Top tips for offshore recruitment: What NZ employers often miss
Hiring from overseas is a great way to solve difficult staffing challenges, but there’s more to it than getting the paperwork right. For employers considering offshore recruitment for the first time, success comes down to what happens before and after the hire.
At Recruit NZ, we’ve helped hundreds of businesses across the country fill roles with skilled migrant workers, particularly from the Philippines. Here we’ll share what we’ve learned about the four most important (and most overlooked) parts of getting it right the first time.
Cultural fit needs thought
A strong CV doesn’t guarantee a good fit on the ground. While technical skills are essential, long-term success often comes down to attitude, communication, and compatibility with your team.
Kiwi workplaces are known for their informal tone, relatively flat hierarchies, and emphasis on self-management. That can be quite different from work environments in some other countries. A great offshore hire isn’t just someone who can do the job, but someone who can adapt to your team’s way of working.
This is one reason employers across construction, engineering, logistics, and production often turn to the Philippines. Filipino workers tend to be respectful, resilient, and eager to learn; all qualities that translate well in New Zealand teams. Many also speak good English and have international experience, which helps with faster integration.
Tip: In interviews, go beyond the skillset. Talk about your team’s work style, how you handle feedback, and what your day-to-day environment is like. This sets clearer expectations and helps ensure cultural alignment early.
Clear communication upfront
Offshore hiring starts long before someone arrives at your door. The quality of communication during the recruitment process shapes how well the relationship works later on.
Unclear job descriptions, vague promises about hours or overtime, or rushed onboarding can all lead to misunderstandings and disappointment on both sides. But when employers set clear, realistic expectations from the beginning, they create a more stable foundation for success.
This matters especially when hiring from overseas, where language, time zones, and cultural differences can get in the way. The clearer you are upfront, the more likely you are to get (and keep) the right person.
Tip: Write down the key details of the role, even if it’s informal in your day-to-day. Include start times, physical requirements, safety expectations, and team structure. Arrange a video call before confirming any offer. It builds trust and gives both parties a clearer sense of the fit.
Plan past the probation period
The first three months are important, but they’re not the whole story. First-time offshore employers often focus on getting someone here and through the start-up phase. But what happens after that is just as critical.
The cost of replacing someone six months in is high. Thinking ahead helps avoid that. When employers plan training, growth opportunities, and visa milestones early, they increase the chances of keeping that person long-term.
This has become even more relevant with the Government’s recent updates to the Green List. From 18 August 2025, ten additional trades roles will qualify for the Work to Residence pathway. That includes welders, fitters, machinists, panel beaters, and vehicle painters. Workers in these roles can apply for residence after 24 months of full-time work in New Zealand, provided they meet the wage and experience requirements.
Tip: If you’re hiring into one of these roles, map out a plan for the first 24 months. Think about how the role might evolve, and how you’ll support your new team member to stay engaged and on track.
You don’t have to do it alone
Hiring from overseas is achievable and can solve a lot of problems, but the process involves much more than many employers expect. It’s not just about finding a good candidate; it’s about getting every step right, from start to finish.
That means:
- Meeting Immigration NZ’s Employer Accreditation requirements
- Registering with the DMW for Filipino recruitment
- Creating a compliant employment agreement
- Conducting interviews, trade tests, and thorough vetting
- Managing the job check and AEWV application process
- Coordinating flights, accommodation, and arrival logistics
- Supporting banking, IRD, and pre-departure processes
- Providing induction, onboarding, and pastoral care
- Checking in regularly post-placement to make sure things are working on both sides
This is where experience matters.
RecruitNZ has been helping New Zealand businesses hire offshore for nearly 20 years. We’ve placed hundreds of skilled workers from the Philippines into long-term roles in construction, trades, transport, and manufacturing. We understand the full process.
With our People Inc partners, we manage every stage carefully, with in-house expertise across recruitment, immigration, and worker welfare. And we don’t disappear after the start date. We stay involved to make sure your new hire settles in, adds value, and sticks around.
