The hidden job market in New Zealand: finding jobs that are never advertised

Why some NZ roles fill before an ad

Advertising a job costs an employer time. Someone has to write the ad, read the applications, shortlist and interview, often for weeks. If a manager already knows someone suitable, or a colleague can vouch for one, many will start there.

There is no New Zealand count of how many roles fill this way. In SilkRoad's Sources of Hire report, covering 2016 hiring at more than 1,000 companies, employee referrals delivered more than 30% of hires; it is an older, overseas figure, not New Zealand data, and many of those referrals were for roles that were also advertised, so it measures how people were hired, not how many jobs were never advertised. The often-quoted claim that most jobs are never advertised has no reliable source behind it. What is safe to say is that some roles are filled by people the employer already knew of.

New Zealand's size helps here. Industries are small enough that people know each other across employers, and a recommendation from someone trusted carries weight. That can feel like a closed door from outside, and it also means one good contact can lead to others.

The three routes: referral, direct approach, agency shortlist

• Referral. Someone inside the organisation passes your name to the hiring manager, or tells you about a role before it is advertised. Some employers pay staff a referral bonus, which makes people glad to pass on a good candidate.
• Direct approach. You contact an employer you would like to work for, with a short message about what you do and the kind of role you are looking for. It works best with small and medium organisations, where the person reading it is often the person who hires.
• Agency shortlist. Recruitment agencies often fill roles from candidates they already know, sometimes before the role is advertised or instead of advertising it. Being known to the two or three agencies that specialise in your field puts you on those lists.

Our guide to working with recruitment agencies covers how to choose them and how to stay on their radar without being a nuisance.

Turning acquaintances into warm introductions

Useful introductions often come from people you already know slightly: former colleagues, people from study, clubs and community groups, or friends of friends. They are more likely than your close friends to move in different circles and hear about different roles.

Ask for something small and specific. "Do you know anyone at the council who works in asset management? I'd love a 15-minute chat about how their team works" is easy to say yes to. "Let me know if you hear of anything" is easy to forget. When someone does introduce you, thank them, and tell them what came of it.

If you are new to New Zealand and do not yet have a local network, this route takes deliberate building: professional associations, industry events, volunteering and alumni groups are all ways in. Our guide to getting a job in New Zealand as a migrant covers where to start.

Keeping a contact log so nothing is forgotten

A search built on conversations produces a lot of loose ends. Who suggested you talk to whom, which recruiter has your CV, who said to get back in touch after the new financial year. Without a record, the follow-ups that matter most are the ones that slip.

For each person, note who they are, how you met, what they said and when you agreed to follow up. For each conversation, note the date and what came of it. Keep it in one place, alongside the jobs each person relates to.

That is what the contacts in jobtracker.co.nz are for. Each person is linked to the jobs they relate to, with notes on who they are and a date to follow up, which then appears among the things to do next. For an organisation with no vacancy yet, save it as a job and keep the people there. In Everything mode, each job also keeps a dated log of calls, messages and what was said. The demo opens with no account and shows a job hunt with its recruiters, hiring managers and referrals already in it.

What to say when a job does not exist yet

A direct approach has to work without a vacancy to point to. Keep it short and about them:

If the answer is "nothing at the moment", ask whether you may check back in a few months, and whether there is anyone else they think you should talk to. Both questions keep the door open, and the second often leads somewhere. Then note the date you agreed to follow up, and do it.

Keep the people and the jobs together