What is the MH&A International Recruitment Pilot

In October 2022, Te Whatu Ora established the International Recruitment Centre to attract highly skilled, culturally competent overseas health professionals to Aotearoa.

Initially the focus has been on roles directly with Te Whatu Ora. The long-term intention is to provide access to NGOs and community healthcare providers so the whole health and disability system can use and benefit from the service.

We’re trialling how our Te Whatu Ora International Recruitment Centre can be extended to meet the needs of the whole health and disability system. We’re starting by piloting our approach with the mental health and addictions sector – a priority workforce to grow.

This initiative is part of the Health Workforce Plan 2023/24 to bolster priority workforce groups.  It focuses on immediate actions to improve workforces under strain, particularly in the community, while we invest in more sustainable pathways.

Lessons from the pilot  will inform what is needed to extend the International Recruitment Centre to the whole health and disability sector.

Get support to recruit from overseas

Mental health and addiction NGO and community providers can now access free resources and support to recruit people from overseas. Providers must be publicly funded through Vote Health.

The current services available include:

  • Free advertising of vacancies on Kiwi Health Jobs (our job board for all of health)
  • The benefits of the international “Make a difference somewhere different” campaign
  • Advice for becoming an Immigration New Zealand accredited employer to recruit people from overseas
  • Access to immigration advice for employers and tailored visa support for candidates
  • A dedicated recruitment consultant and registration support for candidates
  • Cultural competency support

 

Download an information flyer about the international recruitment support available.

How to get involved

To access international recruitment support for the mental health and addictions sector or for any questions, contact the Mental Health and Addictions International Recruitment Pilot team.

Please also contact us if you’d like to be kept up to date with this work.

Why we’re recruiting from overseas

We need more people in our health workforce to deliver better health outcomes. The mental health and addictions sector is no exception.

Our priority is to grow our health workforce, including with Māori and Pacific people. This takes time.

While we grow and train our people in Aotearoa, we can fill vacancies now with experienced and culturally competent health professionals from overseas. In addition, when people finish their training, they’ll benefit from the support and experience of overseas recruits.

Key opportunities for the pilot include: 

  • increasing the mental health and addictions workforce to deliver better services and health outcomes 
  • supporting NGOs and community providers to recruit experienced health professionals from overseas 
  • enabling visibility of MH&A vacancies across the sector to help inform workforce policy, investment, and planning 
  • developing and working toward a whole-of-system approach to international recruitment. 

Watch a hui with Platform NGO and community provider members to learn about services you can access. 

What's happening now

Our international recruitment services for mental health NGO and community providers are underway. The mental health and addiction sector and vacancies will be more visible on the Kiwi Health Jobs and Make a difference somewhere different websites.

We’re working with employers already accredited with Immigration New Zealand to advertise vacancies. We’re also talking with employers wanting to get accreditation.

Candidates with mental health and addiction experience who expressed interest through the International Recruitment Centre (outside of this pilot) are being matched to roles. 

We’re considering processes and identifying potential changes to the model for the mental health and addiction sector. We’ll reach out to the sector to co-design and consult the international recruitment approach over the coming weeks.

A range of informative webinars for employers are underway. NGO and community providers of mental health services will be invited. If you’re interested and have not heard from us, please email the Mental Health and Addictions International Recruitment Pilot team for more information.

We’re planning campaigns to run to attract international mental health and addiction professionals.

