New Zealand Skilled Migrant

Immigrant Engineers

2011-08-10T03:33:00.000-07:00

For aspiring migrant engineers to New Zealand and fellow migrant engineers wanted to gain network in the industry or need help with employment, I would suggest visiting the link below. The Institute of Professional Engineers New Zealand (IPENZ) formed this new group SIGIE (The Special Group for Immigrant Engineers) to assist immigrant engineers

The aim of the group is to facilitate settlement of immigrant engineers into meaningful professional employment in New Zealand. Objectives include continued training, professional development, employment and career counselling and social and work opportunity networking.

Website: http://www.ipenz.org.nz/ie/

If you have any questions, please feel free to ask.

Regards,

Andre

GIPENZ

Skilled Asian migrants giving the West cold shoulder

2011-07-30T17:38:00.000-07:00

More professional and skilled Asians are giving New Zealand, Australia and other Western nations a wide berth, choosing instead to migrate to other Asian cities, a study has found.

"Asian professionals, who had aimed for labour markets in Western countries, have instead begun to emigrate in large numbers to East Asia due to the prosperity in these Asian economies."

Massey University sociologist Paul Spoonley said the annual net migration gain for New Zealand over the past 20 years was 12,000. But in the 12 months to May 31, the net gain was 4600, down from 18,000 the previous year.

"The things that we can offer are lifestyle, an English education and a New Zealand passport, so there are real advantages for New Zealand and we've got to stress those advantages."

Full article by Lincoln Tan http://www.nzherald.co.nz/business/news/article.cfm?c_id=3&objectid=10739122

Below are my thoughts of the article above relating to Skilled Migrants here in New Zealand.

Given the ever changing immigration policies, high fees for immigration both to Government and immigration agent, the reality that there's not much work in New Zealand and the attitude of Kiwi employers towards migrants applicants, shade most of the issues behind this fall of numbers in migrants in New Zealand.

As a migrant here in New Zealand, I went through all of this immigration process that took me almost 3 years in preparation, landed in New Zealand and had the experience of difficult job hunting and difficult adjustment in work place and now struggling on high cost of living.

For me the fall of numbers of migrants in New Zealand is a good indicator that people are become aware of the real situation here in New Zealand. I've read a lot of stories of migrants and had a few friends that had been sent back to our Country because they cannot find a job in New Zealand, this is not restricted to Asian people alone but also people from South Africa, UK, etc.

The following are the main issues about skilled migrant here in New Zealand based on my personal knowledge;

Firstly, Immigration New Zealand needs to re-evaluate or re-assess their skill shortage lists to ensure that they will only invite people related to the skills they required. This way, it is fair to aspiring migrants who spend their hard end money or worst sell their properties that most migrants do to pay immigration fees, consultant fees, medical fees, airfare and etc in the hope of getting a better life in New Zealand. However, this was not always the case of hundreds of migrants here in New Zealand. I've known a lot of people who are professional and highly skilled who are working in McDonalds, at the supermarket or in production shops. Others has Masters degree and now working as Cleaner (Master Janitor).

Secondly, Immigration New Zealand must educate Kiwi employers about Skilled Migrant. When I was applying for a job before, most of the employers representative don't have any idea what is Skilled Migrant Visa is. Also some employers are avoiding applicants with Skilled Migrant Visa because of hassles that immigration processes they have to do.

And lastly, Kiwi employers must embrace the reality that New Zealand needs migrants for their Country to sustain the economy and keeps everything going. This is quite funny and annoying, when you're applying for a job here as migrant, they will not accept you because you don't have Kiwi experience. WHATTTT???? you'll probably fell down from your chair upon hearing this during interview...how on earth you can get kiwi experience where you just arrived to New Zealand...it's common sense really but it's sad that common sense isn't common here.

Migrant CAD Drafting Company

2011-01-06T23:16:00.000-08:00

Finally, we were able to set-up our CAD Drafting company here in New Zealand which we aimed to help other migrants engineers/architects to use their full potential through CAD.

Initially we will offer pure drafting in a few months, however we will offer CAD Training in the future which will really help other migrants to have a feel of NZ drawing standards. As most of the engineers and architects got related job through CAD, we aimed to offer this opportunity to new migrants and other engineers/architects who are working in different fields.

If you want to know more about the company please visit link below.

http://cadworldnz.com/

Regards,

Andre

Shortfall in migrants could cost NZ economy 'over $1b'

2010-07-30T17:15:00.003-07:00

By Lincoln Tan

4:00 AM Wednesday Jul 28, 2010

Photo / David White

New Zealand is threatening to undershoot the number of migrants it needs to keep the economy healthy, say immigration consultants.
Immigration New Zealand has returned its lowest number of "expressions of interest", after a period of six months where selections have been around 30 per cent lower than previous years.
If the trend continues, less than 13,500 applications will be selected this year.
The numbers of skilled and business migrants finally approved could fall far short of the 27,000 to 30,000 people the New Zealand Residence Programme targets, an immigration commentator has said.
Mike Bell, who runs the online move2nz site, says this is the lowest selection since the present rules were introduced in 2005.
"At this rate, it suggests that an additional 5500 people would be required to meet the minimum numbers under the quota," said Mr Bell.
The direct financial impact on New Zealand of fewer skilled migrants coming could be a loss of more than $1 billion, because an average migrant family spends about $200,000 in New Zealand to start their new lives.
But other immigration observers say the impact could be greater, as it would leave New Zealand short of skills in vital industries and stall economic growth.
"This is worrying. There may be concerns for jobless New Zealanders but slashing skilled migration numbers is not the solution," said Dr Henry Chung, senior marketing researcher at Massey University.
Immigration expert Paul Spoonley says the global economic crisis has also resulted in a reduced number considering migration, and this could impact on migration numbers to New Zealand this year.
But head of Immigration Nigel Bickle says it is on track to meet immigration targets, despite the low selection on July 14.

By Lincoln Tan | Email Lincoln

Is swearing bullying or a career tool?

2010-07-19T00:45:00.000-07:00

By LEON GETTLER - The Age

OPINION: Swearing at work is common. When you think about it, the "F" word often passes as a substitute for "very".

Swear words are thrown into everyday sentences. You can hear all sorts of people doing it, from people in the canteen to the boss.

And yet, it’s not advisable to let it rip in the workplace. As Jillian Insley writes in The Guardian, the problem with swearing is that it can often turn into bullying. It’s okay to curse under your breath but it’s different if you are getting stuck into someone. There have been rulings here that using the F-word at staff can constitute bullying. Apart from that, it’s never a great idea to swear in front of the boss, unless he’s doing it all the time and everyone else is.

But then, the problem is not the words but the behaviour. So therein lies the problem. Swearing is now part of everyday life but you should not do it every day, everywhere. What are the rules in today’s workplace?
There are those who say swearing is necessary in today’s workplace. It’s a way of venting your spleen and releasing pent up emotion.

One study from Britain’s University of East Anglia finds that swearing can relieve stress. When used in a non-abusive manner, it can also enable the development of personal relationships among co-workers because it reveals their personality and opens up the lines of communication.

"Social swearing" in private conversations with colleagues allows people to show candour and strong feeling. It can be used to create a certain esprit de corps, like "we're-all-in-this-together".
Significantly, researchers have also found that there are more instances of swearing in male-dominated work places. And according to another study, there are women who insist that swearing is a way of getting ahead because you become more assertive, particularly in a high tech culture.

The problem occurs when people don’t know what the rules are, or when they start throwing around F-bombs in front of customers and clients.

US management expert Bob Sutton knows a fair bit about swearing, having an authored a book The No Asshole Rule: Building a Civilized Workplace and Surviving One That Isn't.

Sutton argues that swearing can be used strategically to help build a certain company culture. He suggests some obvious rules. First, if you’re not sure, don’t do it. Secondly, remember there is a difference between saying things in private and going public.

Also, dropping the occasional F-word can be effective for shock value, if that’s what you’re trying to achieve. Besides, there are times where you may want to offend people, particularly if they’re stupid, incompetent and generally clueless. And the most important part is to remember the norms of the organisation. There are some places where if you don’t swear, you are looked on with suspicion.

If Sutton is right, swearing at work can actually be used strategically to boost your career.

Job Description – Production Technician

2010-06-22T23:47:00.001-07:00

Job Description – Production Technician

Purpose To undertake maintenance work and service as directed through the Company’s
maintenance planning function to ensure uptime is maximised and processing
operations are fully supported.
To provide hands on expertise in event of an emergency breakdown.
This position supports processing operations therefore it is a key expectation of
this role that you provide shift coverage.

Core
competencies
• Ability to communicate well.
• Ability to work in a team.
• Ability to focus on the customer.
• Ability to be innovative.
• Ability to build good relationships.
• Ability to add value and reduce cost.
• Ability to involve employees.
• Ability to operate/manage according to company health and safety policies
and procedures.

Competencies
specific to job
• Knowledge of preventative and condition-based maintenance and how to
apply it in the plant.
• Ability to work flexible hours to cover production requirements.
• Strong motivation and ability to learn and utilise new skills.
• Commitment to manage the reduction of maintenance cost and improve the
reliability of machinery.

