Tips for Hiring Top Talent During Layoffs

10 July 2025 Bryan Teh Other Comments Off

In today’s climate where many NZ businesses are reassessing their operating models, restructures and layoffs are unfortunately becoming more common. But amidst the disruption, a unique opportunity emerges.

One that enables organisations to access highly skilled, experienced professionals who are back on the market through no fault of their own. The question is: how do you cut through the noise and connect with the right talent at the right time?

Here’s how Kiwi businesses can rethink their hiring strategy during a period of market movement and change.

1. Look Beyond Traditional Sourcing Channels

Candidates impacted by layoffs aren’t always applying through job boards. Instead, many are turning to their personal networks, updating their LinkedIn profiles, or engaging with industry specific community groups.

To tap into this talent pool, explore industry-specific communities such as NZ Tech Slack, Women in Tech, or sector focused groups in Agritech, Biotech, and Fintech. You might also find strong networks through organisations like TUANZ, which supports digital technology and connectivity users, as well as local meetup groups for DevOps, software testing, and software development. On LinkedIn, watch for “open to work” signals and take the time to connect with personalised, thoughtful messages.

Tip: Don’t wait for CVs to arrive in your inbox, be proactive. A timely and well crafted message can go a long way in showing empathy and genuine interest.

2. Rethink Job Descriptions and Screening

Layoffs often impact individuals in niche roles or emerging tech teams, many of whom possess valuable, transferable skills that don’t always align perfectly with standard job titles or traditional screening criteria. To uncover high potential candidates others might overlook, it’s important to focus on what a person can actually do, rather than just where they’ve worked. Prioritising relevant skills and tangible outcomes over rigid requirements like years of experience or specific degrees can open the door to stronger talent. It’s also worth reassessing your applicant tracking system filters to ensure they’re not unintentionally excluding great candidates. Even if someone doesn’t tick every box, they may still bring significant value to your team.

3. Create a Candidate-First Experience

Job hunting after a layoff can be a vulnerable and uncertain experience, and the way you engage with candidates during this time has a lasting impact, both on your brand and on the individuals you hope to hire. Creating a better candidate experience starts with clear and transparent communication about timelines, next steps, and expectations. Prompt responses, particularly to those affected by recent restructures, show empathy and professionalism. Even when someone isn’t the right fit, offering feedback, referrals, or simply a kind word can make a meaningful difference. You don’t have to hire everyone, but treating each person with respect leaves a strong impression and that’s the kind of employer people remember and speak highly of.

4. Embrace Flexibility and Contract Talent

Not every talented candidate is currently seeking a permanent, full-time position. Some are exploring new industries, taking on freelance work, or using this period to reassess their next steps. By offering flexibility in the way you hire, you create opportunities to engage with great people who might not otherwise consider your role, while also addressing immediate needs in your business. Whether it’s through contracts, project-based work, or trial-to-permanent arrangements, being adaptable can give you a competitive edge in today’s uncertain market.

5. Champion Inclusive Hiring Practices

Layoffs often disproportionately impact underrepresented groups, newer team members, and those in part-time or remote roles. As you rebuild your team, this is an opportunity to do better, to create a workplace that is more inclusive and representative of Aotearoa. Using inclusive language in your job ads, removing unnecessary requirements, and actively engaging with communities that reflect the diversity of our country can lead to stronger, more equitable hiring outcomes. In doing so, you’re not just filling roles but you’re helping shape a workplace that better reflects the society we live in.

6. Partner With Marketing and Tell Your Story

Your employer brand is shaped by how you respond during times of change. Remaining silent isn’t an option. This is the time to show that your organisation approaches hiring with empathy, transparency, and genuine intent. Collaborating with your marketing team can help you promote roles in a way that openly welcomes those affected by layoffs, while also sharing real success stories from recent hires. Offering insights into your hiring process, whether through online Q&As or behind-the-scenes content, helps build trust and credibility. For job seekers navigating uncertainty, this kind of visibility signals more than just opportunity; it signals a safe and stable environment where people are valued.

