This edition highlights the power of real career journeys through James McLennan’s story, showing how hands-on experience, curiosity, and strong communication can shape a fulfilling path in engineering.

It also outlines upcoming ACC changes, including adjustments to Experience Rating levies and new interest on instalment plans, both of which may impact business cashflow.

Finally, we break down proposed health and safety reforms, with a clear shift toward prioritising critical risks over paperwork, encouraging simpler, more practical systems that focus on preventing serious harm.

My Job, My Story

Most careers don’t start with a plan.

They start with a first job. A conversation. Someone taking a chance. Turning up early. Learning as you go.

One of the biggest challenges for young people choosing a path isn’t a lack of opportunity — it’s a lack of visibility. If you can’t see what jobs exist, or how people actually get into them, it’s hard to imagine yourself there.

That’s why we share these stories.

My Job, My Story highlights real people doing real work across our region — how they started, what they learned along the way, and what helped them move forward. Not polished career ladders. Just honest journeys.

Because sometimes the most useful career advice isn’t advice at all.

It’s hearing how someone else got there.

This weeks story is that of James McLennan, Workshop Manager at J & D McLennan

Started in 2004

How did you get to where you are today, what’s your story?

Well, the story of the company starts back in 45 with my granddad and his brother. They came back from the war and started an engineering business. They were doing crushing and general engineering, then moved into quarry work, crushing plants, conveyor systems, road compactors, all the sort of work happening at the time. Then there was a meeting in the early 70s between my grandfather and a fellow from America who built air bridges.”

There is a story that they met on a plane and were having a pipe and a whiskey together. I do not know if it is entirely true, but it is a good story. The two of them were chatting and the American said, “We are down here looking for someone to partner with and build airport bridges,” and my grandfather said, “We have a place we can use and we can build steel things.” The first job we got was to build a bridge in Auckland, and that was the kickoff of our partnership with an American company.

I would love to be able to tell you how many air bridges we have built. I think we are up to about 680 or something like that. We are getting up there. We have always been general engineers and enjoy finding work that is interesting and different. We helped Wellington Airport put the Eagles up on the roof and Golem.

In the early 80s when my grandfather passed away, my father and uncle took over the business. I had an interest in engineering and had been coming to the workshop on weekends after school, cleaning the floors and sorting out the nuts and bolts. It was dirty, it was noisy, and I loved it. What caught my eye most was the team in the workshop. You could design something and watch it go right through to the end of its life cycle and be installed. You could see something being dreamed up, turned into a technical drawing, made on the shop floor, installed, and then used by other people. Seeing that full journey was amazing.

After secondary school I went to CIT and completed a Certificate in Mechanical Engineering over two years. After that I moved to Canterbury to study Mechanical Engineering for another two years, in between playing rugby and drinking beer. It should have been longer, but I had had enough. I realised I did not want my role to be in an office. I wanted to be involved with what was happening in the workshop, from design right through to the product leaving.

I moved back to Wellington and started working at the family business, where I met my wife Julie. I then went to work for Industrial Mouldings down in Seaview. I helped set up their new plant and stayed with them for a year. Julie and I then moved to the UK for two years and did the obligatory OE.

When I returned, I started back with the family business, and when my uncle left I took over his role as Workshop Manager.

What does a typical day in your job look like?

I am predominantly at my computer, making sure the production manager has everything he needs and that all the supervisors are fully supported as well. I liaise between the designers, check that drawings are reviewed properly, and make sure anything going out the door has passed quality assurance. I also focus on the team on the ground, ensuring they are supported, looked after, and happy with the work they are doing.

How do you think your job is perceived by others, and is it different from the reality?

I think new employees probably see me as just a manager in the ofice. I used to be out on the floor much more, and I still make a point of getting out and talking with everyone whenever I can. I still know everyone’s name, which is important to me.

Do you have any daily rituals or habits that help you succeed at work?

Yes. Probably the biggest thing that has helped me is keeping a log of everything. I use an A4 journal, and if something has not been done, I copy it over to the next day. There is so much information coming through now that if you miss one thing, the knock on effect for the team further down the line can be significant. I would rather have everything sitting in front of me in the morning so I can look at it and think, I need to get that done today, and then start prioritising my list.

What’s the most rewarding part of your job?

Seeing something go out the door and knowing it is done right, seeing a project you can be proud of reach an international stage, like an airport, and then spotting it on TV or in the media, it is a great feeling to be able to say, “That’s done. We’ve done it.”

I also find it incredibly rewarding to see apprentices succeed and to be part of helping young people develop their careers. We try to make sure that if we take on an apprentice, it is not just to train them as a welder or a machinist. We give them as much exposure as possible across the workshop, because that is the kind of person I want to employ. Hopefully, after ten years of experience in mines or other industries, they come back and say, “I want to live in Upper Hutt and work for J & D McLennan.”

What’s the best piece of feedback you’ve ever received from a colleague or boss?

Write a list.

An engineer named John Atkins, who worked with my dad, used to write everything down perfectly. He would rule a margin across five pages, and that would be his record for the week. You would write what you wanted to do in one color, usually blue or black, and keep the margin for red to note any comments or updates. As soon as something was completed, you would mark it as done. It allowed you to see exactly what had happened throughout the day and week.

What advice would you give someone considering this trade or industry?

You have to be genuinely interested in engineering, and you need to be open to change because it is always evolving. You also have to want to get up in the morning and go to work, it needs to be something you are excited about.

Even though we are a steel workshop, there are so many opportunities here. You could work in mechanical engineering, business, CAD drafting, mechatronics, electronics, electrical, welding, CNC work fitting, or in roles like stores and administration. There is a wide range of paths to explore.

What do you think is the most important quality to succeed in your industry?

You have to be very open to working with other people, that is a big one. Staying at school and continuing on to university, if that is your goal, is also important, as it requires years of study and commitment.

What’s one skill you’ve developed that’s had the biggest impact on your career?

Being able to communicate effectively, both one on one and in front of a crowd, has had the biggest impact on my career.

What do you do to unwind after a busy week?

It’s important to completely switch off from work. Unwinding with a beer at the pub on a Friday is a good start, followed by watching local footy on the weekend. I also value family time, even though the kids are older now and are busy doing their own things.

If you could swap jobs with anyone for a day, who would it be?

I don’t know. I really enjoy what I do, and if I didn’t, as I said before, I wouldn’t be doing it. I can also see that we are still growing, which is exciting, and that makes me want to stick around and see what’s next for us.

Thank you to James for taking the time to chat with me. Beccy

Experience Rating (ER) Programme Changes

We’re giving you a heads-up on a couple of ACC changes that kick in from 1 April 2026.

They’re not dramatic, but they are important if you’re managing costs and cashflow across the year.

Here’s the short version.

If your business is part of the Experience Rating (ER) programme, an additional charge called the ER Programme Rate (currently 7.2%) will now be added to your Work Levy rate.

A few key points:

• This charge is separate from any discount or loading applied to your account.

• Previously, businesses outside the ER programme helped fund ER discounts.

• From April, the ER programme will effectively fund itself.

In simple terms: if you’re in ER, your levy structure changes slightly — and you’ll see that reflected in your calculations.

Interest on Instalment Plans

From 1 April 2026, interest will apply to all new instalment plans, including any rolled-over plans.

Here’s what changes:

• Interest will be calculated using a formula based on the floating first mortgage housing rate, plus a use-of-money adjustment.

• That adjustment reflects ACC’s cost of not receiving full payment upfront.

• Longer instalment plans will incur more interest.

• The late payment instalment rate will also increase, moving away from the current flat 1% rate to a similar floating formula.

Translation: spreading payments will now cost more than it has in the past.

Where to check your rates

The 2026/27 levy rates are available via ACC’s levy calculator:

👉 https://www.levycalculators.acc.co.nz/wpc.jsp

When using the calculator, make sure you tick “Yes” for being part of the Experience Rating programme — that will incorporate the ER Programme Rate into your estimate.

Why this matters

Levy shifts and interest changes don’t always look big on paper — but across a year, they can have a noticeable impact on cashflow and forecasting.

It’s worth reviewing your setup now, especially if you’re:

• Operating on tight margins

• Running instalment plans

• Managing higher-risk classifications

No surprises is always better than a nasty one.

We’re here to keep things straightforward — and keep you ahead of the curve.

Health and Safety reform is coming. Here is what actually changes.

There has been plenty of noise around the proposed Health and Safety reforms. So let us cut through it.

The duties do not disappear. The paperwork focus changes. And the spotlight moves firmly onto critical risk.

Here is what that means in real terms for employers.

1. Duty holders stay. The focus shifts.

Under the current Health and Safety at Work Act, PCBUs must eliminate or minimise risks so far as is reasonably practicable.

Under the reform, PCBUs will still have duties. But the key duty narrows to critical risks. These are risks that can cause death, serious injury, or occupational disease.

The practical shift is simple.

You still manage health and safety. You prioritise the risks that can actually kill or seriously harm someone.

Ask yourself:

• What hazards here could cause a fatality
• Which ones could lead to a notifiable serious injury

Those are the risks the law will expect you to control hardest.

2. Small businesses get simpler expectations

Small PCBUs with around fewer than 20 workers will have a more focused duty. Manage critical risks and basic welfare.

That means:

First aid
Drinking water
Toilets
Ventilation and lighting
Emergency response
Major risks such as working at height or vehicle movement

You will not be expected to document every minor hazard with the same intensity.

The takeaway is this.

You still actively manage serious hazards. You do not need to over document low impact issues just to prove compliance.

Severity matters more than the number of forms completed.

3. Approved Codes of Practice matter more

Approved Codes of Practice already exist. Under the reform, following them becomes stronger evidence that you have met your duty.

In practical terms, they become a legal shield.

If you follow the relevant code for construction, forestry, agriculture, or your industry, you can show that you did what the industry expects.

Treat them as your baseline standard, not optional guidance.

4. Safety systems still matter. Just smarter.

The reform pushes away from paper heavy systems designed to satisfy auditors.

Instead, the expectation is:

Focus on critical risk control
Align with other regulations
Be demonstrable without being bureaucratic

Your safety management system does not need to be bulky or impossible to maintain.

It does need to show:

You have identified severe risks
You have effective controls in place
You review those controls when things change

Good digital records, photos, and simple forms beat huge binders every time.

5. Officer duties remain. The proof changes.

Officers still need to be involved. They must understand the risks and make sure duties are met.

