Can't Find Local Staff? 4 Questions to Ask Before Hiring a Candidate from Overseas
It's become a common scenario: you're a New Zealand employer and have gone through every avenue to attract local talent. After weeks (maybe longer) of advertising and interviewing, you still can't find the right candidate for the position. A CV from the perfect candidate lands in your inbox, but the candidate is based overseas and wants to move to New Zealand.
You interview the candidate, and they're exactly what you're looking for - so you begin the visa application process only to find, weeks down the track that you encounter several issues and might not be able to bring them over for the job after all.
If you are planning to offer a job to an overseas candidate, here are three important questions to ask before extending the offer and beginning the visa application process:
Does the occupation and candidate meet Immigration New Zealand's criteria and requirements?
Before hiring staff from overseas, the role/position itself must:
have been advertised locally, and you have made an effort to employ local candidates
and/or be on the 'Green List'
meet New Zealand employment laws and regulations
be a genuine role for a current vacancy within your company
offer a market rate salary that is suitable for that specific occupation
Also, note that you'll need to meet your obligations as a New Zealand employer
On top of this, the candidate must have:
Relevant and sufficient work experience for the role
If applicable, relevant qualifications and/or registration (some occupations might require the candidate to obtain New Zealand standard registration)
Meet English Requirements (for some occupations)
They'll also need to meet all health and character requirements
2. What are the candidate's long-term goals?
Employers hiring staff from overseas often miss this question. For many migrant workers, getting a job in New Zealand means starting a new life with the goal of staying permanently. It's essential to ask candidates early on if they plan to seek residence in New Zealand.
Understanding their long-term goals will help you consider if the job meets the requirements of a Residence Visa or if your candidate has a Residence pathway, which could influence their decision to accept the position.
3. Will the candidate move to New Zealand with their partner/spouse and/or children?
If your candidate has a spouse/partner and/or children, it's important to establish if they will be moving to New Zealand with them. We've had scenarios where the candidate (as the main applicant) meets all work visa requirements, but their partner/spouse and/or children do not meet temporary visa requirements due to health or character issues. A situation like this might prevent your candidate from moving to New Zealand and taking up the job offer, so it's crucial to consider these potential challenges.
4. Who will be covering the relocation costs?
Moving to New Zealand can be costly. In addition to flight expenses, accommodation, and shipping personal belongings, you also need to consider visa application fees. Will your company assist with relocation costs, or will the candidate be responsible for all expenses? It's important to address this topic early on to prevent any misunderstandings.
Hiring skilled employees from overseas can present various challenges; however, many of these can be readily addressed or even avoided through open and transparent conversation from the get-go.
If you're a New Zealand employer and would like to learn more about the visa process involved in hiring skilled staff from overseas, contact us for a chat.
