Changes in visa requirements for temporary workers in the music, screen and entertainment industry take effect on 30 April 2012.  The changes apply to entertainers, performing artists and associated support personnel, film and video production and post-production crew, producers and directors.

Changes

Previously all such applications needed to be referred to the relevant professional association, industry guild or union such as the New Zealand Film and Video Technicians’ Guild, the Screen Production and Development Association, the Screen Directors’ Guild of New Zealand, New Zealand Actors Equity, the New Zealand Actor’s Guild, or the musicians’ branch of the Service and Food Workers Union.

New rules

From 30 April 2012 there will be a streamlined process, without any professional association, industry guild or union referral, for applicants whose engagement in New Zealand is:

for 14 days or less, or

on an official co-production, or

with an accredited company.

Applications that fall outside these criteria will be subject to the same industry-led labour market testing that currently applies.

Accreditation

New Zealand companies who seek to engage entertainment industry personnel will be able to apply in advance to Immigration New Zealand (INZ) to become accredited. They must demonstrate that they:

are financially sound,

have a sound industry track record,

have a commitment to engaging and training New Zealanders, and

have good work place practices.

The relevant professional associations, industry guilds and/or unions will be consulted as part of consideration of applications for accreditation.

For more information on the accreditation criteria, please see Entertainment industry accreditation.

Approved arts and music festivals

Performers and direct support staff attending an ‘approved’ arts or music festival will be able to enter New Zealand as visitors, without having to apply for a visa if they are from one of the more than 50 countries with which New Zealand has a visa-waiver agreement.

For an arts or music festival to become ‘approved’, its organisers will have to submit a proposal to INZ demonstrating that their festival meets certain criteria. See the Checklist for Arts and Music Festival Approval Status PDF [334KB] for further information.

Rationale for changes

The key objective of the changes is to reduce red tape and compliance costs on entertainment industry businesses and to support economic growth. This will ensure that these businesses can get the people they need when they need them, while still providing protection for New Zealand workers. The previous ‘one size fits all’ immigration process, where all applications are referred to industry guilds or unions irrespective of whether there is a risk of displacing New Zealand workers, does not necessarily reflect the requirements of different industry sectors, types of production or other government objectives.

Benefits of the changes

The changes will make it easier for entertainment industry companies to bring workers to New Zealand. Inbound productions can create a significant number of jobs for New Zealanders across a range of roles.  The changes will reduce the risk of the immigration process reducing New Zealand’s attractiveness to overseas productions.

Long Term Skill Shortage List

The Long Term Skill Shortage List was updated to clarify the qualification, work experience or registration requirements for the following occupations

• Agricultural Scientist (Farm Systems Scientist), Environmental Research Scientist (Water Quality Analyst), Biotechnologist (Genetics Scientist), Life Scientist nec (Animal Scientist or Bioinformatics), Social Professional nec (Applied Social Scientist)
• Construction Project Manager (Chip Sealing, Asphalt or other Technical Manager) (Roading and Infrastructure)
• Project Builder (including Building Project Manager and Site Foreman)
• Quantity Surveyor
• University Lecturer
• Electrical Engineering Technician
• Electronic Engineering Technician
• External Auditor, Internal Auditor
• Specialist Managers nec (Management & Project Management staff)
• ICT Project Manager, Organisation and Methods Analyst, ICT Business Analyst, Systems Analyst, Multimedia Analyst, Web Developer, Analyst Programmer, Developer Programmer, Software Engineer, Software Tester, Software and Applications Programmers nec, Database Administrator, ICT Security Specialist, Systems Administrator, Computer Network and Systems Engineer, Network Administrator, Network Analyst, ICT Quality Assurance Engineer, ICT Support Engineer, ICT Systems Test Engineer, ICT Support and Test Engineers nec, Telecommunications Engineer, Telecommunications Network Engineer, ICT Customer Support Officer (Technical Advice and Consultancy), and
• Food Technologist.

Full details of these amendments and the updated LTSSL are included in Amendment Circular 2012-05 PDF [102KB].

Ms Ranson is managing director of Lower Hutt based immigration/relocation/settlement firm Woburn International, a company she setup 22 years ago to smooth the relocation for employees and employers, nationally and internationally. In that time Woburn has grown from a one man band to an office consisting of 7 staff and 15 consultants nationwide. The key, she believes, is looking at what a potential employee can do now and how the firm can help them grow.