Video transcript
0:00
or just get rid of that um kto it's wonderful to have you join us here today
0:05
and I would like to start by thanking Abigail and memo even though he's not here um for co-hosting this webinar for
0:12
us um I just want to say Abigail it's been great to work with you MMO to try and roll out this International
0:18
recruitment pilot and as a team we've really appreciated your support so I'll
0:23
just introduce myself I'm Liz Boucher um I'm the um current Project Lead um on
0:29
this internet naal recruitment pilot um and we also have a project manager Mary
0:35
who unfortunately was unable to make it today um we have Janine who's one of our recruitment consultants and Zoe who's
0:42
part of our health immigration service um so today um it's the
0:47
opportunity for you to hear about how you can get support from Tata AA to help
0:52
you recruit health workers from overseas um so just over a year ago tat
0:58
Ora set up the international recruitment center and the initial purpose of this was to recruit from overseas just to
1:05
grow to F Ora Health Workforce but it was always the intention to expand and
1:11
offer services to the rest of the health system so today we're just here to talk
1:16
about the services that we can offer the mental health and addictions um sector
1:21
um it doesn't International recruitment doesn't take away from our need to train
1:27
and grow our own domestic Health work of course but that obviously takes time and
1:34
so with International recruitment we can try and fill gaps in the short to medium
1:39
whilst we grow our own domestic um pipelines of healthcare workers so
1:45
within the international recruitment center we do have a dedicated Health immigration service and this helps guide
1:51
people through with viser applications provides other immigration information
1:56
the center also has dedicated recruitment specialist lists and we also have a candidate karchy Team all of
2:04
these um supports are available now um for you as vote Health funded Community
2:10
providers and there's also the additional help of the project team as well and we do try to offer a personal
2:18
approach for the candidate so we try and talk you know moving to New Zealand's a big thing I've done it myself as you can
2:24
probably hear from the accent so we do talk people through about the logistical information and we try and give them um
2:31
information about um different regions and areas so they get a good idea of where they might want to live if they've
2:38
not visited New Zealand before and try and tease a little bit out the type of Health settings that they're interested
2:44
at working in so as I've already said I'm pleased to welcome Janine um who's going to talk
2:50
about what the team are doing within the international recruitment center after Janine spoken we're here from Zoe who's
2:57
one of our licensed immigration advisor from the health immigration service but I'll just talk a little bit
3:04
about what the international recruitment services are that we can offer you for
3:10
free so many of the services that we have offered if you can just go back one
3:15
slide Kim sorry um we can offer you um we're still developing the processes um
3:21
to fit um the sector outside of tat Ora because we know the needs can be a
3:27
little bit different and which is where we might need your help on that so one of the first things we've got to help
3:33
recruit internationally is the attraction of candidates so we've got a couple of ways that we're we're doing
3:40
that currently so we are offering free international job listings on the Kiwi Health jobs board which is our
3:46
International Job board for health professionals I know there was a cost Associated it with it in the past and
3:53
the kiwe health jobs platform is supported by our website the somewhere different campaign where cand candidates
4:00
are driven by an ongoing International advertising campaign um within that somewhere
4:07
different page we are developing a dedicated mental health and addictions information page which will be tat AA
4:16
information but also about the NGO sector and we're also um starting an
4:22
international advertising campaign specifically for the mental health and addictions Workforce we've tried to make
4:28
it easier on the key Health jobs board for people overseas to grounds for jobs um within the somewhere different
4:34
landing page we've also got information about New Zealand um about settlement um
4:42
and other information to help make that move for them as smooth as possible um as I've alluded to before
4:49
there is assistance with immigration needs bya our health immigration service and we have a team of licensed
4:54
immigration advisors and Zary will talk a little bit more in detail about um
4:59
what advice she can access and what services their team can offer um we are we do have um well we
5:08
did have a dedicated mental health and recruitment uh consultant which was Shannon um Shannon's actually had to go
5:15
back to her original role within Tata Aura and we are in the process of recruiting um somebody to replace here
5:24
um and shanon had a really key role um within the project team um she would connect directly with interested NOS
5:32
helped them get their vacancies listed onto the Kiwi Health job site she also assessed any potential candidates that
5:39
came through the campaign pages that expressed an expression of interest um
5:44
to come and work in New Zealand want to find out a little bit more um so we will have a recruitment consultant very
5:51
shortly to replace can Shannon to carry on that work and um for you to reach out
5:57
for advice with recruitment from overseas and much candidates um to vacancies that we're aware of across the
6:04
sector as you know a lot of our health professionals need to gain registration or membership to some standard setting
6:11
bodies um so we do have um a candidate karchy team that can help direct them
6:16
through the registration process and the candidate karchy team are also the first
6:21
point of contact when a candidate has um registered through our um somewhere
6:27
different landing page and there have that little talk to them they're the ones that actually have the chat to them
6:32
about you know what what's their lifestyle so we can try and work out where the best region in New Zealand is
6:38
to be able to place them so because we want them to stay we want the candidates to be happy um we also offer um cultural
6:46
competency training VI our somewhere different landing page as well so candidates can get a little bit of a
6:51
feel as to what the health system and the C bicultural and cultural training
6:56
is um in New Zealand because we we know we are unique and we have a very diverse
7:02
culture in New Zealand so it's quite important that we try and get those International candidates gaining that
7:08
skills and knowledge before they get here um so just go to the next slide
7:15
thank you Kim so I know this might be a bit small for you to read but we will be sharing