Under the reform, they will need to show they are:

Focusing on critical risks
Actively checking whether controls are working
Asking the right questions

If leadership cannot answer these three questions clearly, there is work to do:

Have we identified our biggest risks
Are our controls working
What evidence shows that

That is the real test.

6. Risk management moves toward outcomes

The emphasis shifts away from massive risk registers listing everything imaginable.

Instead the focus becomes:

What matters most
What you did to prevent serious harm
Whether it worked

It is better to have a live, evidence based assessment of serious risks than a thick register no one reads.

7. Enforcement will reflect this focus

WorkSafe will still enforce the law. But the tone changes.

Ignored critical risks will be treated harshly.

Minor paperwork failures will not be the main target.

You need to be able to answer clearly:

What controls are in place
How do you know they work
When did you last check

If you cannot demonstrate that, you do not have compliance. You have paperwork.

Bottom line. What to do now.

Step one. Review your risk profile. Identify what can kill or seriously injure someone.

Step two. Document targeted controls for those risks. Keep them simple and repeatable.

Step three. Use the relevant Approved Codes of Practice as your benchmark.

Step four. Get officers asking whether controls are effective, not whether forms are filled in.

Step five. Simplify your system. Quality beats volume every time.

Final word

This reform is not about making health and safety less important.

It is about making it more effective and more realistic.

If you approach it as a shift from paperwork to real risk control, you will be ahead of most of the market.

And that is exactly where you want to be.

Minimum wage will increase to $23.95 from 1 April 2026.
We’re also launching two new digital tools — the Employer Hub and Workforce Hub with AI assistant Toby — designed to reduce admin and improve communication between clients, temps, and our team.
This edition also features Desiree Craike’s career story from the Te Awa Kairangi Alliance and insights into the evolving construction industry.
Plus, we outline the major KiwiSaver changes coming in 2025–2026 that employers should be aware of.

Min wage set to rise

From 1 April 2026, the statutory minimum wage will increase from $23.50 to $23.95 per hour.

To keep things clean and straightforward, Key Skills will apply a rounded rate of $24.00.

No tricky maths. No awkward decimals. Just simple and transparent.

Why this matters

Wage adjustments don’t exist in isolation.

Over the past few years, employers have absorbed a steady stream of increases — expanded sick leave entitlements, legislative updates, payroll compliance changes, ACC shifts, supplier cost rises.

For fifteen years, we’ve worked hard to absorb as much of that impact as possible without passing it on.

But payroll-related increases at this level can’t be carried indefinitely.

To continue delivering reliable, compliant, high-quality contingent labour — without cutting corners — a cost structure adjustment is necessary.

And cutting corners isn’t how we operate.

What doesn’t change

• Our commitment to safety
• Our compliance standards
• The calibre of workers we send to site
• The speed and responsiveness you expect

If anything, this adjustment ensures we protect those standards properly.

Because good recruitment isn’t just about filling a gap. It’s about doing it legally, ethically, and sustainably.

The bigger picture

The labour market isn’t what it was 18 months ago. Expectations are different. Margins are tighter. Compliance is heavier.

But one thing hasn’t changed — good people still matter.

And paying fairly, staying compliant, and running transparent systems protects everyone: workers, employers, and projects.

If you’d like to talk through how this affects your current rates, reach out to your Key Skills consultant. We’re always happy to walk through it with you.

Thanks for backing us — and for backing local.

Launching apps

Key Skills are launching 2 new apps, 1 for employers and 1 for our workforce, details below

Employer hub

One simple place to manage your workforce with us.

The Key Skills Employer Hub is your direct line to everything you need — whether it’s booking staff, reporting an incident, organising a site visit or ordering PPE.

Scan.
Sign up.
Add to home screen.
Done.

What you can do inside

• Submit a temp job order in seconds
• Request permanent recruitment support
• Report an accident or incident immediately
• Access induction information
• Book ConstructSafe assessments
• Request PPE replacements
• Complete workplace start-up forms
• Organise a site visit (yes, coffee included)
• Contact us directly
• Subscribe to updates
• Connect to our socials

Everything in one place.
Available 24/7.

Why we built it

Because good partnerships shouldn’t rely on lost emails and buried forms.

This hub keeps communication clear, documentation tidy, and response times sharp.

Less admin.
More action.
Better outcomes.

The Key Skills workforce hub

This is the home base for every Key Skills temp on site.

The Key Skills Workforce Hub is built specifically for our workforce — the people turning up in the hi-vis, getting stuck in, and getting the job done.

Inside the Hub, our temps can:

• Access key forms instantly

• Complete inductions and site paperwork

• Log learning records

• Get important updates

• Find answers fast

• Stay connected to the Key Skills team

No digging through emails. No “where’s that form?” chaos. No excuses.

Just clean, simple, get-it-done functionality.

Meet Toby – Your On-Demand AI Assistant

And here’s the clever bit.

Say hello to Toby, our built-in AI assistant.

Toby is there 24/7 to help temps with:

• How to complete forms

• What to do before starting a new site

• PPE requirements

• Timesheet questions

• Policies and procedures

• General “what do I do now?” moments

He’s fast.
He’s friendly.
He doesn’t sleep.

And he never rolls his eyes when someone asks the same question twice.

Why This Matters

This isn’t about being fancy.

It’s about:

• Raising standards

• Reducing admin friction

• Supporting our people properly

• Showing clients we run a tight ship

Future-proofing how we operate.

Meet Desiree Craike

She moved to Wellington at 18 to chase an Olympic dream, but life had other plans. Today, Desiree Craike is a Traffic Manager at the Te Awa Kairangi Alliance, overseeing complex projects that keep our roads moving. Read how an unexpected career pivot led her into one of the most fascinating and misunderstood roles in infrastructure.

My Job, My Story

Desiree Craike

Traffic Manager at The Te Awa Kairangi Alliance

Started July 2025

How did you get to where you are today, what’s your story?

I originally moved to Wellington from the Waikato when I was 18 to wrestle for New Zealand. The coach was based here, so it made sense to relocate and focus on my wrestling. I had my sights set on the Olympics, but life took me in a different direction, so I began building my career and later, started a family.

I started working at McDonald’s and within five years I moved into a management role. I then wanted to earn more money, so I applied for a receptionist position at a finance company. That opportunity led me into the finance industry and from 2003 to 2008 I worked as a Loans Officer before being promoted to Branch Manager.

When I was made redundant, my boss sent my CV to someone she knew at Downer. I knew nothing about the role and had no idea what it even involved. I also knew nothing about the roading industry, I went to a small school in the Waikato and had no exposure to engineering. Before moving to Wellington, I had even considered joining the army as an officer.

Even though I had no idea about the role, I went to the interview and got the job! I was now the Maintenance Contracts Manager at Downers.

My father passed away when I was very young and he drove rollers for the Ministry of Works, which later became Downer, so it felt like I had come full circle.

I had my heart set on progressing my career in management, so when a role became available at Wellington City Council I was seconded there, and that is where my traffic management journey began. I worked there for a few years and then moved on to several turf management companies and other businesses.

At one point, I was managing the traffic operations for the trolley buses when the lines were being removed. Because there was not enough work at the time, they put me through a traffic management training course. I was effectively sidelined, but that is when I started teaching traffic management.

Through that experience, I gained my adult teacher diploma, which means I am qualifi ed to teach adults and deliver classroom based learning, including courses that use presentations and structured training material. That has become a sideline for me.

All of those experiences, working with Downer, the council, traffic management companies, and later being on TG for HEB Construction, are how I built my construction knowledge. Each of those roles has given me a different foundation, and together they have created the skill base I have today, which is probably one of the most unique in the country. Working across all those organisations has allowed me to bring a wide range of knowledge and experience into what I do now.

What does a typical day in your job look like?

My day usually starts with approving timesheets and making sure I do not forget that. After that, it is mostly meetings. There are a lot of meetings to gather information, and then that information needs to be fed back to the TMP designers or the crews on site, as well as providing feedback where needed.

I also spend time researching things that may or may not work, looking at different options and figuring out whether we can do something one way or another.

How do you think your job is perceived by others, and is it different from the reality?

I don’t think people really understand. They think I manage people, but in reality, I spend a lot of time on planning. It’s like a giant puzzle where I have to fi t all the pieces together. Closing a motorway, for example, involves months of planning to redirect traffic, ensuring minimal disruption while also meeting strict deadlines.

Do you have any daily rituals or habits that help you succeed at work?

Yes. I always trust my gut, if something feels wrong, it usually is. I also save and organise every email, even sent ones, because they’re valuable records and can prevent issues later. When sending emails, I focus on facts and keep emotions out, staying calm and professional. These habits have helped me stay organised, make better decisions, and handle work more effectively.

What’s the most rewarding part of your job?

The most rewarding part is seeing the results of what we’ve produced, especially on the bigger projects. For example, with this project, we installed permanent poles instead of stands and sandbags, so there’s no mess or clutter. I don’t have to have people out there every few minutes picking up signs or adjusting things. Approaching traffic management like this lets us see what it can really look like, especially on a long project like this one.

What advice would you give someone considering this trade or industry?

It’s not as it seems! It’s such a complex fi eld, like a big puzzle, with so many aspects and directions you could go. I was telling a lady I taught how to design a team piece that this is just the beginning for her, she could specialise in one area or move into assets and other areas. Roading has maybe a thousand different avenues where you can develop skills or really specialise. Take bitumen, for example: there’s the product itself, the chemistry of how asphalt is made, the testing process, and then the actual placement, including the machinery and the road temperature. It’s really fascinating.

What’s the best piece of feedback you’ve ever received from a colleague or boss?

To not simply tell people they’re wrong, try to compromise or come up with the solution together, probe their thinking and bring them along on the journey.

What do you think is the most important quality to succeed in your industry?

I think the most important quality is the ability to pivot and adapt. You have to be open to change and not resist it. Specifications and plans can be one thing one day and completely different the next, so adaptability is key. Some people struggle with change, but I enjoy it, it gives you the chance to push boundaries and even invent something of your own.

What’s one skill you’ve developed that’s had the biggest impact on your career?

I’m not sure it’s just one skill. I think it’s about having all of that knowledge, really embracing it, and putting it together, because it all fits at the end of the day. Even my time in McDonald’s management was really valuable, anyone doing the management program there would benefit a lot.

