Step 2: Finding
How to begin to start finding new employees?
The most flexible way to find candidates is through advertisements which can be shared in different places. Using the advice above about how to communicate the role during this process is important to gain interest from the right people.
Other ways can be used too, such as through an industry specific recruitment agency or through your networks (see below for more information on use of networks).
When advertising a job, it’s important to make it straightforward and simple for candidates to apply. Choosing the right application method for the role is also key to finding the right person.
How do I write a job ad?
The first impression your candidates will have of your role is likely through a job ad, so it's important to get it right. Below is an example of a job ad for a Joiner role. Even if this specific job isn’t relevant to your business, we've described on the right what each part of the job ad should contain to ensure clear communication.
Job Title: Joiner
Location: Matamata, Waikato, New Zealand
About us: We are a family-owned joinery business that has been operating successfully for 20 years. Our team is a supportive and we consider our business as a friendly place to work, and we are looking for someone who would be a great addition to the team. We value hard work to get the job done.
Quick Role Description: You will be responsible for manufacturing, assembling, and installing a range of timber products and custom joinery. You will work from plans and specifications to ensure projects are completed accurately, efficiently, and to a high standard.
Key Responsibilities:
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Manufacture and assemble custom joinery
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Read and interpret plans, drawings, and specifications
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Operate woodworking machinery, power tools, hand tools safely
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Install joinery onsite when required
Requirements:
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Right to work in New Zealand
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Relevant trade qualification preferred
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Previous experience as a Joiner, Cabinetmaker, or in a similar role
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Strong work ethic and reliability
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Ability to work well in a team
Benefits:
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Competitive hourly rate
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Opportunity to learn new skills and grow within the business
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Supportive and friendly team environment
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Ongoing pipeline of regular work
How to Apply: To apply, please send your CV and a brief cover letter to [email@example.com] or call [phone number] for more information.
Closing Statement: We look forward to hearing from you.
Be clear and accurately reflect the role in the job title. Use terms that applicants will recognise and understand.
Help candidates identify if they can commute or need to relocate.
Introduce your business so candidates understand who they might work for.
Give a concise summary of what the job involves
List the main duties involved in day-to-day work. The more specific you can be, the better.
Clearly state the skills, experience, and personality type needed. Don’t try to hide any harder sells for the job (such as early working hours, remote location).
Why should this person work for you and not your competitors? If you are providing competitive pay or benefits, call this out here.
Make it easy for interested candidates to apply with simple instructions.
A CV and cover letter might not always be necessary.
A friendly sign off.
Where do I share a job ad?
Once you've created a job ad, it's important to get as much traction and interest as possible to find the right person. Posting your job ad in multiple places can increase your chances of finding the ideal candidate. Here are some options:
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Job Ad Websites: Use dedicated job ad websites such as TradeMe and Seek.co.nz to reach a wide audience
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Social Media Groups: Post in relevant social media groups, like on Facebook
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Local Community Boards: Put up your ad on local community boards.
Finding School Leavers
For entry-level positions, it might be helpful to reach out to local high schools to see if any upcoming school leavers are interested in your role. Taking the time to meet those who show interest and explaining the job face-to-face can be a great way to get them excited about joining your business.
If you're running a larger operation, think about offering an internship programme where students can work for you over the summer. This gives them a taste of the job and lets you see how they'd fit in as full-time workers if you're looking to hire them once they finish school. You can see some more information here.
Industry-School Engagement Starter Kit
Small and medium employers often want to work with schools but are not sure where to start or have tried once and found it hard to keep going.
Different calendars, language, and expectations can make it difficult to turn goodwill into a clear plan that works for both sides.
The Inspiring the Next Generation Starter Kit is designed for those employers. It offers simple, practical guidance to help you connect with schools, engage with students, and build a future talent pipeline into vocational careers.
Developed with ConCOVE Tūhura, ThinkPlace, and a wide range of sector stakeholders, the Starter Kit brings together insight from educators, employers, and people who sit between both worlds.
Word of Mouth
Word of mouth is also effective. Ask current employees and trusted friends and family members if they know anyone who might be interested. Even when using word of mouth, it’s helpful to send the job ad to the candidate so they know the skills and experience you're looking for.
When using social media, you can shorten the job ad to convey just the essential information in a quick and casual way. Also think about how the candidate will need to apply for the job. Provide a simple and clear method for them to get in touch (see below for more information).
Applications
Before you post your role, it's important to think about how candidates will apply. There are a range of different methods, ranging from formal to informal, including:
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CV
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Cover Letter
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Phone Call
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Application Form.
When deciding on the application method, consider the skills you’re looking for. If the role is hands-on and needs someone skilled in operating equipment, then reading and writing ability may not be as important. In these cases, CVs and cover letters might not attract the right candidates. Instead, a simple application form or use of a phone call could be more effective.
Once you have decided what method you want to use , make sure you add the application directions to the bottom of your job ad.
Social Media
When advertising using social media, like Facebook, it’s especially important to outline how to apply to get the information you need. This may look different than using other ways of advertising. Here are a couple of approaches:
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Attach an Application Form: Include a simple application form in your post that candidates can fill out
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Ask for a Message: Request that candidates message you a little bit about themselves, including their background, experience, skills, and qualifications.
By tailoring the application process to the role and clearly communicating how to apply, you’ll increase your chances of attracting the right candidates and make the selection process smoother.
How do I hire migrant workers?
Where you look for workers can greatly impact the quality of candidates you find. While Aotearoa New Zealand offers a great pool of potential workers, sometimes looking abroad can help you find the skills you need.
To hire people from overseas, there are schemes and visas available which will help you in your search. See the Employment NZ website or Immigration New Zealand website for more information.
What should I keep in mind when hiring impaired workers?
Have you considered the strengths people with impairments could bring to your team in the construction sector? Many individuals with impairments have developed adaptability, resilience, and creative problem-solving skills—qualities that are highly valuable in today’s workplaces. Their unique perspectives can spark innovation, improve systems, and strengthen team performance.
Inclusion also enhances workplace culture. Diverse teams often enjoy higher morale, broader thinking, and stronger collaboration. Employers who actively support accessibility demonstrate leadership and values that resonate with both staff and customers.
Creating an inclusive environment is more achievable than many assume. With practical tools, advice, and funding support readily available (such as minimum wage exemptions), implementing accommodations can be straightforward. Reviewing roles to identify flexible approaches, and investing in impairment awareness training, helps build a respectful, welcoming culture where everyone can thrive.
Ultimately, embracing impairment inclusion isn’t just the right thing to do—it’s a smart move that strengthens teams, unlocks talent, and helps the sector grow through fresh insights and capabilities.