7:21
this slide pack out so you can have a little bit more in detail but this is just to sort of outline how we can help
7:27
you initially recruit from overseas so um if you're not yet accredited to um
7:35
recruit International candidates obviously we've got support from the health immigration service and Zoe will
7:40
talk about that shortly but if you are already um accredited with immigration New Zealand
7:47
and you've got a vacancy um if you can email the project team at our shared inbox which is quite lengthy but
7:54
hopefully you only have to type it in once International recruitment pilot at health. . gt. NZ and just a quick
8:01
outline or brief outline of what requirements you have we'll talk to you about your
8:07
vacancy and we'll send your details onto our thirdparty supplier that loads the jobs for us which is neon logic um at
8:15
this point we will send you a memorandum of understanding to sign um just we try
8:23
to keep it really simple and I'll just explain a little bit later on after zo spoken just about why we need um that's
8:30
signed um for you to work with us um once that's all done you'll get a job
8:36
booking form to complete um just with the details about the vacancy what you're looking for and with a position
8:43
description and if you can send your logo as well they'll um upload that onto the Kiwi Health job site um once they've
8:50
received all that they'll then post the ad for you and I think the standard is 30
8:55
days um you may receive um responses directly from candidates that have applied through the Kiwi Health job site
9:03
um but we may receive a candidates through the expression of interest in which case our recruiter can then
9:08
forward suitable candidates for you for consideration um as well to fill your
9:13
vacancy and as Shannon was doing previously and our new recruiter when
9:19
they come on board they'll be happy to support you to work through the applicants anything that you need but
9:25
and they're also there for advice if you need some if you've not got much experience recruiting from overseas
9:31
obviously you'll do the interview and the reference checks and the potential offer um what we ask once all that's
9:38
gone through we will send you and it's a really short less than five minute
9:43
outcome form and that's just so we can just hear a little bit about the process what you thought about it was the
9:49
candidate successful did you have enough candidates and if the candidate is unsuccessful if you could let us know so
9:56
then we can pop them back into a talent pool so other people with vacancies across the sector can maybe have them
10:02
for consideration as well as I said this will be sent out so you can have a bit
10:07
of a closer look and I'm going to hand over to Janine now to talk a little bit
10:13
about what the recruitment um Consultants do within the international Recruitment Center thank you Janine
10:20
thanks LZ hi everyone I'm Janine um I am well my my usual role is substantive
10:28
role is the recruitment manager or the talent acquisition manager at um Bay Plenty or Bay plenty um on a suc
10:36
comment um at this stage until March and I am a talent acquisition specialist for
10:44
um within the team so my portfolio is um Allied mainly Allied Health um but I
10:51
also am picking up the mental health side as well to assist until we find
10:57
someone to replace Shannon so I'm a little I'm still learning a lot about the um mental health um portfolio and
11:05
there's there's plenty in there so it's really exciting to be part of it so thanks for having me today um so yes so
11:12
working with the the IRC or the international recruitment center we're just trying to um
11:18
obviously they have we have the make a difference somewhere different campaign
11:24
the um people are putting through expressions of Interest so they can
11:29
either click to say yes I'm interested but um not ready yet or they may say yes
11:37
can to come out in the next four to six months um we will then go back to them well this is where the candidate Kaki
11:44
start first so they're the first point of contact so they will see the application come through they will see
11:49
if they've got a CV and and um if they haven't they'll go back and request to CV and just say hey welcome to um thanks
11:56
very much for your contact we'd like to engage further um can you please send
12:02
some more details from there they um with obviously with a CV they can then
12:09
have a really good look at if the candidates a viable candidate for want of a better word um and we can then do
12:17
what we call a phone screen so we'll go and have a convers the candidate will candidate K we um go and have a phone
12:25
conversation with them and that's more about understand understanding them so
12:31
where would they like to live you know what do they know about New Zealand what's interested them about New Zealand
12:37
why um why do they want to come out here what is there and then they'll start
12:42
sort of digging a little bit deeper into the special the specialities keeping in mind that the
12:48
candidate karchy are not specialists in every you know um
12:54
profession or every role that we've got coming through so it's it's a very broad
13:00
understanding of what that person's skill set may look like the CV is obviously going to be really helpful and
13:06
we try and drill down a little bit just to find out a little bit more about them you know they bringing their family over
13:13
if they got what are their interests outside work so the main purpose of the
13:18
candidate kak is to ensure that we try and do a really good match to the
13:24
district or to the NGO that we want to set them up with some of them don't want to work for a hospital environment they
13:30
want to work with an NGO which is fantastic so that you know we we ask all these questions first because it's if we
13:37
have a good understanding of them um we can ensure that they've got a a a
13:43
smoother Journey you know to relocate to New Zealand so once the candidate kaiak
13:48
have got all that information they then um send all that
13:54
through to us at the as the talent acquisition um specialist
13:59
and we then look at whether or not we would put it with an NGO if that's what
14:05
their preferred um area is to to work with or whether we put them with one of the districts within toat Ora so we look
14:14
we have more of a um connection with the districts and what they need um and um I
14:21
expect that's what shanon's head were the NOS in the past understanding what their needs are looking at you know we
14:27
we do depend on the Kiwi Health jobs website to see which NOS are advertising
14:33
and what skill set they're looking for what specialities they're looking for just to make sure that we we're doing
14:39
that best match you know we want everyone to sort of come out with a with a positive outcome at the end of the day
14:46
so the more information we can collect the better a job we can actually do with
14:51
