May 28, 2025 • 42 mins
Struggling to get a response after applying for jobs in New Zealand? You’re not alone!!!
In this episode of Soft Landing, I share practical, proven tips to help you with securing your first job interview in New Zealand.
Learn how to format your CV the New Zealand way, write a stand-out cover letter, where to apply, and how to show you're a great fit—even without local experience. Whether you're from South Africa, India, the Philippines, or China, this episode will help you take your next step toward employment in NZ.
🎯 What you’ll learn:
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What Kiwi employers are really looking for
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Must have CV and cover letter info and format
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Where to find the best job listings
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How to boost your chances with no NZ experience
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Interview preparation tips to help you stand out
Ready to turn applications into interviews? Press play and let’s get you closer to your first Kiwi job!
Mark as Played
Transcript
Episode Transcript
Available transcripts are automatically generated. Complete accuracy is not guaranteed.
(00:04):
There are over 100,000 people whoimmigrate to New Zealand every year with
the intention to make New Zealand theirhome, leaving behind everything they
know as normal day-to-day life and havingto learn new ways of doing things, new
norms, new cultures, and different values.
There are many people who struggle withthis transition and find it challenging
(00:25):
to adjust and settle so they cancall and make New Zealand their home.
The purpose of this podcast is for meto share my journey and our challenges
with the hope that you can learn from meand my family and have a softer landing.
There will be good days and baddays, but with time, more good days.
I believe we have made theright choice for our family.
(00:47):
I want to try and help you do the same,but hopefully with a softer landing.
This is Soft Landing and Iam your host, Brett Colette.
Welcome to this podcast, designed foranyone thinking about preparing for, or
who has just immigrated to New Zealand.
Subscribe now so you never miss an episodedrawing from his personal experience.
(01:09):
This series will guide you throughthe process of preparing for your
move and helping you navigatethe challenges of immigration.
Hey everybody.
first off, just welcomeback to my podcast.
for those that listen to me regularly, I'mso grateful to have you join me again for
those that, haven't listened to me before.
Welcome.
(01:30):
and I do ask, please, goback to my first podcast.
listen to me from number one.
I really try share my whole journeyin chronological order, order, and
it'll make a lot more sense if youlisten from the first podcast just to
get to know me a little bit better.
Why I'm trying to share this information,what this podcast is all about.
But getting into it today, one ofthe things that I want to talk about
(01:52):
today is getting that first interview,and how to get that first interview.
I know it has been.
So many people out there and so manyFacebook groups that I'm part of for
immigrating to New Zealand, the bigquestion is how do I get that interview?
There's so many people that are trying,they are applying and applying, and
they're just not getting the interviews,let alone actually getting the job offer,
(02:15):
which is so crucial to be able to actuallystart that whole journey of getting into
the country, and getting your visas andsettling and actually making it home is.
You, you need the first interview andpeople are struggling with that interview.
So what I really wanted to go tothrough today is, I just wanna share
a couple of tips and just what Ifeel could potentially help you in
(02:36):
actually getting the interview andthen even, a few tips in the interview.
that, that's really what I wanted to gothrough, but be, before I even get into
all of that, it's like, why listen to me.
Yeah.
I've shared my journey and I'veexplained to you about me and my
family and the challenges we've hadand why we've moved to New Zealand.
But while, listen to me aroundCVS and interviews, et cetera.
(02:57):
So I've been in the ITindustry now for over 20 years.
and for the last 15 years I've been aline manager where I have been blessed
to be able to lead a lot of great peopleand a lot of great teams both in South
Africa and even here in New Zealand.
But what that's enabledme to be able to do is.
(03:18):
I've done a lot of interviewsboth back, in South Africa as
well as here in New Zealand.
Back in South Africa at first.
Yes.
A lot of those interviews were local, itwas local people that you were hiring.
it was South Africans, but when I wasstill, back in South Africa about 10
years ago, I was working for a globalcompany, a global IT company, and I
(03:40):
had a team that was a global team.
So I had people that were located in theus, people that were located in India.
different parts of Europe, SouthAfrica, different parts of Africa.
So I had teams that were global teams.
So what that gave me was a lotof experience in interviewing
different types of nationalities,different diverse type people.
(04:01):
so that's where some ofmy experience comes from.
And then.
Since I've moved to New Zealand, I'vebeen here for over two years now.
I have worked at twodifferent companies here.
One IT company, global company.
It was a global company thatI worked for in South Africa
that helped me get across here.
But I currently work for oneof the banks, in New Zealand
as well, in the IT department.
And I've had to recruitquite a few people.
So with that has taught me a little bitaround from a manager's point of view.
(04:27):
The hiring point of view, whatyou're looking for in your different
candidates and what makes differentcandidates stand out both from their
cover letters, their cvs, just thegeneral conversation in the interviews.
And I'll even talk through the processthat I follow and what I'm looking for.
but not only just from ahiring perspective, but
I've also had to interview.
So if I take a step back and say, when wewere still in South Africa trying to come
(04:51):
across to New Zealand, I was lucky that.
The way I got across it wasapplying for a position.
Yes.
But it was within the company that Iwas working for back in South Africa
and then being a global company.
They did have a footprint in New Zealand.
They had an office in New Zealand.
and it was actually via my wife.
She was working in the same company.
(05:12):
She reached out to the New Zealandoffice and spoke to them and started.
Probing to see if there was anypositions available for either
her or I here in New Zealand.
So that's the way she startedtrying to find opportunities.
So a big thing that she didwell is she used LinkedIn.
She would be able to go onto the internaldirectory at the company, look at who were
(05:35):
filling certain positions within the NewZealand branch or the Australian branch.
'cause often Australia is headoffice and they will hire people
to work in New Zealand as well.
So you look at bothAustralia and New Zealand.
And she would look at those key peopleand start pinging them, on LinkedIn
reading up about them, and almost, itsounds terrible, but stalking them.
(05:56):
To figure out who the potential rightpeople are to speak to about positions
that we would potentially be able tofit or teams we'd be able to fit into.
So that's how she started gettingrecognized and they actually started
engaging with her and asking if she wasinterested in a position in New Zealand.
and what my wife did is she actuallysaid, if you could get my husband a
(06:18):
job and move us across, then maybe I'llconsider it because our whole plan,
if you listen to my other podcast.
Was first for us to come across my,I would be the primary breadwinner
for the first year, but then mywife would help settle the family.
So we would take up to a year, whichis what we did, where she wouldn't be
working, just settling and making NewZealand our home, settling the kids in.
Then second year, she's onlystarted working, for an IT company.
(06:41):
So she, she was very pushy in, a nice wayexplaining them to, to look at hiring me,
and that's how they reached out to me.
And there was a position and I startedinterviewing for that position.
and I'll talk through all thosetips, with the interviews.
But just giving you some backgroundon how I got here is I went
through those interviews whenI was still in South Africa.
It was obviously online.
(07:02):
met with the relevant hiring managersand a couple of other people that
they got on the interview panel.
And yes, they, made me the offer, Idid resign from my position that I
had in South Africa and had to reapplyfor the new position in New Zealand.
although it was for the samecompany, so I didn't do a transfer.
I, but I did move within the same companyand it did help because we could almost.
(07:25):
Find an inroads, find theright person to talk to, to be
able to get near a position.
what we were also very blessed and luckywith is we didn't have the visas and
everything until we got that job offer.
So once we got the job offer is when wecould only kick off now pushing for those
work visas and everything to start moving.
and then were very patient with mebecause it took, oh, I think I, it was
(07:46):
around about November, I think thatwe got at the beginning of November.
It could have even been.
End of October, beginning ofNovember that I got the, job offer.
But then it, we only got the visas andeverything come through in January.
yeah, it was because of Christmas as well.
So we've, in my previous podcast, I'veexplained that unfortunately did delay
(08:08):
things even more because everything shutsdown between Christmas and New Year.
but they were very patient and waitedfor me to be able to get, my visas so
that we could eventually move across.
So that's how I got across.
But while working in here in NewZealand, I only worked for that company
for a year, and then I did startinterviewing for other positions.
so it, after that year, I didstart applying online, and I'll
(08:32):
talk through how I did that, butit was extremely challenging.
It wasn't easy.
You, really gotta, you just can't give up.
You just gotta keep tryingto get that one offer.
You just gotta keep reminding yourself.
It's just that one offer that youneed to be able to get a position.
So you may literally apply forhundreds of jobs out there.
(08:53):
and it, can be demoralizing.
It can eat away at your soul where youjust trying and just getting no responses.
And it's not even as if you'regetting an interview, at
least you're getting declined.
You're not even getting the interviews.
And that's when it's so frustrating.
You're just thinking.
How am I ever gonna do this?
Am I ever gonna be able to finda job and you need that job,
but I just need that interview.
I just need to get in front of themjust to let them meet me and so that
(09:16):
I can talk to them, show them who Iam, and that I am the right person
for this position, and at least getthem to consider me be in the running.
So that was so demoralizing and whereI was also very blessed is I had my
wife that would just keep chi me andpushing me on and saying, don't give up.
Don't give up.
Just keep trying.
You just need that one position.
And it did work out.
Eventually I did get that one, one offer.
(09:37):
What I also did learn is when you doapply again, watch a time of year.
I clearly didn't learn from the first timearound from when I was in South Africa.
'cause I, was applying and onlygot the, to be fair, I did start
applying from the middle of the year.
and it's only when my wife startedtowards the end of the year.
Approaching people internally.
And then I got the offerinve October, November.
So it did end up being overChristmas where we had to,
(10:00):
get all the visas and stuff.
But when I was in country, after ayear of working at that company, I
did start applying for new positionsagain towards the end of the year.