7. Stay Informed and Upskill Your Hiring Team

Finally, making the most of this moment means ensuring your internal teams are equipped with the right tools and insights. Staying informed through local labour market data, such as updates from MBIE, LinkedIn Talent Insights, or insights gathered at events can help you respond to trends as they emerge. It’s equally important to invest in training that builds your team’s capability in inclusive recruitment, effective candidate engagement, and the smart use of AI tools to streamline hiring processes. A well informed and skilled hiring team is far better positioned to adapt to change, attract the right talent, and retain it in a competitive and evolving market.

To sum up;

Layoffs can be difficult for everyone involved, but they also bring talented, experienced, and motivated people back into the market.

If you’re willing to shift your mindset, update your approach, and lead with empathy, your business can emerge stronger, with a more capable, diverse team ready for what’s next.

Now is not the time to hit pause on hiring. It’s the time to do it smarter.

Virtual Meetings: Make Them Better with Science

17 October 2024 Bryan Teh General, IT, Recruitment, Science Comments Off

How virtual meetings bend our brains (and how to make them good bends)

Some science for the curious

Virtual meetings – love them or hate them – they’re widely used and here to stay. Uptake is very high, driven by the pandemic and ongoing Work From Home culture (with lively debate right now regarding that for government).

With such pervasive usage the scene has been set for scientific investigation into how we interact with and are affected by this meeting type – which could be applied to improve our use of virtual meetings.

Here are some starters for 10 that I found interesting, and I hope you will too:

This article states that 72% of us use virtual backgrounds (for various interesting reasons – to impress others, to show alignment with them etc – fascinating in itself), and that the background matters to how tired you and others on the call may become (Virtual Fatigue). The finding is you’re best using either the blur effect or a static nature image – give it a try.
Mirror mirror on the wall….This article finds that looking at images of ourselves as we speak is not great when we are listening to others, but is great when we’re the one speaking (no recommendation there, but I’m off to see if I can find a Teams config that will only show me myself when I’m speaking).
If you’ve ever felt a little sleepy on a virtual meeting – here’s an explanationThis article that compares drowsiness and cognitive performance between in-person and virtual meetings – key finding including that under-stimulation on virtual meetings is a key driver of drowsiness and decreased cognitive performance AND is mitigated by high workplace engagement (so organisations – get those engagement ratings up !!).
Your teams can be in the zone on virtual meetingsThis article explains how/why the virtual meeting experience can create a state of flow (a benefit that surprised me) and the importance of a culture of authentic emotions/culture to that

What is a Good Work Culture? (2024)

2 September 2024 Bryan Teh Career Advice, General, IT Comments Off

What is a Good Work Culture in 2024?

Creating a good work culture is essential for any organization, but what exactly does that entail? In the tech industry, a good culture is not just about having the latest tools or offering great perks #pizzaparty. It’s about fostering an environment where people thrive, collaborate, and innovate together.

Key soft skills like adaptability, collaboration, and emotional intelligence (EQ) play a pivotal role in building this kind of culture. These skills not only enhance individual performance but also contribute to a cohesive, positive workplace where everyone feels valued.

Adaptability: The Foundation of Growth

Why It Matters:
In the tech industry, change is the only constant. New technologies emerge, methodologies evolve, and business needs shift rapidly. To keep up, IT professionals must be adaptable, embracing new challenges and learning opportunities. This flexibility allows teams to pivot quickly and effectively, ensuring that they remain competitive and innovative.

Research:
Ernst & Young (2021) emphasizes that adaptability is a key skill needed in a world where we don’t know what tomorrow’s challenges will bring. Staying relevant especially in the tech industry means being open to continuous learning and being ready to adjust to new circumstances. This adaptability not only supports personal growth but also strengthens the team, fostering a culture that is resilient and forward-thinking.

