A guide to advertising a job in New Zealand
When the workload keeps growing and the to-do list never ends, it’s a clear sign you need another pair of hands. Advertising the role can feel straightforward, but a little prep upfront will save time, cost and headaches later. Before you write the ad, get the foundations right — that’s how you set up a fair, compliant and successful hire.
Preparing to advertise a job
Jumping straight into a job ad without a plan is like leaving for a road trip with no map. You may get there, but you’ll waste a lot of time en route. Vague thinking leads to vague ads — and that attracts the wrong people or no one at all. Let’s sort the groundwork first.
Define the role beyond the title
A job title is only the starting point. Be specific about day-to-day work and expected outcomes.
Daily tasks — the non-negotiables this person will own from day one.
Key responsibilities — the goals they’ll be accountable for in the first 6–12 months.
Must-haves vs nice-to-haves — split essential skills from desirable ones. For example, Xero proficiency might be essential; construction industry experience could be preferred.
Shift from tasks to outcomes. Instead of “manage social media”, try “create and schedule three engaging LinkedIn and Facebook posts each week to lift engagement by 15%”. That clarity helps you target the right skills and mindset — and leads to better fit and lower turnover.
Set a competitive salary
In today’s NZ market, salary transparency boosts response rates and helps you stand out. Benchmark using local data — scan comparable roles on SEEK and Trade Me Jobs, consider experience level and location, and sense-check against your budget.
Keep it compliant from the start
Your hiring process must be fair and free from discrimination under the Employment Relations Act 2000, Human Rights Act 1993, and Privacy Act 2020. Planning now helps you run a consistent, equitable process from first draft to offer.
Overwhelmed? Konnect Koncepts can help you scope the role, benchmark pay and ensure compliance — so your next hire is a great one.
How to write a job ad that attracts the right applications
Most job ads read like corporate wallpaper. A great ad sells the opportunity and what it’s like to work with you — and it saves you from sifting through off-target CVs.
Nail the job title and intro
Clarity beats creativity. Candidates search for “Office Manager”, not “Chief Happiness Officer”. Use standard, searchable titles — especially on SEEK.
Open strong and speak directly to your person. For a café:
Are you a coffee enthusiast who loves creating a welcoming vibe? Our busy central Wellington café is after a barista to help us serve exceptional flat whites to our regulars.
Paint a picture of the role and your culture
Help candidates imagine a typical day — challenges they’ll tackle, who they’ll work with, and the impact they’ll have. Showcase what makes your workplace great:
Flexibility — remote, hybrid or flexible hours.
Growth — training, development budgets, or scope to step up.
Team vibe — how you collaborate, celebrate wins and support each other.
Values — what you stand for and how that shows up day to day.
Add the NZ specifics: employment type (permanent, fixed-term, casual), location, indicative salary range, and that applicants must have the legal right to work in New Zealand.
Navigating the NZ job market
National data shows a cooling in advertised roles at times, yet competition for experienced talent can still be fierce in certain sectors and regions. Auckland can feel very different to Otago or Northland, so tune your expectations — and your offer — to the local market. Use what you learn to set realistic timelines, refine your salary band and decide how much channel spend is needed to stand out.
Not sure what’s realistic for your region or industry? We can build a targeted recruitment plan that fits your market and budget.
Where to post your job ad in NZ
A targeted mix usually beats a scattergun approach. Put your ad where your ideal candidates already are.
| Channel | Best For | Typical Cost | Konnect’s Quick Tip |
|---|---|---|---|
| SEEK | Broad range, from entry-level to professional roles | $$–$$$ | Use ad-enhancement for hard-to-fill positions to stay visible |
| Trade Me Jobs | Trades, hospitality, retail and generalist roles | $$–$$$ | Ideal for roles outside main centres — strong local reach |
| Professional, corporate, senior management, and tech roles | $$$ | Polish your company page first — it builds trust and credibility | |
| Industry Job Boards | Niche roles such as medical, IT, education, and construction | $–$$ | Lower volume but higher quality — focus on fit, not quantity |
| Social Media | Local, part-time, and community-focused roles | Free–$ | Engage with commenters — quick replies show you’re active and approachable |
| Employee Referrals | Any role, especially for cultural fit | Free–$ (plus incentive) | Keep it simple — a clear, easy process boosts participation |
Track where your best applicants come from and double down on those channels next time.
The fine print — staying legally compliant
The safest rule is simple: describe job requirements, not people characteristics.
Focus on skills and outcomes — e.g. “able to safely lift and carry up to 20kg regularly” rather than “strong young person”.
Avoid red-flag phrases — “young and energetic”, “recent graduate”, “native English speaker”, or “suits single person” can be discriminatory.
Be consistent with privacy — only collect information relevant to assessing the candidate, and handle it in line with the Privacy Act 2020.
When in doubt, get a quick review — it protects your brand and widens your talent pool.
Is it working? Measure and adjust
Don’t just wait and hope. Watch your view-to-application ratio on the job board. If views are high and applications low, tweak:
Job title — is it too clever to be searchable?
Salary — are you competitive for the region and skill level?
Format — use short paragraphs, bullets and clear headings for scan-reading.
Channels — are you posting where your person actually looks?
Once quality applications land, keep the process crisp and fair:
Screen against your must-have criteria to reduce bias.
Prep structured interviews with behavioural questions — “Tell me about a time you…”
Communicate quickly and respectfully — candidates remember how you made them feel.
Need a hand?
Konnect Koncepts partners with Kiwi employers to define roles, write compliant ads, choose the right channels and screen applications — so you hire with confidence. Get in touch for a tailored plan or a quick ad review.
This article reflects employment law and best practice in New Zealand as at October 2024. It’s general guidance only and isn’t a substitute for legal advice.