So it was the end of November, beginningof December, which is a terrible time
to be applying because from around aboutthe 20th of December, I'd say to probably
around the 16th to the 20th of January.
Nothing happens here.
so you may be applying, but all therecruiters, even internal recruitment
(10:25):
at companies or hiring managers,a lot of people are on leave.
so those interviews just don't get set up.
They just don't get back to peoplein that time period generally.
So it's only when they get back fromtheir leave towards the end of January,
even beginning of February, they startpicking up on potentially all those.
Applicants that they've, put the adout for that have applied and they
start working through those cvs.
(10:47):
So just keep that in mind as well.
Tip, if you are applying towardsthe end of the year over that
Christmas period, there will be adelay until around about February.
Another one you also gotta be carefulof with delays is if you are applying
in the beginning of the year.
A lot of the financial year endsare around about April, may, June,
so a lot of people may put ads outfor positions and you can apply for
(11:07):
them in the beginning of the year.
But they probably will only hirestarting their new financial year.
So there could also be potential delaysthere with, getting into position.
So just keep those inthe back of your mind.
But getting back to the tipsthat I wanted to talk through.
So I have made some notes.
You might hear some clickingwith my mouse, but I want to
go through some of those tips.
Let me open that up quickly over here.
(11:29):
So I just keep my notes here.
So the first thing to keep in mind is.
Your cv.
So there is a particularformat, format that they're
looking at here for New Zealand.
the easiest way to explain it is it'sgotta be more succinct and to the point.
You don't want a CV thatdrags on for 5, 6, 7 pages.
I know you, you may havea lot of experience.
(11:51):
A lot of certifications anda lot of information that
you wanna share in that cv.
But if it's too long-winded, it doesn'twork well, the, that here, they're
looking for a more succinct and to thepoint, probably maximum two page cv.
One of the things you don't also,you, can debate whether you want to
put a picture on the front or not.
I, I, don't think that's a. Here.
It's not a biggie whether it'shere or not, but you don't
(12:14):
have to put on your gender.
You don't have to put on your age.
You don't have to put on, ID numbersall the rest of the, I know back in
South Africa it was a big thing whereyou would put on your, ID numbers, your
gender, and a lot of that information.
You don't need that here.
there are not.
Gonna be biased based on your genderor any of that type of information,
age, or anything like that.
They're not gonna discriminate.
(12:34):
It's more that are looking for peoplewith the right qualifications, but
it's not just the qualificationsthat are important here.
They, those soft skillsdon't underestimate those.
they mean a lot here.
It's a big thing for them to try and find.
A person that will fit in with theteam that is a team player, that is a
(12:55):
person that will just gel with the team.
So they're looking at personalitytraits, they're looking at
attitude, they're looking at.
The way you communicate, they're lookingat the way all those soft skills that
they're looking at, those are important.
So when you're, you're going throughyour cv, I think what it's important
is you gotta have a brief statementabout yourself at the top of your cv.
(13:19):
But it's almost like you,that elevator a pitch of.
Why me?
What makes you different?
Why are you unique?
what are your top five skillsand what are you good at?
So you are really trying to standout and grab their attention.
It's like a hook in the beginningabout why we should look and
read on further about you.
(13:39):
So keep that in your, littlebrief statement in the beginning
of your cv, that statement that'sat the beginning of your cv.
It's important that it mustmatch all your social media.
content with business, social media.
So I'm talking about LinkedIn.
I'm talking about seek, which isa application here for recruiting.
(14:00):
So if you're looking forjobs and job hunting, seek is
where you would want to go.
Look in.
New Zealand as well as on LinkedIn.
What you wanna do is both your profileon Seek and your profile on LinkedIn.
You must make sure it matches your cv.
They must all match up.
You don't want to be saying onething on Seek and another thing on
LinkedIn and your CV is something else.
(14:22):
Be it job titles, be it experiencetimelines on when you are at certain
companies, it all needs to match.
So just make sure that is the case.
Getting back to your brief opening,on your LinkedIn, your seek and
your CV all need to match and play.
What you can do, you can go anduse chat GPT and put in a little
(14:45):
bit of a writeup about yourself.
Get it to put it in a professionalformat that can get you 70% of the
way of trying to get it into a nice.
Type of typed up wording in English,but please, don't just copy paste
what you've got out of chat.
GPT.
Make sure you review it.
You've gotta use that littlebit that to close that 30%, 20%
(15:06):
gap, that's still outstanding.
It's gotta be relevant to you.
It's gotta be, have your flavorto it, so you just gotta adjust
it to make it real, to make it.
Just feel like it's not acomputer that's written it.
I don't know how else to explainit, but yes, use chat GPT.
Yes, it can help in writing it up,but you've gotta go and edit it.
You've gotta go and review it andtry to get that up in your cv.
So just recapping, making sure that seekLinkedIn and your CV are all matching up.
(15:31):
Make sure that you.
Write up a little brief about yourselfon all three platforms, but it's
keep in mind, it's always that hook.
You're trying to, why me?
Why should, why consider me?
What am I good at?
What am I all about?
Why am I different from anyone else?
Okay, what am my passions?
What do I really enjoy?
So try and get that intothe first little bit.
(15:54):
The other thing that goes hand in handwith your CV is your cover letter.
Now this is, important.
Don't underestimate that cover letter.
So talking now from a hiring manager'spoint of view, when you're sifting
through all these cvs, the first thing I'mgonna be looking at is the cover letter.
once it's actually got in frontof me and it's on my desk to look
(16:15):
through a whole lot of candidates,and I'll talk you through some of the.
Tips of what happens first beforeit even comes to the hiring manager.
So once it's come to me and I'vegot a couple of cvs to start
reviewing, the first thing I dolook at is the cover letters.
But now what I look for on the coverletter before I even look at the CV,
is I want to read that, that openingparagraph and almost try to understand.
(16:38):
It must again be that hook, but itmust be related to the advert of the
position that I've put out there.
It must relate to our company.
So this is where the research comes in.
So if you are applying for a position.
You, need to read through that position.
Look at the wording that was used inthe job ad, look at what the position
is all about, and then give it a bitof thought and say, why would you be
(17:02):
the right candidate for that position?
So when you write that openingparagraph, it's almost trying to
say, this is why you would choose me.
This is why I love the position.
and this is how I could add value.
So it's almost oh geez,I wanna read further.
I wanna understand, oh, okay, letme read further why this person is
(17:23):
actually potentially the right fit.
At least they've made the effortto read the, job ad read up about
the company, and they're startingto match why, for me, why they are
the perfect match for the position.
I'll give you an example.
So one of the positions I'veapplied for here before.
Is at Teta Aura.
Teta.
Aura is the health ministry here in,New Zealand now, further back, just
(17:44):
way back when, I was a lot younger, oneof the things that I used to do was,
I, studied to become a paramedic andI used to do a lot of volunteering,
at the local fire stations and.
the local emergency services backin South Africa, so as a paramedic.
So it was a passion of mine,why I didn't carry it on.
That's another podcast becauseof money, finance and whatever.
(18:05):
And that's how I got into it.
But I really loved, helping people andgetting out and doing medical support
and I love the adrenaline rush fromit, but also being able to help people.
So that was something thatwas a passion of mine.
So when I applied for a positionat taura, I related back my.
Passion for helping people thatare in a medical situation and are
(18:28):
referred to being a paramedic, althoughI'm applying for a position in it.
I was just trying to tie why I'm agood candidate for the company and why
our, interests, our passions align.
So that was almost how I started wearingthe opening lines of my cover letter.
And just so you know, I didget an interview at ura,
(18:49):
but I opted not to go there.
I actually opted to move to the bank.
that I'm working on currently.
So it must have worked somehow becausethey opted to, meet with me and,
have an interview and all the rest.
So that's just an example ofhow I'm trying to say, make sure
that cover letter is relevant.
Read up about the companythat you're applying it.
(19:09):
Try and understand what aretheir values, what is their
mission, what is their purpose?
try.
I know it sounds terrible, but if you'rereally interested in that company and that
position, it really sounds good for you.
read up about, go to their websites, tryto figure out who's their management.
Go onto their LinkedIn sitesand see, okay, can you find
out who the hiring manager is?
Try to find out a little bit aboutthem, what their interests are.
(19:32):
I know it sounds so stalkerish, but Ipromise you if you can do a little bit
of this homework and you can try andtype back your cover letter can be so
specific and stand out so much more.
All those other generic cover lettersthat just come across your desk
where everybody's copy pasting.
They've got a template.
You can see it's the sametemplate, the same wording,
the same gp, chat, GPT output.
(19:52):
So it's yeah, okay, it's good,but it's the same as the other.
It's the same.
They're not standing out.
You want to try standout, you want to be that.
That person that is just SS brings theinterest so much more than anybody else.
and this is not even talkingto the technical side yet.
This is just talking to you andtrying to match you as a person to
(20:13):
the company and what the company'sall about and what the manager is
about, and why you would fit so.
Put a little bit of effort intothat, because that's the hook.
You've gotta remember when,what is your goal here?
Your goal is to get the interview.
Okay?
That's, what it is.
it's not to sell yourselftechnically, yet.
You're gonna do that in the interview.
You're gonna go through technicalassessments and whatever else, You gotta
(20:34):
remember from the hiring manager's pointof view, like I said, I'm reading the
cover letter to find the right persons.
Is the right culture fit for my team?
here in New Zealand, it'simportant to have the right
culture fit, the right attitude.
It's important to us here.
It's not just all about thetechnical, it is about the team.
It's about.
People that are humble, that are honestpeople that can communicate, that are
(20:55):
team players that fit into the team.
Those are the important things.
So you're trying to sell that first,because as a hiring manager, that's
what you look for and that's what you'retrying to see in that cover letter.