Reporting
relationships
The Production Technician reports to the Production Engineer.
Principal
Accountabilities
1. Conduct themselves and carry out all duties in line with the Sealord Group
Ltd core values including Safety above all, Quality & Environment and
Deliver what we promise.
2. Reports to the site Production Engineer. This is a hands on technical role.
3. Is responsible for supporting operators and ensuring that the machinery and
plant runs at the most efficient settings to give optimal yield, cascade, speed
and efficiency.
4. Is responsible for assisting with technical machine setup at the start of the
shift/production run and for the continual adjustment to maintain optimal
production.
5. Will undertake some maintenance of the machines as called upon by the
Maintenance planner in conjunction with the Production Engineer.
6. Will advise Production Engineer of any symptoms that may indicate
machine is not running optimally and steps taken to rectify the situation.
7. Will assist the Production Engineer in the training of future Operators and
Production Technicians to ensure a very high factory standard.
8. In conjunction with the Production Engineer will assist in the monitoring of
contractor activity within their area of responsibility to ensure best value
from contractors and housekeeping and safety standards are maintained.
9. During their shift as duty Production Technician will immediately attend to
breakdowns and advise production engineer of first steps taken to mitigate
damage, product loss/contamination etc.
10. Identify factory efficiency improvements and implement and document in
conjunction with Production Engineer and Shift Controller
11. Have continuing dialogue with Production Engineer over new equipment,
improvement ideas and training requirements.
12. Will make themselves available to the company for purposes of training
internally or internationally if required.
Health and
Safety
• Active involvement in the company’s “Stay Safe” programme:
- assist in the management of hazards
- participate in TALK meetings
- abide by safety rules and requirements
- encourage others to act safely
- participate in WALK behavioural observation programme
- report and record safety incidents
- assist in the investigation of safety incidents

SENIOR DESIGN ENGINEER - Responsibilities

2010-06-22T23:43:00.000-07:00

Design and Drawing
§ Design pressure equipment to relevant design codes (Australian & International)
§ Structural design of support structures for pressure vessels and tanks to relevant loading
codes (covers wind, seismic etc)
§ To ensure technical competence and adherence to relevant standards in all work taken
§ To ensure timely and accurate provision of designs and drawings for fabrication facilities
Project Involvement
§ Work closely with Project Managers to ensure customer requirements and variations are
documented correctly and within contractual conditions, advising Project Manager of any
variations from original specifications.
§ Working closely with manufacturing staff to ensure correct and accurate drawings are available
for issue to the workshop.
§ To liaise with the Sales/Project Managers to ensure accurate & timely submission of
competitive tender documents/pricing;
§ To ensure timely provision of construction drawings for the company’s production facilities and
encourage good production practices
§ Ensure targets and milestones are met.
§ To ensure customer requirements are met

Quality
§ Encourages ethical and accurate practices;
§ To show, by example and motivation, commitment to the Company’s objectives by controlling,
analysing and implementing improvements in quality, productivity and efficiency;
§ Observe and implement guidelines, principles and instructions as laid down in the company
Quality Assurance Manual and in particular, the specific requirements of the Company Design
Manual.
General
§ Assist other departments or with special projects where required;
§ Contribute to the progress and prosperity of the Company by full participation in the activities of
the Team.
Health & Safety
§ Take personal responsibility for H&S
§ Ensure proactive approach to H&S issues, this covers OH&S requirements for client
drawings/design as well as OH&S practices on-site at Burton;
§ Undertake hazard and risk assessments of all items designed and ensure all statutory
regulations are complied with.

POSITION DESCRIPTION - ACCOUNTS CLERK / ADMINISTRATOR (PART-TIME)

2010-06-22T23:32:00.001-07:00

Reports to: X ( Line Manager)

Interacts with: Internal
All X staff and contractors and their staff

External
Customers, suppliers
• Local/ regional and National organisations
• Whanau / hapu / iwi organisations
• Funding assistance Agencies
• Business Networks
• Local and Central Government agencies

Primary Purposes:
• To provide an effective and efficient administration service to all internal and external customers with empathy and professionalism.
• To efficiently and accurately manage the Accounts Payable function and other accounting procedures as directed.
• Manage reception and the telephone system with professionalism and promptness.

Principal Objectives:
• Respond efficiently and effectively to all enquiries.
• Maintain integrity of inward and outward correspondence and filing systems.
• Actively support and assist all co-workers with a quality administrative service.
• To communicate internal/external events and/or meetings in a timely fashion.
• Effectively manage the accounts payable processes and monitor all purchasing requisitions within the required deadlines.
• Undertake all other accounts duties as required.
• To manage all filing requirements.
• To undertake special projects as directed.
• Be aware of ’s Customer Target Groups as defined from time to time by the CEO.

Key Accountabilities:
• Produce accurate documents within negotiated time frames.
• Organise and prioritise workload so as to allow for regular flow within acceptable time frames.
• Maintain confidentiality of inwards and outwards correspondence and filing systems.
• Accurate processing of Accounts Payable and filing of invoices for payment by the due dates.
• Accurate reconciliation of supplier statements against invoices and the addressing of discrepancies each month.
• Effective reconciliation of accounts and bank statements.

• Respond efficiently and effectively to all administrative enquiries, including room bookings and customer appointments.
• Assist in the set up of Seminar Rooms as required.
• Co-ordinate mail-outs as required
• Control and manage administrative duties, including purchasing requisitions and accounts; monitor/respond to all payments and debts.
• Assist in the management of the booking systems for seminars, workshops and courses as per any quality processes or requirements and input data into appropriate databases or schedules as required to meet time-frames.
• Assist in the control, monitor and organise of all stationery, kitchen, cleaning and toiletry requirements.
• Carry out quality verifications for the functions performed.
• Establish customer/visitor needs and make appropriate referral.
• Create a welcoming/culturally comfortable environment in reception area, by being empathetic and professional at all times.
• Ensure inwards and outwards mail is processed, distributed and posted daily.
• Maintain a safe workplace in accordance with OSH requirements.
• Manage special projects according to project plan and objectives
• Be aware of co-worker’s workloads/time constraints and be actively supportive and assist wherever possible
• Adhere to ’s Q-Base Quality Programme, the Heath & Safety Policy, the Privacy Act and other statutory obligations

Key Result Areas:
• Quality reception service to internal/external customers.
• All invoicing and accounts processes undertaken are accurate and on time
• Up to date tidy accurate files
• Prompt availability of documents/files.
• Maintain adequate internal resources.
• Timely/accurate word processing completions.
• Timely/accurate data input and schedules maintained.
• Support is provided to all other Administration staff as required
• Directives from the ( Line Manager) have been met

LIMITS OF AUTHORITY

• All personal tolls, faxes and mail must be recorded for private payment.
• All purchases over $100 must be covered by a Purchase Order signed by your supervisor prior to any commitment to purchase.

PERSON SPECIFICATION

Qualifications: (Minimum)
• Relevant tertiary/professional qualification is desirable.

Experience: (Minimum)
• At least 2 yrs of proven experience in planning and organising work and priorities.
• At least 2 years Accounts Payable experience

Physical Requirements:
• Able to use PC for long periods of time.
• Ability to sit at Reception Desk alone.
• Driving Licence.

Knowledge:
• High level of knowledge & skill of Microsoft Office programmes
• Empathy for cultural and gender differences.
• Minimum of two years of Bookkeeping experience
• Working knowledge of computerised accounting systems
• Understanding of management principles and Best Practice Models
• Understand the dynamics of manawhenua / tangatawhenua and iwi Maori in relation to an urban environment

Skills:
• Facilitation and networking skills.
• Problem solving and mediation skills.
• Highly developed interpersonal and representational skills and a proven superior standard of written and oral communication skills.
• Ability to exercise sound judgement.
• Good computer skills
• Team building.
• Negotiation skills.

Desired Attributes:
• Ability to work autonomously, with self-management and prioritising skills.
• Initiator.
• Ability to meet deadlines.
• Effective communication.
• Ability to work collaboratively with team members and internal and external stakeholders to accomplish organisational goals and contractual obligations.
• Empathy, listening skills and ability to use appropriate interpersonal skills.
• Non-judgemental attitude.
• Understand, value and respect differences
• Energy and enthusiasm.
• Networking skills.
• Analytical and problem solving skills.

Admin Assistant Position Description

2010-06-22T23:30:00.001-07:00

Reports to: Line Manager

Interacts with: Internal

All ( organisation) staff and contractors and their staff

External

§ Customers, suppliers

· Local/ regional and National organisations

· Whanau / hapu / iwi organisations

· Funding assistance Agencies

· Business Networks

· Local and Central Government agencies

Primary Purpose:

· To provide an effective and efficient administration service to all internal and external customers with empathy and professionalism.

· Regularly review resources i.e. petty cash, stationery, cleaning, meeting and training rooms and catering supplies.

· Manage reception and the telephone system with professionalism and promptness.

Principal Objectives:

· Respond efficiently and effectively to all enquiries.

· Maintain integrity of inward and outward correspondence and filing systems.

· Actively support and assist all co-workers with a quality administrative service.

· To communicate internal/external events and/or meetings in a timely fashion.

· To manage all filing requirements.

· To undertake special projects as directed.

· Be aware of X ( organisation) Customer Target Groups as defined from time to time by the CEO.

Key Accountabilities:

· Produce accurate documents within negotiated time frames.

· Organise and prioritise workload so as to allow for regular flow within acceptable time frames.

· Effectively manage a scheduling system for boardroom, interview and seminar rooms.

· Maintain confidentiality of inwards and outwards correspondence and filing systems.

· Manage the collection and despatch of inwards/outwards mail.

· Respond efficiently and effectively to all administrative enquiries, including room bookings and customer appointments.

· Assist in the set up of Seminar Rooms as required.

· Co-ordinate mail-outs as required

· Control and manage administrative duties, including purchasing requisitions and accounts; monitor/respond to all payments and debts; monitor and manage petty cash system.

· Active maintenance of the organisation’s databases to ensure that the database remains credible.

· Control and manage booking systems for seminars, workshops and courses as per any quality processes or requirements and input data into appropriate databases or schedules as required to meet time-frames.

· Control, monitor and organise of all stationery, kitchen, cleaning and toiletry requirements.

· Carry out quality verifications for the functions performed.

· Establish customer/visitor needs and make appropriate referral.

· Create a welcoming/culturally comfortable environment in reception area, by being empathetic and professional at all times.

· Ensure inwards and outwards mail is processed, distributed and posted daily.

· Maintain a safe workplace in accordance with OSH requirements.