Knowledge is power, so I always research things for myself. I go and look up information when I need it. I used to have tabs upon tabs of things saved, but I don’t try to read it all at once. When you need to know something, find that piece of information, and gradually you build up a memory bank. Reading a manual start to finish doesn’t work, you forget most of it. Focusing on what you need at the time is much more effective.

What do you do to unwind after a busy week?

I have 2 children although they’re not children anymore! I’ve just moved house with my partner and we enjoy the Speedway in the summer months. I like a good concert and shopping.

If you could swap jobs with anyone for a day, who would it be?

I really enjoy cooking and would love to have a café. I enjoy feeding people, and I like to think that if I had a big kitchen, unlimited ingredients, and the best tools, I could be pretty good at it.

Bonus question! Why does NZ use so many cones in roading!

I went to an NZTA conference once, and the late head of NZTA kind of summed it up: New Zealanders are rule breakers by nature. It’s just part of who we are. I don’t know why or how it came about, but people in other countries tend to just comply, whereas New Zealanders don’t. That’s why we have to add all these extra measures, to make sure people actually pay attention!

Thank you to Desiree for taking the time to chat with me.

Beccy

Major 2025-2026 KiwiSaver changes

Changes include increasing default contribution rates to 3.5% (from 3%) on 1 April 2026, rising to 4% in 2028, with options to opt-down.

Government contributions (member tax credits) are reduced to $260.72 maximum from 1 July 2025, with high earners ($180k+) excluded. 16/17-year-olds get employer matching from 1 April 2026.

Key 2025-2026 KiwiSaver Changes:

• Contribution Rates Increase: The default employee and employer contribution rate increases from 3% to 3.5% on April 1, 2026, and further to 4% on April 1, 2028.

• Temporary Reductions: Starting February 1, 2026, those unable to afford the increase can apply for a temporary reduction to remain at 3% for 3 to 12 months.

• Government Contribution Reduction:

From July 1, 2025, the government contribution is reduced to 25 cents per dollar contributed, with a maximum annual payment of $260.72

• High Earner Exclusion: Individuals with a taxable income exceeding $180,000 per year will no longer receive the government contribution, effective July 1, 2025.

• Youth Eligibility: From July 1, 2025, 16 and 17-year-olds become eligible for the government contribution, and from April 1, 2026, they also qualify for mandatory employer contributions.
  

See more here

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How was the break? We hope it was a good one and you’ve come back feeling rested and ready to get into the year.

January and February, at least until the kids are back at school, are rarely tidy. People return at different speeds, teams regroup after time away, and it can take a few weeks for work to feel like work again. That’s pretty normal. What matters more is how the year starts to take shape once everyone’s back in the mix.

This time of year with a break away from work often brings a bit of clarity about what’s working, what isn’t, and what people want the year ahead to look like - a natural reset point.

From our desks, there are some solid, long-term projects beginning to ripple out across our neck of the woods. Not everyone will be involved directly, but the flow on work matters. It keeps people employed, supports local suppliers, and gives other projects confidence to move ahead.

All of that only really works if the fundamentals are right, especially when it comes to keeping good people engaged.

Beccy shares her perspective below on why the start of the year matters, and how simple, early conversations can make a real difference.

In this issue:

• Norm Tufue’s career story, from early work to plant leadership

• A fresh-year perspective on retention and engagement

• A few reads we thought were worth your time

For now, it’s about getting back to how things usually run. Crews catching up, calendars filling, and normality returning after a break.

Thanks for backing us - and for backing local.

Got something to add? A trend you’re seeing on site or in the office? We’d love to hear it. Send it through to wellingtonhirewire@substack.com.

My Job, My Story

In this new feature, we’ll share real stories from real people about the jobs they do and the paths that got them there. Our goal is to highlight the wide variety of roles that exist across different industries, many of which people may not even realise are options. You never know which story, experience, or small career moment might spark an idea or open someone’s eyes to a new possibility.

Opportunities really are endless!

Norm Tufue’s career is a story of steady progression, commitment, and learning on the job. Starting work straight out of school, Norm built his experience, moved to New Zealand to start a family, and worked his way into leadership through showing up, learning, and taking responsibility when opportunities arose.

Seventeen years on, he’s now Plant Operations Manager, leading up to 70 staff. Along the way, Norm has taken on responsibility early, learned from the people around him, and continued building his skills as each role demanded more.

What stands out most is his focus on people. For Norm, success isn’t just about results, it’s about helping others recognise their potential, grow into leadership, and feel valued at work. His story is a reminder that strong careers are often built through consistency, trust, and doing the basics well, day after day.

Read our full chat with Norm, here

Fresh year, fresh perspective

Every year, the start of January brings a bit of movement.

After a decent break, people come back with clearer heads. There’s been time away from the day-to-day, fewer early mornings, and a bit of space to think. When work starts up again, some questions tend to crop up.

Am I still enjoying this?
Is this role working for me?
Is there something I’d like to change this year?

It’s not dramatic or sudden. Most people aren’t looking to walk out the door. But the New Year does have a way of bubbling thoughts to the surface that were easy to ignore when things were busy.

We see it every year. January and February often bring an uptick in job movement, driven less by impulse and more by people wanting steadier work, better balance, or a role that feels sustainable long-term.

For leaders and managers, this time of year matters.

Not because people are about to leave, but because it’s a window where small conversations can make a big difference. A quick catch-up can surface things that otherwise sit quietly in the background until someone decides to move on.

These don’t need to be formal performance discussions. In fact, they’re often better when they’re not. A genuine check-in, done early, can help people feel seen and supported before doubts turn into decisions.

Simple questions can open the door:

• How are things feeling now that you’re back into it?

• What’s been working well for you lately?

• Is there anything that would make the job easier or more enjoyable right now?

• Is there something you’d like to work towards this year?

The start of the year isn’t just a busy hiring period. It’s also a chance to hold onto good people.

When people take time to listen early on, it builds trust and gives teams confidence that their concerns will be heard. More often than not, that’s enough to keep people engaged and moving forward together.

Worth a read

A few things worth five minutes of your time, in no particular order.

Petrol station sunglasses, ranked - a hilarious take on the humble servo sunnies, including proper respect for safety glasses.
https://thespinoff.co.nz/society/17-01-2026/petrol-station-sunglasses-ranked

Construction and infrastructure continue to drive demand - RNZ reports construction job ads remain strong nationwide, supported by ongoing and new infrastructure projects, with construction, engineering, and trades among the areas seeing the most sustained demand.
https://www.rnz.co.nz/news/top/584647/job-ads-stall-in-december-after-six-months-of-growth

Economists see improving conditions for businesses this year - A recent analysis suggests New Zealand’s economy may strengthen in 2026 after a tough 2025, with growth expected to be stronger than last year.
https://www.rnz.co.nz/news/business/583165/it-can-t-be-worse-right-what-s-ahead-for-the-economy-in-2026

Need extra hands on site? Get in touch - we’re here to help.

We’re rolling into the end of the year, and the holiday buzz is definitely here. Before everyone heads off for a breather, we’ve got one last bit of good news to share.

Key Skills has been selected as a labour hire partner for the Te Awa Kairangi programme! It’s a major, multi-year project that will reshape the river corridor, strengthen flood protection, and finally sort out the Melling interchange. It’s a big win for the region and even better news for local workers.

Over the next few years, this programme will bring steady, close-to-home jobs across labouring, traffic management, machinery, trades, and site support. And when local people are in local work, the whole community benefits.

We’ll start sharing roles from January, so if you or your crew are keen to see what’s coming up, keep an eye on our Facebook, Instagram, and LinkedIn pages as recruitment ramps up.

For a full rundown of what’s being built and why it matters, we’ve put together an explainer on our website here.

This is the very definition of what we love. Getting good work for people who live in our own community. We’re proud to be part of it.

With that on the horizon, we want to look back on our highlights of 2025.

Here’s some of the things that stood out for us, and people who made the year.

The people (our favourite part every year)

First up, Josh hitting 15 years with us. Fifteen!
You don’t get loyalty like that everywhere. He knows this place inside out, keeps us laughing, keeps us honest, and he even made it to the Beehive this year. And no, he’s not running for office. Yet. Though he does run the touchline for the Parliament Rugby Team.

We welcomed Ally, who joined Josh’s construction team and slotted in straight away. She brings great energy, a big heart, and friendly vibes that everyone appreciates. Every team needs someone like Ally.

Jo also came on board as our Onboarding Specialist, and from her first call with Ailsa it felt like it was meant to be. She hit the ground running, keeps everything organised and everyone on track, and it feels like she’s been here forever.

And then there’s Muss, who returned this year to lead our manufacturing desk. It honestly felt like the universe was fixing something it never should have changed in the first place. We are stoked to have Muss back!

We also can’t end the year without a bit of friendly chaos.

This year’s annual Key Skills Challenge is underway, with a strength comp. December is a heavy month in recruitment, and mental health can get stretched on all sides, including our own. So rather than just talking about wellbeing, we made a conscious call to do something together that actually builds it.

The whole office has been swinging kettlebells, squeezing in lunchtime lifts, and pushing to beat their own numbers. Turns out the girls are miles ahead on improvement. The boys are… coping. There’s been plenty of sore muscles, a fair bit of Deep Heat in the air, and some next-level team bonding along the way.

It’s been hard work, good fun, and a reminder that looking after mental health is about connection, shared effort, and knowing what you’re capable of when things are full-on.

Crews smashing it

We handed out a couple of Key Skilled moments this year, and they were absolute highlights.

Jakob worked hard, showed up, and proved exactly why he deserved it. His boss Antony even splashed the news on his social media.

Malcolm moved over from Australia this year and hit the ground running. Quick learner, hard worker, and a real asset wherever he goes.

Accreditations that actually mean something

We are not in the business of collecting stickers. If we earn a badge, it is because it lines up with who we are and how we work.

This year, we got three that we are really proud of:

Tōtika – recognising we run tight, safe, trustworthy systems.
Amotai – formalising our commitment to partnering with Māori and Pasifika businesses.
Buy NZ Made Services – proof we are local through and through and put our money back into our own backyard.

Each accreditation means something different, but together they tell the same story that we are here for our people, our partners, and our place.

And one for our partners…

A big one for us this year was hitting 15 years with J&D McLennan, a family-run Lower Hutt engineering firm that over the years has quietly become a legend. They do a bit of everything across manufacturing and engineering, but the airport air bridges are the work people recognise instantly - excellent work, built by great people.