And if it sparks of, oh geez, this personseems like they've got the right values,
the right attitude, that understandingwhat I'm looking for, that understand our
company, they've put in a bit of effort.
Let me read on, okay, so you've hooked me.
(21:16):
So now I want to read a little bitfurther, and that's when I'll then start.
Understanding your CV a little bit betterand start saying, okay, now that it seems
like they're the right culture fit, theright team member, the right attitude.
Let me look at the technical.
That's when I'll start looking atthe technical and seeing what the
experience is, what the certificationsare, and seeing, okay, is this
somebody I want to reach out to,to have an initial interview with?
(21:38):
So that's how you got a hook.
What you've gotta remember taking a stepback is I said, all these cvs that are
coming to my desk to now start looking at.
Before they even come to me, a lotof companies, what they use is ai.
So what happens is when the ad isout there and people are applying.
AI is busy scanning through theCVS and the cover letters, and
they're looking for buzzwords.
(21:58):
They're looking for keywords, keyacronyms, and that's where they're
starting to narrow it down with,be it certifications where we've
told the AI look for these sortof certifications, these sort of
keywords, these sort of attributes.
So it's.
It's first limiting the poolof people that have applied.
Then that goes to our internalrecruitment or recruiter and they
(22:20):
further analyze that, narrow it down.
Then they take that and narrow it downfurther and give it to the manager,
and then the manager reads through itand furthers it down, narrows it down
even further to then set up initialinterviews and the process I follow is.
My initial interviews is just withme as the hiring manager, so I won't
even go into a technical interview.
It'll be a quickly, a quick 20,30 minute meet and greet initial
(22:41):
interview so that I can, what I'veread on the cover letter and the cv.
I just wanna see does it matchthe person face to face now?
So then that's when I'll havethat initial interview and have a
talk with a person and go, Okay.
Yeah, what I read on the cover letter andwhat I'm seeing, yeah, it seems to match.
I want, them to move to the next roundwhere I've got a panel so I can get
other opinions from other people withinthe team in the organization to help
(23:05):
me further, select the right candidate.
But what they'll do is that'swhen we'll start doing the
technical assessments, et cetera.
So you don't need to.
Sell yourself technically.
If you've got the experience, you'vegot the technical ability, you'll
get to the, don't worry, you'll getto a point where you can sell that.
You've gotta remember what, is your goal?
Get the interview.
How do you get the interview?
It's to get that hook.
(23:26):
How do you get the hook?
It's one of the ways is makingsure that your cover letter
is giving you that right bit.
Information about yourself, whyyou stand out, why you different.
So that's the one way.
The other way is, like Iwas talking about the ai.
This is where you've gotta makesure that your platforms, so seek
profile, LinkedIn profile, or.
(23:46):
Not only match your cv, but underthe skill sets, make sure your top
five skills are the right wordingin line with the type of positions
you're applying for in New Zealand.
So this is where you'll doa little bit more homework.
Now you'll going to seek, for example,and you'll start looking at the type
of positions have been advertised.
Look at the wording that is used under thetype of positions that you are potentially
(24:10):
applying for in the New Zealand market.
Then what you do is youtailor that wording.
To your seek profile, to your LinkedInprofile, to your cv, so you make sure
it's using the same sort of wording.
Wording for job titles,wording for skillset.
And in LinkedIn you'll see you'vegotta put in those certain types of
(24:30):
skills under each position that you'vehad over the years because AI uses
all of that to match and say, ah.
There's a 70% match here.
Take this person, push themthrough to the recruiter.
Recruiter, then verifies it,makes sure yeah, it is a match.
or no, and further reduces it.
Then gives it to the hiring manager.
(24:51):
Then the hiring manager.
So it's a whole process of limiting,So the first thing is make sure that
you're using all the key jargon, keywording in line with positions that are
actually advertised here in New Zealand.
Then making sure that your.
Three platforms, and I'm justreferring to three at the moment.
It's your cv, it's your Seek,and your LinkedIn are all
matching and, are aligned.
(25:14):
maybe one of the otherthings that you wanna do is
the goal is yes, to get the interview.
So I've talked through a little bit ofhow you get the interview and how you
gotta make all of those match, but.
You want that foot in the door.
When I mean that foot in thedoor, you, wanna actually
just get here to New Zealand.
(25:34):
Now you can't be desperate, okay?
'cause you don't wanna get intosomething that is, doesn't pay enough
so that you can't afford to live.
Don't get yourself on theback foot when getting here.
And I've done another podcast talkingabout the cost of living and everything
in New Zealand as well, Always keepit in mind you don't wanna move from
the other end of the world to NewZealand and then you are on the back
foot and you're really strugglingand don't make it more difficult
(25:56):
than what it already is for yourself.
Moving here, it's not easy immigrating.
Okay?
So I do say, yet lookat other opportunities.
What I mean by this is you want thatfoot in the door, Even if it is a
position that you're prepared to take,that might be a little bit of a step
back and is not quite in line with whatyou're doing in your current country.
(26:16):
As long as it pays enough, sometimesit's worth it just to be able to get
here so that you can start gettingsome experience in New Zealand.
'cause once you've got a littlebit more New Zealand experie.
It makes it that little bit easier tobe able to get, interviews and positions
because yeah, one of the things we do lookat is how long have they been in country?
(26:37):
because if they've been in the countrya little while, they should be familiar
with the way we do things here.
it also, it helps because a lotof the time you can only actually
hire people that have a residency.
Yeah, you can also sometimes lookat people with working visas, but
you've gotta make sure they'vegot enough years left on it.
'cause you don't want somebodythat's only got a couple of months.
So it does count if you canjust get your foot in the door.
(26:59):
Okay.
Especially if it's a company that'swilling to hire somebody that's
still out of country and get themhere on a, working visa, whatever.
just get your foot in the door.
Just make sure it isnot a position that is.
Going to pay too littleso that you can't make it.
It makes it that much more difficultfor you, and it must be something
obviously in line with what you doto a degree so that you can still be
(27:22):
getting experience and you'll still beable to progress with your career here.
So Ma, I can give you an example.
Maybe back in South Africa, Iwas a. One of the positions I
filled was a head of a department.
So here I'm not a head of adepartment, I'm just a senior manager,
looking after teams of engineers.
So it is a bit of a step back,but it was a foot in the door.
(27:44):
so I'm okay with that.
Also, sometimes taking that step back, oneof the reasons we wanted to come here was
to have that balance when sometimes whenyou go further up the food chain, huh?
Man.
It just takes up so much moreof your time so you don't have
that time to be with family.
So it's actually been quitenice being a senior manager.
And I'm not saying we don't getbusy and case in point, we had a
(28:06):
call this weekend, so I was workinga couple of hours on Friday nights
and, yesterday, Saturday morning.
So it does happen, but in general Ihave that balance in my life to be
able to spend time with my family.
And that's the whole reason I wanted tobe here is make more memories with my
family and, not just be all about work.
I know I'm harping on thepoint, but consider other roles.
(28:27):
Consider potentially taking somethingthat just gets you the foot in the door.
Okay.
I've touched on, I'mlooking at my notes here.
I've touched on leveragingLinkedIn and local, job boards.
So seek, LinkedIn.
Another one is Trade Me Jobs.
Another one is indeed New Zealand.
So there are some others, but.
I, look at Seek, and I look at LinkedIn.
(28:49):
So those are the two that I'velooked in and that I've worked with.
Just make sure that everything ties up.
The tallies up them must allmatch them, must all be in line.
Also, another point now that I thinkabout it is if you do apply for a
position, so over and above doingthat cover letter and everything and
making it personal to yourself and howyou match the values of the company
or why you stand out, why you better,you also just gotta make sure that.
(29:12):
If you applied for a position andit's a certain title here as per the
job ad, make sure you go back and youmatch it up on your profiles as well.
So on seek on LinkedInso they can tie back.
'cause that manager is gonna golook at your LinkedIn profile.
They are gonna go, they should golook at your LinkedIn profiles.
look at your seek profiles orwherever they go to, to verify stuff.
(29:34):
and make sure, oh yeah, okay,let me read up a bit more if
they're really interested.
So make sure those all match up.
A very important one is also todo a little bit of practicing,
like rehearsing an interview.
So what I mean by Rev reverserehearsing an interview is.
Let's say you, you get this, all right,you get that cover letter, right?
You get the CV right?
You've got your platforms on,seek LinkedIn all working, right?
(29:57):
You've applied for hundreds of positionsand I know please don't give up.
Just keep applying, okay?
so that you just need that one hit.
You just need that one job offer.
That's all you arereally looking for, and.
Your goal when you're applyingis just to get the interview.
Now, once you've finally got thatinterview, now your mindset's
gotta change to, okay, now I'vegotta rehearse for that interview.
(30:18):
So how do you rehearse for that interview?
Generally when the interviews comeout, you now should find out by the
interview who the interviewing manager is.
'cause you might get theirname in the meeting request.
Okay.
Hopefully you do.
You can try and ask therecruiter, who the manager is.
'cause you wanna do a bit of research,see if they'll give it to you.
They may, not.
But the idea is if you can get thehiring manager and the panel, you see
(30:40):
any names on there, do your research.
I know it sounds a bitSalish, but go on to LinkedIn.
Read up about the different peoplethat are gonna be in the panel
so you can get a feel for who'spotentially in that audience.
read up about the history andother companies they've worked.
Maybe there's, interest or somethingthat you could talk about 'cause, so
you're coming a little bit more prepared.
Obviously read up about the companythat you're going for the interview for.
(31:01):
So you know a littlebit about the company.
Don't only know about the technicalstuff that the company's done and the
business stuff that the company's done.
Try also get a feel for someof the good that they do.
