provide you with exceptional recruitment experiences. Also, challenging economies are when you see industry-shifting ideas come to life. Our dedication to your success remains at the forefront of everything we do, and the acquisition of Weirdly's recruitment software business https://www.getweirdly.com/ is a testament to that.

In today's professional world, effective communication and engagement is a must for success. This need became very apparent during the challenges brought about by the COVID-19 pandemic. As organisations faced unfamiliar situations, communications professionals played a vital role. They skillfully used well-planned strategies to navigate through the uncertainties, providing us with valuable information and direction. Recognising the crucial role of communications experts during uncertain times, it's only natural to think about how to ensure your organisation has the right people to lead it toward successful outcomes. Finding and securing top talent in the field of communications and engagement goes beyond experience and availability. It's about aligning the right professionals with the right opportunities, all driven by a shared purpose. At IN SIDE, we excel in this process, guided by our core values, in-depth industry insights, and an extensive network, ensuring a premium recruitment experience.

New Zealand, with its breathtaking landscapes and vibrant culture, has always been a magnet for dreamers, whether they're locals or intrepid souls from abroad. But, when it comes to job hunting, this land of the Long White Cloud unveils a unique terrain that's both inviting and challenging for anyone seeking their place in the workforce. Let's dive into the heart of the matter. / Market Size and Structure: Picture this: New Zealand, a cozy small-market economy that boasts a plethora of small to medium-sized enterprises (SMEs). These are the unsung heroes, shaping industries from agriculture and tourism to cutting-edge technology and the arts. They're the backbone of our job market, offering a diverse smorgasbord of opportunities. But, here's the kicker – the big players are scarce. Large corporations and multinationals aren't as common as in some other countries. So, if you're dreaming of conquering the corporate world on a grand scale, well, it can be like looking for a needle in a haystack here. And keep in mind there is a lot of people waiting and wanting this opportunity also. / Skilled Workforce: Our secret weapon? An exceptionally educated and skilled workforce. Kiwis take their work and education seriously, and our talents are sought after worldwide. But, when global markets flourish, New Zealand sometimes feels the pinch as our brightest minds venture abroad. So, while you may hear about the influx of talent, you might wonder what our net gain truly is in the grand scheme of things. / Regional Variation: Now, here's where the Kiwi job market adds a dash of spice. It's not a one-size-fits-all situation. Take Auckland and Wellington, bustling cities that offer a buffet of opportunities across various sectors. But venture further, and you'll discover specialised industries like agriculture in the South Island. Oh, and here's a fact few people know: a whopping 33% of all employed folks are in Auckland alone, while Auckland, Wellington, Canterbury, and Waikato combined house 66% of the working population. / Skills Shortages: Just like any other country, we grapple with skills shortages. Healthcare, construction, IT – these are the areas where we could use some extra hands. It's no surprise that employers often look overseas for skilled professionals to bridge these gaps. But let's be honest, as other countries shine brighter on the global stage, luring top talents becomes a bit of a tussle. This may free up a little with the economic conditions changing but not as much as some might think. / Current Landscape: In the current New Zealand recruitment landscape, a notable decline in shorter-term contract positions is evident across the country, with this trend not being offset by an increase in permanent roles. Various sectors are experiencing their unique challenges; the Public Sector is transitioning to a reduced operating model, small to medium businesses are striving to boost sales to counter rising costs, and regional New Zealand is grappling with decreasing dairy payouts. Moreover, the nation as a whole is contending with high inflation and elevated interest rates, which may sound somewhat dire. However, the situation is not entirely bleak, and here's why: New Zealand boasts an impressively low unemployment rate, and globally, there is a shortage of both skilled and unskilled workers. While we anticipate this economic cycle to persist for a while, it's essential to remember that it's a problem for the present, and opportunities will eventually emerge, so stay vigilant. / In Conclusion, what does this mean: For employers, this period may entail lower employee turnover rates and greater difficulty in enticing employees away from competitors. You may also catch wind of potential organisational changes within your industry. If you're an employee, expect to encounter fewer job opportunities and limited mobility. Phrases like "we need to deliver more with less" might become more common. Nevertheless, it's crucial to recognise that this is a temporary challenge. My advice is to remain attentive and align your efforts with your organisation's purpose. Prioritise self-care to operate at your best both at home and work. Now is not the time to overexert yourself; instead, work smart. While the demand for contractors is indeed decreasing, it's unlikely to vanish entirely. Many individuals continue to appreciate the flexibility that contracting offers and may be reluctant to shift to permanent positions. Furthermore, organisations, uncertain about the future, are turning to project-based resourcing models as a way to mitigate long-term risks.