“That is the biggest thing of all, we have people who are ready to grow and develop and learn new things” she says. “I believe in empowering people to be accountable for what they do. I always look at someone’s overall attitude, how I can develop them, and people take ownership because they want to, because they’re part of the big picture. It is about collaboration, working as a team.”

Ms Ranson talks of two migrants she employed because not only were they qualified in their own right, she saw that they had initiative. One has since gone from an administration clerk to a senior administration executive within business development; the other was employed as a translator but has now obtained her provisional licence for immigration. “It is about recruiting the right people, and Woburn would not be as successful if it wasn’t for the people we have working here.” say Ms Ranson.
Her recipe for success stems from her experience over a number of years. She’s first to admit that her career path would have been completely different if her employers had not recognised her potential and invested in her along the way. “I have always joked that every employer I have ever had in New Zealand has sent me back to school, they’ve paid for me to go to university and in that respect I’ve been very, very fortunate.”

Ms Ranson began her working life as a general office administrator for a Christchurch insurance company. During her 10-year tenure the company went through acquisitions which proved to be beneficial for her – after a 12 month break to work in Britain, to work for recruitment firm Adecco, she re-joined, wound up sitting insurance exams specialising in fire and life insurance, and was given the chance to its life insurance department.

“I was a big experiment, being the first female rep in New Zealand for them, and as a consultant I was given a free run to go out and service existing clients, to visit clients who hadn’t be contacted in eight years, as well as look for new business. “ They invested a lot of time and money in me, and they have me the most brilliant training which has held me in good stead – if you can sell, and by sell I mean identify clients, issues and challenges, you can do that in anything.” Ms Ranson then took up a role at the then Canterbury Health Board as an EA, reporting to the medical superintendent, but working with surgeons and specialists, accompanying them on ward rounds. “ I was given opportunities to get involved in many different facets. I had a very broad exposure to the health sector, and you say I was thrown in the deep end. “But I’ve always been thrown in the deep end that is the best way to be, it helps you to expand your thinking, and I’m always prepared to face a challenge”.

A move to Wellington followed, where her husband transferred through work, and she too, was to transfer to a hospital here but had to wait for a start date. Not one to wait Ms Ranson started temping via a recruitment company as an EA to tobacco company WD and HO Wills, now British American tobacco (NZ). “I was supposed to be there a month and I ended up staying six years, progressing into human resources, which was a big learning curve. But they sent me to University, this time to Massey, and having been to Canterbury University I was able to move my qualifications across and wound up with a BBS, along with a diploma in Human Resources.”

Ms Ranson quickly put her new-found knowledge into practice in a different workplace, an engineering company where she was hired to put together their HR function. “They had a number of subsidiaries throughout New Zealand, and they operated in Fiji so I got to work with eight trade unions.” But when the “corporate raiders” came in she was flown around the country to deliver the bad news to staff as the company began shutting down its subsidiaries. “I had to lay off large numbers of staff, but it shouldn’t have been me doing it, it should’ve been the CEO- I was the hatchet person who hit the news media, and I was in the line of fire with the workers.
“Emotionally it was tough. I really felt for the people, and I took on the responsibility to help them see that one door shutting and that we could help them open another through counselling or finding them new jobs. “It was quite far-reaching because I was criticised at the time for getting too involved, but to me you’re playing with people’s lives and I was prepared to help them.”
The media attention and her dealing with recruitment companies led to an approach from one corporate recruitment firm about another role in quasi government, the New Zealand Meat Producers Board. “I set up their Human Resources function too, and, I didn’t know it at the time, but they were in discussions with the Government to hand back ownership of product to meat companies, which meant getting rid of a lot of staff at the meat board, which was why I was recruited.” Having learned from past experiences, this time she stood her ground as to how the company should approach redundancy issues with its staff. “I wanted to put people first and I was prepared to stand up for what I believed in – the CEO at that time and the board agreed with me, and respected that, thankfully.” Eventually Ms Ranson, pregnant at the time, decided to resign so that she could establish her business, realising that there was a niche in the market for a company that could help other firms relocate staff smoothly and with minimal stress. Having been an expat and worked on overseas assignments in Brain, Germany, Australia, Brazil and Bahrain in her previous jobs, she had experienced the stress of moving first hand.