So if a company reaches out into thecommunity and does a lot of community
support and stuff like that, read upabout that and understand what they
do, understand what their valuesare, maybe some of that ties into.
(31:23):
To you and what you do.
So another one that's been big inmy life is I, am a, cancer survivor.
I've had cancer in mylife and I've survived.
So when I find companies that have reachedout to organizations that help, with
different cancer, especially cancer withkids, or, men's cancer like testicular
cancer, whatever else that resonateswith me, and that's a point that I can.
(31:46):
Potentially talk about in the interview.
I know this sounds weird, but you cantalk about, it makes you real, it makes
you stand out more so than anybody elsethat they're gonna be meeting with.
Remember, they're gonna be comparing youto other candidates that they've got.
So yes, technically they'llinterview you and they'll probably
do technical interviews or.
anything related to the, your expertisethat they'll assess it in a way.
(32:09):
Okay.
They'll, know some people.
I'm in the IT field, so we dosend them technical assessments.
So they, you'll go onlineand you'll do the assessment
and it'll give you a rating.
So I've already got an idea.
Of technical ability over and aboveeven getting to the interview, getting
other technical people to interviewtechnically, and double check that
you actually have got the ability.
(32:30):
Of course, we're gonna do our duediligence and we'll check that and we'll
do references and all the rest of it.
But what you're trying to do here,besides first just getting that interview.
Once you're in the interview, youwanna stand out in that interview,
now, and the way you stand out is bydoing a little bit of homework and
also trying to make it relatable.
Make yourself real.
People wanna get to know you now.
They wanna get to know you as a.Your personality, your, they don't
(32:53):
wanna just know about your technicalabilities and everything else.
They really wanna know who you are.
Are you humble?
Are you a team player?
what are the challengesyou've had in your life?
How have you overcome those challenges?
so they'll ask questions like that.
They'll say, yeah, what's one of thebiggest problems you've had in life
and how did you overcome that problem?
Okay.
A lot of people divert to.
(33:14):
Your career and everything like that.
you can use examples where you couldsay, I would say, geez, one of the
biggest challenges I've had in mylife is when I was diagnosed with
cancer, it was such a shock for me,and it was, so I wasn't even 40 yet.
I'm a husband, a father,and now I could potentially.
Not make my 40th birthday.
That was a huge thing for me to overcomeand I can explain how I pushed on through,
(33:36):
got over that, and it's one of the biggestlearning curves I've had in my life.
I've actually learned somuch from having cancer.
It's made me realize how importantmy family is and how important.
I, it, is to make memories withyour family, time for your family.
So it's not just all about careerand it's not a bad thing to tell them
that, to say Yes, I've realized thatwork life balance is important to me.
(33:59):
I'm, a manager, so when I go forinterviews, I will explain this and
say that it's important for me to makesure my teams have balance in their
life, that we don't burn them out.
this is something I've learned fromhaving this, so you will relate it back.
So you will do that, butit's important to try and.
Be ready for these sort of questions.
you can do research and say, what arethe type of questions that they'll ask?
(34:20):
they'll say, tell me about yourself.
That's another way you can open upand I could talk through what I just
have about, tell me about yourself.
Why do you wanna work here?
If you've done a bit of research aroundyour, cover letter, you can relate
that back to your hook and your writeupand say, as I said in my, my, in my
cover letter or, Just refer it back tosaying I could use the paramedic one.
(34:44):
I'm really passionate about helpingpeople, and Taura is all about
looking after the health and needsof people in New Zealand, and
that really resonates with me.
I'm not a paramedic anymore, butI know that by at least working
in the IT department, makinga well-functioning IT team.
At the end of the day, it's actuallyhelping a lot of New Zealanders
medically, and making sure thatthey're staying healthy and whatever.
however, but you just, you wannatalk it back, so you're becoming
(35:08):
you and it's personal and relatable.
So practice with those sort of questionsfor your interview, it is important.
another one that can help is onyour LinkedIn profiles and stuff,
if you can get people to writeup referrals, or personal like.
Experiences with you.
You can do that at the bottom of LinkedIn.
So me as a hiring manager, if I couldget people to write up about what I
(35:31):
was like as a manager, that's greatbecause it gives a little bit of a
personal reference about what I waslike for people that reported into me.
For example, it could be other projectsyou own people that you were working,
get them to give a writer, but just.
it does help over and above.
They will phone your, references, sothey'll ask you for reference if you get
to that point in the interview process.
(35:52):
But reading up on the LinkedInprofile, it does help.
Lastly, maybe be proactive as well.
Okay, so let's say you, you'vegot your cover letters, your cv,
your profiles, everything working.
You've been applying for hundreds of jobs.
You finally get that interview,you go through the interview.
you've prepared you spoke well.
You were open, you werehonest in the interviews.
(36:12):
And be honest, please don't,if you don't know something,
it's okay to say I don't know.
But I will try find that out.
'cause then it shows open, honest, butalso eager to find out and learn and grow.
Okay, so just think about that.
Those are the hidden things that you'retaking down when you're in that interview.
You're just trying to, and I knowsometimes it's hard, especially in some
(36:34):
cultures, to be able to sell yourself.
It's like you are alwaystaught, don't brag and don't go.
This is a time, unfortunately, whereyou've gotta break, but not to a
point where you're being egotisticaland overboard, but you people want
to know why you, why are you sick?
Why must I hire you?
Why are you the be, whyare you better than Bob?
why should I choose you?
(36:55):
Bob was great.
Bob had all the suits.
What?
Why shouldn't I choose?
Okay.
you need to stand out that bit more.
And sometimes it's not the technicalthat gets you above Bob sometimes it's,
yeah, you're both technically strong.
You both have the experience.
But Bob's passion didn't come acrossBob's reasoning for wanting to work here.
(37:17):
And his not only his attitude, but hejust wasn't the right fit for the team.
That's important.
And the only way we'regonna know that is by.
Being real, being open, beinghonest in those interviews.
I know I'm harping on it, butthat is so important to help you
when you're in the interview.
B, let's say you've gotthrough all of that.
The last thing is being proactive.
(37:38):
And what I mean by being proactiveis follow up after the interview
with a nice succinct email.
Thank you for your time.
really appreciated your time,whatever in the interview.
really looking for, forwardto hearing back from you.
or something like that.
Just write something up nicely.
if you haven't heard back from anybodyin, if they committed an interview,
(38:00):
they'd get back to you in a week andit's been a week and a day or two
and they haven't got back to you.
It's good to follow up and say,just following up, you did mention
that you get back in a week.
I haven't heard back.
Is there any further informationthat you need from me or anything
I can help with, whatever.
Just keep that communication going soit's, it is good to, to, follow up.
(38:20):
So those are really the things that I,wanted to share around this, process.
I know it's challenging and it.
I think what I really want to hithome with is it is tough and it is
hard getting into the job market yet.
It's not easy.
there is a lot of people anda lot of talent out in New
Zealand, believe it or not.
There really is.
Maybe there, maybe because I'm in the ITindustry, I am finding there's a lot of
(38:44):
more junior talent available in the talentpool and it's sometimes the specialist
skill that we are struggling to find, but.
When I advertise, there's a lot of noise.
We get a lot of applications,not only from New Zealand,
but from around the world.
So we literally, for one position,can have hundreds of candidates apply.
So filtering it down is important.
And the way we filterit down, one is with ai.
(39:06):
So that's why it's so important to makesure that your LinkedIn profiles seek
cvs, everything that's online, all yourdigital, collateral or matches, but
it also has those key points in it sothat AI would pick up those key points.
So it would.
Hopefully select you to put you throughto the round to go to the recruiter.
Then the recruiter would want to gothrough it a little bit further and
(39:27):
the recruiter is looking for, makingsure that your LinkedIn profile, seek
profile cvs are all actually matching up.
It's matching up to the actualjob editor that is out there.
That's why I said titles,keywords, make it match.
they're awesome.
Believe it or not, they will also golook at the, way you've written it
up, were there spelling areas, errors?
(39:49):
Was it neat and tidy?
Was it because that alsoshows attention to detail.
It shows that you care.
Then the managers obviously, like I said,gonna look at, if you get to that next
round, look at the cover letters andtrying to see, okay, what's that hook?
Why do you stand out?
And it's not just the technical, it'snot just the experience that yes,
you've gotta have that's a given.
That's the whole reason you'reapplying for the position.
But we're trying to select why areyou that much better than anyone else?
(40:11):
And that's where thatsoft skill comes through.
That's where that attitude, thosevalues, the you, the real essence of
who you are, that's gotta stand outand that's what you've gotta sell.
The hook and the cover letter, and thendoing all the research and all the.
The work before getting into thatinterview to get to know the panel, if
you can get to know the company, and beready for some of those, questions that
(40:35):
are, saying that it's gonna give youthat opportunity to get them to know you
a little bit better and why you standout more, that's gonna be important.
Then obviously yeah, you've gotta be ableto technically be able to do the job.
So you've gotta pass the technicalassessments and, the, panel that
asks you the questions related toyour actual job and having that
experience so that, that is a given.
(40:56):
so that, that's really what I wantedto go through in this podcast today,
and I, really hope that would help and.
Just don't give up guys.
If this is a beautiful country tobe in, it's a wonderful opportunity
that we've got to be able to be here.
I know that.
and I just want more people tobe able to, that, that really
are seeking to, to immigratehere, to be able to make it work.
(41:18):
And I know one of those biggest challengesis actually just kidding the interview.
Nevermind.
Getting the job.
So don't give up.
Think about the points thatI've spoken about today.
I do think this can help.
and then maybe ask you if you, youfelt this added some value and could
(41:39):
help you please share this, share itwith as many other people and other.
Face group groups of people thatare potentially struggling with
this exact thing, so we can try andhelp as many people as possible.
and then also go to my YouTube channel.
it's at Soft Landing nz.