Collaboration: The Power of Teamwork

Why It Matters:
No one achieves success alone, especially in IT. Whether it’s developing software, managing networks, or implementing security protocols, these tasks require the collective efforts of a team. Collaboration is key to ensuring that all team members are aligned and working towards the same goal. When people collaborate effectively, they leverage each other’s strengths, leading to better outcomes and a more enjoyable work experience.

Research:
According to Collis (2023), CFO at Moneypenny and Forbes Councils Member, teamwork culture is about creating a sense of unity while also celebrating people’s differences. As individuals we are unique, and we bring a whole set of skills, experiences, backgrounds and perspectives with that. When you bring these together with a common purpose or goal, the whole is greater than the sum of its parts.

This collaborative spirit also contributes to a positive work culture, where knowledge is shared freely, and everyone feels part of something bigger.

Emotional Intelligence (EQ): The Heart of a Positive Culture

Why It Matters:
Emotional intelligence is the ability to understand and manage your own emotions, as well as those of others. In the workplace, high EQ leads to better communication, stronger relationships, and a more supportive environment. For IT professionals, who often work under pressure, maintaining emotional balance and understanding team dynamics is crucial for sustaining a positive and productive work culture.

Research:
According to Price (2023), CEO at BrightHR and Forbes Councils Member, emotionally intelligent employees tend to be better communicators, and good communication is key to any strong workforce. High EQ helps create a culture of empathy and mutual respect, where team members feel understood and valued. This, in turn, leads to higher job satisfaction and better overall performance.

Conclusion: The Essence of a Good Work Culture

A good work culture is one where adaptability, collaboration, and emotional intelligence are not just encouraged but are integral to how the team operates. When everyone in the organization, from the leadership to the newest recruit, embodies these qualities, the result is a workplace where people feel valued, supported, and motivated to do their best work.

Creating such a culture is a collective effort — it takes two to tango. But when it happens, the benefits are clear: increased innovation, better team performance, and a more satisfying work experience for everyone involved.

Lastly, when joining a new company, don’t discount the power that your own energy and attitude can have over the culture. Every individual must take accountability for their influence in the workplace. And with the key qualities mentioned above, hopefully you can operate with increased awareness when building and maintaining a positive work culture.

The Evolution of Tech Recruitment

24 June 2024 Bryan Teh General, IT, Recruitment Comments Off

In the fast-paced world of technology, where innovation and agility are paramount, are traditional interview processes still effective? This month’s article delves into whether conventional hiring methods are outdated and explores alternative approaches that might better serve tech companies in identifying top talent.

The Pitfalls of Traditional Interviews

Bias and Subjectivity: Despite best efforts, traditional interviews often suffer from unconscious biases, leading to decisions based on subjective criteria rather than objective skills.
Skill Mismatch: Traditional interviews may not accurately assess a candidate’s technical abilities or problem-solving skills, often focusing more on how well candidates can talk about their experience rather than demonstrate it.
Time-Consuming and Inefficient: The lengthy process of scheduling, conducting, and evaluating interviews can slow down the hiring process, causing companies to miss out on top talent who might accept offers elsewhere.

Emerging Alternatives

Technical Assessments and Coding Challenges: Many companies are now using coding challenges and technical assessments to evaluate candidates’ real-world skills. These tools provide a more objective measure of a candidate’s ability to perform the job.
Project-Based Interviews: Instead of traditional Q&A sessions, candidates are given real-world problems to solve, mirroring the tasks they would encounter on the job. This method not only assesses technical skills but also problem-solving abilities and creativity.
AI and Data-Driven Hiring Tools: Artificial intelligence and machine learning algorithms can help screen resumes, match candidates to roles based on skills and experience, and even conduct initial assessments, reducing bias and increasing efficiency.

