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.

Auckland Housing

Over the past year, we have seen a significant increase in rental housing prices in Auckland which has made it more difficult for new migrants to find housing in New Zealand’s biggest city. Christchurch residents moving to Auckland and a shortage of good rental accommodation have been big factors in this price rise, and it is unlikely that these prices with fall in the near future.

After the February earthquake, some Christchurch residents moved to Auckland to escape the earthquake battered city and to preserve some sense of normality. Those that have left Christchurch will only return when the ground stops shaking and the when rebuild begins. If the Christchurch rebuild process takes too long, it is increasing likely that their move to Auckland will become permanent.

The current economic condition has resulted in tightened bank lending and lack of investment that stymied new construction. In addition, there is an increasing shortage of builders. The combined strain on the supply of rental housing and increase in demand has almost driven prices to their previous peak in 2007. Woburn International has recognised that is an significant issue and for our clients making the move to Auckland, and are helping to navigate our clients around the housing problems that other migrants to the city will face.

Woburn International has worked with many Indian migrants over the past 21 years and can confirm that there appears to be some misguided opinion from New Zealand employers in regards to Indian migrants. Many of the Indian job-seekers study in New Zealand Universities, speak perfect English (in many cases better than your stereotypical Kiwi), are highly skilled and try hard to adopt the ‘kiwi’ culture. Despite their qualifications and fluency in English they are unable to find jobs and suffer prejudice’s that European migrants do not.

Woburn International believes that New Zealand employers, by not employing Indian workers are missing out on a significant opportunity. From our experience, Indian workers are loyal and hard working. We have placed a number of Indian workers in New Zealand companies and even employ an Indian in our home office. We acknowledge it has been difficult getting Indian migrants through the door of New Zealand businesses, but have had nothing but positive feedback from their employers.

The challenge is that employers perceive cultural differences of migrants as a risk, and are afraid of working through some challenges this may impose on their organisations. Cultural diversity is nevertheless an asset in many roles. New Zealand is facing severe skill shortages. If an Indian skilled migrant has the qualifications to fit into one of the skill shortage areas, why not offer them the position? Employers should be prepared to embrace the diversity that Indian workers bring with them, we learn from each other and, recruiting Indian people into roles that are a good fit for their cultural and individual traits is a very good investment for an employer.

The National Party’s Immigration policy promotes that they have attracted over $700 million in “potential” foreign investment thanks to improvements to the Business Migration Scheme.

It would be more plausible that their scheme was working if they released how much was “actually” invested through the scheme.

Immigration New Zealand statistics indicate that they have not approved even one Investor 1 category applicant ($10 million investor), this financial year commencing from the 1st of July 2011. This means that in four months they have not been able to attract any investors in this category. The ‘Temporary Retirement’ category (over 66 and willing to invest over $0.75 million for 2 years) only approved 6 in the last financial year, again with not one approved since 1 July this year.

We admit the Investor 2 ($1.5 million+ investors) category is more successful, with 95 approved in the 2010/2011 year, and with a further 31 approved this financial year. The sums of these investments nevertheless still a far cry from the “potential” $700 million that has been touted by the government.

Woburn International’s interpretation of the substandard results is that the Government needs to overhaul its Immigration Investment schemes in order to attract more investment capital into New Zealand. Working with business migrants, Woburn International has developed some solid thinking on how to reform the system to encourage more investment and in turn stimulate the New Zealand economy.

The Minister of Immigration sets an annual ‘Residence Programme’ for migrants to obtain residence in New Zealand known as the New Zealand Residence Programme. Immigration New Zealand, (Department of Labour), is responsible for meeting this programme. Since 2003/2004, this has been set at the range of 45-50,000 per annum.

Immigration New Zealand statistics show that in the 08/09 and 09/10 financial years Immigration New Zealand approved 46,000 migrants for New Zealand residence (near the bottom of the programme range). In the last year to 30 June 2011 this fell to less than 41,000, (well outside the range).

Most people expect Immigration New Zealand to lift their game; instead they have decided to play with the ‘Programme’.