I share a whole lot of other contentand podcasts and everything there,
and I'm planning on doing a lot moretutorials and videos where I can
(42:01):
share as much as possible to help.
Those of us that are immigrants in newto New Zealand, not only new to New
Zealand, but also moving to New Zealand.
So let me leave it there and justthank you so much for listening.
and I hope you all stay safeand I'll speak to you soon.
There are over 100,000 people whoimmigrate to New Zealand every year with
the intention to make New Zealand theirhome, leaving behind everything they
know as normal day-to-day life and havingto learn new ways of doing things, new
norms, new cultures, and different values.
There are many people who struggle withthis transition and find it challenging
(00:25):
to adjust and settle so they cancall and make New Zealand their home.
The purpose of this podcast is for meto share my journey and our challenges
with the hope that you can learn from meand my family and have a softer landing.
There will be good days and baddays, but with time, more good days.
I believe we have made theright choice for our family.
(00:47):
I want to try and help you do the same,but hopefully with a softer landing.
This is Soft Landing and Iam your host, Brett Colette.
Welcome to this podcast, designed foranyone thinking about preparing for, or
who has just immigrated to New Zealand.
Subscribe now so you never miss an episodedrawing from his personal experience.
(01:09):
This series will guide you throughthe process of preparing for your
move and helping you navigatethe challenges of immigration.
Hey everybody.
first off, just welcomeback to my podcast.
for those that listen to me regularly, I'mso grateful to have you join me again for
those that, haven't listened to me before.
Welcome.
(01:30):
and I do ask, please, goback to my first podcast.
listen to me from number one.
I really try share my whole journeyin chronological order, order, and
it'll make a lot more sense if youlisten from the first podcast just to
get to know me a little bit better.
Why I'm trying to share this information,what this podcast is all about.
But getting into it today, one ofthe things that I want to talk about
(01:52):
today is getting that first interview,and how to get that first interview.
I know it has been.
So many people out there and so manyFacebook groups that I'm part of for
immigrating to New Zealand, the bigquestion is how do I get that interview?
There's so many people that are trying,they are applying and applying, and
they're just not getting the interviews,let alone actually getting the job offer,
(02:15):
which is so crucial to be able to actuallystart that whole journey of getting into
the country, and getting your visas andsettling and actually making it home is.
You, you need the first interview andpeople are struggling with that interview.
So what I really wanted to go tothrough today is, I just wanna share
a couple of tips and just what Ifeel could potentially help you in
(02:36):
actually getting the interview andthen even, a few tips in the interview.
that, that's really what I wanted to gothrough, but be, before I even get into
all of that, it's like, why listen to me.
Yeah.
I've shared my journey and I'veexplained to you about me and my
family and the challenges we've hadand why we've moved to New Zealand.
But while, listen to me aroundCVS and interviews, et cetera.
(02:57):
So I've been in the ITindustry now for over 20 years.
and for the last 15 years I've been aline manager where I have been blessed
to be able to lead a lot of great peopleand a lot of great teams both in South
Africa and even here in New Zealand.
But what that's enabledme to be able to do is.
(03:18):
I've done a lot of interviewsboth back, in South Africa as
well as here in New Zealand.
Back in South Africa at first.
Yes.
A lot of those interviews were local, itwas local people that you were hiring.
it was South Africans, but when I wasstill, back in South Africa about 10
years ago, I was working for a globalcompany, a global IT company, and I
(03:40):
had a team that was a global team.
So I had people that were located in theus, people that were located in India.
different parts of Europe, SouthAfrica, different parts of Africa.
So I had teams that were global teams.
So what that gave me was a lotof experience in interviewing
different types of nationalities,different diverse type people.
(04:01):
so that's where some ofmy experience comes from.
And then.
Since I've moved to New Zealand, I'vebeen here for over two years now.
I have worked at twodifferent companies here.
One IT company, global company.
It was a global company thatI worked for in South Africa
that helped me get across here.
But I currently work for oneof the banks, in New Zealand
as well, in the IT department.
And I've had to recruitquite a few people.
So with that has taught me a little bitaround from a manager's point of view.
(04:27):
The hiring point of view, whatyou're looking for in your different
candidates and what makes differentcandidates stand out both from their
cover letters, their cvs, just thegeneral conversation in the interviews.
And I'll even talk through the processthat I follow and what I'm looking for.
but not only just from ahiring perspective, but
I've also had to interview.
So if I take a step back and say, when wewere still in South Africa trying to come
(04:51):
across to New Zealand, I was lucky that.
The way I got across it wasapplying for a position.
Yes.
But it was within the company that Iwas working for back in South Africa
and then being a global company.
They did have a footprint in New Zealand.
They had an office in New Zealand.
and it was actually via my wife.
She was working in the same company.
(05:12):
She reached out to the New Zealandoffice and spoke to them and started.
Probing to see if there was anypositions available for either
her or I here in New Zealand.
So that's the way she startedtrying to find opportunities.
So a big thing that she didwell is she used LinkedIn.
She would be able to go onto the internaldirectory at the company, look at who were
(05:35):
filling certain positions within the NewZealand branch or the Australian branch.
'cause often Australia is headoffice and they will hire people
to work in New Zealand as well.
So you look at bothAustralia and New Zealand.
And she would look at those key peopleand start pinging them, on LinkedIn
reading up about them, and almost, itsounds terrible, but stalking them.
(05:56):
To figure out who the potential rightpeople are to speak to about positions
that we would potentially be able tofit or teams we'd be able to fit into.
So that's how she started gettingrecognized and they actually started
engaging with her and asking if she wasinterested in a position in New Zealand.
and what my wife did is she actuallysaid, if you could get my husband a
(06:18):
job and move us across, then maybe I'llconsider it because our whole plan,
if you listen to my other podcast.
Was first for us to come across my,I would be the primary breadwinner
for the first year, but then mywife would help settle the family.
So we would take up to a year, whichis what we did, where she wouldn't be
working, just settling and making NewZealand our home, settling the kids in.
Then second year, she's onlystarted working, for an IT company.
(06:41):
So she, she was very pushy in, a nice wayexplaining them to, to look at hiring me,
and that's how they reached out to me.
And there was a position and I startedinterviewing for that position.
and I'll talk through all thosetips, with the interviews.
But just giving you some backgroundon how I got here is I went
through those interviews whenI was still in South Africa.
It was obviously online.
(07:02):
met with the relevant hiring managersand a couple of other people that
they got on the interview panel.
And yes, they, made me the offer, Idid resign from my position that I
had in South Africa and had to reapplyfor the new position in New Zealand.
although it was for the samecompany, so I didn't do a transfer.
I, but I did move within the same companyand it did help because we could almost.
(07:25):
Find an inroads, find theright person to talk to, to be
able to get near a position.
what we were also very blessed and luckywith is we didn't have the visas and
everything until we got that job offer.
So once we got the job offer is when wecould only kick off now pushing for those
work visas and everything to start moving.
and then were very patient with mebecause it took, oh, I think I, it was
(07:46):
around about November, I think thatwe got at the beginning of November.
It could have even been.
End of October, beginning ofNovember that I got the, job offer.
But then it, we only got the visas andeverything come through in January.
yeah, it was because of Christmas as well.
So we've, in my previous podcast, I'veexplained that unfortunately did delay
(08:08):
things even more because everything shutsdown between Christmas and New Year.
but they were very patient and waitedfor me to be able to get, my visas so
that we could eventually move across.
So that's how I got across.
But while working in here in NewZealand, I only worked for that company
for a year, and then I did startinterviewing for other positions.
so it, after that year, I didstart applying online, and I'll
(08:32):
talk through how I did that, butit was extremely challenging.
It wasn't easy.
You, really gotta, you just can't give up.
You just gotta keep tryingto get that one offer.
You just gotta keep reminding yourself.
It's just that one offer that youneed to be able to get a position.
So you may literally apply forhundreds of jobs out there.
(08:53):
and it, can be demoralizing.
It can eat away at your soul where youjust trying and just getting no responses.
And it's not even as if you'regetting an interview, at
least you're getting declined.
You're not even getting the interviews.
And that's when it's so frustrating.
You're just thinking.
How am I ever gonna do this?
Am I ever gonna be able to finda job and you need that job,
but I just need that interview.
I just need to get in front of themjust to let them meet me and so that
(09:16):
I can talk to them, show them who Iam, and that I am the right person
for this position, and at least getthem to consider me be in the running.
So that was so demoralizing and whereI was also very blessed is I had my
wife that would just keep chi me andpushing me on and saying, don't give up.
Don't give up.
Just keep trying.
You just need that one position.
And it did work out.
Eventually I did get that one, one offer.
(09:37):
What I also did learn is when you doapply again, watch a time of year.
I clearly didn't learn from the first timearound from when I was in South Africa.
'cause I, was applying and onlygot the, to be fair, I did start
applying from the middle of the year.
and it's only when my wife startedtowards the end of the year.
Approaching people internally.
And then I got the offerinve October, November.
So it did end up being overChristmas where we had to,
(10:00):
get all the visas and stuff.
But when I was in country, after ayear of working at that company, I
did start applying for new positionsagain towards the end of the year.
So it was the end of November, beginningof December, which is a terrible time
to be applying because from around aboutthe 20th of December, I'd say to probably
around the 16th to the 20th of January.
Nothing happens here.
so you may be applying, but all therecruiters, even internal recruitment
(10:25):
at companies or hiring managers,a lot of people are on leave.
so those interviews just don't get set up.
They just don't get back to peoplein that time period generally.
So it's only when they get back fromtheir leave towards the end of January,
even beginning of February, they startpicking up on potentially all those.