Success Stories with Non-Traditional Hiring Methods

Use Case A: By implementing project-based interviews, Company A reduced their hiring time by 40% and reported a 30% increase in employee retention.
Use Case B: Using AI-driven recruitment tools, Company B improved the diversity of their hires by 25%, showcasing a more inclusive hiring process.

The Human Touch: Balancing Technology and Personal Interaction

While these innovative methods offer numerous benefits, it’s crucial to maintain a balance. As highlighted in a previous Techspace article by Lesha, personal interaction still plays a vital role in assessing cultural fit and interpersonal skills. The key is to integrate these new tools to enhance, not replace, human judgment.

Techspace Consulting’s Approach

At Techspace Consulting, we pride ourselves on being New Zealand’s top tech recruiters. We understand the importance of evolving with the industry. By embracing new methods such as technical assessments, project-based interviews, and AI-driven tools, we streamline our hiring process, reduce bias, and ultimately attract and retain top talent for our clients.

We invite hiring managers and tech recruiters to share their thoughts and experiences. How has your organization adapted to the changing landscape of tech recruitment?

Career Progress: Insights from a Senior Recruiter in 2024

30 May 2024 Bryan Teh Career Advice, General, Recruitment Comments Off

From Graduation to First Job

The journey often starts with a mix of excitement and uncertainty for graduates entering the professional world. Fresh out of university, equipped with theoretical knowledge but limited practical experience, they often rely on recruiters to bridge the gap between academia and industry. This transition is a responsibility that I am very passionate about.
In recruitment, identifying potential extends beyond academic achievements. It involves recognizing soft skills, cultural fit, and drive, factors that are not always evident on paper.

According to LinkedIn’s Global Talent Trends report, 92% of talent professionals believe that soft skills are equally or more important to hire for than hard skills. My experience confirms that a candidate’s passion and eagerness can be more decisive than their academic results or the university they attended.

Securing that first job is a crucial milestone. It serves as the foundation upon which a career is built. Over the years, I have placed a number of graduates into roles where they could thrive. Each placement is a deliberate match that aligns the graduate’s aspirations with the organization’s culture and needs.

LinkedIn Global Talent Trends Report

Monitoring Progress: A Recruiter’s Satisfaction

The true satisfaction for a recruiter comes from observing the long-term progress of those they’ve placed. LinkedIn provides a platform to track these careers, from initial promotions to leadership roles. Each update on their achievements underscores the impact of our initial placement decisions.

Receiving messages from former candidates expressing their gratitude is one of the most rewarding aspects of my job. Their varied success stories – from climbing the corporate ladder to starting new ventures – highlight the importance of our work as recruiters and the significant impact we can have on individuals’ lives. Research by the Forbes (2023) supports the notion that mentorship can significantly influence career success and satisfaction

The Role of LinkedIn in Career Development

LinkedIn has been an invaluable tool in this process. It’s not just a networking platform but a living record of career progression and achievements. Through LinkedIn, I maintain connections, offer advice, and celebrate the successes of those I’ve helped. The platform’s importance is clear, with 95% of recruiters using LinkedIn to evaluate candidates during the hiring process.

Conclusion

Looking ahead, I remain committed to the principles that have guided my career. Recruitment is not just about filling positions; it’s about nurturing potential and fostering long-term growth. The success stories and career progressions I’ve witnessed inspire me to continue seeking the best in people and contributing to their professional journeys.

The pride of being a recruiter lies in the careers that develop from the opportunities provided. Watching graduates progress, achieve success, and knowing that you played a part in their journey is a unique reward. In recruitment, we are not just matchmakers; we are facilitators of professional growth and success.

Empowering Success: The Impact of Mentorship in Tech

26 November 2023 Bryan Teh Career Advice, General, IT Comments Off

In the fast-paced and ever-evolving landscape of the technology industry, the importance of mentorship cannot be overstated. Working at the forefront of this dynamic sector, I have witnessed firsthand the transformative power of mentorship on career development. The guidance, wisdom, and support provided by a mentor can significantly impact an individual’s trajectory, fostering growth, and success in the tech space (pardon the pun).

