Highlights and Hopes for NZ Next Gen Recruiters

The NZ Next Gen Advisory Group was created in a bid to help develop and strengthen the future of the recruitment and staffing industry.


Started in 2020 by Rising Star Award and Recruitment Professional of the Year Finalists, the group was borne out of a passion project for the NZ Council and RCSA, prior to the appointment of Erin Devlin FRCSA to the RCSA Board as Next Gen Director.


The NZ Next Gen Advisory Group assists the RCSA and RCSA NZ Council to identify and determine next gen talent needs and interests, as well as providing a pathway to Council for emerging talent.


The RCSA Council empowers the Next Gen Advisory Group to initiate and assist with implementing projects around next gen engagement to continue building value for emerging talent within our membership offerings, and professional development.


With Erin on board, in conjunction with our focus on growing Recruitment Next Gen Talent within our RCSA Strategic Plan, this group is excited, as we are, about what we’ll do together in 2022!


We asked Next Gen Advisory participants, Anand, Jordan, Samsara, Oliver and Bridget to share their individual highlights, and collective hopes for NZ Next Gen Recruiters here.

Anand Ranchhod APRCSA, CoLegal

What was your proudest moment in 2021?

Launching the CoLegal business, becoming a Director and having the opportunity to shape our specialist legal recruitment brand to provide the best recruitment service possible to the legal sector.

2021 was a challenging year for many. What were the key learnings you took away from the recruitment and staffing industry during this tough time?

For me, learning from 2020 when the recruitment industry went into a state of flux. In 2020, we saw many roles put on hold with the uncertainty caused by the pandemic and then in 2021 we saw a strong rebound in the market underpinned by strong underlying economic activity. The key takeaway was learning to be agile in the face of continual change and to quickly reassess and adjust our approach to ensure we were providing the best service to our market at any given time.

What are your aspirations for the recruitment industry in 2022?

Given the historic talent shortage, it would be for the industry to seize the opportunity that this market presents and to really demonstrate how valuable good recruitment is for helping our clients and candidates achieve their business and career objectives. This is the time to stand up and be counted, be vocal, confident, highly professional and to get the job done.

As one of the voices of the NZ Next Gen Advisory, what’s your wish list for the group in the year ahead? What would you like the group to achieve/impact?

Tailored training and professional development of recruiters, particularly new recruiters, in the industry. I think this would then have a positive impact on the reputation of the recruitment industry more broadly and amplify the value we can add when the job is done well. I would also like to see perceptions change about recruitment as a career option and that it be viewed as a career with a real pathway, as opposed to a job you fall into (as many recruiters have in the past).


Jordan Eades APRCSA, Enterprise Recruitment and People

What was your proudest moment in 2021?

Taking the leap from success and my area of expertise in the Medical Recruitment industry. I had created a reliable and loyal portfolio of clients and candidates. I am proud of taking the plunge into something unfamiliar - Generalist Recruitment!


2021 was a challenging year for many. What were the key learnings you took away from the recruitment and staffing industry during this tough time?

That the people I collaborate with in the RCSA are the most likeminded, supportive people whom, despite the rollercoaster ride the Recruitment industry provides alone, throw in a dash of COVID - and you will not find a more empowering, resilient group of Recruiters across NZ and Australia.


What are your aspirations for the recruitment industry in 2022?

Restrictions ease off, so we can come together in person to network, bounce ideas off each other and plan for the industry 2022!


As one of the voices of the NZ Next Gen Advisory, what’s your wish list for the group in the year ahead? What would you like the group to achieve/impact?

Networking events for all recruitment and staffing organisations and prospective recruiters.

Co-hosting an “Ask a Recruiter” event to raise the profile of professional recruitment across our communities. To learn more and develop a robust, empowering Next Gen Advisory Group – where prospective Recruiters and Recruiters can come to, to ask for support and direction.

Samsara Cawley, Randstad New Zealand

Reflecting on the year that was – what were some of your highlights of the recruitment and staffing industry? From an industry standpoint I have been really proud seeing how well we have adapted to the most recent lockdowns and government restrictions. In 2020 we were heavily impacted by hiring freezes within our own industry and with our clients. It has been awesome to see how resilient we have been during this time, seeing minimal impact to recruitment hiring needs for most professional sectors. I think recruiters have played their part in educating our clients and giving them the confidence to still make great hires and allow people to gain new opportunities. The ways of working and onboarding are changing and it's great to see those changing with it.


2021 was a challenging year for many – what were the key learnings you took away from the recruitment and staffing industry during this tough time?