· Manage special projects according to project plan and objectives

· Be aware of co-worker’s workloads/time constraints and be actively supportive and assist wherever possible

· Adhere to X ( organisation) Q-Base Quality Programme, the Heath & Safety Policy, the Privacy Act and other statutory obligations

Key Result Areas:

· Quality reception service to internal/external customers.

· Up to date tidy accurate files

· Prompt availability of documents/files.

· Maintain adequate internal resources.

· Timely/accurate word processing completions.

· Timely/accurate data input and schedules maintained.

· Directives from the (Line Manager ) have been met

LIMITS OF AUTHORITY

· All personal tolls, faxes and mail must be recorded for private payment.

· All purchases over $100 must be covered by a Purchase Order signed by your supervisor prior to any commitment to purchase

HOURS OF WORK

· Monday to Friday 8.30 am to 1.30 pm

· On Reception – 8.30 am to 1.00 pm each day

PERSON SPECIFICATION

Qualifications: (Minimum)

· Relevant tertiary/professional qualification is desirable.

Experience: (Minimum)

· At least 2 yrs of proven experience in planning and organising work and priorities.

· At least 2 years Accounts Payable experience

Physical Requirements:

· Able to use PC for long periods of time.

· Ability to sit at Reception Desk alone.

· Driving Licence.

Knowledge:

· High level of knowledge & skill of Microsoft Office programmes

· Empathy for cultural and gender differences.

· Minimum of two years of Bookkeeping experience

· Working knowledge of computerised accounting systems

· Understanding of management principles and Best Practice Models

· Understand the dynamics of manawhenua / tangatawhenua and iwi Maori in relation to an urban environment

Skills:

· Facilitation and networking skills.

· Problem solving and mediation skills.

· Highly developed interpersonal and representational skills and a proven superior standard of written and oral communication skills.

· Ability to exercise sound judgement.

· Good computer skills

· Team building.

· Negotiation skills.

Desired Attributes:

· Ability to work autonomously, with self-management and prioritising skills.

· Initiator.

· Ability to meet deadlines.

· Effective communication.

· Ability to work collaboratively with team members and internal and external stakeholders to accomplish organisational goals and contractual obligations.

· Empathy, listening skills and ability to use appropriate interpersonal skills.

· Non-judgemental attitude.

· Understand, value and respect differences

· Energy and enthusiasm.

· Networking skills.

· Analytical and problem solving skills.

The position of Roading Engineer

2010-06-22T23:15:00.000-07:00

Contracts encompasses the following major functions or Key Result Areas:

1. Service Delivery
2. Contract Management
3. Customer Service
4. Bridging
5. Road Safety
6. Personal Development
7. Health and Safety
8. Civil Defence

Jobholder is accountable for:

1. Service Delivery

Assisting the Roading Manager to prepare budgets and programmes.

Implementing, maintaining and monitoring programmes.

Advising the Roading Manager on asset changes and future needs.

Undertaking Road Asset Conditions works for updated and improved database information.

Contributing as a member of the roading team to the Council’s delivery of roading services throughout the District including providing temporary cover for Engineer – Operations and Assets , as and if required

2. Contract Management

Carrying out surveys and investigations for proposed works.

Roading design

Producing contracts for various physical works, including reseals, AWPT, seal extensions, special bridge repairs and routine maintenance.

Tender evaluation and recommendations

Monitoring and auditing contractor’s physical works

Surveying and measuring contract requirements and quantities

Review report of completed works

Verifying contract claims and applying contractual retentions.

3. Customer Service

Delivering excellent customer service.
Responding to customer enquiries regarding the provision of service for roading.

4. Bridging

Coordinating inspection records of Councils Bridging Assets for Roading Engineer – Assets to update details.

Monitoring the condition of the Districts bridging assets and arranging for repairs and/or consultants involvement as required.
Process overweight permits for district bridges

5. Road Safety

Liaising between Council and road users with respect to road safety as Council’s ‘Road Safety Officer’.

Advocating for improvements to the roading network to improve safety.

Administering the Council’s Community Road Safety Programme.

As the Council’s Road Safety Officer contracting a “Road Safety Coordinator” for specific tasks in addition to the role of organising the Road Safety Committee meeting.

Liaising with the NZ Police and other agencies on road safety matters affecting the Hurunui District.

Coordinating, administering and updating the Council’s Safety Management System (SMS).

6. Personal Development:

Attending relevant networking meetings with colleagues in the public and private sectors.

Undertaking relevant training and seeking opportunities for professional and personal development.

7. Health and Safety

Adhering to the Council’s Health and Safety policies and practices

8. Civil Defence

Providing assistance as required in the event of a Civil Defence emergency being declared.

Person Specification:

Knowledge/Experience

NZ Certificate in Engineering or a recognised engineering degree is preferred, however we will consider seasoned relevant experience in roading. A mentorship programme would be provided for a recent graduate.

An in-depth practical understanding of roading and bridging maintenance, and associated construction technology and methodology.

Computer literacy including Microsoft office products and spread sheeting programmes.

Contract supervision experience of physical works or a willingness to learn through the graduate mentorship opportunity.

Competence at carrying out surveys, design work, drawings, and investigations associated with engineering work.

Current drivers licence.

Key Job Competencies

The following competencies are considered vital to the effectiveness of the Roading Engineer - Contracts and will form part of their performance review:

Excellent communication and negotiation skills.

Ability to prioritise work commitments and to meet deadlines.

Ability to work with minimal supervision.

Can do attitude

Committed to providing a quality customer service.

An ability to programme work, prepare estimates and control expenditure.

Strong expenditure control skills

Barista Key responsibilities (Starbucks)

2010-06-22T23:02:00.000-07:00

Key Responsibilities
1. Develops enthusiastically satisfied customers all of the time.
• Welcomes and connects with every customer.
• Discover customer needs and appropriately suggests product with every customer to
enhance service and meet sales goals.
• Offers customer demonstrations and samples using brewing equipment.
• Customers creates opportunities for customer to interact with the product.
• Responds to customer needs and says thank you to every customer.
• Demonstrates the "Just Say Yes" behaviour by taking care of customer needs.
2. Provides quality beverages consistently for all customers
• Prepares Starbucks beverages to standards.
• Follows health, safety and sanitation guidelines for all products.
3. Maintains Quality store operations
• Follows store policy and procedures for operational flow at each station.
• Follows standards for merchandising, stocking, rotating and storing products.
• Performs cleaning tasks in accordance with the duty rosters and cleaning standards and
works as a store team member.
• Presents oneself professionally and demonstrates clear communication by using Star
Skills with all customer and partner interactions.
4. Contributes to store profitability
• Follows cash handling procedures and cash register policies.
• Follows inventory stocking and recording guidelines.
• Contributes to store goals for increasing sales and improving profits.
5. Takes responsibility to learn all aspects of the barista position
• Is responsible for self-initiated learning.
• Learns and demonstrates creating the Starbucks Experience.
• Learns and demonstrates all performance standards listed in the Core Learning Journey
Guides.

Social Worker - Caregiver Job Description

2010-06-22T22:58:00.000-07:00

Title: Social Worker - Caregiver

Accountable to: Social Work Supervisor

Personnel delegations: As specified in Instrument of Delegation

Financial delegations: As specified in Instrument of Delegation

Purpose of position

The Social Worker, Social Work & Community Services will provide statutory social work services which promote the protection, well being and best management of children and young persons in safe families. The Social Worker will work toward this goal through the delivery of a range of intervention strategies designed to meet desired outcomes, specified by the Minister of Social Welfare.

Social Workers will be responsible for:

Social Work Practice:

1. Information gathering and analysis at intake and investigation phases.

2. Planning, implementation and review of appropriate interventions, in conjunction with the supervisor, and where appropriate, an assigned co-worker.

3. Preparing reports as required, based on extensive and accurate information gathering and analysis;

4. Using existing professional practice tools and those which may from time to time be introduced by the Service.

5. Providing appropriate information to clients, professionals, colleagues and others in order to maximise good decision making processes.

6. Participating in the processes of the Family Group Conference (FGC) and those tasks which follow an FGC.

7. Completing tasks associated with the Family and Youth Court, including preparing and presenting a range of reports for Court.

8. Providing case management in conjunction with the supervisor and other relevant parties.

9. Keeping factual and timely formal records through the use of computer based and other information systems.

10. Co-operating with any agreed quality assurance process operated by the Service.

Relationship and Inter-Agency:

11. Making a positive contribution to the development of a co-operative relationship with the supervisor.

12. Working collaboratively with other social work colleagues, professional advisors, managers and other employees of the Service the wider Department and any Iwi Social Service with whom the Service may be in partnership.

13. Developing and maintaining effective links with a range of other people and agencies in order to maximise services built on inter-agency collaboration. This will include links with appropriate Maori and Pacific island peoples, community groups, professional agencies and other client groups that relate to the practice area.

Organisational

14. Following legislative requirements, and Departmental policies and practices at all times.

15. Participation in the provision of a 24 hour service which includes working after hours, on weekends and Public Holiday as required.

16. Seeking approval for funding of interventions on a case by case basis within defined parameters.

17. Accepting responsibility for accurate entering of data required for casework recording and Service information.

18. Accepting and obeying all lawful and reasonable instructions given by supervisor and line managers, including delegations from Co-ordinators.

Self Management Responsibilities:

19. Planning and taking opportunities for training, coaching and other professional development possibilities.

20. Managing work priorities, personal workload and stress levels with the support of the supervisor.

21. Complying with the Service’s policies on health and safety in the workplace and participating as part of the organisation to provide for a safe and healthy work environment.

22. Complying with requirements of the Supervision policies.

Other Activities:

23. Undertaking any other appropriate activities that fall within the purpose of the position stated at the beginning of this job description.

Desired Outcomes

In carrying out the responsibilities and accountabilities outlines above the social worker will be contributing towards the following outcomes:

Short term:

· Children are safe and receiving proper care and control with permanency outcomes identified.