matching so that's that part um so yes so so really that's probably the how it
14:59
all works it's pretty in a weird nutshell but it's and it works really
15:04
well um on the screen there you'll see that we've got in the actual mental
15:09
health rols we've had 16 within them make a difference somewhere different campaign they've been 65 um expressions
15:16
of interest in total we are still working through those um they've come through since Shannon's left so we're
15:23
still working through those but this is where we're at at the moment once they come through that initial camp pign we
15:29
then move them into the buet as we call them um of the mental health roles and then we go through so it's you know it's
15:36
not just nurses it's not just social workers it's the OTS as well that we we
15:41
um are looking at putting through to this side um yeah so that's and what I'd like
15:49
to know today is is to get a better understanding of how we do work with the NGS to make sure that we have you know
15:56
that we have the best um information we can to ensure we do that
16:01
best matchmaking scenario and that's me any
16:09
questions yes oh you're on mute
16:17
Frankie to my screen oh there are nightmare out there those microphones um so um I I have a couple
16:25
of questions um I think I'm probably sitting outside um what um um what
16:34
you're talking about because I'm an individual um and manage my um disabled
16:40
son's um funding um he has a large package and we've had um we've struggled
16:46
for a long time to find staff and there's a lot of people who actually um looking at what I'm currently doing
16:53
because um there's a huge shortage of support workers and in um um the process
16:59
of recruiting overseas I realized that everything that is currently being done
17:05
when you talk about AI health is feels like it's everyone but support workers
17:11
so interesting yeah you're talking about health or NOS but I think that um I
17:17
think I'm the only one individual um currently but there's going to be more
17:23
and we would like I would like to know and on behalf of other people you guys
17:28
are going to recruit support workers as well because the shortage is huge and
17:34
that's what we need to know so that's an excellent question and I don't have an answer straight away but obviously we
17:40
don't know what we don't know especially you know in that support worker space and um and what your needs are what your
17:48
expectations are um right down to salary ranges and that sort of thing and I know that immigration will go into that in a
17:54
minute when coming you know bringing people over they have to fit into the um
17:59
into the immigration criteria as well so I'd be really Keen to have a catch up
18:05
with you and just understand what your needs are and what the expectations of a
18:12
support worker would be and because sometimes you know it's it's very clearcut this is what they do but some
18:19
as some CVS come through or um and then the cover letters come through and they
18:24
say yes I've been doing this but I would really like to expand and to this area and so that's and that's what we have to
18:32
take into consideration and we want to take into consideration as well because if someone's passionate about what they
18:37
do we you know the right thing to do is to actually engage with them and actually go yep okay great let's look at
18:43
this sort of area but sometimes we have to bring them in on what their their main skill set is
18:51
before they can expand elsewhere so yeah Ian I'm actually quite um way in so we
19:00
accredited we have actually someone wow waiting someone to arrive she's waiting for her visa U to immigration to try to
19:08
push things through because we're desperate so we hope she's going to get her Vis this week um and um we're
19:15
advertising as well so we're actually quite aware that's amazing yeah oh great
19:22
yeah so I had another question um Shannon did put an Nord for us on
19:28
job um but because we're doing some intensive advertising ourselves um
19:34
mainly through social media I have no idea if the adverb that Shannon has posted has actually generated any
19:42
applications okay y was my second question how do I know that these
19:48
applications um are coming from um the yeah yeah yeah um I can find out for you
19:56
and I'll get that information to you Frankie yeah that's fine um has someone got your contact details and then I
20:03
can fantastic yeah cool perfect thank you I've nice to talk to you thank
20:13
you hi [Music] Sharon hi there hi um we're residents at
20:20
refugees of survivors New Zealand with mental health support services for um Refugee and Asylum Seekers yeah coming
20:28
into New Zealand with the New Zealand quota and other um our struggle is
20:34
always to get um Quality um clinicians
20:40
whether they be clinical psychologists counselors or psychotherapists um they
20:46
need to have specialist kind of understanding of and cultural competence
20:51
yeah they need to have that ability to um you know understand the refugee
20:57
Journey but not only that that can be trained but they you know we work with interpreters we work if we're not
21:03
working with lived exper well ultimately we're looking for lived experienced people from abroad yeah particularly in
21:10
some of the cohorts that we're working with whether it be Syria Iraq Iran you
21:16
know diary speaking whoever so um so it's always it's always a trick trying
21:21
to get um lived experienced people to do language MCH uh services and to give a
21:27
quality service which we really try to achieve um so there's so there's a
21:32
couple of things I want to ask you one was I'm not sure we are accredited and I need to look into that that's my bad I
21:39
don't think I've done that yet um so that's number one number two is given
21:45
the fact that um there is over a million people particularly with a huge presence
21:51
in Oakland Meer people with they be that from the ethnic communities whether they
21:57
be refugees or migrants um and given the fact that aura is uh probably stretched
22:07
with recruitment issues themselves what would be the chances of an NGO like ours
22:13
if we were involved in this of getting you know like a good quality uh clinician would we be would those you
22:21
know in terms of I mean it's probably the answer is probably of course not but would that be filtered off to to F Ora
22:28
first or would a a specialist organization like be
22:34
in great question Janine if you want me to jump in really quickly um just
22:41
because I've worked with Shannon quite a bit on this obviously and I don't think we haven't formally met but I'm sure we will while you're in Sharon um this is
22:50
obviously you know with this pilot this is I'm an NGO world so I'm you know Lobby for NGO Community Mental Health
22:55
induction Services strongly and um what I did with Sharon is you know we we sat down and we really worked through as
23:02
supp how the mental health and addiction system in New Zealand works and obviously you know like with working you
