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Published Date: 15th April 2025​​Wellington, the heart of New Zealand’s government, is home to a vibrant community of policy professionals working across various ministries, departments, and agencies. As a recruitment specialist for Policy and Government job opportunities, I spend my day connecting with Policy professionals. These talented advisors and analysts shape the decisions that impact New Zealanders’ daily lives. ​Policy advisor jobs are rewarding in more ways than one. Working in policy gives you a privileged connection to the public and real opportunities to support the community.  ​But what does a typical day look like for a policy advisor? And why would you want to pursue a career in this field? Consider this your real-world policy advisor job description. Let’s dive in.Morning: Kicking Off the Day​The day often starts with a morning briefing. Policy advisors and analysts gather to discuss updates on current projects, emerging issues, and their stakeholder engagements. This could involve reviewing recent data, preparing for an upcoming ministerial briefing, or brainstorming policy recommendations.​After this, a policy advisor might dive into research. Here is where your data literacy skills are essential. This could involve analysing economic data, reviewing international best practices, or consulting legal frameworks. Understanding the laws and regulations relevant to your department’s remit is also vital to being an effective policy advisor or analyst.​The ability to synthesise complex information and distil it into plain-language insights is a critical skill for success in policy roles. Not everyone will be as across the issue as you, so it’s your task to translate the technical into laypersons’ terms. Midday: Collaboration and Stakeholder Engagement​Government policy is never created in a vacuum. A large part of a policy advisor’s job involves engaging with stakeholders, whether it’s meeting with other government agencies, industry representatives, or community groups. These conversations are what give you insights to help shape practical and effective policy solutions.​Lunch might be a chance to network with your colleagues, catch up on the latest political developments or attend a professional development seminar.Wellington’s compact boundaries containa close-knit public service community, so you’ll find it easy to meet peers across different ministries. Think of it as a village! Afternoon: Drafting Policy and Problem-Solving​The afternoon is often spent drafting policy papers, briefing notes, or Cabinet papers. This is where the analytical side of the job comes into play. You’re evaluating policy options, weighing trade-offs, and making recommendations to ministers.​Challenges are an inevitable aspect of drafting policy. Conflicting stakeholder interests, or shifts in government priorities keep policy professionals on their toes, as do tight deadlines! It’s not unusual for recommendations to be revised multiple times before it’s finalised. This process of peer review is when colleagues and senior advisors critically assess the draft policy for accuracy, clarity, feasibility, and alignment with objectives before it progresses for approval.​Adaptability, resilience and strong problem-solving skills are key for getting a policy over the finishing line. Evening: Reflection and Work-Life Balance​Public service roles come with their share of responsibility and deadline pressure. But work-life balance is just as important. If you’re new to government work, you’re likely to find more equilibrium between the demands of your job and your personal life – a welcome change from corporate life!​Many policy advisors take advantage of Wellington’s energetic cultural scene – grabbing a drink with colleagues, heading to the waterfront for a walk, or catching a theatre show at Circa.Why Work in Policy?​Policy work is intellectually stimulating and provides the opportunity to make a real difference. Your research and critical thinking skills can influence decisions that shape the country’s future. ​Even though policy professionals work behind the scenes, they’re just as important as parliamentarians in leading change, whether it’s tackling climate change, healthcare, housing, or digital transformation. In fact, ministers can’t live without them!​Further, the skills gained and refined in policy roles, such as critical thinking, stakeholder engagement, and strategic analysis, are highly transferable. Policy advisor jobs can open doors to leadership roles in both the public and private sectors.Pathways into Policy Advisor Careers​Many policy advisors in New Zealand come from diverse backgrounds, including law, economics, political science, and social sciences. Some enter through graduate programs offered by government agencies, while others transition from roles in academia, not-for-profits, or the private sector. ​If you’re an aspiring policy professional, the key attributes to develop are strong communication skills, sharp analytical thinking and a genuine passion for public service to succeed.Your values and motivations are strong differentiators when applying for policy advisor roles.Challenges in Policy Work​While rewarding, policy work is not without its challenges. Government priorities can change quickly, so being comfortable with change will serve you well as a policy professional.​Balancing different stakeholder perspectives and ensuring evidence-based decision-making in a political environment can be complex. However, those who thrive in this space enjoy the intellectual challenge and the opportunity to influence meaningful change.Final Thoughts​A career in policy is demanding but fulfilling like no other. Few other career paths give you so much potential to shape the future of New Zealand and build a lasting livelihood. ​For those passionate about making a difference, policy work in Wellington provides a front-row seat to the country’s most pressing challenges – and the opportunity to help solve them.Get Support for your Next Career Move in PolicyLooking for your next policy advisor role in New Zealand? At Beyond Recruitment, we’re here to help you take the next step. Whether you’re looking to move into a new sector, step up into a senior or leadership role, or need more guidance on a career in public service, our Government Policy and Specialist team can assist. Get in touch with us today and let’s find a role that’s right for you.

