Welcome

As summer moves into autumn, The Johnson Group is planning a few transitions of its own. We’re steadily executing our business strategy, which is based largely around growth, and we’ll be making some announcements within the next few months that will give our clients even more services.

There are staff changes ahead, too. Leigh Johnson, our founding director, and her husband Grant Cathro, non-executive director, are setting off on the adventure of a lifetime. Their travels will take them around Central America and the Caribbean for six months - with nothing more than carry-on luggage.

We wish Leigh and Grant well, and look forward to hearing about their travels. While they’re away, Mark Skelly will be stepping in as Alternate Director.

We have two new additions to The Johnson Group Team to support our growth.

Rohan Wakefield, our new Contracting Consultant will place contractors in public sector roles as well as working with Campbell to expand our national presence in the science and local government sectors. Rohan has substantial experience working with and advising people on critical personal matters and see's the transition to recrutiment as a natural fit.

Conor Quinn, our new Candidate Manager takes enquiries from candidates, manages our talent pool, runs our involvement in the Skilled Migrant Programme and leads our marketing on social media. Conor, who has a Master of Science in International Relations from University College, Dublin, Ireland is in New Zealand for a year to gain a greater understanding of our public sector.

We’re delighted to have such a strong team to deliver to our clients, and to ensure we can continue to offer you all the support and advice you need to make your teams complete.

Leigh and Campbell 

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Coping with Skill Shortages

Several surveys have found many organisations are suffering skill shortages, with some employers offering up to $20,000 extra on salaries to attract the best candidates.

The public sector has been reduced in size, but there are skill shortages in some areas. Campbell Hepburn says there is increasing demand for the broad-ranging multi-skilled “super candidate” – for example, a senior policy analyst with strong economics skill, project management and leadership experience with multi-subject matter expertise and exceptional organisational skills. Campbell believes there’s a danger in leaving a role vacant while holding out for an exceptional candidate.

“If you find someone with 100% of the skills you require, they’re not likely to stay long. It’s a better strategy to hire candidates with 85% of the skill set – they will be smart enough to pick up the remaining 15%, and having to stretch will keep them challenged and engaged.” 

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Public Sector Reforms

Building a “smaller, better” public sector will be a focus for the Government in 2011, says Prime Minister John Key.

In a speech to parliament in February, Mr Key said the number of full-time equivalent staff positions in core government administration had been reduced by 5% since National came to power but it was “still a long way from being a lean and efficient machine”.

In 2011 and beyond, New Zealand should expect to see more back-office savings initiatives, further restraint in terms of core government administration positions, and more consolidation of agencies and functions to “streamline and improve” the public sector.

Finance Minister Bill English had a similar blunt message in February, saying that public sector workers unhappy with the restructuring should consider finding new jobs.

For further details of both speeches go to: TVNZ Press Statement and English issues blunt warning public sector workers

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New Kea CEO

Kea, New Zealand’s international network for Kiwi expats and friends of New Zealand, has appointed Dr Sue Watson as its Global CEO.

Dr Watson is an educational academic, consultant and business director. She says her first task will be to implement Kea’s global strategy as it launches a new range of services to inspire, fund, connect and educate New Zealand businesses.

The Johnson Group is a Kea gold foundation member. We look forward to our ongoing association with Kea, and we hope Kea will find ways to tap into the skills and experience of returning Kiwis and skilled migrants.

For more, go to Kea.nz 

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Migrants Bring New Opportunities

Attracting and retaining skilled migrants to promote economic growth is a growing focus for New Zealand. Head of Immigration New Zealand (INZ) Nigel Bickle says INZ is taking an increasingly customer-centric approach that focuses on the economic opportunities that migrants bring.

Although the UK has  traditionally been New Zealand’s main skilled migrant market, as New Zealand shifts its economic focus toward Asia, source markets will begin to shift and new opportunities will open up for employers. Managing this change – and maximising the opportunity it offers – requires employers to be more flexible and to better understand the unique cultural characteristics of their workforce. Doing things ‘differently’ can mean more productive, more proactive workplaces but only if there is clear understanding of how to unlock the best from employees.

“It’s about helping managers understand those kinds of issues,” says Mr Bickle. “We have to start thinking creatively about getting talented people from overseas and – even more importantly – keeping them here.”  

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Rising Demand for Contractors

The contracting market has had a strong six months, and we expect the increased demand to continue until at least the middle of the year.

The Johnson Group has found that contractors are best used to fill a high-level skill gap, rather than for business-as-usual work. Contractors should be expected to have 95-120% of the skills you require.

In a recent innovation, organisations have appointed a supply panel rather than having to tender for individual contracting jobs. You can streamline your operations by appointing The Johnson Group as your supply panel, working across an organisation or a single team. 

For more info please contact Heather or Conor

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Sector adds fresh Talent

An increasing number of candidates from private industry are applying for jobs in the public sector.

At The Johnson Group, we’re finding growing interest from people with deep industry experience in areas including economics and law. They’re telling us they feel strongly motivated to make a contribution to New Zealand’s future.

Our advice to clients is not to discount candidates from outside the public sector, who can offer new skills and fresh thinking. The key is to carefully plan how to transition them to your public sector team.  

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Skilled Migrants Seek Internships

We’re once again at the time of year when interns from Victoria University’s Skilled Migrant Programme (Work Place Communications) seek unpaid six-week internships.

There are 14 interns in this year’s first intake, and the internships begin on March 28. If you are an employer and would be interested in taking on an intern now, later this year or in the future, please register to go on our mailing list.

For more on the programme, go to Victoria University  

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Recruitment Coach

“I simply don’t have time to give new members of my team a lengthy settling-in process. Given the constraints that so many of us are working under these days, is a drawn-out induction programme really necessary?” Jim, Karori.

The short answer is: yes. The induction process is critical. A staggering number of people cite poor initial engagement as a major reason for dissatisfaction with their job.

A structured, well-planned induction programme should include basic orientation about how the job works, detailed modularised training, and job shadowing. The first week should be training-intensive, and only in the second week should a new team member gradually start the new role.

It’s a good idea to welcome new staff with a morning tea, introduce them to the company culture, maybe consider assigning as buddy and make them feel it’s OK to ask questions.  

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and finally

As Wellington’s only public sector recruitment agency, The Johnson Group recruits all professional roles in the following areas: • Policy (strategic/operational, and economic analysis)• Research and evaluation• Planning and reporting• Legal• Human resources• Programme/project management, technical and operations• Communications• Records and information

We also recruit roles in corporate services and public sector finance.

If you need to recruit any of these role to make your team complete, or if you’d like to discuss your future workforce planning, please contact us on 04 473 6699 or at info@the johnsongroup.co.nz.

Wishing you all the best,

Leigh and Campbell 

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To discover more about the dynamic team of public sector recruitment specialists at The Johnson Group, visit www.thejohnsongroup.co.nz

In this issue

• Welcome
• Coping with Skill Shortages
• Public Sector Reforms
• New Kea CEO
• Migrants Bring New Opportunities
• Rising Demand for Contractors
• Sector adds fresh Talent
• Skilled Migrants Seek Internships
• Recruitment Coach
• and finally

"Politics is the art of looking for trouble, finding it everywhere, diagnosing it incorrectly, and applying the wrong remedies" – Groucho Marx

“Our greatest weakness lies in giving up. The most certain way to succeed is always to try just one more time” – Thomas Edison

"He felt like a man who, chasing rainbows, has had one of them suddenly turn and bite him on the leg” –PG Wodehouse