We have backed them with everyone from welders and machinists to designers and office crew, and marked the milestone with a BBQ at their new facility. Fifteen years does not happen by accident in this industry. It happens when both sides show up, do the mahi, and treat each other right. We are proud of this partnership. Properly proud.

Looking out for each other

We got behind the MATES Longest Lap again this year, and for us it’s never just another fundraiser. It’s personal. In 2012, we lost Damon, one of our own. He started with us at 16, full of spark and potential, and losing him changed how we think about this industry and what we owe to the people in it.

So when we walked for MATES this year, we walked for him. Mental health isn’t optional in construction. It’s the difference between someone finding a way forward or feeling like they’ve got none. Everyone at Key Skills has done the Connector training, and we’ll keep showing up every year, because looking out for each other is part of the job.

AI, the theme of the year (and our take on it)

If 2025 had a mascot, it would have been a robot.
AI this, AI that. Job ads written in seconds, cover letters polished to perfection, global firms building private AI clouds and talking about “redefining talent ecosystems” (whatever that means).

But when every CV starts to look and sound the same, how are you supposed to work out who someone really is? Keep going like this and the CV becomes redundant, just another piece of polished content. Human recruiters who know what to look for, who can read past the “grammar glaze,” and who actually talk to candidates will matter more than ever.

Tech is handy. People are everything.
And while we’ll happily use AI to speed up the admin, our edge stays where it belongs, in relationships, not software. Read more on our take here.

As we wrap up 2025…

Get some proper rest.
Switch off the emails.
Sit in the sun.
Drink some water.

Look after your people and yourself. We want everyone back in January safe, rested, and in one piece.

Thank you, genuinely, for sticking with us this year.
Your loyalty means a lot.
Your trust means even more.

See you in 2026, rested, steady, and ready to crack on

Need extra hands on site? Get in touch - we’re here to help.

This issue of Hire Wire is all about good news and great people.

Construction’s turning a corner, confidence is returning, and we’re seeing more clients planning ahead for 2026 builds. It’s a welcome shift and one that’s already creating opportunities for skilled workers.

We’ve got plenty of good news on the people front, too.
Malcolm, who joined us earlier this year, has officially been ‘Key Skilled’, landing a permanent role after impressing everyone on-site.

We also celebrated 15 years of partnership with J&D McLennan Engineers - a third-generation Wellington success story building world-class air bridges for airports across Australasia (and yes, we brought the BBQ).

And to round things out, Ailsa’s shared some thoughts on how the recruitment industry can lift its game and rebuild trust where it matters most, one worker, one client, one job at a time.

In this issue:
• Construction’s turning a corner
• Malcolm gets ‘Key Skilled’
• BBQs, banter, and a 15-year partnership
• Fixing recruitment’s reputation starts with us

Thanks for backing us - and for backing local.

Got something to add? A trend you’re seeing on site or in the office? We’d love to hear it. Send it through to wellingtonhirewire@substack.com.

Construction’s next chapter is looking up.

At first glance, the latest Building Construction Report looks bleak. Revenue dropped 5% year-on-year, and margins are tight, but those are last year’s numbers, not a forecast.

Green lights are starting to flick on. Stats NZ recorded a 5.3% lift in new dwellings consented in July 2025 and another 5.8% in August, the first annual rise since 2022. It’s not a boom, but it’s a clear shift in direction.

Confidence is improving, too. The Reserve Bank’s October rate cut to 2.5% and the easing of LVR rules from December will make finance more accessible, giving housing demand a boost.

When momentum returns, the pressure point won’t be materials, it’ll be people. Skilled, site-ready teams will be what keeps projects moving.

The groundwork for a rebound is already there.

Now’s the time to reconnect with great workers, keep crews close, and be ready when the phones start ringing again.

Read more here

Malcolm gets Key Skilled!

Malcolm joined Key Skills back in January 2025, referred by his proud grandfather after making the move from Australia to New Zealand (bucking the current trend of Kiwis heading the other way).

From day one, he impressed everyone, earning rave reviews on his very first assignment for being a quick learner and a hard worker. It wasn’t long before he found his forever home at Masterpet, where he continued to prove his worth every day.

After just six months, Malcolm’s dedication paid off, and he’s now officially a permanent team member!

Stories like Malcolm’s are what Key Skills is all about - connecting good people with good opportunities, and helping workers turn short-term gigs into long-term careers.

We’re absolutely stoked for you, Malcolm - you’ve earned it.

Read more about Malcolm’s story here

BBQs, banter, and a 15-year partnership.

For almost 15 years, J&D McLennan and Key Skills Recruitment have worked side-by-side, building teams and creating opportunities across Wellington.

To celebrate the long-running partnership, the Key Skills crew recently headed to J&D’s new state-of-the-art facility in Lower Hutt to fire up the BBQ and shout lunch for the team. It was a great afternoon with good food, good laughs, and a reminder that the best partnerships are built on people, not just paperwork.

Founded in the 1940s, J&D McLennan is a family-owned engineering firm best known for its world-class air bridges - the raised tunnels connecting airport terminals to aircraft. They’ve built nearly 300 of them since 1974, including every one in use in New Zealand, as well as bridges for clients across Australia and the Pacific. Their workmanship is known worldwide, even achieving a world-first when one of their bridges connected both decks of an Airbus A380 in Melbourne.

These days, the third generation of McLennans is carrying on that legacy, leading a team that balances innovation, precision, and a true Kiwi spirit.

For Key Skills, it has been a privilege to support that team over the years, from welders and machinists to engineers and office staff, and to see J&D continue to grow from strength to strength.

Fifteen years in, the banter’s still good, the BBQs even better, and we’re proud to call J&D McLennan part of the Key Skills family.

Read more about J&D McLennan here.

Fixing recruitment’s reputation starts with us.

“Let’s call it what it is,” says Ailsa Atkins, co-owner of Key Skills Recruitment. “Recruitment’s reputation is rough. Too many job seekers still feel ghosted or treated like numbers, and that’s on us.”

Ailsa believes if the industry wants to rebuild trust, it has to start with action. “We have to earn it not by saying the right things, but by doing them, consistently and visibly.”

She says accountability should run both ways. “Recruiters already sign the RCSA Code of Professional Conduct, but what if clients had to meet that same standard before hiring through us? Imagine if every business that used a recruiter had to sign up to the same code and could only engage with recruiters who are audited and approved to meet it. We’d clean up the supply chain fast.”

She points to the construction sector’s Tōtika framework as a model. “Tōtika lifted health and safety standards by making everyone from suppliers to contractors meet the same bar. Recruitment could do the same.”

On immigration, Ailsa doesn’t mince her words. “The Accredited Employer Work Visa was meant to stop exploitation, but the red tape now punishes good operators. Ethical employers are weighed down by bureaucracy while high-volume importers thrive.”

For Ailsa, the fix is simple but not easy. “Recruitment doesn’t need better marketing,” she says. “It needs better behaviour. Because we’re the bridge between people and opportunity and it’s time to rebuild trust, one worker, one client, one job at a time.”

Read the full article here.

Need extra hands on site? Get in touch - we’re here to help.

After 18 months away working in the community, Muss has returned to the manufacturing desk and we know plenty of you will be glad to see his name popping up again. He’s a familiar face across Wellington’s trades scene, known for his energy, humour, and ability to get things done without the fuss. It’s great to have him back on board and reconnecting with clients and crews who know him best.

Tōtika is CHASNZ’s new national health and safety framework, setting one clear, consistent standard for contractors across Aotearoa and Key Skills is now officially Tōtika accredited. It’s a big step forward for us and for the industry.

For clients, it means simpler compliance and greater trust. For workers, it’s another layer of protection that ensures safety isn’t just a policy but a part of how we work.

And while Mental Health Awareness Week has just wrapped up, we think the message should last all year. Mental wellbeing is as important as boots and helmets, and we’ll keep making sure it stays part of the safety conversation.

In this issue:

• Muss returns!

• Tōtika accreditation – what it means for clients and crews

• Mental health and safety – lessons from MHAW 2025

• Vale, Pat Quin

Thanks for backing us – and for backing local.

Got something to add? A trend you’re seeing on site or in the office? We’d love to hear it. Send it through to wellingtonhirewire@substack.com.

Welcome back, Muss!

We’re thrilled to welcome back Lamasi “Muss” Sanele. Muss is a familiar face in Wellington trades, known for his energy, humour, and unflappable approach. After time working in the community and with the Laura Ferguson Trust, he’s back running our manufacturing desk. With his son now playing top-level rugby, he’s got plenty to talk about both on and off site.

Reach out to Muss on masi@keyskills.co.nz and 021350919 - he’d love to hear from you!

Read more about Muss here

Key Skills achieves Tōtika Accreditation

Getting accredited under Tōtika isn’t a quick or easy process, and that’s the point. The framework, developed by CHASNZ (Construction Health and Safety New Zealand), is designed to lift standards right across the trades and construction sector. It takes time, evidence, and real commitment to earn.

That’s why we’re proud to share that Key Skills is now officially Tōtika accredited.

Tōtika creates one clear, consistent national benchmark for health and safety prequalification. Instead of every client having their own version of “what good looks like,” Tōtika brings everyone under the same standard, recognised by major organisations like Kāinga Ora, Downer, NZ Post, Waka Kotahi, and Fletchers.

For clients, this means simpler compliance and confidence that everyone on site is working to the same trusted benchmark. For our workers, it means the systems protecting them have been independently reviewed and meet national best practice.

Earning Tōtika accreditation reinforces what’s always mattered most to us - keeping people safe and making life easier for those who work with us. It’s another way of showing that when we say we care about safety, we back it up.

Because when safety’s straightforward and everyone’s on the same page, the whole site runs better.

Read more about Tōtika here.

Mental health awareness, not just a week for us!

Earlier this month, we joined the industry in celebrating Mental Health Awareness Week, with the theme Top Up Together. Every day, we shared activities and ideas built on the Five Ways to Wellbeing.

But here’s the thing - mental health isn’t just one week in October for us. It’s as important as hard hats and harnesses. Supporting workers means checking in, staying connected, and creating a culture where it’s normal to ask for help.

The highlight for us was getting to watch crews, clients, and friends of Key Skills get involved from walking meetings to random acts of kindness. It proved that topping up together works best when it’s done collectively.