The 2025 Beyond Recruitment Economic & Labour Report reveals cautious optimism and resilience among New Zealand employers, despite ongoing economic uncertainty and an accelerating evolution of jobs across multiple sectors. Beyond Recruitment’s annual Economic & Labour Report provides insights into employer sentiment about the economy, hiring and the state of New Zealand's workforce. The latest report highlights a stabilisation in employer confidence since the post-pandemic recovery, with fewer organisations (58%) describing the past year as challenging, down from 71% in 2023. Small to medium enterprises (SMEs) and large organisations reported the highest levels of confidence, contrasting with slightly lower optimism among very large organisations (1,001+ employees). The economic slowdown emerged as the leading concern (31%) for employers, alongside rising operational costs and regulatory changes (both at 25%). Balancing cost management and growth is a central challenge, with 37% of organisations aiming to keep headcount stable, while 28% are planning headcount expansion. SMEs show the strongest appetite for workforce growth. Usage of artificial intelligence has surged, with 83% of organisations either exploring or implementing AI tools, up significantly from previous years. Despite initial fears, employers view AI as predominantly complementary to human roles, with 43% upskilling their employees to meet the demands of an AI enhanced workplace. CE of Beyond Recruitment, Liza Viz, notes, “While organisations are prudent in their hiring strategies, their resilience is clear. Employers are strategically positioning themselves to capitalise on anticipated market improvements, particularly through workforce development and increased adoption of technology like artificial intelligence (AI).” “Now is the time for employers to invest in their people and focus on future-proofing their workforce. The competition for talent will heighten once again, making skills development and building future talent pools a key priority for Aotearoa organisations.” Hybrid work models are now standard, adopted by 77% of organisations, with flexible work hours and remote options firmly established as key employee benefits. Office spaces continue to evolve, reflecting new norms rather than temporary adjustments. Other key insights from the report include: Pay rises are levelling at around 3%, with 38% of organisations planning this range of increase. Employer satisfaction with local talent is growing, with reliance on international recruitment easing. Organisations have increased their focus on diversity, equity, and inclusion within executive teams, which is considerably influencing executive search and recruitment strategies. The Beyond Recruitment Economic & Labour Report 2025 gathered responses from over 500 employment leaders nationwide, representing various sectors including government, healthcare, manufacturing, technology, and professional services.As the pace of change accelerates, this year’s report offers a timely snapshot of how organisations are navigating complexity while preparing for future growth. With insights from across New Zealand, it provides a clear view of emerging workforce trends, strategic priorities, and the evolving role of technology in shaping the future of work.The full Beyond Recruitment Economic & Labour Report 2025/26 will be released on Monday 31st March.

Published Date: ​19th February 2025It can happen to anyone at any time in their career: after months or years in a role, you realise you’re less motivated to go to work than you used to be. Those morning sleep-ins become more tempting, or you find yourself increasingly bored or disengaged at work. You may even be saying out loud, ‘I hate my job!’ We see professionals from all kinds of backgrounds finding themselves in a rut at some point in their career. For some, the initial excitement of a new career or role may wear off after a few years. For others, their current path or position was one they ‘fell’ into, and it no longer feels appropriate or challenging enough. And many others simply don’t find their current job fulfilling. The dissatisfaction many people feel in their jobs is echoed in multiple surveys. PwC New Zealand has found just 51% of workers find their job fulfilling. Gallup’s workplace research shows a steady decline in job satisfaction in the past four years. Digging into its Australia and New Zealand data, Gallup found 64% are disengaged at work and 43% are actively looking for a new job.Whether you’re wondering how to figure out a career change or are just weighing up your options, these tips will get to the heart of the issue and add the spark back into your professional life.Check-in With YourselfIf you’ve fallen out of love with your job, think about what made you fall in love with it in the first place. Are those elements still present, just in another form? Look for ways to reconnect with the aspects of your job that initially attracted you to it. The big picture is just as important here. Take time to reflect on your present values and current goals. Did you pursue this career path, or did you ‘fall into it’? Consider which aspects of your career are no longer serving your interests and lifestyle. Do you feel you can be your authentic self? Think about where you would like to be within five years. Which is easier for you to imagine yourself doing – working for another company or in another field? What Energises you?Even the jobs we love have aspects that we don’t like or feel engaged with. Pay attention to any peaks and dips you experience in energy and motivation at work throughout the week. Perhaps you’re most engaged when you’re pitching to