Applicants that they've, put the adout for that have applied and they
start working through those cvs.
(10:47):
So just keep that in mind as well.
Tip, if you are applying towardsthe end of the year over that
Christmas period, there will be adelay until around about February.
Another one you also gotta be carefulof with delays is if you are applying
in the beginning of the year.
A lot of the financial year endsare around about April, may, June,
so a lot of people may put ads outfor positions and you can apply for
(11:07):
them in the beginning of the year.
But they probably will only hirestarting their new financial year.
So there could also be potential delaysthere with, getting into position.
So just keep those inthe back of your mind.
But getting back to the tipsthat I wanted to talk through.
So I have made some notes.
You might hear some clickingwith my mouse, but I want to
go through some of those tips.
Let me open that up quickly over here.
(11:29):
So I just keep my notes here.
So the first thing to keep in mind is.
Your cv.
So there is a particularformat, format that they're
looking at here for New Zealand.
the easiest way to explain it is it'sgotta be more succinct and to the point.
You don't want a CV thatdrags on for 5, 6, 7 pages.
I know you, you may havea lot of experience.
(11:51):
A lot of certifications anda lot of information that
you wanna share in that cv.
But if it's too long-winded, it doesn'twork well, the, that here, they're
looking for a more succinct and to thepoint, probably maximum two page cv.
One of the things you don't also,you, can debate whether you want to
put a picture on the front or not.
I, I, don't think that's a. Here.
It's not a biggie whether it'shere or not, but you don't
(12:14):
have to put on your gender.
You don't have to put on your age.
You don't have to put on, ID numbersall the rest of the, I know back in
South Africa it was a big thing whereyou would put on your, ID numbers, your
gender, and a lot of that information.
You don't need that here.
there are not.
Gonna be biased based on your genderor any of that type of information,
age, or anything like that.
They're not gonna discriminate.
(12:34):
It's more that are looking for peoplewith the right qualifications, but
it's not just the qualificationsthat are important here.
They, those soft skillsdon't underestimate those.
they mean a lot here.
It's a big thing for them to try and find.
A person that will fit in with theteam that is a team player, that is a
(12:55):
person that will just gel with the team.
So they're looking at personalitytraits, they're looking at
attitude, they're looking at.
The way you communicate, they're lookingat the way all those soft skills that
they're looking at, those are important.
So when you're, you're going throughyour cv, I think what it's important
is you gotta have a brief statementabout yourself at the top of your cv.
(13:19):
But it's almost like you,that elevator a pitch of.
Why me?
What makes you different?
Why are you unique?
what are your top five skillsand what are you good at?
So you are really trying to standout and grab their attention.
It's like a hook in the beginningabout why we should look and
read on further about you.
(13:39):
So keep that in your, littlebrief statement in the beginning
of your cv, that statement that'sat the beginning of your cv.
It's important that it mustmatch all your social media.
content with business, social media.
So I'm talking about LinkedIn.
I'm talking about seek, which isa application here for recruiting.
(14:00):
So if you're looking forjobs and job hunting, seek is
where you would want to go.
Look in.
New Zealand as well as on LinkedIn.
What you wanna do is both your profileon Seek and your profile on LinkedIn.
You must make sure it matches your cv.
They must all match up.
You don't want to be saying onething on Seek and another thing on
LinkedIn and your CV is something else.
(14:22):
Be it job titles, be it experiencetimelines on when you are at certain
companies, it all needs to match.
So just make sure that is the case.
Getting back to your brief opening,on your LinkedIn, your seek and
your CV all need to match and play.
What you can do, you can go anduse chat GPT and put in a little
(14:45):
bit of a writeup about yourself.
Get it to put it in a professionalformat that can get you 70% of the
way of trying to get it into a nice.
Type of typed up wording in English,but please, don't just copy paste
what you've got out of chat.
GPT.
Make sure you review it.
You've gotta use that littlebit that to close that 30%, 20%
(15:06):
gap, that's still outstanding.
It's gotta be relevant to you.
It's gotta be, have your flavorto it, so you just gotta adjust
it to make it real, to make it.
Just feel like it's not acomputer that's written it.
I don't know how else to explainit, but yes, use chat GPT.
Yes, it can help in writing it up,but you've gotta go and edit it.
You've gotta go and review it andtry to get that up in your cv.
So just recapping, making sure that seekLinkedIn and your CV are all matching up.
(15:31):
Make sure that you.
Write up a little brief about yourselfon all three platforms, but it's
keep in mind, it's always that hook.
You're trying to, why me?
Why should, why consider me?
What am I good at?
What am I all about?
Why am I different from anyone else?
Okay, what am my passions?
What do I really enjoy?
So try and get that intothe first little bit.
(15:54):
The other thing that goes hand in handwith your CV is your cover letter.
Now this is, important.
Don't underestimate that cover letter.
So talking now from a hiring manager'spoint of view, when you're sifting
through all these cvs, the first thing I'mgonna be looking at is the cover letter.
once it's actually got in frontof me and it's on my desk to look
(16:15):
through a whole lot of candidates,and I'll talk you through some of the.
Tips of what happens first beforeit even comes to the hiring manager.
So once it's come to me and I'vegot a couple of cvs to start
reviewing, the first thing I dolook at is the cover letters.
But now what I look for on the coverletter before I even look at the CV,
is I want to read that, that openingparagraph and almost try to understand.
(16:38):
It must again be that hook, but itmust be related to the advert of the
position that I've put out there.
It must relate to our company.
So this is where the research comes in.
So if you are applying for a position.
You, need to read through that position.
Look at the wording that was used inthe job ad, look at what the position
is all about, and then give it a bitof thought and say, why would you be
(17:02):
the right candidate for that position?
So when you write that openingparagraph, it's almost trying to
say, this is why you would choose me.
This is why I love the position.
and this is how I could add value.
So it's almost oh geez,I wanna read further.
I wanna understand, oh, okay, letme read further why this person is
(17:23):
actually potentially the right fit.
At least they've made the effortto read the, job ad read up about
the company, and they're startingto match why, for me, why they are
the perfect match for the position.
I'll give you an example.
So one of the positions I'veapplied for here before.
Is at Teta Aura.
Teta.
Aura is the health ministry here in,New Zealand now, further back, just
(17:44):
way back when, I was a lot younger, oneof the things that I used to do was,
I, studied to become a paramedic andI used to do a lot of volunteering,
at the local fire stations and.
the local emergency services backin South Africa, so as a paramedic.
So it was a passion of mine,why I didn't carry it on.
That's another podcast becauseof money, finance and whatever.
(18:05):
And that's how I got into it.
But I really loved, helping people andgetting out and doing medical support
and I love the adrenaline rush fromit, but also being able to help people.
So that was something thatwas a passion of mine.
So when I applied for a positionat taura, I related back my.
Passion for helping people thatare in a medical situation and are
(18:28):
referred to being a paramedic, althoughI'm applying for a position in it.
I was just trying to tie why I'm agood candidate for the company and why
our, interests, our passions align.
So that was almost how I started wearingthe opening lines of my cover letter.
And just so you know, I didget an interview at ura,
(18:49):
but I opted not to go there.
I actually opted to move to the bank.
that I'm working on currently.
So it must have worked somehow becausethey opted to, meet with me and,
have an interview and all the rest.
So that's just an example ofhow I'm trying to say, make sure
that cover letter is relevant.
Read up about the companythat you're applying it.
(19:09):
Try and understand what aretheir values, what is their
mission, what is their purpose?
try.
I know it sounds terrible, but if you'rereally interested in that company and that
position, it really sounds good for you.
read up about, go to their websites, tryto figure out who's their management.
Go onto their LinkedIn sitesand see, okay, can you find
out who the hiring manager is?
Try to find out a little bit aboutthem, what their interests are.
(19:32):
I know it sounds so stalkerish, but Ipromise you if you can do a little bit
of this homework and you can try andtype back your cover letter can be so
specific and stand out so much more.
All those other generic cover lettersthat just come across your desk
where everybody's copy pasting.
They've got a template.
You can see it's the sametemplate, the same wording,
the same gp, chat, GPT output.
(19:52):
So it's yeah, okay, it's good,but it's the same as the other.
It's the same.
They're not standing out.
You want to try standout, you want to be that.
That person that is just SS brings theinterest so much more than anybody else.
and this is not even talkingto the technical side yet.
This is just talking to you andtrying to match you as a person to
(20:13):
the company and what the company'sall about and what the manager is
about, and why you would fit so.
Put a little bit of effort intothat, because that's the hook.
You've gotta remember when,what is your goal here?
Your goal is to get the interview.
Okay?
That's, what it is.
it's not to sell yourselftechnically, yet.
You're gonna do that in the interview.
You're gonna go through technicalassessments and whatever else, You gotta
(20:34):
remember from the hiring manager's pointof view, like I said, I'm reading the
cover letter to find the right persons.
Is the right culture fit for my team?
here in New Zealand, it'simportant to have the right
culture fit, the right attitude.
It's important to us here.
It's not just all about thetechnical, it is about the team.
It's about.
People that are humble, that are honestpeople that can communicate, that are
(20:55):
team players that fit into the team.
Those are the important things.
So you're trying to sell that first,because as a hiring manager, that's
what you look for and that's what you'retrying to see in that cover letter.
And if it sparks of, oh geez, this personseems like they've got the right values,
the right attitude, that understandingwhat I'm looking for, that understand our
company, they've put in a bit of effort.
Let me read on, okay, so you've hooked me.
(21:16):
So now I want to read a little bitfurther, and that's when I'll then start.
Understanding your CV a little bit betterand start saying, okay, now that it seems
like they're the right culture fit, theright team member, the right attitude.
Let me look at the technical.
