It is fair to say that the job market is progressively returning to its normal, pre-Covid state, and continues to do so. This has meant a variety of changes that arise from the opening of New Zealand’s borders and greater competition for roles. This is good for clients who have a wider candidate group to consider as well as for candidates who now have a variety of roles to choose from. Projects have also continued despite various constraints as we emerge from the tail-end of the pandemic.

As New Zealand begins the process of opening its borders, we are starting to see competition ramp up in the job market, as we witness the return of an international candidate flow where previously this kind of competition was non-existent during the pandemic. For employers and clients, this means greater choice, and for candidates, this means roles are being snapped up fairly quickly, though candidates should feel confident in the greater array of roles available as businesses open back up and Covid restrictions come to an end.

How then, to adapt to the return of this booming job market? For clients, this means putting one’s best foot forward – candidates will still be looking for a ‘good fit’ when job-seeking, whether that is defined by a good work culture, work benefits, or career development options as just a few examples. Clients should be equally clear on what they want in a candidate in order to stand out, as the challenge of increased competition and choice in roles is only set to grow larger as the borders continue to open, slowly but surely.

Amidst time, staff and material constraints, projects have continued because of the way in which many businesses have adapted to the ‘new normal’ and are choosing to think outside the box. This has included, as an example, hiring administrators to do more technical roles.

The Labour Hire division has also been doing particularly well amidst the market changes. There has been an influx of female labourers moving into labour positions – again this is good to see, particularly with regards to the larger construction sites. Within the current market, construction and labour is a good industry to get into – particularly when looking at the constraints presently faced by the hospitality and retail industries. It can be beneficial for clients to look outside of the traditional candidate stereotype when it comes to hiring for roles within the Labour Hire division – physical strength and aptitude are certainly beneficial when it comes to finding the right candidate for what tend to be male and early to mid 20s-dominated construction sites, but it is important to consider other skills which may make a candidate the right fit for a role, outside of gender and age brackets.

Across May and early June we also had, and continue to see, a large group of temps complete their placements. It is pleasing to see that temps are being utilised amidst current staff constraints. For both clients and candidates, temps/temping can be a good option if you’re unsure about a permanent role or a permanent role may not be the right fit for you or your business.

At One Eighty, we have the contacts and the skills to seek your ideal candidate. We are no strangers to navigating market challenges, and we will work together with you to ensure both clients and candidates are satisfied regardless of what challenges may arise. If clients can ensure they come to us with a clear and committed idea of what they are seeking, One Eighty can provide a short-list of suitable candidates, and make sure this is delivered.

The team at One Eighty are happy to talk about what these changes mean for you in more detail, and to work with you to find the right fit for your business. We understand the evolving complexities of the market, and the difficulties associated with recruitment in a post-Covid world. Please don’t hesitate to contact us at One Eighty to discuss your recruitment and job needs.