Our commitment now is to keep that momentum going. Mental health is safety. It keeps people strong, teams together, and projects moving.

Read more about MHAW here

Vale, Pat Quin

We acknowledge the passing of Pat Quin, a long-standing figure in New Zealand’s recruitment industry. His contribution spanned more than three decades and shaped many businesses in our sector.

We extend our condolences to his family, friends, and colleagues.

Need extra hands on site? Get in touch - we’re here to help.

This month’s Hire Wire starts with something we hear from clients all the time - too many calls from recruiters. In tough markets, site managers don’t need their phones ringing off the hook with cold calls and coffee pitches. That’s why we’ve never set gnarly call quotas for our team. We’d rather focus on listening, solving problems, and showing up when we’re needed.

We’re also sharing what “building people, building community” looks like in practice. More than 1,400 temp-to-perm roles, apprentices who’ve gone from first day to fully qualified, and over $140,000 invested in tools and training. It’s proof that good hiring builds more than crews - it builds careers and strengthens communities.

Looking ahead, October brings Mental Health Awareness Week. The theme this year is Top Up Together which is a perfect fit for our industry, where connection and teamwork matter just as much as hard hats and harnesses. For us, mental health isn’t a week-long campaign. It’s part of how we work, every day.

And because continuity matters too, we’ve included a piece on why consistency in recruitment is worth its weight in gold. When you don’t have to start from scratch with every call, projects run smoother and workers feel better supported.

In this issue:

• Sick of recruiter calls? Why we do things differently

• Building people, building community - the ripple effect of local hiring

• Why continuity matters - smoother jobs, stronger teams

• Mental health is as important as PPE - getting ready for Mental Health Awareness Week

Thanks for backing us - and for backing local.

Ailsa & Beccy

Got something to add? A trend you’re seeing on site or in the office? We’d love to hear it. Send it through to wellingtonhirewire@substack.com.

Sick of calls from recruiters?

Ask any site manager and they’ll tell you one of the biggest headaches isn’t paperwork or traffic - it’s recruiters lighting up their phone. Not because there’s something urgent to solve, but because they’ve got gnarly KPI targets to meet.

At some firms, consultants are told to land 100 calls a week or line up 50 coffees a month. The result? Endless interruptions that drag you away from running the site. And half the time the question is the same: “Got any jobs to fill?”

It’s not just irritating. In a downturn, when you’re fighting to keep your permanent crew together, being hassled about vacancies you don’t have can feel tone-deaf. Instead of taking pressure off, it piles more on.

So what would better look like?

• Calls with a purpose. If the phone rings, it should be because there’s a real update, a candidate worth knowing about, or a genuine solution.

• Better timing. Recruiters should know when you’re in hiring mode and when you’re not. The best ones lean in when it matters and back off when it doesn’t.

• More listening, less selling. Quick check-ins are fine, but real partners spend more time understanding your site than pitching at it.

That’s the difference when you work with Key Skills. No gnarly call targets, no ringing for the sake of it. Just real conversations when there’s something worth talking about.

Because recruitment should make your job easier, not harder.

Read our full article here

Building people, building community

At Key Skills, labour hire has always been about more than filling shifts. It’s about creating pathways, backing people, and leaving sites and communities stronger than we found them.

What that looks like in practice

• Invested over $40,000 in training in the past 12 months.

• Spent $140,000 on apprentice tools so people can do the job properly.

• Supported 1,414 workers to transition into permanent employment overall, including 30+ last year.

• Helped five apprentices complete qualifications while working through us.

• Provided fully funded certifications including Site Safe, forklift, EWP, and first aid, plus driver licensing support.

• Created clear pathways into Leading Hand and supervisory roles.

These aren’t one-off wins. A labourer who starts with us today could be a qualified tradie in a few years’ time. A temp who takes on a seasonal contract could later become the full-time hire a client trusts because of the experience built on site.

For clients, every hour invested in people pays off in productivity, safety, and retention. Workers who already know the site, the standards, and the crew hit the ground running. With the right gear and training, downtime is reduced. And when people build careers instead of just clocking shifts, you get stronger crews and safer outcomes.

For the community, local hiring keeps wages in the region and supports families close to home. Work builds confidence, routine, and purpose and when short-term contracts lead to long-term careers, that stability benefits whole whānau.

We’re not waiting for policy to tell us to deliver broader outcomes. We already are. It’s the reason we’re here, and the reason we’re proud to say building people means building community.

Read our full article on this here

Why continuity matters in labour hire

On any site, there’s nothing more frustrating than having to start from scratch every time you call your labour hire provider. New contact, same questions, another round of re-explaining what you need. It slows projects down and creates gaps you don’t have time for.

That’s why continuity matters. A good labour hire partner makes sure your site knowledge, safety standards, and job details don’t get lost in the shuffle. It’s what keeps work moving when crews change and projects scale up or down.

Here’s what to look for:

• Stable recruiter teams

• Shared systems

• Consistency for workers

At Key Skills, most of our recruiters have been with us for years, and we’ve invested in capturing client knowledge across the business. That means faster placements, smoother handovers, and workers who feel supported and come back ready to perform.

Continuity might not sound like a big deal until it’s missing. Then you see the difference.

Read our full article on this here

Mental Health is as important as PPE

At Key Skills, we see mental health as being just as important as fall protection or PPE gear. You wouldn’t send someone up a scaffold without a harness and you shouldn’t expect workers to carry the load without the right support for their wellbeing.

That’s why Mental Health Awareness Week (6 - 12 October) is a fixture for us. This year’s theme is Top Up Together - encouraging people to recharge by connecting with others and putting the Five Ways to Wellbeing into daily practice.

We’ll be marking the week by sharing daily activities and resources on Facebook and LinkedIn, so clients, workers, and friends of Key Skills can join in. Each day will focus on one of the Five Ways:

Connect, Give, Be Active, Take Notice, and Keep Learning.

It’s something we’ve always believed in. Earlier this year, our team joined the MATES in Construction “Long Lap” walk - a reminder that the challenges of mental health don’t get solved alone. They’re carried together.

For us, Mental Health Awareness Week isn’t just seven days. It’s part of how we operate year-round. Looking after wellbeing is safety, plain and simple.

Follow us online and join in - we’d love you to take part.

We’re here on Facebook here

We’re here on LinkedIn here

Read our full article on this here

Need extra hands on site? Get in touch - we’re here to help.

This month’s Hire Wire is all about why buying local matters for your business, your team, and the community you work in.
We’ve recently joined the Buy NZ Made programme, officially putting our name to something we’ve believed in since day one. Keeping jobs, skills, and wages in our own backyard.

Josh has also been flying the flag for local hiring on a national stage, representing Key Skills at the RCSA’s inaugural Recruitment & Staffing Summit at the Beehive. It’s a big deal to have labour hire in the room where industry policy and priorities are being discussed.

And instead of just talking about the day-to-day, we’re taking a look at the “broader outcomes” piece of the puzzle. What tenders are really asking for, and how Key Skills is already delivering them.

In this issue:

• Buy NZ Made - Why choosing local matters more than ever

• From the Beehive to the building site - Josh on taking the local hiring message to the top

• Broader Outcomes - What they mean, and how Key Skills delivers them

Thanks for backing us - and for backing local.

Ailsa & Beccy

Got something to add? A trend you’re seeing on site or in the office? We’d love to hear it. Send it through to wellingtonhirewire@substack.com.

Why choosing local matters more than ever

In construction, engineering, and manufacturing, timelines are tight and margins are thin. It’s tempting to pick the cheapest option or the biggest brand. But in labour hire, local often means better.

Local businesses are serving your community. They’re part of it. Same traffic. Same sports sidelines. Same weather warnings. They know your patch because they live and work here too.

At Key Skills, that local connection means faster turnarounds, better matches, and fewer headaches. We don’t send “a body”, we send the right person.

Why local works
Labour hire sounds simple. Call a recruiter, get a worker. But the difference between filling a shift and filling it well comes down to understanding your site, your crew, your safety rules, and your standards.

The recruiters best placed to do that are usually just down the road. In the last six months, we’ve had temps on site within hours, supplied pre-inducted staff for urgent ramp-ups, and placed tradies who live five minutes away. That’s the power of a local network.

The Buy NZ Services mark
The Kiwi-in-the-triangle logo you know from locally made products now applies to services too. It means:

• Local: NZ-owned, operating here, and contributing to our economy.

• Verified: You have to meet strict criteria to use it.

• Clear: It’s your quick way to tell you’re dealing with a genuine local.

Key Skills is proud to be Buy NZ Services approved, Māori-owned, and Amotai-registered. That means when you work with us, your spend supports local jobs, local families, and local growth.

Buying local isn’t just feel-good marketing - it’s smart business. Shorter lead times, stronger relationships, and a recruiter who knows your name.

If you need labour hire in Wellington or the Hutt, we’d love to work with you.

Read more about choosing local here

From the Beehive to the building site

Last month, Josh swapped steel caps for a suit and headed to Parliament.

The RCSA’s industry summit at the Beehive brought recruiters face-to-face with MPs, Ministers, MBIE, and MSD to talk about the big issues - immigration policy, workforce regulation, AI, productivity, and getting more people into work, especially those who’ve been overlooked.

Josh made sure Wellington’s local hiring perspective was heard. The reality of “skills shortages” looks very different when you’re talking about real crews on real sites.

But if the Beehive was the view from the top, the site is the reality on the ground. Quoted in The Kākā, Josh said the last six months have been the toughest of his career, with so many people leaving the construction industry.

What’s different this time? Usually, when private work slows down, public investment steps in. This time, the Government has “pulled the pin” on everything, especially Kāinga Ora, leaving no safety net. Some industry veterans say it’s as bad as the early ‘90s.

It’s a big gap between the speeches and the scaffolding. But the conversations Josh had at the Beehive matter. They’re how we push for the right policy levers from immigration settings to public investment to keep our local workforce working and ready for the next upswing.

Read the full story here

How Key Skills delivers broader outcomes

If you’ve seen a tender lately, you’ve probably noticed the phrase “broader outcomes.” It’s the bit that asks what else you bring to the table apart from just bodies on site. On paper, it’s about social value, sustainability, and community impact. In practice, it’s about whether the job leaves the community better off once the cones are gone.

That’s where Key Skills already plays. It’s not an extra box to tick. It’s how we work.