“It’s going into the unknown, and it’s an extremely stressful time, so I thought if Woburn could smooth the waters, then we would.”
“At that time there was no assistance our there for employers to know how to assist their staff in going offshore for assignments, no co-ordination of how to put together appropriate remunerations packages so that people were not being disadvantaged, no help for employers looking to bring people into the country, no interview process to ensure the right people were being sent off-shore of being brought in.”

She drew on previous experience, tapped in her networks and took advantage of the good reputation she’d gained over the years bringing in clients.
These days Woburn International is dealing with 35 companies at any time, wanting help with anything from bringing in a person from overseas, sending an employee offshore for an assignment, organising host-country support, cultural orientation and settling in a newcomer, or helping to relocate someone who has been head-hunted from offshore.
Ms Ranson’s hard work has earned her and the company recognition – she’s been nominated twice for the Her Business awards while Woburn was named best global service provider at the Employee Relocation Council conference in Washington D.C based on client feedback, two years ago.
Regionally, it was finalist last year in the annual Hutt Valley business awards for professional service for small to medium sized businesses.

“I can appreciate the anguish people go thought when moving, my career has been a big adventure and journey for me, so if I can help others on their journey and smooth the waters for them, I have done my job”.

Click Image to Enlarge

]]> http://www.woburn.co.nz/woburn-international-in-the-news/feed/ 0 http://www.woburn.co.nz/woburn-international-features-in-the-dominion-post/ http://www.woburn.co.nz/woburn-international-features-in-the-dominion-post/#comments Tue, 10 Apr 2012 22:03:06 +0000 nic http://www.woburn.co.nz/?p=1108 When it comes to doing business, meeting expectations is key, say June Ranson. In fact the managing Director of Lower Hutt based relocation firm, Woburn International say that her companies reputation and success is due largely to good customer service.

Click to Download Full Article: WI Dominion Post 12.11

While the practice of raising rents is driven my market forces, and reflects what the market is willing to pay, it is putting the strain on existing tenants and migrants searching for their new rental homes.

Prices are unlikely to fall until the Auckland housing shortage is fixed.  This will not happen quickly, as the disappearance of finance companies during the recession has left property developers short of cash flow.

As a result of the Earthquake damage, Christchurch has also suffered from a reduction of expatriate standard rental properties available. (read more on Auckland)

The clear left and right divide over the purchase of the 16 North-Island Crafar Farms (7,900 hectares) by the joint venture of Landcorp and the Milk New Zealand Holding (a subsidiary of Chinese investor Shanghai Pexquin Co Ltd.) created media frenzy.  It is purported that the joint venture agreement has Landcorp managing farms operations with Pexquin investing $15.75 million towards property development, including investment into an effluent management system.  This investment excludes the purchase of shares in Fonterra, to whom the joint venture plans to sell its milk.

Woburn International works with overseas investors looking to invest in New Zealand and understands some of the challenges faced when investing in New Zealand. Looking at the way the media and public reacted to the Crafar farms bid, there is an interesting lesson for Chinese investors wanting to invest in New Zealand.

Judge all investors fairly
The Crafar farms have been in receivership since October 2009, and with the exception of a $175 million low-ball bid from a cooperative organised by Sir Michael Fay there has not been New Zealand investor with the financial clout and interest required to sell the deal.  In the absence of sufficient internal interest the farms will require foreign investment if they are not only to sell for a fair price but also to ensure the investment required to return these farms profitable productivity.   While the integrity of this should not mean that a purchaser is discriminated against by virtue of nationality.  This is also contrary to free trade agreement signed in 2009, under which New Zealand is also obliged to welcome Chinese Foreign Direct Investment. According to University of Auckland law professor Jane Kelsey  the FTA is a two-way street, and if we expect kiwi businesses to have the opportunity to invest in China, the reverse must happen: Chinese business must be free to invest in New Zealand.

The only valid reason to for the Labour party to oppose the joint venture Landcorp, Shanghai Pengxin sale would be basis of the investor’s integrity. The OIO conducted its investigation of Shanghai Pengxin’s, and whilst the owners were rumoured to have ties to the Chinese underworld it was found that the company met all the requirements for the investment. The New Zealand public can put some trust in the OIO finding, given that they had refused Kim Dotcom the purchase of three properties.