Mentorship’s Role in Tech:

Technology, with its rapid advancements and complexities, often presents challenges for professionals at various stages of their careers. For those entering the industry, the technology learning curve can be steep, while seasoned professionals might encounter hurdles when transitioning into leadership roles. A mentor, with their wealth of experience and insights, serves as a guiding beacon through these challenges.

Accelerating Skill Development:

A mentor can also play a pivotal role in accelerating skill development by offering insights into emerging trends, suggesting relevant courses or resources, and even providing hands-on learning opportunities. This direct transfer of knowledge and expertise can significantly shorten the learning curve for individuals looking to excel in their roles or transition into new domains within the tech sector.

Personalized Guidance and Soft Skills Enhancement:

But it’s not just the technical learnings they share; one of the greatest benefits of mentorship lies in the personalized guidance it offers. Unlike formal education or training programs, mentorship provides tailored advice specific to an individual’s goals, strengths, and areas needing improvement or enhancement. By sharing experiences, offering advice, and providing constructive feedback, mentors can broaden perspectives and help mentees make informed decisions in their career paths.

Building Soft Skills and Inclusivity:

A mentor can also aid in the development of soft skills crucial for success in the technology industry. From leadership abilities to effective communication and problem-solving, a mentorship relationship can help individuals refine these skills. With an added bonus, mentors often open doors to valuable networks and connections, providing mentees with opportunities for career advancement, introductions to industry influencers, and access to a broader professional community.

Mentorship for Diversity and Inclusion:

Mentorship can play a pivotal role in fostering diversity by offering guidance and support to underrepresented groups in the technology field. By actively engaging in mentorship programs and supporting a diverse range of mentees, senior leaders can contribute significantly to creating a more inclusive and innovative industry.

Conclusion:

Mentorship stands as a cornerstone for career development within the technology sector. Immersed in this industry, I’ve personally experienced and witnessed the transformative impact it can have on individuals looking to thrive in this fast-paced industry. By fostering mentorship relationships and actively engaging in guiding the next generation of talent, we not only contribute to individual growth but also to the continued innovation and evolution of the tech landscape as a whole.

Through our Techspace career trajectory surveys, we have uncovered the need and the want for a mentorship programme in the technology sector and have partnered with The New Zealand Coaching & Mentoring Centre to offer a mentorship programme to allow mentors to give back; with your knowledge and experience, or as a mentee; to guide you on the right path to success.

If this is of interest and would like to be considered, please send us an email or contact Stephen Barrell to set up a time to chat through the details.

Mastering: Top 5 Interview Questions in Tech (2023)

23 October 2023 Alex Smith Career Advice, General, IT, Recruitment Comments Off

Preparing for a tech interview can be a nerve-wracking experience. Whether you’re eyeing IT jobs in Auckland, Wellington, or anywhere in New Zealand, acing that interview is your ticket to the tech career of your dreams. As a tech recruitment specialist with years of industry experience, I want to share the top five interview questions that can make all the difference in landing your dream role.

“Can You Share a Complex Problem You’ve Solved Recently?”

Tech interviews are all about showcasing your skills, and this question is a prime opportunity to do just that. Explain the technical aspects of the problem and how you tackled it, demonstrating your problem-solving abilities and creativity. For example, you could talk about a recent project where you improved an e-commerce website’s load time, enhancing user experience and boosting conversions.

“How Do You Stay Updated with the Latest Tech Trends?”

In the fast-paced world of tech, staying up-to-date is crucial. Interviewers want to know that you’re committed to continuous learning. For instance, you might mention how you stay informed about trends by participating in online communities like GitHub, completing courses on platforms like Coursera, and attending tech conferences. This shows your dedication to growth.

“Describe a Project Where You Collaborated Across Multiple Tech Stacks.”