One key learning is that resilience is key. As an industry we pride ourselves on our resilience. We hire based on resilience and our success is usually impacted depending on how much we have of it. This year has proven to be challenging but also for those who lean into the challenge, it has been a successful one. Operating in a prime job market our team has seen instrumental growth and we have been able to support a bunch of excellent, skilled candidates into finding new roles and career paths.

What are your aspirations for the recruitment industry in 2022? My main aspiration is that we continue to help people into meaningful work. I would love to see our New Zealand borders open so this can alleviate talent pressures on certain job markets. Also, for employers to continue to see the value and the impact of having great people in the right seats and continue to see outsourced recruitment as an integral strategy.

As one of the voices of the NZ Next Gen Advisory, what’s your wish list for the group in the year ahead? What would you like the group to achieve/impact?

One of my main aspirations is that people know what an amazing career choice recruitment is. I want for our future people to not fall into recruitment but to choose it, and there is some education to be done to get to that point. I want people to know that recruitment is not for the faint-hearted but is an incredible career opportunity that is extremely rewarding, challenging, and fulfilling. The doors that have been opened, the people I have been able to meet and the experiences I have had are thanks to this industry.



Oliver Sanford-Scutt, Consult Recruitment

Reflecting on the year that was, what was your proudest moment in 2021?

From 2021 I am most proud that I have been able to promote and show new opportunities for over a third of my team! During a crazy year with lots of uncertainty, I wanted to be certain that we would make 2021 an opportunity to learn from what was in front of us and seize an opportunity to support our community.

2021 was a challenging year for many. What were the key learnings you took away from the recruitment and staffing industry during this difficult time?

We have never been more needed by our clients and candidates. We are in a position of privilege as recruiters, of being able to see how industries and companies react to changes, challenges, and opportunities in the economy that not many businesses have such a cross sectional helicopter view of. There is a lot of opportunity to add value to companies through great people like never before. Embracing technology is key.

What are your aspirations for the recruitment industry in 2022?

We get back to some normality where we can share our learnings together and celebrate everything that is good in our industry. I have high hopes for seeing a strong growth curve in new talent to the recruitment industry in 2022 and embracing new ways of working like the 4-day work week that we implemented as a business.

As one of the voices of the NZ Next Gen Advisory, what’s your wish list for the group in the year ahead? What would you like the group to achieve/impact?

Greater support to the next generation of consulting talent in New Zealand and helping them on their journey. Championing the adoption of new technology to better serve how we operate as an industry and our community of clients and candidates.



Bridget Clarke, Robert Walters

What was your proudest moment in 2021?

I reached a decade in recruitment with Robert Walters and I also welcomed my third child so it’s been a rather big year. Reflecting on the 10-year milestone, I’m really proud to say I’ve been in the recruitment world this long – recruitment’s not always easy. There’s been a lot of resilience, determination and empathy required to succeed so long in the industry. These skills, plus many more, learnt and further developed over the past 10 years have definitely helped me both as a mum and business leader. With COVID and lockdowns that we continue to face in 2021 I’ve been incredibly proud of our team’s determination to dig deep in a skilled candidate tight market and ensure we’re continuing to provide our clients with the best talent available.

2021 was a difficult year for many – how did the recruitment and staffing industry adapt to the evolving situation of the global COVID-19 pandemic?

We’re now operating in a skilled candidate short market and with the borders continuing to be closed we’re encouraging employers to broaden their minds when it comes to hiring staff. Looking at the transferable skills candidates can bring from COVID impacted industries such as tourism and how these staff can add value in a new field. Not only that, but we’re also challenging employers to think more laterally around how they secure the skill sets they require to move their organisations forward – this might be through attracting and utilising talent in remote locations, here or abroad, rather than the traditional mindset of having everyone operate within the office environment.

What are your aspirations for the recruitment industry in 2022?

I’d like to see the industry continue to embrace equality, diversity and inclusion initiatives and think more broadly around what this means. It’s not just about race, gender, sexual orientation but it can also be around how we capture and promote potential employees with neurological differences such as autism and dyslexia. How are we educating employers around the positive advantages of employing people within these groups? I want the industry to continue to challenge stereotypes.

As one of the voices of the NZ Next Gen Advisory, what’s your wish list for the group in 2022? What would you like the group to achieve/impact?

I would like the group to tackle head on the big issues which we’re going to be faced with in 2022 – such as vaccination status and how this impact working life. I would like to see the group take a stance and help to provide best practice advice to the industry.

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