Why then once the company was established as reputable did the Chinese investors continue to receive so much opposition from the New Zealand public and the Labour party?

Do a little PR

The sale of land, assets continues to be an emotive subject for New Zealanders, this coupled with a sprinkling of distrust and ignorance of Chinese Business methods made the sale highly contentious.  New Zealanders needed to be convinced that the sale was in everyone’s best interest and that it would not result in a wave of land sales to foreign investors with the financial reserves to buy New Zealand for a price.    Understanding the culture, environmental issues and political hot potatoes (such as asset sales) are key to producing convincing arguments that with a little public relations investment can smooth the passage to successful business outcomes.   This is not an isolated case as the lack of PR is a common failing of Chinese investors.  Ensuring that New Zealand farms are operated ethically with regards to the environment and clean green image while returning profits to New Zealand is important. Although this should not factor into the case for the Sale of the Crafar farms as New Zealand’s Landcorp will be managing the operation, Shanghai Pexquin could have done more to calm the New Zealand public and Labour’s fears that this was not  selling the “family silver” instead it was preserving the silver for future generations. Unlike business in China, where doing big business deals relies on having connections with people in positions on influence and the opinion of the public is not factored into business deals, western economies like New Zealand, value the opinion of the public. Although Shanghai Pexquin had a representative in New Zealand they could have done more to tell the company’s story, and tell the New Zealand public that their investment of $15.75 million in the lands development, would: create jobs, create an on-farm dairy training facility, enhance ecological sustainability, and would introduce overseas agribusiness marketing opportunities for New Zealand agricultural expertise in China and spend $100 million over the next five years marketing New Zealand dairy products in China.

Woburn International has had experience matching overseas investors with investment opportunities in New Zealand. Woburn International also understands and can support the need for foreign investors to work with and consult the community when conducting deals.

• Annual migration numbers continue to increase with 214 million migrants in 2009 up from 192
• International migration involves wider ethnic diversity and there has been a significant increase in the number of women migrating.
• There was a significant increase in temporary and circular migration.
• There has also been large shift from people living in urban areas to rural ones, with now just over half the global population living in urban areas. It is expected that this will rise to 70 percent by 2050.
• Emerging economies in Asia, Latin America and Africa highlight the need for effective migration management in these regions
• Aging workforces in the developed world are creating an increasing need for young migrant workers.
• Migration due to climate change will become continue to be a concern. In 2008, about 20 million people were displaced due to climate related disasters
• Countries need to make sure that they had the capacity to manage the effects of migration through the effective governance of migration. At present many governments do not have a comprehensive approach to migration anddo not manage migration effectively.  There are also calls for cross-national research in to current capacity building requirements
• It is anticipated that there will be a accentuation in the mismatch between labour supply and demand, placing pressure on destination
• Return Migration was lower than expected despite measures put in place by governments to encourage migrants to return.
• Unemployment rates were higher among migrants than native populations.
• Global remittances declined, but at different rates globally.

1) Obtain your work-visa

It may seem like common sense, but you will need a work visa. You are not likely to pass the application process, and on to an interview if you do not have a work visa. There are several ways you can go about getting your work visa. The safest option is to talk to a licensed immigration advisor like Woburn International.

2) Get some experience as a volunteer in New Zealand

If you are in New Zealand on a visitors visa, a good start would be to find a volunteer organisation and work with them. Working with a volunteer organisation you will be able to get New Zealand reference showing New Zealand business experience. If you are fortunate, having worked well to the satisfaction of the organisation you are volunteering with, you may receive a job offer. The volunteer organisation may also recommend you to an employer who needs your skills, with a job offer resulting.

3) Write your CV according to New Zealand requirements
Indian CVs (resume) are written in a  different format to New Zealand CVs , and you should make sure your CV is written for the New Zealand market. You should also be aware that your NZ CV needs to be adapted to suitable jobs you apply for. To gain assistance in writing your CV: look online and you will be able to find a number of websites that have templates for New Zealand CVs, this is a starting point but not always ideal. You could use a recruitment company they will help write a CV for you or Woburn International will write the CV based on your achievements and skills required by the employer and Immigration New Zealand, that will assist with your immigration and job search.