23:08
know with this pilot it's a great opportunity to build up the NGO and Community sector um and
23:14
toat or is really Keen to support that but what Shannon really Shannon and I really worked on is her understanding
23:20
what the real benefits are from working in the NGO and Community sector and so it was a really person
23:26
centered um process you know and I Shannon went out I sent her out sent her out that sounds really bad I didn't tell
23:32
her what to do I connected her with um quite a few mental health and addiction ngos based in Christ Church um she went
23:38
out she met them she really understood what the services were doing um you know ex so really as a person centered
23:46
process but I suppose we still are navigating um I suppose as a kind of
23:51
like Advisory Group because there is an Advisory Group sitting behind this um that involves both NOS myself sits on it
23:58
and but involves both Nos and tat Ora services and we do we are constantly having this conversation but I suppose
24:05
the reality is you know we we want a greater mental health and addiction Workforce and this is an opportunity to
24:11
grow the mental health and addiction NGO and Community sector so we're really driving towards that but I encourage if
24:17
you want to get involved with our Advisory Group Sharon I know you're really busy but um let me know um but I
24:25
hope that kind of answers your question a bit more but I do enourage you to get involved in the process because I think it is a really great opportunity to help
24:32
grow your Workforce and grow the NGO and Community Workforce as well does that
24:39
help Co I agree and it's yeah I think we have a common yeah we have a common goal
24:46
we just want the health system you know to be able to provide a really good Workforce into the health system in
24:52
whatever way we we need to do it and it's you know if if there are applying
24:58
the roles that you're advertising then obviously Tasha Ora is not going to take
25:04
them and go well actually we'd like them for us they are definitely going to go and it's and it is up to the individual
25:10
as well they might not like I said before they there's people that don't want to work in the hospital system they
25:16
would rather work out in the community and work for other other organizations and we're certainly going
25:22
to support them in that we're not going to say oh no look we really need you into fatura if that what they want to do
25:29
and the community goes yes please then that's where we'd rather put them we'd rather have them in the system and happy
25:35
than just going oh well no that's where that's where we want you to go so
25:40
there's there's a lot of you know little little things to think about on the
25:46
journey yeah and thank you Jan and just to add to that we um have been working with um Abigail and memo and we are
25:54
upskilling and educating all our candidate kitr ke and our
26:01
recruitment about working in the NGO sector that they can share that with candidates as they come through our
26:08
process so it's it we we're not working as an us and them we're working as a whole health system and it really we're
26:16
like we said before we're very focused on the candidate choice if the candidate has a choice and they're happy with
26:22
their choice with the information they've been given we're likely to retain one in the system
26:28
that was a great question any more questions for Janine before I pass over to um Zoe a licensed
26:37
immigration advisor y okay I'll hand over to you
26:45
Zoe hi everyone um I'll just quickly share my slides
26:56
here uh yeah let me know if it's showing okay great so thanks for joining
27:04
me today I'm going to quickly run you through the process of getting accredited employer work visa for
27:10
migrant workers and understand some of the organization have already obtained their accreditation and there are no
27:15
stranger to this process I'm just going to reemphasize on some key elements during this
27:21
step um so here outlines the employer um
27:28
and employee process for supporting a accredited employer work visa uh step
27:33
one is for the employer to obtain accreditation um for people who have previously experienced this type of
27:40
application you would understand there are multiple types of app um accreditation to apply for so if the NGS
27:47
have not obtained their accreditations yet and you need tailor advice please reach out so we can um sort of guide you
27:55
through this journey of identifying which accreditation you should go ahead with um once the accreditation
28:01
application has been approved in order for the employer to support the migrant worker for the role that's offered to
28:07
them we need to complete a job check application for the role that's specifically offered to the migrant
28:15
worker um there are a few key details involved for a job check application
28:20
especially for R that's currently outside of green list occupations including health care support workers I
28:26
will touch on those elements after um once the job check has been approved the
28:32
Employers in this case the um NGS would then send out the token to the migrant
28:37
worker through the online portal um for um job check um and this token would
28:45
include a link for the migrant worker to start their application this token is individually
28:52
customized before you send it out so make sure uh it's not sent out to the wrong candidate stes otherwise they
28:58
can't go ahead with the application once migrant workers receive
29:03
that token they will then carry out um the application process by providing required
29:09
documentation and if they are in need of immigration wise when they are facing a
29:15
complex situation for example a candidate could be over the age limit for straight to resident Visa yet Works
29:22
in a green list occupation there is a clear pathway without the um that's on
29:28
the age limit we may be able to assist them with a ministerial
29:33
request this type of request is not guaranteed to to be successful at least that opens a window of opportunity for
29:40
the migrant worker to check it out before they make the permanent move to New
29:45
Zealand the last step is after the migrant worker has start um their
29:51
employment in New Zealand within their first month of working there are certain settlement activities need to be carried
29:57
out with efforts from both employer and employees I've outlined certain key elements for this step as well because
30:04
it's part of the compliance issue that I is likely to audit on when you applying for a
30:11
renewal please note we also are holding a session with immigration New Zealand
30:16
on the 23rd of November and with a guest speaker from immigration New Zealand um
30:22
the immigration manager would explain details relating to the entire process
30:27
and potentially explain residency passway for house
30:33
workers I've outlined the fundamental requirements here for all employers when
30:39