That's when I'll start looking atthe technical and seeing what the
experience is, what the certificationsare, and seeing, okay, is this
somebody I want to reach out to,to have an initial interview with?
(21:38):
So that's how you got a hook.
What you've gotta remember taking a stepback is I said, all these cvs that are
coming to my desk to now start looking at.
Before they even come to me, a lotof companies, what they use is ai.
So what happens is when the ad isout there and people are applying.
AI is busy scanning through theCVS and the cover letters, and
they're looking for buzzwords.
(21:58):
They're looking for keywords, keyacronyms, and that's where they're
starting to narrow it down with,be it certifications where we've
told the AI look for these sortof certifications, these sort of
keywords, these sort of attributes.
So it's.
It's first limiting the poolof people that have applied.
Then that goes to our internalrecruitment or recruiter and they
(22:20):
further analyze that, narrow it down.
Then they take that and narrow it downfurther and give it to the manager,
and then the manager reads through itand furthers it down, narrows it down
even further to then set up initialinterviews and the process I follow is.
My initial interviews is just withme as the hiring manager, so I won't
even go into a technical interview.
It'll be a quickly, a quick 20,30 minute meet and greet initial
(22:41):
interview so that I can, what I'veread on the cover letter and the cv.
I just wanna see does it matchthe person face to face now?
So then that's when I'll havethat initial interview and have a
talk with a person and go, Okay.
Yeah, what I read on the cover letter andwhat I'm seeing, yeah, it seems to match.
I want, them to move to the next roundwhere I've got a panel so I can get
other opinions from other people withinthe team in the organization to help
(23:05):
me further, select the right candidate.
But what they'll do is that'swhen we'll start doing the
technical assessments, et cetera.
So you don't need to.
Sell yourself technically.
If you've got the experience, you'vegot the technical ability, you'll
get to the, don't worry, you'll getto a point where you can sell that.
You've gotta remember what, is your goal?
Get the interview.
How do you get the interview?
It's to get that hook.
(23:26):
How do you get the hook?
It's one of the ways is makingsure that your cover letter
is giving you that right bit.
Information about yourself, whyyou stand out, why you different.
So that's the one way.
The other way is, like Iwas talking about the ai.
This is where you've gotta makesure that your platforms, so seek
profile, LinkedIn profile, or.
(23:46):
Not only match your cv, but underthe skill sets, make sure your top
five skills are the right wordingin line with the type of positions
you're applying for in New Zealand.
So this is where you'll doa little bit more homework.
Now you'll going to seek, for example,and you'll start looking at the type
of positions have been advertised.
Look at the wording that is used under thetype of positions that you are potentially
(24:10):
applying for in the New Zealand market.
Then what you do is youtailor that wording.
To your seek profile, to your LinkedInprofile, to your cv, so you make sure
it's using the same sort of wording.
Wording for job titles,wording for skillset.
And in LinkedIn you'll see you'vegotta put in those certain types of
(24:30):
skills under each position that you'vehad over the years because AI uses
all of that to match and say, ah.
There's a 70% match here.
Take this person, push themthrough to the recruiter.
Recruiter, then verifies it,makes sure yeah, it is a match.
or no, and further reduces it.
Then gives it to the hiring manager.
(24:51):
Then the hiring manager.
So it's a whole process of limiting,So the first thing is make sure that
you're using all the key jargon, keywording in line with positions that are
actually advertised here in New Zealand.
Then making sure that your.
Three platforms, and I'm justreferring to three at the moment.
It's your cv, it's your Seek,and your LinkedIn are all
matching and, are aligned.
(25:14):
maybe one of the otherthings that you wanna do is
the goal is yes, to get the interview.
So I've talked through a little bit ofhow you get the interview and how you
gotta make all of those match, but.
You want that foot in the door.
When I mean that foot in thedoor, you, wanna actually
just get here to New Zealand.
(25:34):
Now you can't be desperate, okay?
'cause you don't wanna get intosomething that is, doesn't pay enough
so that you can't afford to live.
Don't get yourself on theback foot when getting here.
And I've done another podcast talkingabout the cost of living and everything
in New Zealand as well, Always keepit in mind you don't wanna move from
the other end of the world to NewZealand and then you are on the back
foot and you're really strugglingand don't make it more difficult
(25:56):
than what it already is for yourself.
Moving here, it's not easy immigrating.
Okay?
So I do say, yet lookat other opportunities.
What I mean by this is you want thatfoot in the door, Even if it is a
position that you're prepared to take,that might be a little bit of a step
back and is not quite in line with whatyou're doing in your current country.
(26:16):
As long as it pays enough, sometimesit's worth it just to be able to get
here so that you can start gettingsome experience in New Zealand.
'cause once you've got a littlebit more New Zealand experie.
It makes it that little bit easier tobe able to get, interviews and positions
because yeah, one of the things we do lookat is how long have they been in country?
(26:37):
because if they've been in the countrya little while, they should be familiar
with the way we do things here.
it also, it helps because a lotof the time you can only actually
hire people that have a residency.
Yeah, you can also sometimes lookat people with working visas, but
you've gotta make sure they'vegot enough years left on it.
'cause you don't want somebodythat's only got a couple of months.
So it does count if you canjust get your foot in the door.
(26:59):
Okay.
Especially if it's a company that'swilling to hire somebody that's
still out of country and get themhere on a, working visa, whatever.
just get your foot in the door.
Just make sure it isnot a position that is.
Going to pay too littleso that you can't make it.
It makes it that much more difficultfor you, and it must be something
obviously in line with what you doto a degree so that you can still be
(27:22):
getting experience and you'll still beable to progress with your career here.
So Ma, I can give you an example.
Maybe back in South Africa, Iwas a. One of the positions I
filled was a head of a department.
So here I'm not a head of adepartment, I'm just a senior manager,
looking after teams of engineers.
So it is a bit of a step back,but it was a foot in the door.
(27:44):
so I'm okay with that.
Also, sometimes taking that step back, oneof the reasons we wanted to come here was
to have that balance when sometimes whenyou go further up the food chain, huh?
Man.
It just takes up so much moreof your time so you don't have
that time to be with family.
So it's actually been quitenice being a senior manager.
And I'm not saying we don't getbusy and case in point, we had a
(28:06):
call this weekend, so I was workinga couple of hours on Friday nights
and, yesterday, Saturday morning.
So it does happen, but in general Ihave that balance in my life to be
able to spend time with my family.
And that's the whole reason I wanted tobe here is make more memories with my
family and, not just be all about work.
I know I'm harping on thepoint, but consider other roles.
(28:27):
Consider potentially taking somethingthat just gets you the foot in the door.
Okay.
I've touched on, I'mlooking at my notes here.
I've touched on leveragingLinkedIn and local, job boards.
So seek, LinkedIn.
Another one is Trade Me Jobs.
Another one is indeed New Zealand.
So there are some others, but.
I, look at Seek, and I look at LinkedIn.
(28:49):
So those are the two that I'velooked in and that I've worked with.
Just make sure that everything ties up.
The tallies up them must allmatch them, must all be in line.
Also, another point now that I thinkabout it is if you do apply for a
position, so over and above doingthat cover letter and everything and
making it personal to yourself and howyou match the values of the company
or why you stand out, why you better,you also just gotta make sure that.
(29:12):
If you applied for a position andit's a certain title here as per the
job ad, make sure you go back and youmatch it up on your profiles as well.
So on seek on LinkedInso they can tie back.
'cause that manager is gonna golook at your LinkedIn profile.
They are gonna go, they should golook at your LinkedIn profiles.
look at your seek profiles orwherever they go to, to verify stuff.
(29:34):
and make sure, oh yeah, okay,let me read up a bit more if
they're really interested.
So make sure those all match up.
A very important one is also todo a little bit of practicing,
like rehearsing an interview.
So what I mean by Rev reverserehearsing an interview is.
Let's say you, you get this, all right,you get that cover letter, right?
You get the CV right?
You've got your platforms on,seek LinkedIn all working, right?
(29:57):
You've applied for hundreds of positionsand I know please don't give up.
Just keep applying, okay?
so that you just need that one hit.
You just need that one job offer.
That's all you arereally looking for, and.
Your goal when you're applyingis just to get the interview.
Now, once you've finally got thatinterview, now your mindset's
gotta change to, okay, now I'vegotta rehearse for that interview.
(30:18):
So how do you rehearse for that interview?
Generally when the interviews comeout, you now should find out by the
interview who the interviewing manager is.
'cause you might get theirname in the meeting request.
Okay.
Hopefully you do.
You can try and ask therecruiter, who the manager is.
'cause you wanna do a bit of research,see if they'll give it to you.
They may, not.
But the idea is if you can get thehiring manager and the panel, you see
(30:40):
any names on there, do your research.
I know it sounds a bitSalish, but go on to LinkedIn.
Read up about the different peoplethat are gonna be in the panel
so you can get a feel for who'spotentially in that audience.
read up about the history andother companies they've worked.
Maybe there's, interest or somethingthat you could talk about 'cause, so
you're coming a little bit more prepared.
Obviously read up about the companythat you're going for the interview for.
(31:01):
So you know a littlebit about the company.
Don't only know about the technicalstuff that the company's done and the
business stuff that the company's done.
Try also get a feel for someof the good that they do.
So if a company reaches out into thecommunity and does a lot of community
support and stuff like that, read upabout that and understand what they
do, understand what their valuesare, maybe some of that ties into.
(31:23):
To you and what you do.
So another one that's been big inmy life is I, am a, cancer survivor.
I've had cancer in mylife and I've survived.
So when I find companies that have reachedout to organizations that help, with
different cancer, especially cancer withkids, or, men's cancer like testicular
cancer, whatever else that resonateswith me, and that's a point that I can.