Now instead of an annual programme of 45-50,000, they have amended it to a 3 year programme of between 135,000 and 150,000, beginning 01 July 2011 to 30 June 2014. This means it will be 3 years before they are held accountable. In the 4 months since 1 July Immigration New Zealand have approved approximately 13,000 New Zealand residents, on an annualised basis this would equate to 39,000 this year.

Wouldn’t it be great if we could all play with our ‘Key Performance Indicator’s’ this way?

Secondly, skilled Migrants are left ‘waiting’ for what would seem to them an eternity before a decision is made on their application. Once a Skilled Migration application is lodged with Immigration New Zealand, they are advised that it will be 16 weeks, (4 months), before their application is sent to a case officer. They are then advised it will take an additional 9-12 months for their case officer to process it.

We consider it is time for Immigration New Zealand to improve their game for Skilled Migrants and not play a numbers game which won’t see them accountable until 2014.

The Aucklander’s controversial article “Claims Auckland immigration flawed” is fuelling a heated debate among young and old New Zealanders. The Aucklander’s article focused on the opinions of Des Dunlop a sixth generation New Zealander and Milford resident. Mr Dunlop does not want to see Auckland “over-run” by Asian migrants, after reading the Auckland council’s projection that the city’s Asian population will grow to 27% by 2021. Unfortunately, Mr Dunlop is not alone in his opinion. Grey Power also believes that Asian immigrants do not assimilate the New Zealand “culture “because of their lack of culture linkages, support of the death penalty and
different attitudes towards woman.

Wilson Chau, a University of Auckland postgraduate student and teaching assistant, wonders how Mr Dunlop, an educated man with so many years of experience, can jump to such misinformed conclusions. The vast majority of Chinese who move here should be praised and welcomed. They make a courageous decision to move to New Zealand, and often move here because they are opposed to the “death penalty” and other issues in China. These migrants come here to find opportunities to work hard and make better lives for themselves and their families. Why do we have the right to refuse them this opportunity? If we pride ourselves as a hub for economic productivity, social-progress and as a leading tourism destination, then comments from Mr Dunlop will only hurt our national interests.

It is clear that older people are concerned about change in their communities, but there is no excuse for younger New Zealanders to be so outwardly racist towards Chinese migrants. Wilson Chau comments that from his own experience growing up in New Zealand that there are many young New Zealanders that are open about their dislike of Asian migrants and can be verbal and aggressive. It is only small minority that are spoiling the fruits of cultural diversity in New Zealand. We need to redouble our efforts in schools to promote inter-cultural awareness. Social harmony is something that we can’t take for granted and it requires education.

According to Bevan Chuang, member of Ethnic Peoples Advisory Panel for the Auckland Council, the Chinese population is diverse and participates in Auckland’s and New Zealand’s cultural, civic and social roles. Many Asian and the Chinese community participated in the recent Rugby World Cup event as ethnic wardens or volunteers. They were proudly displaying their love and support for New Zealand and even flew the All Black flags on their cars. Bevan also commented that many rest homes or private hospitals employ caregivers and other staff from the Chinese community due to the shortage of skilled NZ workers and the county’s aging population. Without these Chinese Mr Dunlop and his Grey Power peers will have less comfortable retirement.

We recommend that Mr Dunlop and his grey power allies take lessons in Mandarin and get to know their Chinese neighbours. This exercise may break down some of the stereotypes that have created these negative views of Chinese migrants. Chinese have been in New Zealand since the 1860’s and the same right to be here as a sixth generation New Zealand European. Demographic shifts can be difficult older population to adjust to and healthy discussions must be encouraged. Migrants contribute significantly to the economic welfare of this country and to this Auckland city and we should welcome them to our culturally diverse and progressive country. The question also needs to be asked of the government “Do we have a Demographic Plan for the next 10-20 years”?.

http://www.theaucklander.co.nz/news/Auckland-immigration-grey-power/1176751/

http://www.radionz.co.nz/news/national/91614/submission-on-asian-immigrants-draws-fire