they are going for accreditation despite of the applic the accreditation uh the
30:44
accreditation um type you're going for it has to be a genuine operation business or organization and you need to
30:51
prove that you have the ability or sign a commitment that you are going to complete the settlement support
30:56
activities for the migrant workers and you have to be compliant with specific immigration employment and business um
31:04
regulations this does not only apply to the time that's already um time that um
31:12
after the organization obtain the accreditation but including the time that previously if historically there
31:18
has been any uh immigration issue employment issue or business issue you need to alert us when we're providing
31:24
the advice when you are identifying the accreditation you can go ahead
31:31
with step two job check there are key elements where I've
31:37
noted down here the employer would need to be the direct employer of the
31:42
proposed employment if you are in a triangular employment um setting with your migrant
31:48
worker employees please make sure to flct with us before the accreditation is
31:53
applied for so before step one we need to know this this this is because triangular do have its individually
32:00
specific accreditation type with a completely different set of requirements and standards to be compliant with we
32:07
need to identify those needs and risk first second part for this uh
32:13
requirement for job check is to identify the employment meets requirement um for
32:19
a accredited employeer work visa to be awarded that work visa first of all the
32:24
salary needs to be at or above the median salary at the moment that is
32:29
$296 per an hour and it's about to change to $316 from February next year unless it
32:37
is an OCC occupation that is on the exemptions list so um as Frankie was
32:44
talking about before for support workers uh that is currently in the um
32:50
exemptions list with a slightly lower salary threshold the employment will have to be
32:57
identified and recognized as fulltime this fulltime is different from how we usually identify fulltime in the
33:03
recruitment practice um immigration New Zealand consider employment with a guaranteed of 30 hours or more each week
33:11
as fulltime this would means 0.8 F uh FTE um if the row is not in the green
33:19
list so for Rose that's not um in the current green list there would need to
33:25
be additional advertising requirements and AD evidence provided ACC company
33:31
with the job check application and as a accredited employer
33:36
with immigration New Zealand the employer needs to promise there's no passing on cost from any recruitment
33:42
compulsory training or equipment to the employee I have outlined the labor
33:49
market testing evidence here which can be a bit tricky when it when it compares to what we are currently listing in the
33:55
advertising the employer must provide the labor market testing evidence and that include
34:03
the job advertising for the RO the job advertising need to have certain wording
34:08
specified clear enough for the um applicants to identify without making a further request for certain information
34:16
those informations are the key tasks and responsibilities so practically the job
34:23
UH responsibilities need to be outlined within the advertising and the key terms and condition for the
34:29
employment including the salary range minimum and maximum rates if there are
34:35
specified in the um in the job description this number actually need to
34:40
be um listed in the advert in the advertising wording and if this significant portion
34:47
of the actual earning are not guaranteed so the estimate actual uh earning example must be provided based on the
34:53
peace rate and commission rate and what are the average bonuses in those
34:59
settings and the minimum guaranteed hours which is not hard to identify because um as I said earlier in the job
35:07
check page I do need to look at the hours each week to identify if it it's a
35:12
fulltime job the location of the work need to be specified as well this is because part
35:18
of the Visa condition would be issued with a location for the employment yes
35:25
we do pro uh flexible working occasionally for certain rows but still
35:30
there needs to be named a location of job which will usually be the main office
35:36
um okay let's go to the next step which is how long the advertising need to be
35:42
listed for and onwar um as Janine just outlined earlier we have the K house jobs um listing
35:50
right now available for members of the parot and that would fall into the uh
35:56
identification by other means this is more likely to attract um to suitable New Zealand
36:01
citizens or residence class workers because it is industry specified for Health Care
36:07
System the advertising need to be listed for at least 14 calendar days two weeks
36:13
and has to be closed before the job check is submitted the advertising
36:18
cannot be longer older than 90 days PR hour to the application is
36:23
made and we will also need to outline the recruitment outcome from the advertising including how many New
36:30
Zealand applicants have applied for and why they are not deemed suitable or if
36:36
they are deemed suitable for multiple role situation we need to explain those situation as
36:43
well next is the settlement support activities um just I I just need to
36:49
quickly remind everybody what I've listed here are only part of the responsibilities as a credited employer
36:56
there are other commitment you need to complete but these are the key changes so settlement support activities
37:02
including provide a SE uh a settlement information pack to the migrant worker
37:08
upon their arrival to New Zealand or sometimes before they even arrive to New Zealand this this would include the
37:15
accommodation options transport options um how they could access the uh Health
37:21
Care Service and relative uh relevant um training and qual ification information
37:28
that's specified to the industry or to the certain occupation and uh job and Industry hazards other than that there
37:35
are general information needed such as um c um cab advice where to get them and
37:41
also how to obtain the IID number the house immigration service tee
37:47
will be able to review this guide before you send it out to the employees however
37:52
we can't send it on your behalf because you one upon the time time of renewal if
37:57
you are being audited for compliance this information pack need to be sent out um from the
38:05
employer in addition um the employer would need to provide sufficient hours
38:11
for the time for the time that the accredited employer work visa holders to complete the employment New Zealand
38:17
online training module within the first month of their employment so just give
38:22
you a bit of a background of this online training module it outlines minimum pay outlines the uh employees rights and
38:30
their UH responsibilities and this would be a online training module consists of eight