· Children who have been physically, emotionally or behaviourally damaged as a result of abuse or neglect are healed and developing normally.

· Families that have experienced relationship problems, or problems with child care or control are functioning in a way that does not compromise the development of their children.

· Young offenders are back on path toward a satisfying and productive adult life by attending school or work, avoiding substance abuse and meeting normal community standards for acceptable behaviour.

· The factors that put children at risk of further harm by others, self harm, neglect offending, or substance abuse have been identified and reduced where possible.

· Services for Iwi Maori are delivered in partnership with Iwi authorities where it is their wish to do so.

Medium term

· Families that have received assistance from the Service continue to meet their care and control obligations without need for further intervention.

· Young offenders do not re-offend, and in particular, do not develop toward adults offending behaviour.

· Children continue to be safe and to progress toward a satisfying and productive adult life.

· Permanency outcomes an achieved for all children and young people in the care of the Chief Executive.

Long Term

· The incidences of child abuse and neglect decline

· The incidences of youth offending declines

· The incidences of abuse, neglect and youth offending amongst Maori trends down toward that of the remainder of the community

· Services for Iwi Maori are delivered by Iwi authorities where it is their wish to do so.

Key Accountabilities and Authorities

To contribute as part of the organisation to:

· Work with families, communities, other agencies and professionals to protect children and young persons, manage young offenders, ensure safety and security for children and young persons in the custody of the Chief Executive of Child, Youth and Family and to provide adoption and adult adoption information services.

To deliver quality services that are:

· in compliance with the Children, Young Persons’ and Their Families Service Act 1989, the Public Finance Act 1989, and with other relevant legislation and regulations.

· consistent with Service policies and procedures, including Child, Youth and Family’s Code of Conduct.

· culturally appropriate and consistent with the Treaty of Waitangi, and the Departments Maori (Te Pounamu) and Pacific Peoples strategies, which are currently detailed in Puao-te-Ata-tu, Te Punga and Lali.

· cost effective and within financial parameters set by the manager.

Functional Relationships

Other social work practitioners within Child, Youth and Family and;

· Within local Iwi Social Services;

· Internal Service providers;

· Local community groups, networks and social service agencies;

· Other Government agencies such as:

§ Education

§ Health

§ Immigration Service

§ Internal Affairs

§ Justice

§ Office of the Commissioner for Children

§ Te Puni Kokiri

§ Youth Affairs

§ Community Service Providers

§ Nga Iwi

§ Policy

Appointee specification

Qualification

· A qualification in social work (minimum of a Diploma at level 6, or Degree at level 7 or higher) is the preferred qualification.

· Consideration will be given to applicants who have successfully achieved some papers towards a qualification in social work, or with a completed tertiary qualification (level 6 and above) containing papers that provide a theoretical framework for understanding human behaviour and there is a clear commitment to completing a recognised social work qualification.

· Consideration may also be given to other applicants provided the essential and desirable requirements are met and there is a clear commitment to achieving a recognised social work qualification.

· A clean, current drivers licence is an essential requirement.

Key Competencies

The following competencies are required for entry to this position:

· Resilience – a demonstrated ability to persevere through periods of heavy workloads in stressful situations.

· Conceptual thinking – the ability to identify patterns or connections between situations; identify key or underlying issues in complex situations and resolve these by using creative, conceptual and inductive reasoning.

· Analytical thinking – the ability to understand a situation by breaking it into smaller pieces, to be systematic, to trace cause and effect implications, and to set priorities.

· Interpersonal understanding – a desire to understand the structure and protocols of other cultures and a willingness and aptitude to utilise these for the benefit of clients of the Service; and ability to understand the reasons for the feelings and behaviour of others through the ability to interpret unspoken or partially expressed thoughts feelings and concerns, and through an appreciation of the cultural framework within which that person operates.

· Achieving the task – the ability to organise work through an efficient use of time, setting targets and achieving them.

· Self confidence – confidence in ones own judgement and a willingness to express an independent view point.

The following competencies are highly desirable for entry for this position:

· Relationship building – An ability to engage with clients and to establish working relationship with agencies, voluntary groups and individuals.

· Influencing others – An ability to influence others through appropriate use of directive and non directive means.

· Information seeking and interpretation – an ability to elicit basic information and probe for further facts through a wide range of information gathering skills.

· Listening and responding – an ability to listen, to interpret, clarify and respond appropriately.

· Role clarity – an ability to be clear about one’s role and to evaluate the purpose of taking a particular action.

· Service orientation – a desire to work within the framework of the Service (and where appropriate, Iwi Social Service) toward meeting the desired outcomes for clients.

· Team work and co-operation – a commitment to work co-operatively as part of a team, and to be flexible in a changing work environment.

You may be interested in these jobs...

2010-06-17T05:06:00.000-07:00

Wanted: Senior AutoCAD Operator

2010-06-17T04:57:00.001-07:00

Senior AutoCAD Operator
Traffic & Transportation Expert

Christchurch based, full-time position

The Christchurch office of a sharp, national consultancy is looking for a senior CAD operator to bolster the team. With significant project work around the country and specialist design work locally they are known for being experts in their field.

This is to replace a senior member of the team who has moved on. The company is seeking specific skills and experience to replace this person with an operator who is up to speed and familiar with their software.

You will need to be an AutoCAD expert and experienced with its application on civil and roading projects. The majority of your role will be working on traffic/transport engineering projects and providing the detailing for these including; experience with drafting for land development projects, roading design and upgrades, intersection layouts and traffic safety detailing, etc. Working geometric design knowledge with 12D and GIS packages would be an added advantage. This is a live role working in a modern, team environment with those considered experts in the industry.

For further information please contact:

Julian Lowndes
Recruiting experts in Engineering

T: 03 377 6656
E: julian.lowndes@hays.net.nz

Top international jobs

2010-06-14T02:16:00.000-07:00

Source NZ Herald

Strategic Management & Business Adviser, East New Britain, PNG
Asia/Pacific, International - Other \| Volunteer Service Abroad \| Contract \| Listed: 9 Jun 2010
A business professional is needed to assist Kokopo Business College to become a recognised regional training institute that supports and contributes t...

Tertiary Education Adviser, East New Britain, PNG
Asia/Pacific, International - Other \| Volunteer Service Abroad \| Contract \| Listed: 9 Jun 2010
VSA requires a teacher to assist Kokopo Business College to become a regionally recognised vocational education training institution in the applicatio...

Tourism Business Development Adviser, Vanuatu
Asia/Pacific, International - Other \| Volunteer Service Abroad \| Contract \| Listed: 9 Jun 2010
A business professional is needed to work with the Department of Tourism to promote balanced regional tourism development and increase the participati...

Maths Teachers (2), Bougainville & Papua New Guinea
Asia/Pacific, International - Other \| Volunteer Service Abroad \| Volunteer \| Listed: 3 Jun 2010
Experienced Math teachers are needed to assist and support secondary school Maths teachers in Bougainville & East New Britain.

Early Childhood Adviser, Vietnam
Asia/Pacific, International - Other \| Volunteer Service Abroad \| Volunteer \| Listed: 3 Jun 2010
An experienced early childhood teacher is needed to train and support early childhood education teachers in Binh Dinh Province.

ESOL Adviser, East New Britain
Asia/Pacific, International - Other \| Volunteer Service Abroad \| Volunteer \| Listed: 3 Jun 2010
VSA is seeking an ESOL teacher to assist local teachers in East New Britain. The volunteer will be adapting and enhancing a Primary School Curriculum ...

Educational Advisers (Various), Solomon Islands
Asia/Pacific, International - Other \| Volunteer Service Abroad \| Volunteer \| Listed: 3 Jun 2010
VSA is seeking educational advisers, school leader mentors and a principal to assist in strengthening the education system within the Solomon Islands.

Forestry Advisor, Bougainville
Asia/Pacific, International - Other \| Volunteer Service Abroad \| Volunteer \| Listed: 3 Jun 2010
An experienced forestry professional is needed to assist in the development of Bougainville’s first home-grown forestry policies & guidelines.

Tourism & Hospitality Teacher/Adviser, Papua New Guinea
Asia/Pacific, International - Other \| Volunteer Service Abroad \| Volunteer \| Listed: 3 Jun 2010
A Tourism adviser is needed to assist Kerevat National High School in operating a relevant and appropriate curriculum in Hospitality and Tourism.

Health Teacher, Vietnam
Asia/Pacific, International - Other \| Volunteer Service Abroad \| Volunteer \| Listed: 3 Jun 2010
An experienced Health Teacher is needed to assist primary school students in Binh Dinh Province, to develop hygiene and sanitation principles both at ...

Vocational Training Adviser (2), Bougainville & Solomon Islands
Asia/Pacific, International - Other \| Volunteer Service Abroad \| Volunteer \| Listed: 3 Jun 2010
VSA is looking for suitable applicants with a background in education to assist with the training of vocational teachers in Bougainville and Solomon ...

Funding Development Coach, Timor-Leste
Asia/Pacific, International - Other \| Volunteer Service Abroad \| Volunteer \| Listed: 3 Jun 2010
VSA is seeking a volunteer to strengthen the fundraising capacity of a Dili-based NGO. The successful applicant will develop and implement an effectiv...

Social Worker, Bougainville
Asia/Pacific, International - Other \| Volunteer Service Abroad \| Volunteer \| Listed: 1 Jun 2010
Develop the delivery of Social Work Services at Buka General Hospital, with a focus on the establishment of a Family Support Centre to provide support...

Maintenance Adviser, West New Britain, PNG
Asia/Pacific, International - Other \| Volunteer Service Abroad \| Volunteer \| Listed: 1 Jun 2010
VSA is seeking applicants with experience in site maintenance for an assignment developing a sustainable maintenance plan at the Walindi Nature Centre...