Download your CV and coverletter templates here.

4) Be friendly with your prospective employer (but be professional)
Indian business culture is different to New Zealand’s. Don’t be afraid to be friendly with your prospective employer, but don’t be unprofessional.

5) Be a decision maker
New Zealand employers want to see that you can make decisions on your own. Make sure in your interview to come across as someone that can make decisions. For example, if they ask you when can you start working for them you need to be able to give a direct answer.

6)Dress for success
Always look clean, smart and check your footwear. Understand the culture of the company through research on the Internet and dress appropriately for the interview. If in doubt regarding the dress code, seek guidance from a New Zealand business person.

Meena Patel (Senior Administration Executive)

भारतीय अपनी नौकरी खोज में सुधार चाहते हैं नौकरी चाहने वालों के लिए 6 युक्तियाँ

1) एक काम वीजा प्राप्त करें

यह सामान्य ज्ञान की तरह लग सकता है लेकिन आप एक कार्य वीजा की आवश्यकता होगी. तुम अगर आप एक काम वीज़ा नहीं है, और एक साक्षात्कार के लिए आवेदन प्रक्रिया से गुजारें की संभावना नहीं हैं. वहाँ कई तरीके आप अपने काम वीजा प्राप्त करने के बारे में जा सकते हैं कर रहे हैं. सबसे सुरक्षित विकल्प Woburn इंटरनेशनल की तरह एक लाइसेंस प्राप्त आव्रजन सलाहकार से बात की है.

2) न्यूजीलैंड में एक स्वयंसेवक के रूप में कुछ अनुभव प्राप्त

यदि आप एक आगंतुकों वीजा पर न्यूजीलैंड में कर रहे हैं, एक अच्छा शुरू करने के लिए एक स्वयंसेवक संगठन को खोजने के लिए और उनके साथ काम होगा. एक स्वयंसेवक संगठन के साथ कार्य करना आप न्यूजीलैंड न्यूजीलैंड के व्यापार का अनुभव दिखा संदर्भ प्राप्त करने में सक्षम हो जाएगा. यदि आप भाग्यशाली रहे हैं, आप के साथ स्वयं सेवा कर रहे संगठन की संतुष्टि के लिए अच्छी तरह से काम किया, तुम एक नौकरी की पेशकश प्राप्त हो सकता है. स्वयंसेवक संगठन भी आप एक नियोक्ता जो अपने कौशल की जरूरत की सिफारिश कर सकते हैं एक नौकरी की पेशकश परिणामस्वरूप के साथ.

3) न्यूजीलैंड की आवश्यकताओं के अनुसार अपने CV लिखें
भारतीय सीवी (फिर से शुरू) न्यूजीलैंड सीवी एक अलग प्रारूप में लिखा हैं, और आप सुनिश्चित करें कि आपके CV न्यूजीलैंड बाजार के लिए लिखा है बनाना चाहिए. तुम भी जानते हैं कि आपके NZ CV उपयुक्त नौकरियों आप के लिए आवेदन करने के लिए अनुकूलित किया जाना चाहिए किया जाना चाहिए. अपने CV लेखन में सहायता प्राप्त करने के लिए: ऑनलाइन देखो और तुम वेबसाइटों की एक संख्या है कि न्यूजीलैंड सीवी के लिए टेम्पलेट्स खोजने के लिए सक्षम हो जाएगा, यह एक प्रारंभिक बिंदु है, लेकिन आदर्श हमेशा नहीं. आप एक भर्ती कंपनी वे आप या Woburn अंतर्राष्ट्रीय अपनी उपलब्धियों और नियोक्ता और आप्रवासन न्यूजीलैंड द्वारा आवश्यक कौशल, कि अपने आव्रजन और नौकरी खोज के साथ आपकी सहायता करेगा पर आधारित CV लिखने के लिए एक CV लिखने के लिए मदद मिलेगी इस्तेमाल कर सकते हैं.

आपके CV और coverletter टेम्पलेट्स यहाँ डाउनलोड करें.

4) अपने भावी नियोक्ता (के साथ अनुकूल हो लेकिन पेशेवर)
भारतीय व्यापार की संस्कृति न्यूजीलैंड अलग है. अपने भावी नियोक्ता के साथ दोस्ताना हो डरो मत, लेकिन हो अव्यवसायिक नहीं.