(31:46):
Potentially talk about in the interview.
I know this sounds weird, but you cantalk about, it makes you real, it makes
you stand out more so than anybody elsethat they're gonna be meeting with.
Remember, they're gonna be comparing youto other candidates that they've got.
So yes, technically they'llinterview you and they'll probably
do technical interviews or.
anything related to the, your expertisethat they'll assess it in a way.
(32:09):
Okay.
They'll, know some people.
I'm in the IT field, so we dosend them technical assessments.
So they, you'll go onlineand you'll do the assessment
and it'll give you a rating.
So I've already got an idea.
Of technical ability over and aboveeven getting to the interview, getting
other technical people to interviewtechnically, and double check that
you actually have got the ability.
(32:30):
Of course, we're gonna do our duediligence and we'll check that and we'll
do references and all the rest of it.
But what you're trying to do here,besides first just getting that interview.
Once you're in the interview, youwanna stand out in that interview,
now, and the way you stand out is bydoing a little bit of homework and
also trying to make it relatable.
Make yourself real.
People wanna get to know you now.
They wanna get to know you as a.Your personality, your, they don't
(32:53):
wanna just know about your technicalabilities and everything else.
They really wanna know who you are.
Are you humble?
Are you a team player?
what are the challengesyou've had in your life?
How have you overcome those challenges?
so they'll ask questions like that.
They'll say, yeah, what's one of thebiggest problems you've had in life
and how did you overcome that problem?
Okay.
A lot of people divert to.
(33:14):
Your career and everything like that.
you can use examples where you couldsay, I would say, geez, one of the
biggest challenges I've had in mylife is when I was diagnosed with
cancer, it was such a shock for me,and it was, so I wasn't even 40 yet.
I'm a husband, a father,and now I could potentially.
Not make my 40th birthday.
That was a huge thing for me to overcomeand I can explain how I pushed on through,
(33:36):
got over that, and it's one of the biggestlearning curves I've had in my life.
I've actually learned somuch from having cancer.
It's made me realize how importantmy family is and how important.
I, it, is to make memories withyour family, time for your family.
So it's not just all about careerand it's not a bad thing to tell them
that, to say Yes, I've realized thatwork life balance is important to me.
(33:59):
I'm, a manager, so when I go forinterviews, I will explain this and
say that it's important for me to makesure my teams have balance in their
life, that we don't burn them out.
this is something I've learned fromhaving this, so you will relate it back.
So you will do that, butit's important to try and.
Be ready for these sort of questions.
you can do research and say, what arethe type of questions that they'll ask?
(34:20):
they'll say, tell me about yourself.
That's another way you can open upand I could talk through what I just
have about, tell me about yourself.
Why do you wanna work here?
If you've done a bit of research aroundyour, cover letter, you can relate
that back to your hook and your writeupand say, as I said in my, my, in my
cover letter or, Just refer it back tosaying I could use the paramedic one.
(34:44):
I'm really passionate about helpingpeople, and Taura is all about
looking after the health and needsof people in New Zealand, and
that really resonates with me.
I'm not a paramedic anymore, butI know that by at least working
in the IT department, makinga well-functioning IT team.
At the end of the day, it's actuallyhelping a lot of New Zealanders
medically, and making sure thatthey're staying healthy and whatever.
however, but you just, you wannatalk it back, so you're becoming
(35:08):
you and it's personal and relatable.
So practice with those sort of questionsfor your interview, it is important.
another one that can help is onyour LinkedIn profiles and stuff,
if you can get people to writeup referrals, or personal like.
Experiences with you.
You can do that at the bottom of LinkedIn.
So me as a hiring manager, if I couldget people to write up about what I
(35:31):
was like as a manager, that's greatbecause it gives a little bit of a
personal reference about what I waslike for people that reported into me.
For example, it could be other projectsyou own people that you were working,
get them to give a writer, but just.
it does help over and above.
They will phone your, references, sothey'll ask you for reference if you get
to that point in the interview process.
(35:52):
But reading up on the LinkedInprofile, it does help.
Lastly, maybe be proactive as well.
Okay, so let's say you, you'vegot your cover letters, your cv,
your profiles, everything working.
You've been applying for hundreds of jobs.
You finally get that interview,you go through the interview.
you've prepared you spoke well.
You were open, you werehonest in the interviews.
(36:12):
And be honest, please don't,if you don't know something,
it's okay to say I don't know.
But I will try find that out.
'cause then it shows open, honest, butalso eager to find out and learn and grow.
Okay, so just think about that.
Those are the hidden things that you'retaking down when you're in that interview.
You're just trying to, and I knowsometimes it's hard, especially in some
(36:34):
cultures, to be able to sell yourself.
It's like you are alwaystaught, don't brag and don't go.
This is a time, unfortunately, whereyou've gotta break, but not to a
point where you're being egotisticaland overboard, but you people want
to know why you, why are you sick?
Why must I hire you?
Why are you the be, whyare you better than Bob?
why should I choose you?
(36:55):
Bob was great.
Bob had all the suits.
What?
Why shouldn't I choose?
Okay.
you need to stand out that bit more.
And sometimes it's not the technicalthat gets you above Bob sometimes it's,
yeah, you're both technically strong.
You both have the experience.
But Bob's passion didn't come acrossBob's reasoning for wanting to work here.
(37:17):
And his not only his attitude, but hejust wasn't the right fit for the team.
That's important.
And the only way we'regonna know that is by.
Being real, being open, beinghonest in those interviews.
I know I'm harping on it, butthat is so important to help you
when you're in the interview.
B, let's say you've gotthrough all of that.
The last thing is being proactive.
(37:38):
And what I mean by being proactiveis follow up after the interview
with a nice succinct email.
Thank you for your time.
really appreciated your time,whatever in the interview.
really looking for, forwardto hearing back from you.
or something like that.
Just write something up nicely.
if you haven't heard back from anybodyin, if they committed an interview,
(38:00):
they'd get back to you in a week andit's been a week and a day or two
and they haven't got back to you.
It's good to follow up and say,just following up, you did mention
that you get back in a week.
I haven't heard back.
Is there any further informationthat you need from me or anything
I can help with, whatever.
Just keep that communication going soit's, it is good to, to, follow up.
(38:20):
So those are really the things that I,wanted to share around this, process.
I know it's challenging and it.
I think what I really want to hithome with is it is tough and it is
hard getting into the job market yet.
It's not easy.
there is a lot of people anda lot of talent out in New
Zealand, believe it or not.
There really is.
Maybe there, maybe because I'm in the ITindustry, I am finding there's a lot of
(38:44):
more junior talent available in the talentpool and it's sometimes the specialist
skill that we are struggling to find, but.
When I advertise, there's a lot of noise.
We get a lot of applications,not only from New Zealand,
but from around the world.
So we literally, for one position,can have hundreds of candidates apply.
So filtering it down is important.
And the way we filterit down, one is with ai.
(39:06):
So that's why it's so important to makesure that your LinkedIn profiles seek
cvs, everything that's online, all yourdigital, collateral or matches, but
it also has those key points in it sothat AI would pick up those key points.
So it would.
Hopefully select you to put you throughto the round to go to the recruiter.
Then the recruiter would want to gothrough it a little bit further and
(39:27):
the recruiter is looking for, makingsure that your LinkedIn profile, seek
profile cvs are all actually matching up.
It's matching up to the actualjob editor that is out there.
That's why I said titles,keywords, make it match.
they're awesome.
Believe it or not, they will also golook at the, way you've written it
up, were there spelling areas, errors?
(39:49):
Was it neat and tidy?
Was it because that alsoshows attention to detail.
It shows that you care.
Then the managers obviously, like I said,gonna look at, if you get to that next
round, look at the cover letters andtrying to see, okay, what's that hook?
Why do you stand out?
And it's not just the technical, it'snot just the experience that yes,
you've gotta have that's a given.
That's the whole reason you'reapplying for the position.
But we're trying to select why areyou that much better than anyone else?
(40:11):
And that's where thatsoft skill comes through.
That's where that attitude, thosevalues, the you, the real essence of
who you are, that's gotta stand outand that's what you've gotta sell.
The hook and the cover letter, and thendoing all the research and all the.
The work before getting into thatinterview to get to know the panel, if
you can get to know the company, and beready for some of those, questions that
(40:35):
are, saying that it's gonna give youthat opportunity to get them to know you
a little bit better and why you standout more, that's gonna be important.
Then obviously yeah, you've gotta be ableto technically be able to do the job.
So you've gotta pass the technicalassessments and, the, panel that
asks you the questions related toyour actual job and having that
experience so that, that is a given.
(40:56):
so that, that's really what I wantedto go through in this podcast today,
and I, really hope that would help and.
Just don't give up guys.
If this is a beautiful country tobe in, it's a wonderful opportunity
that we've got to be able to be here.
I know that.
and I just want more people tobe able to, that, that really
are seeking to, to immigratehere, to be able to make it work.
(41:18):
And I know one of those biggest challengesis actually just kidding the interview.
Nevermind.
Getting the job.
So don't give up.
Think about the points thatI've spoken about today.
I do think this can help.
and then maybe ask you if you, youfelt this added some value and could
(41:39):
help you please share this, share itwith as many other people and other.
Face group groups of people thatare potentially struggling with
this exact thing, so we can try andhelp as many people as possible.
and then also go to my YouTube channel.
it's at Soft Landing nz.
I share a whole lot of other contentand podcasts and everything there,
and I'm planning on doing a lot moretutorials and videos where I can
(42:01):
share as much as possible to help.
Those of us that are immigrants in newto New Zealand, not only new to New
Zealand, but also moving to New Zealand.
So let me leave it there and justthank you so much for listening.
and I hope you all stay safeand I'll speak to you soon.
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