Did you see the headline of the latest Stats NZ release: Net migration loss of New Zealand citizens exceeds 50,000?

While this headline might seem significant (and potentially misleading), there is still an overall net migration gain in NZ of 111,100 for the year ended March 2024.

Here are a few pertinent points:

1. New Zealand had 52,500 NZ citizens depart in the year to March 2024 (a record number, many of which were to Australia). And although this trend has gradually increased in recent memory, it’s important to remember that these figures do fluctuate, and it’s reasonable to expect changes over time as positive news emerges from NZ in aspects such as housing, education, healthcare, interest rates, the economy, and general social prospects.
2. NZ citizens departing are being replaced by migrants primarily from India, the Philippines, China, Fiji, and South Africa. For comparison, Australia is also seeing a large gain in migration from India, China, and the Philippines post-COVID, and they too are experiencing a growing number of citizen departures. It’s worth noting that it’s not always clear what ethnic background the departing citizens in both country’s cases have.

But what does all this mean?

Firstly, it means that the social fabric of New Zealand continues to evolve with new migrants from countries such as India, the Philippines, and China making up a higher proportion of the population. These new migrants bring their own experiences, skills, cultural practices, and desires.

For employers, this represents an opportunity to tailor their policies, practices, and benefits to meet the diverse needs of these groups and help them assimilate successfully into work and life in Aotearoa. And if you’re reading this as a potential migrant yourself, we understand what may be ahead for you.

I can relate: It’s been thirteen years since I left home and pursued a “greener pasture,” as they say.

With a spoonful of courage (and big dreams!), I decided to move to another country and start a new job. I can honestly say that it was very daunting. Moving to a new country, requires significant adjustment across the board, and there are some similarities when trying to find or start a new job. And when you lump changing your country (the place you call home) and trying to settle into a new role, it can be completely challenging and overwhelming. I remember it being so strange trying to adjust to a new environment and society while also adapting to the culture of my new company. I can still recall exploring and adapting to new things here; getting myself around town, the foods we now ate, the way my new friends and colleagues talked (not calling my Manager ‘Sir’ once working in NZ, was a change!) and home life in general as having a nanny back in Singapore was considered normal.

Yes, it can be overwhelming, but let me share with you some strategies to help recently migrated job seekers and employers (as they employ new migrants or new cultures) have the best chance of success.

Tips for Job Seekers:

1. Connect with People in Your Industry:
   Networking is crucial as it can open doors to many opportunities that aren’t readily accessible or advertised in job portals. When I came to New Zealand, I learned that referrals, or at least having someone in the team familiar with you, was really helpful compared with countries I had previously lived in – it really is “who you know”. Networking provided me insights into industry trends, best practices, and insider information that added value to my career growth. The people I met along the way offered guidance and support, making my adjustment easier too. As a result, I built good relationships with these people, many of which are still my friends today.

2. Seek support from a trusted recruiter:
   This advice isn’t just because I work for a recruitment company. Agencies can help job seekers put their best foot forward. I remember a good applicant I interviewed and submitted to our client; The candidate had applied directly to the client for the same role a few months earlier but wasn’t shortlisted. When I submitted his profile and explained his strengths and skills, he was a perfect fit. Not only this, but he was also able to gain a better insight into the company prior to the interview, rather than going in blind to what was on offer. Recruitment agencies can make a significant difference in getting noticed by employers and in help you to navigate the uncertainty.

3. Address your Homesickness:
   Homesickness was one of the biggest hurdles I faced when I moved abroad. As I was experiencing many cultural changes, it made me miss the familiar sights, sounds, and environment of home. But I always drew back to my plans and dreams— ensuring my “why” was always front and centre. I knew that what I was experiencing wouldn’t last forever and that things would change if I intentionally did things to break that sense of homesickness. Establishing a new routine helped me embrace new experiences and opportunities. While staying connected with loved ones back home (thanks to the wonders of modern technology), I also made new connections and friends who were fellow migrants. Listening to their stories and journeys inspired me to move forward, and I found comfort and support, knowing I wasn’t alone, while establishing new connections.

Tips for Employers Working with New Cultures:

1. Acknowledge and Value Diversity: As an immigrant, I appreciate a flexible working environment that accommodates and respects my cultural and religious beliefs and practices. It makes me feel valued for who I am, and in return, I am more motivated and committed to contribute my best work to the business. Diversity, including different perspectives, ideas, and backgrounds, can lead to greater innovation and creativity.

2. Recognise Skills and Experience: Any form of recognition and appreciation uplifts the spirit. Moving to a new country for work, I gained a heap of confidence knowing that my employer recognised and valued my skills and work experience, although not in a NZ context. This reassurance allowed me to contribute meaningfully to the organisation from day one.

3. Regular Feedback and Open Communication: Language barriers and cultural differences in communication styles can be challenging. Employers should take note of this when hiring new migrants so it can be addressed early. I found it helpful when there was an avenue to share and listen to feedback, and bridge the initial communication gap in a relaxed environment. Providing constructive feedback regularly and having open communication sets clear expectations and promotes continuous improvement for all involved.

Despite the adjustments and challenges, moving to a new place with a new job was incredibly rewarding. It gave me the opportunity to grow personally, learn about a new culture, and develop professionally.

With grit, perseverance, and willingness to embrace the journey with an open mind and a positive attitude, my migration journey to New Zealand has enabled me to further develop my career, has made me stronger, and more resilient as I work to contribute positively to our fantastic and diverse society.

If you’re having trouble navigating your journey, please reach out to me if I can be of any assistance.

Clarence Magtoto

Talent Engineer

Clarence@scitexgroup.com