5) एक निर्णय निर्माता रहो
न्यूजीलैंड नियोक्ताओं के लिए देखने के लिए कि आप अपने दम पर निर्णय कर सकते हैं चाहता हूँ. अपने साक्षात्कार में यकीन है कि कोई है कि निर्णय कर सकते हैं के रूप में भर में आ. उदाहरण के लिए, यदि वे आप से पूछना तुम उनमें से आप के लिए एक सीधा जवाब देने में सक्षम हो की जरूरत है के लिए काम जब शुरू कर सकते हैं.

6) सफलता के लिए ड्रेस
हमेशा साफ लग स्मार्ट, और अपने जूते की जाँच करें. इंटरनेट पर अनुसंधान के माध्यम से कंपनी की संस्कृति को समझते हैं और साक्षात्कार के लिए उचित पोशाक. यदि संदेह में ड्रेस कोड के बारे में, एक न्यूजीलैंड व्यापार व्यक्ति से मार्गदर्शन चाहते हैं.

मीना पटेल (वरिष्ठ प्रशासन कार्यकारी)

International students choose to study in New Zealand because New Zealand is an English-speaking country, the cost of education is lower compared to other OECD countries, there are perceived work opportunities and you can apply for residence after study. Every year New Zealand receives 70,000 international students, with 75 % of these students originating from Asia. These students make up 2.1% of our tertiary enrolment, giving New Zealand the highest percentage of international students in the OECD on a per capita basis. With International students playing such an important part financially to New Zealand it is imperative that the Government through the Ministry of Education and Immigration New Zealand ensure that robust policies are in place to protect International Students from exploitation. Too often we find International Students, primarily those  from Asia, coaxed into courses of study that will not achieve their long-term objectives. Some education institutes appear to ready to accept the student’s international fees without giving appropriate guidance and Immigration New Zealand appears to allow this to happen. Both the Ministry of Education and Immigration New Zealand need to ensure that there are robust procedures in place in order to protect vulnerable students and therefore the International Student market overall.

The study revealed that 31% of fee paying international students go on to work or apply for permanent residence in New Zealand after study. At 72%, Indian students were the most likely to work in New Zealand after study. This is most likely due attractive job opportunities in New Zealand compared to those in India. Chinese students transitioned to work at a rate of 43%. Based on the transition rate it was clear that country of origin had the greatest influence on the transition to work, where gender, age and field studied had lesser effects. This shows that those with the most incentive to achieve do so by their hard work and dedication.

The main reasons that students wanted to live in New Zealand were for the New Zealand lifestyle, safety, security as well further educational opportunities. Job opportunities were not cited as a reason for wanting to stay in New Zealand; there are more opportunities in their home countries, particularly China where it is more and more common for workers who have an International qualification to obtain better positions back home. With the high economic growth in China, there are better work opportunities for successful students who have studied overseas, a reversal of the perception held of Asian students previously.

According to ListNZ finding, 68% of international students were in full time employment within 18 months of receiving permanent residence, and 48% had continued their study after gaining residence. This shows that International students have a valuable contribution to make to New Zealand employers.  This fact should not be underestimated by employers and recruitment agencies in particular. The fact that a work visa may be required does not necessarily present a barrier for employers who require the skills that these students have. Woburn International Limited, with over 21 years of busines is, very experienced in completing visa requirements.

Chinese Passport

When it comes to providing proof of relationship, we have learned that Chinese couple’s often do not have evidence in both of their names to prove their relationship, such as joint bank accounts or bills addressed to both of them at the same address. These problems are common even if we are dealing with a married couple with children. Part of the problem rests with Chinese migrants not understanding that, for an immigration application, it takes more than a marriage certificate to prove that they have been living together in a stable relationship for at least 12 months. Immigration New Zealand recognises that they are dealing with a different culture, but proving the commitment of the relationship is a general rule for all applicants not just for the Chinese.

Cultural differences make it difficult for Chinese migrants to administer the immigration process by themselves. It is our responsibility to help them build a strong case for Immigration New Zealand as to why their visa application should be accepted. At Woburn International, we understand that a successful immigration application requires both a strong understanding of Chinese culture and what Immigration New Zealand will accept as support for an application.