38:37
different topics each topic takes five to 10 minutes to complete so it's not huge time investment when it comes to
38:43
completing these training however these would need to be completed um upon completing each of the
38:50
topic the employee would receive a certificate from the employment New Zealand website and part of the
38:57
compliance um in order to meet the later on compliance check I would encourage the organization to gather those
39:04
certificates together um so if I ler queries down the track um you would have
39:10
evidence enough to show um also the settlement support
39:16
activities which is not Lin here uh is the employer the hiring managers would
39:21
also need to complete the employer side of online module which consists of seven different topics taking roughly the same
39:28
amount of time for each topic so it's about a 1 hour and a half commitment and
39:34
this would need to be repeatedly completed at least once every time when the accreditation certificate is
39:41
renewed so hypothetically speaking if one NGO become accredited today as of
39:47
15th of November 2023 the hiring manager will need to complete it before 15th of
39:52
November 2024 and again in the next 12 months month
40:00
time a bit about of us house immigration service team is um a team of five
40:08
licensed immigration advisor with a group of coordinators assisting us and
40:14
uh we were launched in October 2022 similar the time of uh IRC um we are the first newand
40:20
government service of this kind and when we also work quite closely with immigration New Zealand if you ify
40:26
system or technical issues we are able to alert those with immigration New Zealand as well although there is a cur
40:34
a current employer Visa escalation line available um we provide immigration
40:39
advice and guidance um to both the NGO as well as the ngo's
40:45
candidates and you may ask how we can access your service um thank for uh Kim designing
40:53
this um flowchart for the team so so when you identify there are needs for either visa for the candidates or
41:00
immigration advice for the organization um you can contact us first
41:05
by contacting the pilot they will need to check if you have a signed um ml with
41:11
uh t or at the moment and then they will F down the details of the query and or contact details to our team we need then
41:18
need to complete a engagement letter to um provide the advice from a licensed
41:24
immigration advisor um um this is because licensed immigration advisors are regulated by immigration um
41:32
advisor Authority part of the uh compliance issue we would usually face is if we don't have an engagement letter
41:41
um signed with the organization external to um the employer it's going to be
41:46
quite tedious when it comes to compliance check later on and auditing purpose and we we would want to avoid
41:52
those uh issues later down the track we will provide um the detailed advice
41:58
that's tailored to your requirements and once the quiry has been assigned to a licensed immigration
42:05
advisor this advisor would be holding your hands through the entire quir
42:13
process before we could advise our NGO and candidates of the organization we
42:19
need the engagement letter between the NGO with house immigration service team
42:24
as I said before one the are having complex issues with their Visa application this would be the time for
42:31
us to step in and represent them for those applications or requests however
42:37
the threshold for meeting this complex case is quite high this is because of obviously we are only a team of five
42:43
advisers um we will also need a separate engagement letter between the house
42:50
immigration service team as well as the candidates the candidates would receive a written out um explanation for each of
42:58
the section before they enter into this engagement if they're unhappy with what we're offering obviously they can seek
43:05
support elsewhere and we will make sure to alert the employer um if that
43:10
actually happens to contact us uh through the pilot there's the um pilot email there we do also have our direct
43:18
com um contacts if you already signed the engagement letter with health immigration service team our contact
43:25
detail is pretty much the same as this one which is international recruitment center at house.gov doz now I'm open for
43:43
questions we're all clear yes Frankie um I have a question
43:49
with the wage exemption um for support workers I am aware that is the exemption
43:56
is until October 2024 is that going to change is that
44:01
exemption going going to be removed then or could we Bank on the fact that it's
44:06
continue going to continue to be an exempt we're unable to advise on that
44:12
because that at the moment is still under discussion okay yeah yeah um if there's
44:19
no further updates we would usually um send out a um like reminder to the uh
44:27
clients existing clients and also in this case pilot members that the wage
44:32
exemption is about to be closed but if we have received an update suggesting it's going to be continuing there will
44:38
be ongoing communication on those topic as well it's extremely difficult because we get funding at a certain
44:46
rate from um various Ministries you know
44:51
the P Equity the P Equity rate um yeah
44:56
yeah understanding information for us to know if we can continue to offer a
45:01
little bit less or if we have to go up yeah it's one of the key topics that t
45:07
or also keep an eye on as well because obviously needs is the same in the labor market um so what we usually do with the
45:15
house immigration service team uh we have this um a newsletter going out uh
45:21
to district and uh International recruitment center also have newslet out
45:27
um if I'm not wrong I think it's monthly um going out to the candidates and Al
45:33
sorry not to the C to the districts and I'm assuming that for the pilot members we would um extend our uh newsletter as
45:43
well okay thank you no
45:51
worries Zoe could I ask yes um you mentioned earlier about training that
45:59
employers need to undertake to become an accredited employer I think you said
46:04
there were seven modules of training that that's right and and I think you
46:10
said it took an hour to an hour and a half or something was that for each of
46:15
the seven modules or for the seven all together seven all together
46:24
yeah so can I ask on that you yeah because everything this was so much
46:31
informative it is very so um with that module did you say you had one
46:38
month after gaining accreditation because I haven't done that and we
46:43
became accredited I think in July or August August sorry the one month time
46:48
frame is for the employees when upon the um starting their employment in New
46:55
Zealand they have one month to complete their side of online modu employers do not actually have a time frame of within
47:02
a certain month you need to complete it but within the first year of each time you're holding a accreditor certificate