Keeping it local
We’ve had calls at 7am needing cover fast. Because we know our people and where they live, we’ve placed workers on site within the hour, sometimes before morning tea. That’s not just filling a shift. It’s money staying in the community, crews that keep moving, and less wasted time.

That’s why being Māori-owned, Amotai-registered, and holding the Buy NZ Services mark matters. Every booking with us backs New Zealand jobs and families.

Why Amotai matters
Getting accredited with Amotai took proof that we genuinely back Māori and Pasifika workers and suppliers. For clients, it means you’re meeting procurement targets many tenders now demand. If your RFP mentions “supplier diversity” or “social procurement,” you’ve got a credible answer just by working with us.

Better work for more people
Some of our best placements aren’t the obvious picks. Women who turn up and outwork the crew. Older tradies who mentor apprentices. Career-changers who bring hustle. When sites look past stereotypes, they get crews that are stronger, fairer, and better balanced.

Culture and respect
Being Māori-owned shapes how we treat people. We value relationships over transactions. We stay connected, check in, and make sure temps feel like part of the team. When people feel respected, crews work better and sites run smoother.

Working smarter
We place people close to home whenever we can. It cuts fuel, stress, and travel time — small changes that add up. We also support clients to reuse gear sensibly, saving money and reducing waste.

What this means for you
Tender documents call it “non-price attributes.” We call it how we do business. With Key Skills, you get more than skilled labour. You get proof that your project is delivering for the community and the client.

Because the best projects aren’t just finished on time and on budget. They’re the ones people look back on and say: that made this place better.

Read the full story here

Need hiring support? Key Skills is here to help - let’s talk.

This month’s Hire Wire lands at a time when a lot of good things are coming together, and we’re feeling proud, busy, and ready for more.

Josh will soon be heading into the Beehive to represent Key Skills at the inaugural RCSA Recruitment & Staffing Summit - bringing the voice of real-world, short-term labour hire into the rooms where decisions are made.

And in a milestone we’re especially proud of, we’ve officially been recognised as an Amotai registered Māori-owned business. We’re now part of a national supplier network focused on capability, community, and kaupapa - and we’re just getting started.

This issue also includes a practical read on how to stop wasting money on short-term hires. Even with all the good news, we’re still doing what we always do - helping our clients work smarter.

In this issue:

• We’re now Amotai registered!

• On the guest list at the beehive

• How to stop wasting money on short-term hires

Thanks for being part of the ride.

Ailsa & Beccy

Got something to add? A trend you’re seeing on site or in the office? We’d love to hear it. Send it through to wellingtonhirewire@substack.com.

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We’re now Amotai registered and proud of it

We’re incredibly proud to share that Key Skills is now officially a registered Amotai supplier.

For those unfamiliar, Amotai is Aotearoa’s intermediary organisation that connects Māori and Pasifika-owned businesses with procurement opportunities from government contracts and corporate tenders to Iwi, Trust, and community-driven projects.

It’s about ensuring kaupapa-aligned businesses are visible, valued, and given a chance to compete on a level playing field.

Becoming an Amotai registered supplier means we’re now part of a trusted and growing network of Māori and Pasifika businesses working across every sector, including construction, infrastructure, health, transport, and more.

For us, it’s about more than visibility. It’s about being part of a movement that reflects who we are and how we work. We're here to grow a thriving business, yes - but also to show up for our communities, to support our people into sustainable work, and to deliver the kind of service that makes our whānau proud.

We’re excited about the doors this opens. And even more excited about the people we’ll meet, learn from, and work alongside as we go.

Ngā mihi nui to the Amotai team for the warm welcome.

Read our full article on this here.

Key Skills at the Beehive - Speaking up for labour hire

This July, Josh will head to the Beehive to represent Key Skills at the inaugural RCSA Recruitment & Staffing Summit, a gathering of industry leaders, government ministers, and policymakers to discuss the future of employment in Aotearoa.

There’s a lot at stake. Proposed changes to the Employment Relations Act (ERA) could significantly reshape how personal grievances are handled, redefine the distinction between employee and contractor status, and introduce new rules governing collective agreements and high-income protections. Read more on our website about this here.

Josh is there because he brings his valuable 15+ years of experience supporting clients, managing crews, and dealing with the realities of short-term hiring. He knows what happens when employment law doesn’t match up with the way people actually work. And that’s exactly the kind of insight that should be part of the conversation.

We’re proud to be part of RCSA’s advocacy work and to support changes that bring more clarity, fairness, and flexibility to the way people hire and get hired.

Read our full article here.

Where we see good companies wasting money

If it's not done right, hiring short-term staff can be one of the fastest ways to boost productivity or one of the most expensive mistakes.

Here are three places we regularly see companies lose time and money (and how to avoid them):

• No handover or prep for temp staff - If no one has told them what the job is, don’t expect great results. A 5-minute brief saves hours of rework.

• Hiring too late – Panic hiring often means poor fit, extra cost, and zero onboarding. Plan ahead where you can.

• Trying to go cheap and cheerful - The lowest hourly rate doesn’t help if the worker isn’t reliable or site-ready. You end up paying for it twice.

Smart hiring isn’t just about filling a gap - it’s about getting the right result the first time.

Read our full article here

Need hiring support? Key Skills is here to help - let’s talk.

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We didn’t set out to make this month’s Hire Wire about health and safety, but when we looked at what mattered most right now, that’s where everything pointed.

From better systems to help injured staff return to work in a smarter way, to a void protection product that could literally stop someone from falling through the floor, this issue is about protecting people and doing it smarter.

In this issue:

• ACC’s new approach to recovery at work - we’re one of the first recruiters in New Zealand trialling this and it’s a game changer!

• The bloke saving tradies from falling through the floors

• Wellington’s job market - not a downturn, but perhaps the new normal

• Hot takes on the 2025 budget

As always, thanks for being part of our crew.

Ailsa & Beccy

Got something to add? A trend you’re seeing on site or in the office? We’d love to hear it. Send it through to wellingtonhirewire@substack.com.

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We’re helping ACC fix the return-to-work system.

Key Skills is one of a handful of recruiters trialling ACC’s new Recovery at Work approach and we’re pretty stoked about it.

Instead of waiting until someone’s fully recovered before they return to work, this flips the script. It’s about keeping injured workers connected, supported, and recovering in the right way - not isolated and left behind. With thoughtful adjustments, recovery can happen alongside the job. It’s better for the person, better for their wellbeing, and yes, better for the workplace too. Just maybe, it’s the fix we’ve needed for a system that hasn’t been working that well for anyone.

The facts:

• 18 million workdays lost to injury last year

• After 70 days off, there’s only a 35% chance someone returns

• Light duties and early check-ins make a huge difference

We’re helping shape how this could work across New Zealand.

Read our full take on this here - learn about how this approach helped Zoe here, and then watch this video from ACC.

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Wellington’s wild job market - what’s really going on?

If you’re hiring in Wellington right now, you’ll know things feel a bit upside down. Roles that once drew 20 applicants are now pulling in 200–400, and the quality’s mixed. You’ve got highly skilled candidates applying well below their level just to stay in the game, and a motivated-but-under-pressure crowd doing everything they can to land something.

The usual safety nets - contractor work, public sector reshuffles etc aren’t cushioning the blow like they used to. SEEK job ads are flat, MBIE data shows vacancies are well down, and the brain drain to Australia is very real.

From where we sit, employers are hesitant. Budgets are tight, confidence is shaky, and no one wants to commit in a year that still feels unpredictable.

But is this a temporary blip? Or is it the new normal? Only time can tell.

So what do you do in the meantime?

Hire smarter. Be human. Think flexibly. Support your crew.

That’s how we move forward, even in a tough job market.

Read our full piece on this here

The one thing stopping tradies from falling through the floor.

More than half of all workplace falls happen from less than three metres, and one bloke is on a mission to fix it.

Kevin Jury developed Voideck, a platform for protecting internal voids on construction sites. He’s now brought it to New Zealand and wants it included in the new health and safety laws.

Key Skills’ Ailsa sees the risk every week on-site: “If there’s a gap in the floor with no protection, someone’s going through it. It’s just a matter of when.”

Let’s not wait for that.

Read more here.

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Budget 2025 - A bit of a shrug.

The latest Budget dropped with promises of balance and discipline but for the trades, construction, and manufacturing sectors, it’s more “meh” than “momentum.”

There’s a new Investment Boost tax deduction for buying gear but FBT still stings, and there’s no company tax relief. Tertiary incentives and export plans sound good on paper, but won’t help you fill roles this winter.

No disasters here, but no breakthroughs either.

Read our full take here.

Need hiring support? Key Skills is here to help - let’s talk.

This month we’re welcoming Ally Jones to the team. She’s joining Josh in the construction crew and has hit the ground running. Ally has had her fair share of hands-on construction experience, having worked as a Labourer for her dad's construction company. She has an English Literature degree (like Josh) so you can expect some wordy texts! With practical experience and a calm, people-focused approach, she’s already making an impact. You can get to know her a bit more in the spotlight Q&A.

We’re also saying goodbye to Bailey, who’s off to start a new chapter in London. Bailey’s been a steady, reliable presence and his work has made a real difference for us and our clients. We’ll miss him and wish him all the best for what’s next.

In this issue:

- A Q&A with Ally after her first week on the job

- Budget 2025

- A closer look at how A.I. is improving workplace safety

- Tips for keeping your crew moving safely through winter

- What hiring mistakes really cost, and how to avoid them

As always, thanks for being part of our crew.

Ailsa & Beccy

Got something to add? A trend you’re seeing on site or in the office? We’d love to hear it. Send it through to wellingtonhirewire@substack.com.

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Welcome to Ally Jones!

She’s only one week in, but Ally is already bringing serious insight and energy to her new role as a recruiter at Key Skills. With firsthand experience on building sites and a natural instinct for people, she’s set to make waves. Read her thoughts after week one at Key Skills.

What did day one look like for you?
Getting set up, shown the ropes, meeting the team and experiencing a typical workday, which also included a few of the not-so-typical curveballs.

What surprised you the most after your first week as a recruiter?
How quickly things can ebb and flow. One moment it’s quiet and manageable, the next it’s full-on. It’s preparing me well for what’s ahead.

How has your family background in construction helped you with the work?
I’ve spent time working on building sites, and how to work alongside tradies. That background helps me match people with the right sites and teams.