Business Advisers (2), Papua New Guinea & Solomon Islands
Asia/Pacific, International - Other \| Volunteer Service Abroad \| Volunteer \| Listed: 1 Jun 2010
VSA is seeking business management and development professionals for assignments in Solomon Islands and Papua New Guinea.

Road Works Advisers (3), Solomon Islands
Asia/Pacific, International - Other \| Volunteer Service Abroad \| Volunteer \| Listed: 1 Jun 2010
Advisers are needed to ensure the Solomon Islands has a strong and viable private sector contracting industry that is labour based and provides employ...

English Teacher Trainers (3), Papua New Guinea & Solomon Islands
Asia/Pacific, International - Other \| Volunteer Service Abroad \| Volunteer \| Listed: 1 Jun 2010
English Teacher Trainers are needed for assignments in Papua New Guinea and Solomon Islands. You will assist students to achieve effective results in ...

Water and Sanitation Project Adviser, Solomon Islands
Asia/Pacific, International - Other \| Volunteer Service Abroad \| Volunteer \| Listed: 25 May 2010
VSA is seeking suitable applicants for a Rural Water Supply and Sanitation assignment with an NGO in the Solomon Islands.

Clinical Dietitians
International - Other \| NSNZ Recruitment \| Full Time \| Listed: 14 May 2010
* Outstanding international opportunity for dietitians * Attractive salary and excellent conditions * Sub tropical island - Caribbean region

Top jobs in Auckland

2010-06-14T02:09:00.000-07:00

Source NZ Herald

http://jobs.nzherald.co.nz/job/browse/as/auckland/topjobs/

Sheetmetal Tradesperson
West Auckland \| Sequel Staffing Solutions Ltd \| Full Time \| Listed: 3 Jun 2010
* Great Company * Great Opportunity * Work close to home

Design Engineer
South Auckland \| Sequel Staffing Solutions Ltd \| Full Time \| Listed: 27 May 2010
“Design the machines that make our products”

Head Waiter
Auckland City \| The Langham Hotel \| Full Time \| Listed: 26 May 2010
Does your extensive restaurant experience match your love of fine Italian cuisine and wine? Does this passion extend to knowledge of the Italian langu...

Beauty Therapist/Massage Therapist
Auckland City \| 151Therapie \| Full Time \| Listed: 21 May 2010
* Fully qualified beauty therapist/massage therapist * Part time * Free Gym Membership included

Accounts Receivable Clerk – South Auckland
South Auckland \| Parker Bridge Recruitment \| Full Time \| Listed: 20 May 2010
Step up and join this fast paced supportive team! Terrific CV builder! Great systems!

Senior Management Accountant - SAP
Auckland \| Parker Bridge Recruitment \| Contract \| Listed: 18 May 2010
3-4 month Contract, Mid June start, SAP experience essential, $45hr - $50hr +GST

PAYROLL ADMINISTRATOR – ARE YOU A SUPERSTAR?
South Auckland \| Parker Bridge Recruitment \| Full Time \| Listed: 14 May 2010
• It's all about your positive attitude! • Hit the Ground Running! • South Auckland

Winning salary negotiations

2010-06-06T17:51:00.001-07:00

The nail-biting doesn’t stop once you’ve been offered the job. Professional positions usually offer some opportunity to negotiate your salary package. Here’s a power guide to help you negotiate from a position of strength.

It's important to recognise at the outset that not all jobs provide any opportunity to negotiate terms and conditions, including salary. If you've ever applied for a job at a supermarket on the check-out, then it's unlikely there was any negotiation over your hourly wage!

So what sort of jobs do provide an opportunity to bargain? "We see far more negotiation of salary than we have in the past," says Ray Hince, Western Australia's Managing Director of Management Recruiters Australia. "It now extends to junior levels, from sales reps and account managers upwards. For example, an account manager on $35,000 with a car will have some element of salary negotiation opportunity."
Research the company

Andrew is a good example. He is a commercial manager at a major oil and gas company, and began at the company as a senior business analyst two years ago — the type of high-level executive position where salary negotiation skills are required. "I did a lot of research on the company," he recalls. "The key efforts were contacting recruitment agents, one of whom put me in touch with someone at the company. That enabled me to find out solid information on what people were earning in the sort of position I had applied for."

Andrew was wise in schmoozing a recruitment consultant — it cost him a lunch but it was money well spent. Consultants are extremely good sources of up-to-date information and as sources for other contacts. He also spoke to industry colleagues and peers, and fired up his web browser to find out information about the economic performance of the company and its recent staff movements. This information helped him establish what his salary might be worth. Talking to specialist journalists is another useful strategy. A good business or financial reporter will know industry trends and people in their area, and can frequently suggest useful contacts and avenues of investigation.

"Trust me, salary research pays off handsomely," says author Richard Nelson Bolles, in his best selling job search guide, "What Colour is Your Parachute?" There is a financial penalty exacted from those who are too lazy, or in too much of a hurry, to go gather this information."

As an example, he says you might spend three days on research. If you are in the interview and your salary is being negotiated and you ask for — and get — $4000 a year more than you expected thanks to what you have learnt through your research, that means an extra $12,000 over the next three years. "Not bad pay, for three days' work!" he notes. Put plainly, if you don't do this research, it's going to cost you.

Article index

* Research the company
* Timing
* Going first
* Salary history

Related articles

* Exploring the hidden job market
* Insider tips on interviews

Timing

"This is a power few people realise they have when they receive a job offer," says Nick Corcodilos in his book, Ask The Headhunter. "If you have used information effectively, and you proved you can do the job, the ultimate outcome of your job search will depend on how you exercise the power of the job offer." Don't feel excited or relieved that you've been offered the job, he cautions: instead, use the power you have in areas like salary negotiation.

Andrew used this timing to his best advantage. After his interviews, his prospective employers faxed him a job offer worth $90,000. The offer went back and forth six times before Andrew accepted a package worth nearly $105,000.

"Towards the end they said they couldn't pay any more, but I asked them to try again and they managed to add a little extra," he remembers. "I understood the leverage I had, but kept in mind the degree of freedom they had, and kept my expectations realistic — there was no way they could offer $120,000, for example. It can be a risky process, but you must see how far you can push it — no way would I accept a first offer from an employer."

Indeed, it can be a risky process. Not everyone will turn down the "final offer", as Andrew did, in the hope of a comparatively small amount of extra salary. You don't want a dream job to slip through your fingers over an extra $40 per week — especially if your negotiating skills have led to an offer above your expectations.
Going first

Andrew was lucky — his employer made the first move when it came to talking turkey. This brings us to another important rule in salary negotiation: don't be the one who first raises a figure. "You want the employer to be the first one to mention a figure, if you can manage that," says Richard Nelson Bolles. "Never mind the reason why, what has been observed over the years is that in this contest whoever mentions a salary figure first, generally loses."

"Lead with your requirements," recommends Nick Corcodilos. "What does your past salary matter if you won't accept an offer below $X? (Understand that this cuts both ways: you've got to be willing to figure out what your abilities are worth.) If you decide to divulge what you've earned in the past, do so by firmly stating that your current salary is one thing; your required salary range is another. This is how you level the playing field: by getting them to divulge the range they're willing to spend."

A cunning interviewer/employer knows that it's not to your advantage to mention a figure first, and an interview can be like verbal arm-wrestling. They will float leading questions, like "What kind of salary are you looking for?", or "What do you think this job is worth?"

SEEK's resident expert Philip Garside, in his book The Secrets to Getting a Job, also recommends not negotiating salary conditions until you have been offered the job. "It is not always possible to avoid this negotiation," he says, "but if you negotiate without having been offered the job the pressure to go low is enormous. If the interviewer asks, 'What salary do you envisage if you were successful?', you could reply, 'I'm happy to start on the industry standard, perhaps with a review built in for when I have demonstrated that I am worth more than that.'" Of course, the interviewer is likely to immediately reply, "and what do you believe is the industry standard?"

Philip Garside counsels putting forward a range of salary levels, and not tying yourself to a specific figure. And, as you've done your research on what the position will be worth, you can confidently aim at the high end of the scale. "If you believe a fair salary for the position is $42,000 but you are prepared to accept $39,000, the range to put forward would be $39,000-$45,000," he says. "If offered the position, you are much better placed to negotiate the deal you want. It is your task to get the starting salary as close as you can get to $45,000, and theirs to get you as close as possible to $39,000."

This is where the role of a recruiter changes the situation. A recruiter is given a lot of responsibility from their client, the employer; the recruiter can negotiate with the employee on the employer's behalf. "Our role can be quite strong in that area," Ray Hince confirms. "We represent our client, but we also help the candidate put their best foot forward. We know the salary range on offer, so an employee should identify their minimum salary level but aim higher, giving themselves space for negotiation."

A recruiter will also know the past earnings of a candidate, so both parties have a pretty good idea on what to expect from each other. A recruiter wants to deliver a value-for-money quality employee to their client, but usually their fee is a percentage of the employee's salary.

There is still room for negotiation when a recruiter is in the picture, even when the latter has indicated the employer's expectations — usually, there is still a salary range to explore. "Provided the lines of communication are kept open between the candidate and the employer, then there are no surprises when it comes to salary negotiation," says Ray Hince. "When an employee is making a direct approach, then it's a different environment. Through research they should identify the likely range, determine their minimum salary level — and negotiate from there."

"I told them what I thought I was worth, which was a different figure to what I was earning in my previous job."

There is a financial penalty exacted from those who are too lazy or in too much of a hurry to research salary information.
Salary history

When it comes to establishing a salary range or starting with a figure for negotiation, a prospective employer might bring up that hoary old chestnut: previous salary history. The theory is that what you were most recently earning will have a strong bearing what your new salary will be.

Nick Corcodilos doesn't buy that theory. "Employers have no business asking for your salary history. It's confidential. It has nothing to do with hiring you. Imagine what they'd say if you asked to see the history of salaries they've paid for this job over the past ten years. Or, if you were to ask the manager what his current salary is. In fact, your new salary is a judgement of your present (and future) value. It's the employer's task to work out what your job is worth, and it is completely unrelated to your past earnings."