clients. Or, you might find you’re less keen on social interaction and would rather be buried in spreadsheets. These clues can give you insights into what aspects of your current role can benefit from tweaking or if you may need a larger course correction for your career. Start a ConversationFor many professionals, what can feel like dissatisfaction with their career is more a case of poor work-life balance. If you’re feeling the symptoms of burnout at work, have noticed an increase in stress, or feel overworked, it’s indeed time to have a frank conversation with your manager. After all, the best way to have your needs addressed is to speak up about them.If a conversation with your manager doesn’t lead to a positive change, you’ll have a better idea about your next move. Before you start your job hunt, it helps to have a reputable and professional New Zealand recruitment agency by your side.Take a BreakChanging your scenery for a short period can be enough to tackle those feelings of boredom at work and re-ignite your passion. Having a break for a few weeks, or even a few months, can help you draw your mind away from the rut of daily routine and allow time for those quiet realisations and reflections. Your break doesn’t have to be an expensive holiday or sabbatical, however. Focusing on simple everyday pleasures can give you that necessary mental breathing space. If you can access a longer period of time off, opportunities like secondments, training or volunteering projects could give you new sources of inspiration on what to do next. Seek out Others for Inspiration and SupportBy surrounding yourself with people who are passionate about their careers, you can have a bit of their enthusiasm rub off on you. It’s not uncommon to be influenced by others when it comes to how you regard your job or career. Aim to socialise with more people at work and in your broader network. You may find fresh inspiration and new role models to reignite your enthusiasm. Engaging with colleagues, mentors, and industry peers may give you insights into different career paths. By tapping into your network, you could also position yourself for potential opportunities that may arise through these connections.Push Yourself With New GoalsAs anyone who has lifted themselves out of a career rut will likely tell you, the key to overcoming boredom is to look for new ways to test yourself. Challenge yourself by setting new professional goals or taking on additional responsibilities. This sense of accomplishment and growth is a great confidence booster and can relight your passion for your career.Look out for learning opportunities wherever you can. Put your hand up at work for opportunities to test yourself. Attend workshops, conferences, or take up new courses to acquire new skills and knowledge. Learning and personal development can make your work more interesting and fulfilling, with the added advantage of growing your CV. Let us Help you Make the Next MoveAsking the big questions about your job and career can be daunting at times, but it’s always easier with the right help by your side. At Beyond Recruitment, we love matching people to their ideal roles and helping them get on the right career track for long-term fulfilment. We’ll help you uncover your strengths and opportunities to find a job you love. Get started on your next journey with a leading New Zealand recruitment agency - contact us today!

Published Date: 23rd December 2024 Change and transformation are a growing priority and concern for many organisations here in New Zealand. Both employers and leadership teams are grappling with multiple internal and external pressures, making change management a critical issue for organisations and individuals alike. This challenge was the subject of Beyond Recruitment’s recent breakfast event, featuring guest speaker Megan Jenkins (Organisational Psychologist).With over 30 senior leaders in attendance, we had an insightful discussion on the forces driving organisational change and the challenges of resistance and fatigue. Led by Megan, we explored practical strategies for implementing successful change in 2025, drawing on current best practices.What is Driving Change in Organisations?During the discussion forum, Megan highlighted several key drivers of change that are shaping the future of New Zealand organisations and prompting leaders to reassess their strategic priorities. These include the ongoing wave of digital transformation (particularly the rise of generative artificial intelligence) alongside growing concerns around cybersecurity and privacy to protect organisations’ data. Businesses are also juggling the optimisation of hybrid working models with improving customer and employee experiences. Underlying all of this is the need for greater innovation and adaptability, as organisations need to remain competitive and resilient in today’s economy as well as jobs shaping for the future work environment. How Organisations are Tackling Change ManagementCurrently, organisations respond to change in two distinct ways, Megan says. On the one hand, forward-thinking organisations are embedding organisational change management (OCM) as a core practice, with the backing of their senior leadership. They’re also hiring qualified change management professionals to build internal expertise. These organisations are incorporating OCM capabilities into their leadership scorecards and facilitating workshops on change leadership and resilience. However, during the economic downturn, some organisations have taken the opposite approach – either scaling back or entirely dissolving their OCM functions. Interestingly, Megan notes that many of these organisations find themselves reinvesting