In the ever-evolving world of public sector recruitment, staying informed about labour market shifts is essential, whether you're a contractor or candidate, or responsible for hiring decisions within the government sector. Welcome to the first part of our three-part blog series, where we explore the current public sector environment. Throughout this series, we'll gather insights from our practice leaders at IN SIDE, across government, professional services, business transformation, digital, executive, and permanent recruitment. Our goal is to provide valuable perspectives that enhance your understanding of the current employment landscape.  In this initial segment, we share an IN SIDE view of the current market from a high-level perspective. Our aim is to equip you with information to ensure you’re across the suite of changes we’re also experiencing and navigate this changing landscape together.

This week acknowledges Mental Health Awareness Week here in Aotearoa, New Zealand, a chance to check in with both our own mental health and that of those around us. This year's theme is one that resonates closely with us here at IN SIDE, with people and connection being at our core: "Reconnect - with the people and places that lift you up, hei pikinga waiora" . We have connected with Umbrella - a company that specialises in workplace wellbeing and resilience - to share a helpful article that contains some practical things you can try to help strengthen your relationships and reconnect with your loves ones. We have built a close relationship with Umbrella over the past few years, and have found their work to be beneficial in ensuring our team are thriving. We hope you find this information useful this Mental Health Awareness Week, and encourage you this week in particular to focus on reconnecting with the people and places that lift you up.

I was looking for my next role – scrolling job boards, refreshing my CV and seeking my trusted recruiter’s advice, when I found myself accepting a role to become that trusted voice myself. With 10 years public sector contracting experience, here I was turning my hand to consulting, advising, and placing people just like me in contract roles across the public sector. My journey into contract recruitment has given me a chance to reflect on what I enjoyed most about being a contractor, the value they offer to our public service and how my contractor experiences will enhance me in my recruitment role. I know what it feels like to make the shift from permanent employment - to worry about what you think you are giving up (security? stability? professional development?). I’d read the persistent headlines scrutinising contractors in the public service and I’d seen a fair few come and go from the organisations I had worked in. Engaging and efficient new teammates who popped up in the middle of a crisis or a resource crunch and then slipped out when the job was done. I know deeply the reward of contracting – the pace of the work you find yourself leading, the satisfaction of picking up new content and processes and relationships. The exposure to different topics, disciplines, and people. And the opportunities the remuneration and flexibility afforded me and my family. I’ve joined recruitment during “a war on talent”, a time when employers are talking about a “candidate tight market” and where the terms “quiet quitting” and “the great resignation” are entering the general vernacular. It’s a great time to consider your next move, to revisit what it is that you loved about your past roles, to identify your most valuable skills and look beyond the sectors and topics you’ve found comfort in. If you’ve ever considered becoming a contractor in the Public Service, please, get in touch – I’d love to talk to you. Tell me about what you are thinking, what you really want to know. In return I can tell you about what I experienced, what I’ve heard from others, and talk you through what contract recruitment experience is like from both sides of the call.

With borders closed, businesses across multiple sectors are already struggling to fill roles. While the promise of attractive working opportunities abroad is only expected to worsen the labour shortage when borders reopen. Troy speaks with TVNZ Breakfast around the possible great migration of skilled workers and the impact on businesses. Watch the interview here:

The challenge with trying to describe the current employment market in a soundbite is that it can’t be summarised or generalised. A better way to describe the employment market is to think of it like a pick-a-path story book. You may remember them from school days, where you can choose the storyline you want to take and throughout the book you make decisions which ultimately change the ending of the story. The job you want, skillset you have, whether you are seeking a permanent or contracting role, where you want to live, and the industry you want to work in all contribute to your pick-a-path story and the journey you’ll be taking right now. What this means is that people need to understand the current employment market as it relates to them personally. If you are a technology contractor sitting in the Wellington Public Sector, your storyline will no doubt look quite different to that of a Financial Controller seeking permanent opportunities within Financial Services in Auckland. Likewise, If you are a Graduate sitting in Christchurch, no doubt your storyline looks quite different to that of a builder sitting in New Plymouth (you get my drift). There are plenty of people who are offering generalised opinions on the employment market. The key is to listen, decide what is true for your pick-a-path story, and look to learn more and more about that particular path. If you want to dig deeper, seek advice from people who work with or in your industry and its location and understand the opportunities in your specific employment market. It is all too easy to hear flippant comments and generalisations and take them as truth, in turn incorrectly affecting your next decision. The great thing about a pick-a-path book is that you can always restart the book and make different decisions that can change the outcome of the story. If you want to change the outcome of your current storyline, then there are some key questions that you can ask yourself. Once you can articulate the answers to these questions, you can start shaping the outcome of your path: What am I best at and what do I love? What job(s) am I skilled to perform? What location(s) can I work in? What sector(s) am I interested in and if I need to, how could I transition from my current sector? What type of employment do I want? (contract, temp, fixed term, permanent)? As a person, what is my value offering that is unique to me? My advice would be to take the time to reflect on your purpose and your value, and match that with answering the basic questions above. Sure, it may require you to initially explore a couple of different paths on your journey, but will often lead you to the best opportunity for YOU!