Andrew agrees, and takes a positive view of the past-salary question. "I told them what I thought I was worth, which was a different figure to what I was earning in my previous job. But if you can't avoid it, the past-salary figure enables you to put the first stake in the sand and argue, 'If I'm earning that currently, why would I move to a new job with you?'"

When you divulge your salary history, you put yourself in a corner that's very difficult to negotiate your way out of, Nick Corcodilos says. "I agree philosophically with that argument, but in practice your recent salary is going to be an indicator of what you're worth," counters Ray Hince. "These days there are strongly established market ranges within professions — food sales reps, for example, earn a certain salary with standard conditions. Talking about past salary isn't a big bogey, and by and large, your past salary history will be clear to a prospective employer."

Are you wondering why you have to learn all this stuff about salary negotiating? If you like the employer, and the employer likes (and wants) you, aren't they going to try and make you a happy and productive employee with a wonderful salary? "The employer will rarely tell you the most they are willing to pay," Richard Nelson Bolles says. "The employer's goal is to save money, if possible. Your goal is to bring home the best salary that you can. Nothing's wrong with the goals of either of you. But it does mean that salary negotiation is proper, and expected."

It was expected in Andrew's case. "If I had rolled over and laid down with the first figure they offered me, then my employer wouldn't have had confidence in the work I was doing for them. Obviously, if you're a hard but fair negotiator for yourself then you'll also bring those qualities to the job."

"Employers respect a person who can negotiate well," confirms Ray Hince. "But they also like people who will pursue realistic goals in negotiation."

Some names have been changed to protect privacy.

by David Cohen

Insider tips on interviews

2010-06-06T17:49:00.001-07:00

Recruitment consultants from Tanner Menzies offer their interview tips for candidates.

Interviews are an integral part of your job search. They should not be viewed as adversarial, one-sided interrogation during which an interviewer mercilessly questions you. Rather, it should be perceived as a forum which facilitates the exchange of information in an interactive conversational manner.

Preparation

* Organise your clothes for the interview in advance. Remember to dress conservatively — suitable to the culture of the company and the image you wish to project.
* Assemble relevant information beforehand (eg documentation, qualifications.
* Understand your remuneration package.
* Research the company (using published materials and contacts) so that you are able to ask "intelligent questions".
* Interviewers often seek practical examples of past behaviour, which help demonstrate your competencies. You should be prepared to share examples of achievements or past behaviours. Ensure you describe the situation, the action you took and the results or outcomes of your action.

Arrival

Be on time!

This means not only don't be late, but don't be early, and don't arrive with "baggage". If you walk in carrying unnecessary items, you may give the wrong first impression. Smile. Make eye contact and give a firm handshake.

Interviewers frequently use "small talk" to break the ice. Follow the interviewers lead on this, but don't initiate a lot of small talk yourself. This could set the wrong tone.
Interview structure

No two styles of interviewing are the same. Go with the flow, but remember that interviewers value such qualities as:

* Warmth
* Brevity
* Honesty (never lie)
* Rapport
* Energy
* Enthusiasm
* Clear communication

Normally, the interviewer gets information from you and then tells you about the position. However, this order of doing things varies form one interviewer to the next.

If you feel your body language is conveying anxiety, it is usually best to verbalise it. (For example, "I haven't interviewed in years and I'm a little surprised to find myself nervous"). Verbalising your nervousness often reduces it and interviewers are usually empathetic.

Article index

* Preparation
* Arrival
* Interview structure
* Follow up
* Common traps

Closing the interview

Prepare pertinent questions to ask towards the end of the interview. Some examples include:

* Is it a new or existing position?
* What are the responsibilities and priorities?
* What are the reporting relationships?
* What resources are accessible to the position?
* What is the criteria for measuring success?
* What is the next step?
* What long term career opportunities are available?

Don't initiate any discussion about remuneration at the first interview. However be open and honest if the interviewer asks.

Ask (if you haven't been told) what the process will be after the interview has been completed.

Have a couple of positive comments to make that recap some of the highlights of the conversation. Reiterate your strengths. If you are genuinely interested, say so. Leave the interviewer with a good impression — smile. Firm handshake. Don't blow it by relaxing too soon.

Verbalising your nervousness often reduces it and interviewers are usually empathetic.
Follow up

Immediately after the interview, write a follow-up letter regardless of how you think the interview went. The letter should be brief, relevant and:

* Express appreciation of time and opportunity.
* Recap/emphasise salient points.
* Add points you didn't cover.
* Reiterate/elaborate how you can contribute.
* Express interest in continuing dialogue.

If you have been asked to send further information, ensure this is done quickly and efficiently.
Common traps

* Being too friendly.
* Not listening to questions carefully.
* Saying "we" instead of referring to your own achievements.
* Making very general statements which lack substance.
* Being over enthusiastic.
* Being poorly prepared.
* Slouching, mumbling, speaking slowly.
* Knowing nothing about the company to whom you are talking.
* Making derogatory remarks about your present or former employers.

Remember, not all positions you are applying for will be right for you. The purpose of the interview is to help you (as well as the company) sort out if the "fit" is right. Remain positive.

Copy supplied by Tanner Menzies

Amazing Cape Reinga, New Zealand

2010-06-06T17:20:00.001-07:00

We finally visited Cape Reinga for almost two years of stay in New Zealand. Cape Reinga is the northernmost point of the North Island and one of New Zealand beautiful place to visit. It is where you can witness the breathtaking view of two vast expanses of water, the Tasman Sea and the Pacific Ocean, crashing together as they meet below the Cape Reinga lighthouse.

Cape Reinga lighthouse

Cape Reinga lighthouse and signage showing distance from other countries

Amazing scenic view of Cape Reinga

We chose to travel with our own vehicle to really enjoy the scenery along the way. We depart from North shore, Auckland at 4:00am Saturday and arrived in Kaitaia at 8:00am for breakfast and had some rest, we also book for accommodation for the night stay.

Showing walk trail going to lighthouse

Cape Reinga Trail

Lighthouse

Cape Reinga lighthouse where you can witness the Tasman sea and Pacific ocean collides.

Our first destination was the famous Ancient Kauri Kingdom where you can find Ancient Kauri wood dated at more than 45,000 years old. It predates the migration of Neanderthal man and was already buried in swamps more than 25,000 years before the onset of the last Ice Age.

Ancient Kauri is the oldest workable wood in the world.

Ancient Kauri is considered worldwide a valued heirloom connecting us by its beauty and ancient history.

Ancient Kauri Stump Couch

Then we stop over at Ninety Mile Beach to have a good view of long stretch of the beach. Here you have option to take the beach route but your car must be a 4 wheel drive otherwise you will get stuck on quick sand.

Ninety Mile Beach, New Zealand

Showing the long stretch of Ninety mile beach. Truly fantastic!

Our next destination was the giant sand dunes or sand safari where you can do sand surfing or just enjoy the hot hot sand and just be feet.

Amazing God's creation

We climb up to the peak, it's really exhausting but the experience of nature is truly great.

Sand Safari, New Zealand

3:00pm Saturday, we went back to Kaitaia to stay overnight at Northern hotel. The place is lovely and the host is really friendly. We had some wine and loads of beer.

10:00am Sunday, we checkout at the hotel and head to Bay of Islands for a swim and enjoy the wonderful beach.

Bay of Island

The Bay Of Islands in New Zealand boasts a unique coastline sheltering over 150 small islands in its arms.

The Bay of Islands is a haven for water sport enthusiasts who can enjoy the calm blue waters of the bay. There are a lot of water-based activities on offer, including kayaking, swimming with dolphins, game fishing and boating. Several coastal paths line the bay, and visitors can enjoy the tranquillity of the area and the stunning views. Often whales and dolphins can be seen in the bay, so cameras are a recommendation. There are many photographic opportunities in the Bay of Islands, including the nearby Haruru waterfalls which was our next destination.

Haruru Falls

We end up our adventure here in Haruru where I jumped over a 5 storey building...nah.. just kidding.

The two day trip is pretty tiring however the experience is really realy great.

Just 2 days when your out for nature is PRICELESS!!

P.S. Please check my other blog on the blog list on the right side of the page. I have a lot of little things to share with you all. Enjoy and God Bless us all.

Top 10 Places to Visit in New Zealand

2010-06-06T17:18:00.001-07:00

New Zealand has so many outstanding places to visit that it is difficult to choose among them. We know that your vacation time is both brief and valuable. Our recommendations for the best places to visit will help you find the right place for your vacation in New Zealand.

Be sure to note that the period of the seasons in the Southern Hemisphere is the opposite of the Northern Hemisphere. During our summer, the Kiwis are experiencing winter. So if you want to ski in Queenstown, July and August can be the heart of the season. If you are not a skier, don't let the concept of winter stop you from taking your summer vacation in New Zealand, since the snow usually stays at the higher elevations.

A trip to New Zealand should cover the country's two major islands, known simply as the North Island and the South Island. Both islands are interesting, but we recommend that you spend the majority of your time on the South Island, which, in our opinion, is pretty close to paradise.

1. Fiordland National Park

This park is part of the South Westland World Heritage area and is New Zealand's largest national park and one of the largest in the world. The scenery in Fiordland is nothing short of stunning, with deep fiords, steep mountains, raging waterfalls, and lush rain forests.

Fiordland is also home to Milford Sound described by Rudyard Kipling as the ‘Eighth Wonder of the World’ and Doubtful Sound which many say is even more spectacular. Another major attraction are the spectacular walks including the world famous Routeburn and Milford, the latter being billed as the finest walk in the world in the early twentieth century by London Spectator in England.