Tech roles today often involve working with diverse tech stacks. Interviewers want to know you can adapt. You could discuss a recent project where you collaborated with front-end developers using React, while the back end was powered by Python and Django. Explain how you effectively managed the interplay of different technologies, highlighting your versatility, adaptability, and teamwork skills, which IT employers in NZ highly value.

“Can You Share an Example of a Time When You Faced a Technical Challenge Without a Clear Solution?”

Tech jobs are all about problem-solving. Be prepared to talk about a time when you encountered a tricky issue with no straightforward answer. For instance, you might share a situation where a critical database server crashed, and there was no recent backup. Describe your approach, which could involve data recovery and server restoration techniques, demonstrating your resilience and innovation—qualities that can set you apart when pursuing IT jobs in NZ.

“What Motivates You to Pursue a Career in Tech?”

This question goes beyond technical skills; it’s about your passion. Employers want to know what drives you. Whether it’s the desire to make a difference in tech by developing sustainable solutions, solve real-world problems with data-driven insights, or simply a love for coding and creating, be ready to share your motivations. This is an opportunity to show you’re not just in it for a job but for a meaningful career.

Conclusion

When preparing for IT jobs, these top five interview questions should be in your toolkit. They’re not just about impressing the interviewer; they’re about showcasing your skills, adaptability, problem-solving abilities, and unwavering passion for tech.

So, candidates, remember these questions, and use them as a guide to ace your next tech interview. Your dream IT job in Auckland, Wellington, or anywhere in New Zealand might be just around the corner.

Ready to take the next step in your tech career? Reach out to Techspace today, and let’s make your dream IT job a reality!

Boost Your Tech Interview Success with Personalised Support

In this final section, we extend an exclusive offer to all tech job seekers in Auckland, Wellington, and throughout NZ. At Techspace, we’re not just another recruitment agency. We’re your dedicated partners in tech career success.

Our experienced team doesn’t just offer CV and interview advice – we’re here to help you master those tough tech questions!

Reach out to us for practice sessions and tailored answers. Your dream tech career is just a message away!

New Zealand Tech Industry: Examining the Demand and Supply Mismatch

19 September 2023 Alex Smith Business, Career Advice, General, IT, Recruitment Comments Off

Upskilling to Thrive in a Tech-Driven World

Immigration and Skills Shortages: New Zealand’s tech sector has long relied on immigration to fill skill gaps. However, low levels of investment in upskilling existing staff persist. Training and upskilling require both financial and time commitments for employers, but without them, employees face slow career progression, leading to higher turnover rates. Desire for career development and concerns about underutilized skills are top reasons tech employees consider job changes. In 2023, 59 percent of IT workers are pondering workplace transitions. Initiatives to upskill and reskill are emerging, but the landscape remains fragmented.

Education-to-Employment Gap: Bridging the gap from education to employment remains a challenge. To address this, the government should establish a wide range of entry-level digital roles and enhance the visibility of available support for entry-level positions. The decline in students studying math and technology subjects is concerning, resulting in fewer young people entering the workforce.

Learn more about the skills gap in the NZ Tech Digital Skills Report

Navigating the Specialisation Wave

Senior Specialist Shortage: The demand for senior specialists in emerging areas like artificial intelligence, cloud computing, and cybersecurity is on the rise, both internationally and locally. However, there’s a decrease in demand for less technical roles, partly due to the pandemic’s impact and increasing automation. This shift necessitates a focus on soft-skilled and trainable candidates to fill these roles.

Immigration, Sustainability, and the Quest for Balance

Immigration Dilemma: While immigration is vital for high-skills industries like tech, it’s currently at unsustainable levels, with over 50 percent of new tech roles filled through immigration. Striking a balance between importing skills and nurturing local talent is a pressing concern.

The Remote Work Revolution

Remote Work Preferences: The post-pandemic era has revolutionized the workplace, with remote work emerging as the top non-financial benefit preferred by tech workers. Companies offering remote options are more attractive to top talent. Despite these challenges, tech professionals remain confident in the job market, with 72 percent expecting job prospects to remain favourable.

