How to Write NZ Job Adverts That Meet Immigration New Zealand Requirements
Sometimes, the perfect candidate lands right on your doorstep. But more often, you need to put in the work—starting with a solid job advert. And if you’re recruiting overseas workers, that advert must meet Immigration New Zealand (INZ) requirements down to the last detail.
This is where many employers hit a snag. Even a small error—such as missing wage information, an unclear job title, or posting on the wrong platform—can lead to delays in visa processing or even a rejected application.
So, how do you make sure your job adverts tick all the right boxes?
We’ll walk you through INZ’s requirements, common mistakes to avoid, and how a recruitment agency in New Zealand for foreigners can help you stay compliant and competitive.
Why Immigration New Zealand Has Job Advert Requirements
INZ requires employers to advertise roles in specific ways to prove they’ve given New Zealanders a fair chance before hiring from overseas. This process, called the labour market test, is a key step under the Accredited Employer Work Visa (AEWV) scheme.
By advertising the role correctly, you prove that:
• You’ve made genuine efforts to hire New Zealand citizens or residents.
• No suitable local candidates are available
• You’re following a fair and transparent recruitment process.
Unless the role is on the Green List or pays at least NZD $67.12 per hour, you must:
1. Run a public job advert, and 2. Apply for a Job Check within 90 days of the advert closing.
INZ uses your advert to assess compliance. If requirements aren’t met, your application may be declined.
That’s why knowing the best way to advertise a job in New Zealand is critical. Meeting these rules not only protects local employment but also shows Immigration New Zealand that hiring a migrant is a necessary and justified step. Done right, your advert won’t just meet minimum compliance—it will also attract genuine talent, speed up your Job Check approval, and keep your project on track.
What to Include in a Compliant Job Advert
If you’re an AEWV-accredited employer, your job advert should include the following:
Clear Job Title and Role Description
Use industry-standard terms and avoid vague or internal titles. Both candidates and INZ should at once understand the role.
Location of the Role
Specify the exact city or region where the employee will work. If the role is mobile (e.g., trades or care work), clearly tell the coverage area.
Pay Range That Meets Wage Thresholds
Include both the minimum and maximum rate of pay or salary. If commission, bonuses, or piece rates apply, provide a reasonable estimate of expected earnings.
Skills, Experience, and Qualifications Required
List essential qualifications, experience, and skills. These must align exactly with what you later give in the Job Check and visa application.
Hours of Work and Type of Employment
State whether the role is full-time or part-time, and whether it’s permanent, fixed term, or casual. INZ needs transparency here.
Here’s an example of what you should and shouldn’t do when creating job adverts:
Element
Compliant Advert
Non-Compliant Advert
Job Title and Description
Chef – Responsible for preparing à la carte dishes
Culinary Staff Needed
Location
Queenstown, Otago
New Zealand
Pay Range
$29.70–$32.00/hour
Salary negotiable
Skills and Qualifications
Minimum 2 years’ experience in a commercial kitchen
Must be a good cook
Hours and Employment Type
40 hours/week, Full-time, Permanent
Full-time
Common Mistakes in New Zealand Job Adverts
Many employers unintentionally hurt their chances of passing the Job Check by missing key requirements in their job adverts. These mistakes can cause serious delays—or worse, result in a declined application.
Here are the most common pitfalls to avoid when it comes to recruitment advertising under the AEWV scheme:
• Missing key details such as pay range, hours of work, job location, or required qualifications.
• Advertising for too short a period (less than 14 or 21 days, depending on the skill level).
• Applying for the Job Check more than 90 days after the advert has closed.
• Including overly restrictive requirements that unfairly screen out local applicants.
• Inconsistent information between the job advert and the employment agreement.
• Not engaging with Work and Income for lower-skilled roles (ANZSCO 4–5).]
• Not documenting advertising outcomes, such as the number of local applicants and hiring decisions.
Avoiding these mistakes is essential to keep your hiring process smooth and your applications compliant with INZ requirements.
What NZ Employers Must Include in Job Adverts for Foreign Workers
How do I write a job advert that meets Immigration New Zealand requirements?
Include all required details: job title, location, pay range, hours of work, and required skills. Advertise on a national platform for at least 14 or 21 days (depending on skill level) and apply for the Job Check within 90 days of closing.
What should I include in a New Zealand job advert for foreign workers?
Your advert must clearly show:
• Job title and description
• Job location
• Pay range meeting wage thresholds
• Required skills, experience, and qualifications
• Hours of work and employment type
Why do employers need recruitment agencies for overseas hiring in NZ?
Recruitment agencies like Staffhouse help you follow INZ rules, write legally sound job adverts, and access pre-screened foreign talent. They streamline the process and reduce hiring risks.
How Recruitment Agencies Help Employers Stay Compliant?
When you’re busy running a business, keeping up with INZ rules can be challenging. That’s where a recruitment agency in New Zealand for foreign workers, such as Staffhouse International Resources, comes in. Here’s how we help:
Legal Compliance Made Simple
We ensure your job adverts follow INZ standards. From format to wording, we know what gets approved.
Optimised to Attract the Right Candidates
We combine our knowledge of job requirements and market trends to make your advert compelling, compliant, and competitive.
Pre-Screened, Skilled Candidates
We support a large pool of migrant workers who have already been vetted for qualifications, experience, and visa eligibility—shortening your time-to-hire.
Fast, Stress-Free Recruitment
With our support, you can focus on onboarding your new hire instead of worrying about compliance issues.
Conclusion
Writing a compliant job advert is vital to successfully recruiting migrant workers. INZ’s advertising rules ensure that local talent is considered first, while also paving the way to welcome skilled migrants when needed.
The good news is you don’t have to manage this alone. A recruitment agency in New Zealand for foreign workers—like Staffhouse International Resources—can guide you through every step, from crafting compliant adverts to connecting you with qualified international talent.
