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WĀHANGA KAIMAHI
For
Employers
Supporting a diverse and sustainable workforce takes more than recruitment alone.
This section provides practical tools and resources for employers in the intellectual disability sector – supporting attraction, selection, induction and long-term retention of both domestic and migrant workers.
Are you thinking of
hiring from overseas?
Hiring from overseas is a big commitment. You’ll need time and resources for recruitment, visas, relocation and ongoing support.
Before you start, ask yourselves:
- Do we understand the recruitment and visa process?
- Can we support someone through relocation and settling in?
- Do we have the time and capacity to do this well?
Immigration rules can change, so consider getting advice from a licensed immigration adviser about visas and compliance.
Useful starting points:
Application Process
Give overseas applicants a clear picture of the role and what to expect. They may be making a major move away from family, work and community, so avoid vague promises or assumptions.
Be specific about:
- What the role involves
- Visa support you can provide
- Settlement support, such as accommodation, transport and getting an IRD number
- Hours, pay, conditions and probation
A clear process helps set realistic expectations and makes the transition easier for everyone.
Interviewing
Most interviews for overseas candidates will be online. Keep them clear, structured and focused on how people actually work.
Use behaviour and situational questions. Ask candidates to describe real examples from their past work. Look for STARR answers: situation, task, action, result and reflection.
Use plain, easy to understand language. Avoid idioms or phrases that may not translate well. For example, “look into” (meaning to investigate) might not be familiar to someone learning English.
Be aware of different cultural dynamics. Work styles vary across countries. For example, many Filipino workers are respectful and resilient. This can sometimes mean they are less likely to question a manager’s decision. Learn more about the culture you are recruiting from using tools like:
Go beyond skills. Talk about how your team and organisation work. Explain that in many New Zealand workplaces, it is expected and encouraged to ask questions, share ideas and speak up, even with managers.
English Language
Competency
English needs to be good enough for the person to work safely and communicate with the people they support, whānau, colleagues and other services.
The minimum Immigration New Zealand requirement may not be the same as what your role requires. Think about the language needed for care plans, medication instructions, incident reports, health and safety and everyday conversations.
Be clear about these expectations during recruitment and provide support where needed, such as plain English resources, extra training or a workplace buddy.
If you are using an Accredited Employer Work Visa, check the current Immigration New Zealand requirements. Some roles require applicants to provide evidence of their English ability.
Attract Staff
People who choose disability support work are often looking for more than a pay cheque. They want meaningful work and the chance to make a difference.
Show this in your advertising. Talk about what makes your organisation different, what employees can contribute and the support they can expect.
For migrant workers, practical settlement support can make a real difference. This might include connecting them with local groups, offering a peer mentor, or helping them find temporary accommodation. Your current migrant employees can also be some of your strongest advocates. Sharing their experiences can help attract candidates who are a good fit for your organisation.
Hello,
I’m Pawandeep
FROM INDIA
“When I got the job, I was very excited. Before I came to New Zealand, I spoke to my new employer, who helped me find a place to live and asked if I needed someone to pick me up. My sister was here too, which was really good. My employer supported me with accommodation and anything else I needed. They’ve supported me so much that I can’t explain it in words. I’ve learned so many things.”
Support their move
Supporting a migrant worker to settle into a new job and community takes time. Make sure your managers and team have the capacity to support them before you hire them.
Managers may need to spend more time explaining the role, workplace expectations and how things are done in Aotearoa New Zealand.
Before they arrive, prepare the team and workplace. A warm welcome, clear information and a buddy or mentor can help someone feel more comfortable during their first weeks.
New migrants will also need help with:
- Finding somewhere to live
- Opening a bank account
- Getting around
- Accessing local services
- Connecting with their community
Hello,
I’m Unilyn
FROM PHILIPPINES
“My employer’s support was essential in helping me manage being here on my own and missing the family I’d left behind in the Philippines. Having the house manager and HR check in with me before I arrived was reassuring and made me feel there was nothing to worry about.”
Once they start work, continue to support their wellbeing and inclusion. Help them understand the organisation’s expectations, communication styles and ways of working. Organisations who do this well describe providing pastoral support for new migrant workers as key to their success.
Retain Staff
If you want good people to stay, they need to feel supported, connected and valued.
Care work can be demanding, so look at ways to support wellbeing and belonging. Te Whare Tapa Whā provides a useful way to think about this across mental, physical, family and social, and spiritual wellbeing.
Some practical ways to support staff include:
- Set up a buddy or peer support system
- Provide paid training and opportunities to grow
- Make time for shared meals, social activities and cultural events
- Develop managers who listen, support and mentor their teams
- Consider an Employee Assistance Programme
- Partner with local businesses or community groups to support staff
Good retention starts with leadership. Managers have a big influence on whether people feel valued and supported.