47:09
you need to complete it once and how do I access that how do I know where it
47:15
is oh okay uh what I could do is I actually have your email I'm going to send you that link then yeah it's a very
47:22
straightforward one if you have completed accreditation then you have a real me login which then you can use for
47:27
the employer um employment New Zealand uh online module okay thank you I've got
47:34
a question if the um person employe doesn't complete the modules within a month then where are we at as an
47:42
employer as the employer so long as you have provided evidence that you have provideed them with time and a reminder
47:49
that you need to complete it that's part of your obligation and that's done if
47:54
they are unable to completed within the time that part of responsibility falls on themselves because that's part of
48:00
their visa condition too yeah but then it may be that their
48:06
visa is canceled no their visa won't be canceled on this ground so what's the outcome the outcome would only be at the
48:14
time of auditing if we have obviously provided enough evidence and we send reminder provided time for the employee
48:20
to complete it the employee may receive a written warning from immigration New Zealand but that is not going to lead to
48:26
their visa cancellation just a reminder that's part of their responsibility to complete
48:32
it thank no
48:39
worries um any more questions for Zary thank you Zary that was um really informative I learned some new stuff in
48:48
there okay so if you can if Kim if you can just share screen again that'd be
48:54
great okay so we are nearing the end so I did touch a little bit on the memorandum of
49:02
understanding um that we will request anybody wanting to access our services
49:08
to sign it will be signed onto F Ora side it will also be signed on um the
49:13
participating NGO side as well this is something we've tried to get out of but unfortunately we can't and there's a
49:20
number of reasons why um firstly because the pilot involves both of us
49:26
potentially sharing candidate private information during the recruitment process uh the mou just outlines the
49:33
protection of the candidates privacy um also as well because we're sharing
49:40
services and this is a pilot so we need to measure the success of the pilot to
49:45
inform us for when we want to roll out across the rest of the health and disability system um there is just a
49:52
little clause in there about just providing us with outcomes feedback and like I said at the beginning of the
49:59
um at the beginning of this hooie it is literally a five minute less than five
50:05
minute um Ms survey form um we want to keep it as short as possible but we want
50:10
the valuable information as well and that will help us inform as to whether we need to change processes and things
50:17
like that so it helps us form um the recruitment processes outside of the but
50:23
Aura um it also outlined The Guiding principles that we follow within the international recruitment center about
50:30
ethical recruitment of healthcare workers I.E we don't actively um
50:36
advertise or Target countries that are at risk from the um world World Health
50:41
Organization um register that they've got I think there's about 75 countries that it's ethically um not approved to
50:48
recruit from so that's just really what the mou is about it is quite short we've
50:54
made it that there isn't a lot of Legally e in there as well it has been requested by our legal team with interat
51:01
AA um so that will just be the first part when you engage with us we will ask you to um sign the mou and return it to
51:09
us and so we're just nearly there I'll just talk about what we've got upcoming
51:14
from the project team um so as Zori um
51:19
said within her presentation we do have an a joint webinar with our health
51:25
immigration service team and immigration New Zealand about accreditation that's
51:31
next Thursday um 11: a.m. um and that's really aimed at people that are not yet
51:38
accredited though if people are accredited and just want to know a little bit more about what slight changes there have been welcome to come
51:46
um we're also pulling together a co-design workshop for those of you that
51:52
would like to join us about ref finding our processes to so they're fit for
51:58
purpose across the sector outside of the fut AA um our contact details again
52:04
which is our rather long email but hopefully you only have to type it in once and then it will recognize it for future um so if you would like to take
52:11
part in the immigration New Zealand webinar next week um or would like to volunteer for our um co-design Workshop
52:19
um please send us your details um and also again like I say this slide will be
52:25
sent out um there's a website address there that just contains a little bit
52:31
more detail and background about the mental health and addictions pilot and what we're trying to achieve and how
52:36
we're trying to assist um to get more Health Workforce um with into this
52:42
sector so I just want to thank you all for listening I'd like thank you all for um turning up and engaging um with us uh
52:50
during this houie and um I'll hand you back to Abigail thank you abig
52:57
girl awesome um we've still got five minutes so just before we close up would
53:03
any does anyone have any further questions no seeing a few shaking of
53:11
here it's perfect um yeah we thank you Kim Janine
53:16
Liz Zoe I think I've got everyone um thank
53:21
you all for your presentations today it's been great to be involved in the process I'm going to send out all the resources and presentations and all the
53:29
upcoming um things going on um I'll do that in the next few days um hope you
53:36
all found it really valuable I definitely learned quite a few things and I've been involved in the process for a little while um but good to good
53:43
to understand a bit more about the technical processes um yeah I'll finish
53:49
us off with a kak just to close so k k
54:00
perfect um hope to see you all another time thank
54:07
you

Resources for the whole health and disability system

There are international recruitment resources available for the whole health and disability system.

The International Recruitment Centre has information and tools developed in partnership with Te Aka Whai Ora and Immigration New Zealand. They include:

  • Our ethical recruitment principles
  • Information you can pass onto candidates, such as cultural competency training
  • Recruitment resources for employers who are already accredited with Immigration New Zealand
  • How to get accredited to recruit internationally with Immigration New Zealand
  • Other Immigration New Zealand information

 

All health organisations will find these resources useful when recruiting people from overseas.

International Recruitment Campaign

Accredited Employer Work Visa (AEWV) processes

Nursing information and resources to support Internationally Qualified Nurses (IQNs)