Conclusion

New Zealand’s tech talent landscape is marked by the ongoing reliance on immigration, skills shortages, and a decline in students pursuing tech degrees. However, opportunities abound in specialisation, remote work, and a focus on soft-skill candidates. Techspace Consulting remains committed to navigating this dynamic terrain, bridging skills gaps, and fostering a diverse and talented tech workforce in Auckland, Wellington, and beyond.

Reach out to us today to discover how our expertise in IT recruitment can be the solution to your recruiting needs.

(Keywords: tech jobs, IT recruitment, IT recruitment Auckland, IT recruitment Wellington)

INTEGRITY: A Powerful Pathway to Employment in the Tech Talent Hunt

27 July 2023 Alex Smith Career Advice, General Comments Off

In the rapidly evolving world of technology, the demand for skilled professionals in the IT sector, both globally and in New Zealand, has reached unprecedented levels. This scarcity of talent poses significant challenges for recruiters seeking to attract and retain top-tier candidates. Amidst this competitive landscape, maintaining integrity in the recruitment process becomes paramount.

The Significance of Integrity in Tech Recruitment

The Talent Shortage: Challenges and Opportunities

The technology sector faces a shortage of skilled professionals, particularly in specialized roles like software developers, data scientists, and cybersecurity experts. To stand out in this talent-shortage scenario, recruiters must uphold principles of integrity to attract the best candidates.

Building Trust and Fairness

Integrity, comprising honesty, transparency, and ethical behaviour, serves as the foundation for building trust between recruiters, candidates, and organizations. Demonstrating integrity fosters fairness in the recruitment process, ensuring equal opportunities for all candidates.

Showcasing Integrity to Attract Top Talent

Ethical Behaviour as a Competitive Advantage

In a highly competitive landscape, organizations known for ethical behaviour and transparent processes gain a competitive advantage in attracting top talent. Upholding integrity distinguishes them from their competitors and contributes to a positive employer brand.

Candidate Experience Matters

Amidst talent scarcity, focusing on the candidate experience becomes critical. Treating candidates with respect, providing timely feedback, and transparently communicating about the recruitment process enhances their perception of the organization and boosts the employer brand.

Honesty in Job Descriptions

Maintaining integrity when advertising job opportunities is vital. Clear and accurate job descriptions, outlining project scope, technologies used, and growth prospects, foster trust and help candidates make informed decisions.

The Role of Candidates in Upholding Integrity

Providing Accurate Information

Candidates must also act with integrity by providing accurate information about their qualifications, experience, and aspirations. Misrepresenting skills or credentials can lead to a poor fit within the organization and hinder long-term career growth.

Contributing to Transparency

Candidates who uphold integrity contribute to a fair and transparent recruitment process, benefiting both themselves and the employer. Transparency ensures that candidates find the right career match and align with the organization’s values.

Recruiters and Hiring Managers: Leading by Example

Clearly Communicating Expectations

Recruiters and hiring managers should maintain integrity in their interactions with candidates and fellow recruiters. Clearly communicating expectations and requirements helps identify the best-fit candidates accurately.

Sharing Information about Company Culture

Being open about the organization’s culture and work environment helps potential candidates make informed decisions. This level of transparency reflects positively on the organization’s integrity.

Conclusion

In the competitive world of tech talent acquisition, embracing integrity becomes a crucial pathway to success. By prioritizing honesty, transparency, and ethical behaviour in the recruitment process, trust and fairness are fostered among all stakeholders involved.

Organizations that uphold integrity gain a distinct competitive edge, attracting and retaining top talent in the technology sector. For aspiring candidates, integrity becomes a decisive factor in carving out a successful career, as it lays the foundation for long-term growth within an organization.

