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The new Accredited Employer Work Visa (AEWV) has kicked in for New Zealand. The best minds will explore how it will impact the recruitment and staffing industry at the Immigration Reset: Navigating the Future for Employers and Recruiters panel events across New Zealand in August.
Starting in Wellington on August 17, the panel event will be headlined by Aims Global, RCSA New Zealand partner, Chief Executive Officer and Licensed Immigration Adviser Arunima Dhingra. Further panel events will also be held in Christchurch on August 30 and Auckland on September 17.
To book your spot for the Immigration Reset: Navigating the Future for Employers and Recruiters click here.
Arunima has previously shared what changes we could expect from the AEWV and the effect it will have on the recruitment and staffing industry. This week she gave an insight into how the partnership with RCSA is vital in helping to influence candidate outcomes and why the Immigration Reset: Navigating the Future for Employers and Recruiters panel events are worth attending.
What does it mean for Aims Global to be part of the Immigration Reset: Navigating the Future for Employers and Recruiters event?
This is a very important avenue for us to be able to engage with two key sectors in New Zealand that drive the immigration landscape – Recruiters and HR professionals.
As the practitioner and a key stakeholder that sits between Immigration New Zealand (INZ) and the real world, it is invaluable for Aims Global to share insights with attendees on the future of NZ’s immigration space, what to watch out for and how best to navigate the future. With new immigration policies being announced or rolled out, it’s important we focus on the present and the future.
Unlike the pre-Covid days, a migrant today is considering numerous factors when deciding to come to NZ. They are also comparing NZ to other competing nations like Canada and Australia. So, we are finding ourselves being brought into the picture a lot earlier instead of when the visa application needs to commence. By being able to provide holistic advice to migrants around when they can come to NZ, through which visa pathways and what visas their family members can hold as well as their pathways to residence among others are the factors, migrants are considering a lot more information before signing on the dotted line.
I think it is vital recruiters, employers, us – the key stakeholders are working cohesively to make the migrant’s journey to NZ as clear, definitive and hassle free as possible. We are hoping we can highlight some of the pitfalls and provide some practical tips to attendees during these events.
This event is a rare opportunity for RCSA members to come together and hear directly from INZ, RCSA as well as the Business Chamber in Auckland and Canterbury, along with business leaders in the same forum. What can members expect to hear from the panel event?
This year, we have chosen to focus on the present and the next 12 months given the majority of INZ policies have been implemented. As a group, we aim to unpack the processes and talk about the steps businesses and our industry experts have taken to minimise the risks and navigate through the pitfalls associated with these changes.
With borders opening, covid pressures peaking again, the talent crisis deepening, and an impending global recession, our panel will also discuss practical steps businesses, recruiters and HR practitioners can take to brace their organisations to ease pressure while recruiting the best candidates to fit into this new employer-led three gate process.
The panel event is positioned to be a holistic discussion on where we are today and how we make it through the next 12 months successfully, so I’d strongly encourage recruiters and agency leaders to attend and suggest you bring your clients with you, so they get the opportunity hear what the experts say firsthand.
Aims Global is a preferred partner for RCSA NZ – as immigration advisers how vital is this partnership in helping to influence candidate outcomes? Can you provide some examples of the support Aims Global has provided RCSA since the new employer accreditation and work visa scheme came into effect?
Recruiters are the first step in the immigration ladder when it comes to international recruitment. So, it is critical recruiters are abreast with the enormity of these immigration changes and what they mean for their candidates and clients alike.
Migrants looking to move to NZ, in most situations, will first engage with recruitment professionals followed by employers. As these employer-led changes approached, we felt there was a real need for the recruitment community to know what these changes were, but first we had to explain why they needed to know about these changes. So, a lot of our initial webinars were focusing on the ‘why’.
We found most recruiters will try and shy away from immigration and only deal with the topic they absolutely must, so we needed to change this mindset before we could dive deeper into the details of the changes. I feel through active ongoing engagement with RCSA over the last 12 months, together we have been able to achieve this goal.
To bring the recruitment industry closer to the immigration changes, it was important recruiters understood the employer-led process. We ran our maiden ‘panel event series’ last year in partnership with RCSA. This included in person events in Auckland, Wellington, and Christchurch, followed by an online national event. On the panel, we had industry experts and INZ to share their knowledge, talk about issues that affected their industry and give practical tips to take away.
This year we ran multiple webinars for RCSA members covering a raft of topics from border exceptions, current trends and updates, AEWV and residence options.
We are now gearing up for our second panel event series starting on August 10 in Auckland, followed by August 17 in Wellington and August 30 in Christchurch.
You have previously spoken to The Brief about, INZ’s three-gate system which ensures certain standards are met. How important is it for clients to build good relationships with recruiters to ensure the most suitable candidate is selected for the role through the job advertisement?
The second gate is more complex than the accreditation gate. The Job check is where INZ is checking for terms and conditions of the job like what category the job check falls into such as –median wage, minimum requirements for the role, location, advertising process (where applicable).
As part of the Job Check process, roles that are paying at or above 200% of the median wage or jobs meeting green list requirements, do not require employers to advertise the roles and prove that no suitable New Zealander was found. However, this requirement exists for all other job checks.
Since this gate is all about the ‘job’, recruiters who are identifying candidates for employers play a key role here. The candidate that is going to apply for the AEWV once the Job Check is approved, must meet all requirements outlined, and where advertising is required, also meet the requirements listed in the advert.
Simply put, it’s a grey area when an AEWV applicant must go through the Job Check requirements because it’s not in sync with how the real-world works. If recruiters are not aware of the pitfalls from the outset, lots of applicants will trip up when applying for their work visas. So, caution must be applied.
To book your spot in Auckland, Wellington or Christchurch for the Immigration Reset: Navigating the Future for Employers and Recruiters click here .