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.