Embracing integrity becomes a transformative journey that fuels opportunities and unlocks the full potential of the tech industry, guiding candidates and organizations towards a promising and fulfilling future.

Permanent vs Contract: Which path should you choose?

17 July 2023 Alex Smith Career Advice, General Comments Off

In the current boom job market, many tech workers are considering a move from traditional permanent employment to contract or temporary work. Contractors often make more money and have more flexibility than permanent employees, so it’s easy to see the initial appeal.

However, before you make the leap, it’s important to understand the differences between contract and permanent employees. For example, contractors have different tax obligations and aren’t covered by some employment laws, which could be an issue for some workers.

In this article, I’ll explain the key differences between permanent vs contract employment so you can decide which one is right for you at this stage in your life and in your career.

This info in this article is also summarised in our handy Contract vs Permanent – Key Differences guide, which is available for you to download.

Permanent Employees

This is the most common type of employee in the New Zealand tech sector. In fact, a recent search of IT jobs on Seek showed that 86% of advertised roles were seeking permanent employees, while only 13% were seeking contractors.

Permanent employees have the full set of employment rights and responsibilities. An employee is a person employed to do any work for hire or reward under a contract of services (commonly called an employment agreement). The hire or reward is almost always a wage or salary.

Employees have all minimum employment rights under employment laws (e.g. the Employment Relations Act 2000, Minimum Wage Act 1983 and the Holidays Act 2003), such as:

at least the minimum wage,
holiday and leave entitlements, and
a written employment agreement.

Employees also have extra rights, like the right to take a personal grievance. The employer must keep employee records such as their employees’ employment agreement, and wage, time, and holidays and leave records.

Contractor Employees

Self-employed people are sometimes referred to as contractors, or independent contractors; these terms mean the same thing. A contractor is engaged by a principal (the other party) to perform services under a contract for services (commonly called an independent contractor agreement).

Contractors are self-employed and earn income by invoicing the principal for their services. A contractor pays their own tax and ACC levies.

Contractors aren’t covered by most employment-related laws. This means they don’t get things like annual leave or sick leave, they can’t bring personal grievances, they have to pay their own tax, and general civil law determines most of their rights and responsibilities. Businesses don’t have to hold contractor records.

Permanent vs Contract: Which One is Right for You?

It’s important to look at your lifestyle and career aspirations to see which employment type best aligns with your goals. Here are some key areas to consider.

Job Stability: Many people choose permanent employment for its stability. Contract employment is generally considered less stable since work can come and go in waves. In a boom economy like we’re experiencing now, there may be plenty of contracts to go around. But if things go quiet, you could go months without an income.

Many permanent employees also enjoy having a defined career path at their place of employment vs short stints at different companies.

Company Benefits: Permanent employees receive company benefits like insurance or stock options, which are typically not offered to contractors. Permanent employees also get holiday pay and sick pay. If these perks are important to you, permanent employment may be best.

Freedom and Flexibility: Contractors have a lot of freedom to choose work they find interesting and when/how to work.

And as a contractor, you are your own boss! So if you want to take a month-long holiday between contracts, go for it! Just remember – contractors do not get paid holidays.

Money: When comparing apples to apples, contractors generally make more money than their permanently employed counterparts. However, contractors also have some financial obligations that a permanent employer would normally take care of, such as paying income tax and ACC levies (explained in detail below). It pays to do the maths and take these extra obligations into account before agreeing to a contract rate.

Key Differences: Permanent vs Contract

These key areas are just some of the things to consider when deciding between permanent and contract employment. The charts below have more detailed info so you can make an informed decision.

And as always, give me a call at Techspace if you need advice about whether contract or permanent employment is right for you. I can find a job that meets your individual needs, skills and goals.

About the author

Tyler Hunt is a Team Lead – Accounts and Talent at Techspace. He is passionate about generating new business and developing a deep level of understanding, trust and credibility with his portfolio of clients.

You can connect with him on LinkedIn or send him an email.