in OCM years later once they recognise it as essential for managing successful change in the long run. Change Resistance and Fatigue Is RisingChange resistance and fatigue have become significant challenges for organisations, driven by a combination of societal, organisational and individual factors, says Megan. In the past few years, anxiety stemming from post-pandemic fatigue and the economic downturn has permeated organisations. This unease is further heightened by concerns about job security and increasing workloads – everyone having to “do more with less”. Included in the mix is the rapid rise of generative AI, which is leaving some employees feeling unprepared to adapt their skill sets. At the organisational level, resistance to change often stems from employees feeling uninformed, unprepared, or even disconnected from their organisation’s rationale for implementing change, Megan says. These feelings are especially prevalent in organisations that have ‘low change management maturity’, where internal stakeholder engagement and communication are poor and there is insufficient planning or leadership around change initiatives.Organisational history plays a role, too. When employees have previously experienced organisational change that was poorly executed, misaligned, or had conflicting changes, they’re more likely to be less trusting and more sceptical. At the individual level, Megan says that the personality traits of employees can also contribute to change resistance. People who are particularly conscientious, prone to worry or anxiety, or who lack confidence can further elevate resistance to organisational change. Managing Change Successfully So, how can leaders and organisations successfully implement change without alienating employees or walking into other common pitfalls? Megan says communication is key. Managing change requires clear communication of the "why" behind the change. Provide regular updates and opportunities for employees to feel involved and prepared. Without these measures, organisations face multiple risks, including employee dissatisfaction resistance and misaligned strategies. Improving Change Capabilities & Agility Active, visible sponsorship from leadership Effective role modelling of changeEmbed robust organisation delivery systems, including transparency of dependencies and riskRegular and relevant communication with employeesInvolve affected teams early in the process, for feedback and co-design opportunitiesHelp employees build resilience and an adaptive mindsetTrack, monitor and improveWhat Change Management Maturity Looks LikeCommunication practices are essential, but behind every successful change management initiative is thoughtful leadership. Megan has provided us with further insight into the best practices of organisations that are managing change effectively. Organisations with higher levels of change maturity regard change management as a strategic competency, she says. They prioritise enabling leaders to lead through change and helping employees build their change resiliency.What does that look like in practice? Megan says that organisations doing it successfully have established a formal OCM practice internally. This involves weaving OCM into the delivery function of the organisation and establishing controls to assess change impact, risk and business readiness alongside the delivery rollout of the change.OCM is made possible with the backing of senior leaders and embedding change managers into cross-functional teams to ensure impacts are carefully considered and well-prepared. Change Managers must be able to operate strategically, with a seat at the leadership table, so they can anticipate challenges and support a smooth rollout which, ultimately, is leader-led. Defining clear success measures is critical for tracking progress so teams can adjust change activities where necessary, Megan adds. Looking AheadAs we look forward to 2025, off the back of a difficult few years (post-pandemic and commercially), businesses are feeling the pressure to perform, build a positive culture and retain talent.Exhaustion has set in for many, exacerbated by downsizing, and is fuelling reticence about change. There will likely be continued pressure on businesses, along with heightened emotions and fatigue. Meanwhile, customer and employee expectations will increase. AI will continue to reshape work. By the World Economic Forum’s 2023 estimate, almost a quarter of jobs are expected to change within the next five years. Change capability and maturity will become increasingly critical for leaders in the years ahead, says Megan. On the ground, that means focusing more on transferrable skills and upskilling in new technologies – a priority for both leaders and employees. Further, we can expect a need to change our ways of working, such as processes, mindsets and behaviours. Organisations that do this well will be more adaptive, operate more strategically, and embed quicker, more successful change, she adds. New Zealand Recruitment Support and Change ExpertisePreparing your organisation for ongoing change is a necessity. Engaging a New Zealand recruitment partner with proven HR, Change and Transformation expertise can provide you with the resources to fulfil these goals and build a thriving business. At Beyond Recruitment, we provide employers with the right resources to lead positive change and strengthen their organisation’s change capabilities. If you’re hiring for an HR, Change, or Transformation role or need advice on enhancing your change management strategy, get in touch with Kris Attewell at 021 435712 or by email at kris.attewell@beyond.co.nz or contact the Beyond Recruitment team. We’re here to help you.