What was the best thing that happened this week?
Getting out of the office for site visits and meeting clients and candidates in person to start building those relationships early.

What’s something you’ve already learned that will stick with you?
Josh told me, “Don’t worry about the little mistakes in the beginning - it’s about time in the saddle. Pick your battles and keep pushing. Face challenges head-on, ask questions, and take every moment as a learning opportunity.” That really landed with me.

What are you excited to get better at?
Sharpening my people skills and getting more confident thinking on my feet when things don’t go to plan.

Any stand-out advice you’ve been given already?
Just get stuck in. Learn by doing, and lean on the support of the team, that’s what they’re here for.

How would you describe Key Skills to your friends and family?
We have a fantastic team environment that operates to a consistently high standard. We support each other and the wider workforce every step of the way.

Budget 25 - May 22nd

The Government’s Budget is due soon, and while there haven’t been any clear signals that major changes are coming for recruitment or labour hire, we’ll be watching closely. Budgets can sometimes shift the dial on training subsidies, immigration settings, or infrastructure funding - all of which can influence the pace and shape of hiring across the country.

Even small changes, like tightening access to funding for apprenticeships or pausing regional development projects, can have knock-on effects for short-term roles.

After a morning of media lock-up, the news of the budget usually starts emerging around 2pm. As always, we’ll keep across it and share anything that looks likely to impact how our clients and candidates work. Follow us on Facebook for our takes straight from the news reports.

How AI is helping keep timber workers safe

Artificial intelligence might sound like something out of the tech world, but it’s already being used to prevent injuries on worksites in New Zealand.

At Niagara Sawmilling in Southland, a new AI system was trialled to monitor how workers interact with machinery. The goal wasn’t to watch people for the sake of it. It was to spot risky behaviour early and help workers avoid serious harm.

The system, developed by SeeChange Technologies, alerts workers and supervisors in real time if something looks unsafe. For example, reaching into a machine without following the proper shutdown process would trigger an alert. It also tracks trends over time so that training or process changes can be made before something goes wrong.

The results were hard to ignore. Over 12 months, unsafe actions dropped by 77 per cent. According to WorkSafe, workers' feedback was positive. It helped them feel more aware of what they were doing and more confident on the job.

James Fletcher from WorkSafe said it’s not about replacing people with machines, but about helping them make better decisions in the moment.

While this trial was in a timber yard, the potential for construction and manufacturing is clear. Real-time data could soon be part of how we all manage health and safety, especially in high-risk roles.

Source: WorkSafe NZ – AI game changer for timber manufacturing

Keeping it moving in winter

We’ve had some wild weather recently, and as winter creeps in, it’s not just the cold affecting our mood. The stiffness, the slower starts, the foggy mornings where boots are damp and cold fingers don’t quite grip like they should. Staying well throughout the season is so important, and we’re sharing a few simple ways to help your team stay safe and well on site. From quick warm-ups to overlooked gear checks, these are the quiet habits that help people get through winter in one piece

Read the full article here

The real cost of a hiring mistake (and how to avoid one)

When a new hire doesn’t work out, it’s not just a bit frustrating. It costs time, energy, and usually puts extra pressure on the team. There’s the money spent on getting someone started, the hours lost in training, and the disruption that comes with trying to fill the same role all over again.

In this issue, we’re talking about what hiring mistakes really cost, and why they sometimes slip through even when you think you’ve done everything right. We’ve also included a few ways to lower the risk next time around. Things like asking better questions, trusting your gut, and using your recruiter as a sounding board before a small concern becomes a big problem.

If you’re doing most of the hiring yourself but want a bit of extra support, our Pick 'n' Mix recruitment offer might be a good fit. It’s flexible, and you can use as much or as little help as you need.

Read the full article here

Need hiring support? Key Skills is here to help - let’s talk.

This month marks 20 years of us working together. Two decades of chaos, cracking on, and calling it like it is. We’ve seen the recruitment world twist itself inside out more than once, but somehow we’re still here and still having the best time!

In this issue of Hire Wire we give our take on the tariffs and what the global talent shifts might mean for you. Green skills development and productivity issues are also on our minds, and how to plan for sustainability, because hiring well isn’t about reacting to what’s happening now. It’s about spotting what’s coming next.

In this issue:

- Our take on Trump’s paused tariffs and what it means for NZ employers
- Why global talent is eyeing Aotearoa
- What green skills mean on site
- A chat with Ailsa and Beccy on twenty years working together
- Josh on night shifts, fish & chips, and showing what your crew’s made of
- And how we’re walking for MATES

Got something to add? A trend you’re seeing on site or in the office? We’d love to hear it. Fire it through to wellingtonhirewire@substack.com.

Ailsa & Beccy

News just in.. Melling upgrade officially a go

Minister of Transport and Hutt South MP Chris Bishop has confirmed that construction on the long-awaited Melling transport upgrade will begin later this year. The project includes a new grade-separated interchange, train station, and bridge designed to ease congestion, improve safety, and boost public transport. It’s part of the wider $1.5 billion RiverLink programme to improve flood resilience and connectivity across the Hutt Valley.

Why now might be the best time to plan when it comes to hiring.

The global economy is still throwing curveballs. Trump’s tariff talk has dominated headlines again, and while there was a collective sigh of relief with a 90-day pause announced, the uncertainty hasn’t disappeared. Economists say the risk is still there, and businesses should continue to plan with a bit of instability in mind.

The pause may ease short-term pressure on global markets, but if the tariffs come into effect later this year they could spike costs, disrupt supply chains, and hit export confidence hard.

Here in New Zealand, though, there’s a bit of good news. Construction costs are finally showing signs of stability. According to CoreLogic’s Cordell Construction Cost Index, the cost to build a standard home rose just 0.3% in the March 2025 quarter with annual growth sitting at only 0.9%. While that figure reflects residential construction specifically, it points to easing pressure on materials, labour, and logistics that are being felt across the wider building industry including commercial construction.

That means better planning, more predictable quoting, and greater confidence when it comes to hiring.

And despite the noise, New Zealand’s export economy is more diverse than many realise. It’s not just logs, meat and milk. We export everything from software to scientific instruments to high-end food tech. On top of that, at this stage New Zealand isn’t imposing any counter-tariffs on the US, and most of our necessary imports can come from lots of different places, which helps insulate our sector a bit from any fallout.

What this means for hiring managers:

- You can plan with more certainty than last year
- There’s a strong talent pool out there right now
- Projects that were on hold may finally move forward

We’re obviously not in boom times, but we’re not in crisis either. And if you’ve been holding off on building your team, this might be your chance to move confidently before another shift.

Global Talent Shifts: Why New Zealand’s looking rather good right now

As international borders tighten and political uncertainty ramps up elsewhere, New Zealand is starting to look like a bit of a unicorn. Stable, welcoming, remote, and increasingly appealing to people overseas. While some countries are making it harder for highly skilled migrants to get in or stay long term, New Zealand is quietly benefitting from the shift. It’s not just our lifestyle doing the talking anymore, it’s our reputation for work-life balance, safety, and mostly straightforward visa pathways.

The general rule for employing anyone, whether they already live here or not, is to move quickly. Slow recruitment processes lose the best candidates to other roles. And if the people you want don’t already live here, offering relocation support, housing advice, and cultural onboarding makes a huge difference.

Hiring for a greener future?

Sustainability is no longer a buzzword. It’s increasingly a line item in contracts, tenders, and consent processes. BRANZ is pushing for greater material reuse, and councils across the country are raising their expectations around low-waste builds.

That means new job roles, qualifications, and expectations for site teams.

One client we’re working with is actively hiring builders and project managers who understand how to deconstruct for material reuse, rather than simply demolish. It’s a more strategic and deliberate process that requires different on-site thinking, and it’s a skillset that’s likely to be in increasing demand as sustainability expectations grow across the industry.

If you’re not already thinking about how green skills will fit into your workforce, now’s the time.

The next hire you make might need to know about compliance, circular design, or smart materials logistics, not just how to get the job done fast.

Recruitment in Action - night work, cold shifts, and a great team

Project: Barrier arm replacement, State Highway 1 near the Aotea Quay off-ramp
Conditions: Winter. Night shifts. High traffic area.
Outcome: Job done safely, on time, and with the same team that started it.

Sometimes the most telling recruitment wins don’t come from big headlines, but from small, high-pressure projects done right.

One of our most challenging assignments came during the barrier arm replacement on SH1 near Aotea Quay. Winter nights, cold gear, high vis, tight schedules - you name it. During the interview Ailsa would tell them “The wind comes straight from Antarctica and the first thing it hits is your ass!”

“This one tested everything - weather, logistics, timing, and teamwork. It wasn’t glamorous, but it was important work that really mattered,” says Josh Galuszka, Senior Recruitment Consultant at Key Skills.

“Getting the right people on-site straight away was crucial. There wasn’t room to cycle through workers mid-project. This job demanded consistency, reliability, and a crew that had each other’s backs, even at 2am in freezing temps - legends were born on this job!”

The biggest lesson? Communication and the right gear count. So does showing up. We made sure there was always someone available when things shifted. And yes, there were fish and chips shouts at 6pm on Sunday just so we could get the full team together before the shift started.

That stuff matters.

We’re proud of the work and the team that made it happen. Because when things get tough, it’s your people that carry you through.

20 Years of Ailsa & Beccy – The big spill!

Still laughing. Still recruiting. Still finishing each other’s sentences.

This month we caught up with Ailsa and Beccy to dig into two decades of recruitment lessons, laughs, and lasting relationships. Here are a few gems from our chat.

What do you wish more hiring managers understood about recruitment?

Ailsa: It might take us a day or two to find you a great candidate, but that’s backed by years of experience. It’s taken a long time to build the instincts and networks that help us spot the right person quickly.

Beccy: We get to see the full picture, not just the polished version of someone in a formal interview. We talk to them about what motivates them, what they’re looking for, and where they want to go. That helps us make better matches.

What’s the best recruitment advice you’ve ever been given?

Ailsa: “You’ll never make it.” That’s what someone in the industry told me to my face when we started. Talk about motivation.

Beccy: Skills can be taught. Attitude, motivation, and culture fit? Not so much. Don’t get too hung up on ticking every box - hire for potential.

What’s kept you working together for 20 years (and still liking each other)?

Ailsa: We share the same work ethic, and we’re both “people people” who also love admin - turns out that’s a pretty solid combo for running a business.