In addition there is the mighty Sutherland Falls which is one of thousands of waterfalls in the park, and one of the highest in the world, amazing diving, dolphins, seals, and rare bird life. If all this doesn't convince you to visit, then there is also Mitre Peak a mountain that rises to the staggering height of 1 mile straight out of the ocean. Fiordland is however one of the wettest places on earth and when it rains, thousands of waterfalls put on quite a show. (Imagine countless raging waterfalls side by side thundering into the salt water of the sea.)

Mitre Peak Mountain

On a fine day the landscape is so other worldy that you would think that you were in the movie Lord of the Rings, which is no exaggeration given that much of the movie was filmed here.
Fiordland is situated in the Southland region.
Milford Sound has been rated the number one travel destination in the world as voted by users of Tripadvisor. Rudyard Kipling had previously called it the eighth Wonder of the World, and it is currently in the final list for the New Seven Wonders of the World.

Beautiful Milford sound view

Milford Sound is located in Fiordland National Park. It was incorrectly named a sound, as it is a fiord. A fiord is a valley which has been inundated by the sea, as the result of glaciers eroding the valley floor in the past, below todays sea level.
Milford Sound is the most accessable of 14 fiords and arguably the most spectacular, although many think that Doubtful Sound is even better. It is certainly much bigger, but is harder to reach.
Boat trips on Milford Sound take you out to the Tasman Sea and back. The trip passes many spectacular waterfalls falling from huge cliffs. The boat gets close enough to some waterfalls allowing you to hold a cup in the air to collect what is known as the worlds cleanest water. Seals can be seen sunbathing on the rocks and dolphins often ride the wake of cruise boats that travel through here.
Milford Sound is certainly a visible spectacular work of nature but what is not obvious is what lies beneath the water. The first few feet of water in the fiord is darker fresh water which is runoff from the melting snow on the mountains that flows through lush rainforest and down the steep cliffs into the fiord. Below that layer of fresh water is the salt water of the Tasman Sea. This unique combination of fresh and salt water tricks deep sea plants in to growing closer to the surface than otherwise and this provides divers are rare opportunity to see them. Divers can also be rewarded with a rare black coral that is unique to this area.

2. Abel Tasman

Abel Tasman is New Zealand's smallest National Park, but contains the sunniest climate together with the best coastal scenery in the country. The Park is famous for the many superb white sandy beaches and coves that look out onto the clear waters of the Tasman Sea. Beyond the beaches, the park is covered in lush rain forest and Manuka, which is a type of tea tree. The Abel Tasman walk is a great way to see this park, it takes 3-5 days to complete. Sea Taxis are also available and can drop you off at any number of beaches within the park. This gives you the complete freedom to do a full or partial trek, or alternatively you can spend your time just relaxing on the beaches of your choice.

Kayaking at Abel Tasman

Kayaking is a popular alternative way to see this superb park as you have access to all the beaches, including those that the walk misses out on.

3. Queenstown

Queenstown sited on the shore of beautiful Lake Wakatipu, is surrounded by the luscious beauty of a mountain chain known as the Remarkables. The town is the focal point for a large and diverse recreational area. Queenstown is a place where you can "sit and think" or participate in various outdoor activities, some of them quite unique. The shopping is OK but limited and cultural attractions are sparse.

Queenstown, New Zealand

For action adventure and scenery Queenstown has it all. This beautiful lake side town is surrounded by mountains and is one of New Zealands premier tourist destinations. It is the home of bungee jumping and jet boating which are both New Zealand inventions. Other action activities include parapenting and white water rafting. Queenstown is also one of the Southern Hemispheres premier skiing destinations and enables skiers from around the world to ski during the Northern Hemisphere's summer. If you are not an adrenaline junkie then Queenstown is still a must see, even if it is to just admire the spectacular mountain scenery while enjoying the many cafes, restaurants, and shops on offer.

Adrenaline rush - Bungy jumping

The 'Adventure Capital of the World' is a reputation well earned. Queenstown is the home of adventure in New Zealand. We have everything that the adventure seeker could ever want - you can bungy jump with the world's original bungy company AJ Hackett Bungy, tandem skydive with NZone 'The Ultimate Jump', go white water rafting with Challenge Rafts or jet boating with Shotover Jet. Or you can combine the excitement with Queenstown Combos.
Queenstown is a 'Natural Theme Park', such are the seemingly endless array of adventure activities and leisure holiday options to choose from. The spectacular geography of the region creates a special atmosphere and unique setting that has made this town famous the world over. As well as the many adventure activities on offer, Queenstown is also home to Lord of The Rings, filmed amid the mountains, lakes, rivers and forests and is the gateway to Milford Sound, Fiordland.

4. Rotorua

Rotorua is famous for its volcanic activity. The area contains many Geothermal Reserves such as Waimangu, Waiotapu and Whakarewarewa, which are all situated in beautiful natural surroundings. All these reserves have great examples of geysers, boiling pools, hot springs, boiling mud and volcanic terraces and craters. Rotorua also has many beautiful lakes to swim in and plenty of native bush for trekking. Mt Tarawera is also close by and there are tours by 4WD that take you up to the top of this volcano. The view is spectacular and you also have the opportunity to walk down into the crater. Rotorua is also a great area to learn about Maori Culture.
Rotorua is situated in the Bay of Plenty region.

5. Bay of Islands

The subtropical Bay of Islands is the finest maritime park in New Zealand. There are about 150 islands to explore with many superb beaches and secluded bays. The park has an abundance of marine life, including Marlin, Whales, Penguins and Dolphins. The Bay attracts many people the world over including fishermen, golfers and marine enthusiasts and of course tourist who just want to enjoy the subtropical climate and swim in some of the best beaches in New Zealand.
The Bay of Islands is situated in the Northland region.

Bay of island view

6. Mt Cook

Mt Cook and surrounding area is an alpine park that is part of the South Westland World Heritage area. Mt Cook is Australasia's highest mountain and Mt Tasman and Mt Sefton the 2 neigbouring mountains come in at 2nd and 3rd respectively. Mt Cook National Park also has the worlds longest ski run, down the Tasman Glacier. The park doesn't contain many trees or plants, it is best described as a snow covered rocky environment. However Lupins grow well in the mountain soil and these plants come in every colour imaginable which this gives this harsh environment a more gentle and picturesque look. The main accommodation here is the Hermitage Hotel and is also the main departure point to the many scenic walks and Guided Treks in this park.
The Ball Pass is a challenging 3-day alpine crossing of the Mount Cook Range and allows close views of New Zealand's highest mountains. Anyone attempting the crossing without a guide needs to be an experienced mountaineer. There are other walks for those without mountaineering experience or the chance to take a helicopter or plane ride to the top of the Tasman Glacier and back.
Mt Cook National Park is situated in the Canterbury region.

Mt Cook National Park

7. Westland National Park

This National Park is part of the South Westland World Heritage area and is famous for its 2 glaciers, Franz Joseph Glacier and Fox Glacier. These glaciers are unique as they are the closest to the coastline of any glacier in the world outside of the polar regions, which means that they are not only accessible but the climate is much warmer compared to other glacial sites in the world. The park is also covered in a lush ancient rain forest and is backed by steep cliffs and mountains. It seems like a contradiction when viewing the glaciers from a rain forest, and it is this phenomenon that makes this area unique. The rugged coastline is only a drive away and there are some great views of the glaciers and mountains reflecting in some of the lakes in the area. Westland National Park also has many activities on offer such as a trek up one of the glaciers or a helicopter ride up to the top of the Southern Alps and back. If you want nature and spectacular scenery, and you don't mind rain then Westland National Park is a must see.
Westland National Park is situated in the Westcoast region.

Westland National Park

8. The Tongariro National Park

Tongariro is a World Heritage Park and one of the oldest National Parks in the world. The park contains 3 active volcanos that are situated in a desert like landscape. The area gets regular snowfalls in the winter as it is situated at high altitude. Mt Ruapehu is the largest volcano and home to most of the ski fields in the North Island. However this volcano erupts regularly and last erupted as recently as 1995 and 1996. Another volcano, Mt Ngauruhoe is right next to Ruapehu.

Mt. Ruapehu Ski field

The Tongariro Crossing is a tough one day walk that comes recommended, and shows off the best that this park has on offer. National Geographic has classed it as one of the top 10 one day walks in the world.
The Tongariro National Park is situated in the Taupo region.

The Tongariro National Park

9. Coromandel Peninsula

This area is blessed with a superb climate and contains some of New Zealand's most scenic beaches and coastline. There is even a thermal beach here called Hot Water Beach, which has volcanic heat rising through the ground. All you have to do is dig a hole in the sand and wait for it to fill up with water, and presto, you have your own spa pool. Inland this area is covered with extinct volcanos which provide many good views. These volcanic cones and the surrounding area are covered in temperate rain forest, so the terrain is ideal for tramping (trekking). The forests contain the tallest fern trees in the world, some reaching heights of 20 metres or more. The abundance of fern species in the Coromandel gives the area a subtropical look and feel.
The Coromandel Peninsula is situated in the Coromandel region.

Coromandel Peninsula

10. Kaikoura

Situated on the East Coast of New Zealand's South Island is the seaside town of Kaikoura which overlooks majestic mountains which are snow capped for many months of the year. In the waters off the coast an abundantly rich habitat for marine mammals and seabirds exists. Kaikoura is one of the few places in the world where whales can be seen all year round. In addition, dolphin swimming, seal swimming, fishing, diving, shark diving, and a large number of both land and water based activities are available.
Kaikoura is situated in the Canterbury region.

Kaikoura

Sample cover letter

2010-06-06T17:04:00.001-07:00

Here's the cover letter that I used when I'm applying for a job. Please edit according to your field and circumstances. I start sending application even after the ITA and from there I've started to learn the key skills that NZ companies needs in relation to my background.

P.s. please help me share this website to your friends and spread the gesture of kindness to everyone...God Bless.
===================================================================================

Dear ???,

I am writing to express my interest to apply for CAD Draftsman in your organisation. I believed that my experience and expertise in the field of engineering matches your criteria and requirements.

