NZ – Brain Drain or Skill Shortage?

Before I left for Australia there was a large amount of discussion around the New Zealand ‘brain drain’ and having come back it is still a topic that is being discussed in the New Zealand business environment. I would question whether a brain drain really exists or really whether it is just a case of demand for skilled talent outstrips supply?

A couple of weeks ago Statistics New Zealand released figures that 28,000 kiwi’s went to Australia last year.

On investigation it appears that a quarter leaving the country for Australia were actually under the age of 15 and the majority of the migrants that were of adult age were in ‘blue collar’ or ‘no collar’ type roles.

Other than Australia, all other countries to New Zealand had a ‘net inflow’ of permanent and long term migrants with the largest being from the United Kingdom.

So, if there is simply not enough population in New Zealand then what can business leaders to ensure that they grow their organisation?

I believe New Zealand managers need to look at ways that they can attract diversity in a market of very low unemployment. This may be simply through creating a flexible working environment, enabling home access or offering facilities like on-site childcare.

From a hiring point of view managers need to also be open to looking outside of New Zealand to attract staff for more senior roles. They need to look to the recruiter they work with and ask for solutions that are outside of posting an advertisement and hoping they find the best candidate.

The reality is that we are now in a ‘global war’ for talent and businesses that recognise this will ensure they continue to grow and stay ahead of their competition.

Great wine, food, events is forty hours too much?

Since being back in New Zealand I have noticed two things very quickly; that there is no shortage of great jobs and no shortage of great wine.

The New Zealand social calendar seems to be inundated with wine and food festivals, vineyard concerts, weddings held at wineries etc… in my short time back I have been to one festival, one wedding and am planning on attending a concert in the next fortnight.

This boom in the wine industry is an indication to me of the confidence in the economy. From a consumer point of view it highlights to me that New Zealand is still very much a work hard, play hard type culture.

There seems to be an ever abundance of other events that offer New Zealanders the chance to enjoy life outside of work, be that sporting, arts, cultural or music. Furthermore, there seems to be a never-ending thirst for the outdoors and activities around that.

This desire to enjoy life is creating another reason why staff are looking for opportunities that provide greater work/life balance. In an increasingly tight labour market New Zealand organisations are realising the need to provide flexible options to retain their top performers.

I believe this demand for a flexible work environment will mean an increase in contractors, part-time workers or staff that look at opportunities to take on fixed term contracts as opposed to joining an organisation on a permanent basis.

In addressing issues around attraction and retention I believe the organisations that embrace innovation in the way they structure their teams will benefit in both the short and long term.

From a candidate point of view the option to spend more time taking in the finer things in life, be it wine, outdoor pursuits or just spending more of their ‘waking week’ outside of a work environment could be very attractive.

For management, my experience has shown that in many cases where workplaces are open to flexible arrangement for existing or incoming staff they are provided with a greater experience level and a more refreshed employee who gives nothing less than 100%.

Grainwaves, pineapple lumps, kumara and feijoa’s!

Having successfully made it through week one back home I had forgotten how many unique “NZisms” such as the food, the relaxed approach and way of doing things.

Returning back home has been like a rediscovery of everything kiwi, I had forgotten about how open and supportive New Zealanders are.

As a new business to the NZ environment we have received a welcome openness to both me returning home and a new organisation on the Auckland recruitment landscape.  The support from prospective clients, candidates and even competitors wishing us well has been amazing.

The well publicised ‘war for talent’ that exists in NZ is a real issue in the success and progression of many organisations.  A pleasing factor my first week back is that I have noticed businesses being more savvy and more open to new and innovative ideas of finding staff.  Organisations seem to be more aware now of the need to create a tight employee value proposition and focus on attraction and retention.

We have already been approached by one large NZ company to work on an exciting project, and one which the previous company they had engaged had placed in the ‘too hard’ basket.

The reality is there are good people out there, they just need to be uncovered, be that through attracting staff to return to NZ or attracting using more innovative sourcing strategies.  The pleasing point from a LINK perspective, is that prospective clients generally want to hear what we have to say and how we can help make their business grow.

Whilst I have no doubt that this year is going to be a busy one I am confident that I have made the best lifestyle choice and the best career choice by coming home.  Furthermore, I am optimistic about our ability to assist our clients in securing the best talent and assisting our candidates in growing their careers.

Made in New Zealand

Approximately six months ago I made the decision to return to New Zealand. Being a ‘born and bred’ kiwi the whole time I was in Australia there was almost this gravitational pull to return to New Zealand sooner or later.

This week I arrived back in New Zealand, right at a time when the hot issue in the media is that 28,000 people left New Zealand for Australia last year.
An expert on breakfast TV today told his belief that money is one driver for kiwi’s to go overseas, but career opportunities are really the number one reason.

On looking at returning to New Zealand being able to advance my career and take a ‘vertical’ move for me was of the greatest importance.

I wasn’t about to throw away all I had learnt from working abroad to come back and essentially start again.

I have been lucky enough to make this move successfully through the company that employed me in Australia, LINK Recruitment. Being in the recruitment industry I see first hand areas where skills shortages exist.

While the statistics show that a number of kiwis are leaving New Zealand I truly believe that the New Zealand economy can support careers for professionals domestically and all around the world to shape and grow their careers within New Zealand.

Not many expats returning home will be given the same opportunity that I have to bring their employer back with them but I am excited by the opportunity for our office to be a thought leader in introducing skilled professionals into New Zealand. I am looking forward to using our global sourcing strategies to help New Zealanders return home.