I am currently waiting for my Work to Residence visa result and I am optimistic to receive in a month period. In connection with this, I am now seeking for a possible interview arrangement or employment offer to prospective company or employer in New Zealand.

For a brief background of my qualification, I obtained a Level 6 Diploma in Civil Engineering issued by New Zealand Qualification Authority (NZQA) for my education and has 10+ years proven track record and technical expertise in civil/structural engineering from a reputable consulting and construction firm. I also have strong communication skills and works well in a team-led environment.

Please find attached CV for your review and consideration. Thank you for your time and I appreciate for your reply.

Very Truly Yours,

Andre

Wage gap across the ditch to increase

2010-06-06T17:03:00.001-07:00

The trans-Tasman wage gap is likely to grow this year, a new survey has found.

The study of 250 Australian and 180 New Zealand businesses found that almost 80 per cent of Aussie employers planned to boost wages in line with inflation over the year.

Across the Tasman, just over half of Kiwi businesses would boost pay packets, according to the poll conducted by accounting firm Grant Thornton.

A partner at Grant Thornton New Zealand, Peter Sherwin, said the country "might be on the cusp of another brain drain".

"It is not a good sign to see the skilled younger people leave the country," he said.

Not only will this trigger a skills shortage in New Zealand, but the country will suffer as the result of reduced tax payments.

Mr Sherwin said the reluctance to increase New Zealand wages is a ripple effect of last year's tough economic climate.

"New Zealand went into recession, Australia didn't," he said.

"The impact of that is that there's been more pain and suffering in New Zealand businesses than in Australia through reduced sales and therefore profitability."

Big businesses are moving their headquarters to Australia, forcing highly skilled Kiwis to cross the ditch and take the "greatest financial carrots dangled in front of them".

"A number of higher paying jobs that we used to have have migrated," Mr Sherwin said.

"The last thing New Zealand wants now is to have our recovery stalled by a shortage of talent."

By Nicky Park, 9News

'Premature Ageing' Hitting Workforce

2010-06-06T17:02:00.002-07:00

Monday, 15 February 2010 - 9:08pm

Wellington, Feb 15 NZPA - New Zealand's workforce is being hit by "premature ageing" and needs to boost its numbers, says a Waikato University researcher.

An expert in regional demography, Professor Natalie Jackson, said New Zealand was losing people aged 20 to 40 -- mainly due to emigration -- which was driving up the median age of the population.

"Crunch time is approaching with the number of retirees set to boom and fewer and fewer young people coming into the labour market," she said.

"The issues are huge because New Zealand is parked right next to Australia, which has an older population than New Zealand, and is like a vacuum sucking in Kiwi migrants."

Europe's population had stopped growing, and that region was interested in skilled young people from New Zealand.

"We can't necessarily count on filling the gap with skilled migrants given the fierce international competition to attract these people," Prof Jackson said.

New Zealand needed to get more women into the workforce, she said.

A former president of the Australian Population Association, Prof Jackson has spent the past 15 years in Australian universities researching the regional impacts of population ageing, and differences between indigenous and non-indigenous people in Australia and New Zealand.

She has acted as a consultant on ageing populations and said that Tasmania had also been losing young people, like New Zealand, which caused an "applecore shape" in the population's age groups -- thinned out in the middle.

"This has huge economic implications because it's the young people who buy the houses and take out first mortgages, they're the ones who have the children and they're the ones who buy the whiteware," said Prof Jackson, who heads the university's centre for population studies.

The university wants to create a national institute of demographic and economic analysis over the next two years, and Prof Jackson said she also wanted to develop research known as feminist demography -- which views the family as an entity producing the future labour force and taxpayers.

"With fewer young people around to replace ageing baby boomers in the labour market, we're going to need all hands on deck," she said. "It's the family that generates these future workers and taxpayers. We need to...see more investment in the family."

How to create successful CV

2010-06-06T17:02:00.000-07:00

How to Create a Successful CV

In today’s competitive job market, you only have thirty seconds to impress a potential employer with your CV.

With many employers now receiving hundreds of applications for each advertised vacancy, how do you know what they are really looking for and how can you make your CV stand out from the crowd?

Simple, professional layout

Your Curriculum Vitae is your marketing pitch and should be presented in a professional, business like format. As with any marketing document, it is important to ensure that the reader can absorb the key points quickly – the quicker they engage, the more likely they are to buy. CVs should be no more than three pages; layout should be simple, concise and easy to read.

Importance of the first page

If the first page of your CV does not capture the attention of an employer, you will not be shortlisted for interview. An employer needs to be able to make an immediate decision as to whether you have the appropriate skills and qualifications to perform the role. Including a profile at the top of your CV, is an effective means of matching your background to employer specification and ensuring that the employer knows that you have all of the essential ingredients to be successful in this job.

Highlight your achievements

CVs should be drafted in an achievement driven format. Employers should be listed in reverse chronological order, with more weight given to your most recent roles. Under each position, briefly outline your responsibilities but place the focus on what you have achieved in each role. If possible, quantify your achievements as this creates a strong impact e.g. “through the introduction of robust controls and procedures, I reduced the debtor days outstanding from 50 to 40 days in the first six months of 2009.”

If you are struggling to identify your achievements, try to focus on what made you a valued employee. Were you adept at streamlining processes and procedures or did you find a more efficient way to do something? Were you given the post of “super user” on your IT system and given the responsibility of training staff? This adds personality to your CV and helps create a much stronger impact than simply listing duties and responsibilities.

Review regularly

Many people fall into the trap of simply adding to their CV each time they move job, resulting in CVs becoming too long and too much space being given to early roles. Review your CV on a regular basis. You may even need to consider adopting a different CV layout to take account of the new skills, qualifications and experience gained, to make sure that they are presented in the most effective light.

Edit

Like all good pieces of literature, a Curriculum Vitae needs to go through the hands of a strong editor. Less is more. Only the most relevant information should feature and this will be determined by the specific role you are applying to.

Conclusion

Writing your CV is an art not a science. But one thing is clear; you have to make a connection with an employer in seconds. By carefully choosing what appears on the opening page, placing emphasis on achievements and what made you a valued employee, you can engage the attention of an employer and create that vital strong first impression.

About the Author

Laura McGrath is the owner of Interview Techniques, a leading provider of interview coaching services. She has spent the last 15 years in staffing and recruitment and is a regular contributor with RecruitIreland.com and the Sunday Business Post.

Go to: www.interviewtechniques.ie

Email: info@interviewtechniques.ie

Additional tips for tier assessment interview

2010-06-06T17:01:00.000-07:00

How will you find work ?

Answers:
a. Huge list of agencies & companies
b. Information about career advice – CVs, interviews, job hunting tips
c. Updated my skills
d. Made a few contacts in NZ
e. Decided it is best to emigrate first, then look for a job in our preferred area

Have you tried to find work ?
Two options:
a. Find a job, submit CV, go for interview, start over again
b. Find lots of companies & prepare for an intensive job search on arrival
Reasons:
---Uncertainty of when we’d get to NZ
---PR
---House sale
---Didn’t want to mess employers about

We've chosen option (b), and could back it up with a list of companies etc.

What obstacles to finding work might you encounter ?

Answers:
a. This rather stumped me because I automatically prepare for other options, so I don't notice the obstacles
I guess you need to consider whether you might have obstacles in your career.

What will you do to make settling OK ?

Answers:
a. With kids and a dog we’ll meet lots of new people – we do that a lot !
b. Playgroup and toddler club for our kids
c. My wife has a mums & toddler/baby group who meet in each others houses
d. New friends from work

Have you got family or friends in NZ, that will actually provide support ?

Answers:
a. No family, but forum friends. I'm naming no names, but people on here were mentioned
b. It's real support that matters. So you need solid help, like a place to stay, or help with something.

What research have you done ?

Answers:
a. I think you can guess my answers to that

Do you know what the cost of living is ?

Answers:
a. My cost of living calculator
b. You need to know what salary you can expect, and what you could accept if necessary in order to be able to survive.

What will you do if you can't find work. The wrong answer is "I will only do xxx, and so I'll just give up !".

Answers:
a. Look in other parts of NZ
b. Look for anything to do with computers !
c. You need to show that you are not going to only accept the job you think you 'deserve'. Flexibility and drive to get 'something' is I think the answer.

1) How are you going to apply your skills in NZ?
2) What do you think are the difficulties you'll encounter in finding work in NZ?
3) What challenges have you faced in your work in your own country?
4) Why did you choose NZ over other countries?
5) What made you decide to go to NZ?
6) What do you know about the living costs/labour market/climate in NZ? what you could accept in order to be able to survive.

LIVING COSTS:
House rental $160-250/wk depending on location and size
Electricity: $100-150/mo
Dining out: $10-30
Coke 1.5 litres: $2
Groceries: $280–350/mo

CLIMATE
Summer: Dec – Feb
Autumn: Mar – May
Winter: June – August
Spring: Sept - November

In what region do you want to settle in? Why?

3 main IT centers:
Christchurch – flourishing IT industry, located in the South Island, less crowded
Wellington – 2nd to Auckland in availability of IT jobs

Auckland – numerous IT companies; most crowded city in NZ with a population of 1M
Wellington – 2nd to Auckland in availability of IT jobs

Do you have contacts in NZ? If you have friends, what kind? How close are you? How often do you communicate? What level of support can they extend to you? Do you have their contact nos.?

What have you done, will do to prepare yourself for a successful settlement in NZ?

-sent resumes to various companies & recruitment agencies:
Sabre

New Zealand Skilled Migrant

Immigrant Engineers

Skilled Asian migrants giving the West cold shoulder

Migrant CAD Drafting Company

Shortfall in migrants could cost NZ economy 'over $1b'

Photo / David White

Is swearing bullying or a career tool?

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