Beccy: We’re different, but our values are the same. That shared passion, and a strong dose of humour has kept us going. As long as Ailsa keeps laughing at my jokes, we’re sweet.

Most surprising place you’ve ever found a great candidate?

Ailsa: Someone once left a note on my car looking for work.

Beccy: Two of our best consultants started as temps working for our clients. Recruitment isn’t something most people consider, so growing talent from within has been gold.

Happy 20 years to Ailsa and Beccy! A dynamic duo powered by people, purpose, and a lot of good banter!

We’re Walking for MATES – The Longest Lap

This month, the Key Skills crew is getting behind the MATES in Construction Longest Lap - a nationwide effort to raise awareness for suicide prevention in the building and construction industry.

Support our team here!

Every day in April, teams across the country are walking laps to honour the more than 250 tradies, labourers and construction workers lost to suicide each year. It’s a powerful reminder of why mental health support in our industry isn’t optional - it’s essential.

For us, it’s also personal. In 2012, we lost someone incredibly special - Damon.

He joined Key Skills at just 16, full of heart and determination. When a personal situation overwhelmed him, he felt he had no way out. Damon’s passing changed us forever. That’s why every lap we walk is for him and why we believe so strongly in what MATES in Construction is doing.

Their training gives people the tools to recognise when someone’s struggling and connect them to real help. Everyone at Key Skills has completed the connector training, and we strongly recommend others in the industry do the same. It can change a life. Maybe even save one.

If you’d like to support the cause, you can donate to our team here.

Or just give us a wave if you see us clocking up laps around the block. Every step counts. Because turning up for each other matters. On site, off site, every day.

Need hiring support? Key Skills is here to help - let’s talk.

Hello! It’s Ailsa and Beccy from Key Skills Recruitment. This is our second issue of Hire Wire, your industry insider for hiring smarter, staying ahead, and cutting through the BS.

This month, we look at the real cost of when a new hire doesn’t work out, the quiet return of former employees, and how to avoid throwing money at a problem that isn’t about money at all.

We also catch up with Sarah, our Payroll Manager, to talk about all the weird and wonderful things that happen behind the payslip.

Each month, we bring you what’s actually worth knowing, whether it’s hiring trends, compliance updates, or just the straight-up realities of keeping a good workforce. No filler, no fluff, just the stuff that matters.

Got a story or hiring headache to share? Let us know at wellingtonhirewire@substack.com we might feature it in the next issue.

Let’s get into it.

Ailsa & Beccy

Upcoming changes in employment law - what you need to know

If passed, a new bill could reshape New Zealand's employment landscape, particularly affecting triangular employment arrangements common in our sector.

What’s in the Bill?

The Employment Relations (Collective Agreements in Triangular Relationships) Amendment Bill aims to extend collective bargaining rights to employees in these arrangements. Specifically, it proposes that employees working under a controlling third party can be included in that party's collective agreements if:

• Their work falls within the scope of the collective agreement.

• They are union members associated with that agreement.

• They aren’t already covered by another collective agreement through their direct employer.

Implications for Businesses

Companies acting as controlling third parties should prepare for these potential changes by:

• Reviewing existing employment arrangements.

• Assessing the coverage of current collective agreements.

• Engaging with unions and employees to ensure compliance.

• Engage with your labour hire agency to discuss the implications

Staying informed and proactive will be key as this bill progresses through the legislative process.

Lane Neave has provided an excellent analysis of this bill's implications, which you can read here. You can also view the Employment Relations (Collective Agreements in Triangular Relationships) Amendment Bill here.

Minimum wage is going up - Here’s what you need to know

From 1 April 2025, the minimum wage is going up:

• $23.50 per hour (up from $23.15) for the adult minimum wage.

• $18.80 per hour (up from $18.52) for starting-out and training wages.

In most cases, Key Skills handles wages and compliance, so you don’t need to worry about admin changes - but it’s still worth factoring this into your labour costs. If you’re budgeting ahead, now’s the time to plan for the increase.

More details over at Employment New Zealand.

Show me the money – Inside payroll’s dollars, deposits & deductions with Sarah

Meet the most important person at Key Skills - Sarah, our payroll manager. She is the one who makes sure everyone gets paid on time (which, let’s be honest, is what really matters). We asked Sarah to spill the tea on everything related to getting paid.

“One myth that won’t go away is that agency workers get paid less than permanent workers. That shouldn’t be the case. You should always be getting market rates through your agency.”

She also shared some of the surprisingly small things that cause big payroll headaches like people taking a day off with no explanation, or not recording lunch breaks properly.

“If we don’t know what kind of leave it was, we can’t pay it correctly. Same with breaks - if timesheets don’t account for them properly, we have to spend time checking everything. It adds up quickly.”

And one thing that might surprise you?

“Most people don’t realise that each timesheet is completely individual and has to be approved by clients before we can process it. It takes about two and a half days to enter all the payroll info so getting them in on time really matters.”

When it comes to leave, Sarah says even seasoned pros get tripped up:

“Accrued annual leave vs. entitled leave still catches people out. Accrued leave builds up in the first year, but employers don’t have to approve it. After 12 months, it converts to time-based leave - hours, days or weeks. It’s fiddly!”

Her top tip?

“Always check your payslip and make sure your KiwiSaver is being paid on top of your hourly rate. We’ve heard of places that include it in the rate, which isn’t right.”

And if something does go wrong?

“Just give us a call. We’re all human, and most things can be fixed quickly with a bit of communication.”

Oh, and if payroll had a mascot?

“Definitely a bee - because payroll is a hive of activity!”

The return of the retreaders - Should you rehire a former employee?

More businesses are rehiring former employees in a tight labour market. But is bringing someone back a smart move, or just a short-term fix?

Beccy Lane, co-founder of Key Skills, sees both the opportunity and the risk:

“When someone comes back, you need to understand why they left in the first place. It's not always about money. Sometimes it’s a lack of growth, a poor manager, or just not feeling heard. If you don’t ask the right questions, you risk repeating the same mistake.”

That sense of empathy and curiosity matters. If a great employee hands in their notice, a counteroffer might keep them for now but it won’t fix what pushed them away in the first place.

Beccy explains:

“You’re just paying more to delay their exit if you haven’t addressed the real issue.”

For example, if someone leaves for a different environment, maybe to work on larger-scale projects or to gain leadership experience wants to return, it’s a chance to bring back someone sharper, more experienced, and more motivated as long as you both go into it with clear eyes.

“Rehiring someone isn’t about going backwards,” says Beccy. “It can be a step forward if both sides have learned something along the way.”

So should you rehire a former employee? Maybe. But only if you take the time to ask:

Why did they leave in the first place?

What have they learned while they were away?

Are you offering them something new or just more of the same?

Sometimes the problem isn’t the pay rate. Sometimes it’s a manager with poor leadership skills, a culture that doesn’t support development, or simply not being listened to. And if that’s what drove them away, no counteroffer is going to fix it.

What tracks better - hiring for skill, or hiring for attitude?

While skills can be learned, a shaky work ethic is much harder to fix. Employees with a strong mindset contribute positively to teamwork and engagement, and those eager to learn tend to adapt faster than those who rely solely on past experience.

That doesn’t mean skills don’t matter. Some roles require technical expertise that can’t be taught on the job. A mix of skill and adaptability is often essential in industries like engineering and the trades. The best hiring strategy is usually a balance. Make sure a candidate has the right experience while also looking for the mindset and work ethic to set them up for long-term success.

If someone has thrived under a well-respected industry leader or in a high-pressure environment, that experience can often say more than what’s written on their CV. Succeeding under a challenging boss, or in a demanding workplace shows resilience, adaptability, and a strong work ethic - qualities that can carry over into any role. But don’t rely on that alone. Always assess attitude, adaptability, and potential.

Keeping your site safe – what needs to change?

Most sites follow the rules but is that enough? The law outlines what organisations must do to manage risks, provide training, and keep workers safe. But health and safety is about more than just ticking boxes.

What About Psychological Safety?

If your people feel like they can’t speak up, whether it’s about unsafe conditions, unclear instructions, or even their own fatigue, those risks won’t get reported. A site that looks compliant on paper can still be dangerous if workers don’t feel safe enough to raise concerns.

“At my last job, there were plenty of times I saw something that didn’t seem right, but no one ever spoke up. You didn’t want to be ‘that guy’ who made a fuss, and most of us figured, ‘that’s just how things are.’ When people did report issues, nothing changed, so after a while, you just stopped bothering. It wasn’t until someone actually got hurt that management started paying attention, but by then, it was too late.”

Encouraging anonymous safety feedback or holding regular, informal check-ins can uncover risks before they become incidents. And that’s where Key Skills’ model is different because their team doesn’t just place people and disappear. They stay in regular contact with their workers and make site visits to check in.

Consultants are the gatekeepers for your temp workforce, says the Key Skills team. If your workers don’t feel safe raising something on site, they’ll come to us and we’ll make sure it’s followed up.

Why Reputation Matters

A site’s safety reputation impacts your ability to hire and retain good people. If a site is known for cutting corners or ignoring concerns, good workers won’t stick around. But if your business has a genuine safety culture, it shows, and the right people will want to work for you.

What Can You Do?

• Take an honest look at your safety culture

• Run an anonymous check-in survey to find out what your team really thinks

• Factor mental health into safety discussions. Stress and fatigue lead to mistakes

• And above all, make reporting easy and judgement-free

When people feel safe, they speak up, and when they speak up, things get better.

Coming next month in Hire Wire..

Global talent shifts
Visa rules are getting tougher in other places, which weirdly puts NZ in a good spot. We’ll look at why more skilled people might be looking our way—and what that actually means for employers on the ground.

The real state of the job market
The headlines say things are picking up. The numbers say otherwise. Productivity’s flat, wages aren’t moving, and people are still heading offshore. So what’s really going on and what should you be thinking about?

The future is reusable
Less waste, more reuse. The pressure’s on to cut construction waste and meet new compliance rules—and that’s going to change who you need to hire. We’ll dig into what skills are becoming essential on-site.

20 Years of Ailsa & Beccy
Yep, 20 years of working together. Somehow still standing. Next month we’re telling the whole story, what’s changed, what hasn’t, the wild bits, and what we wish more people knew about hiring and hanging in there.

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Click here for our pick and mix recruitment offer!

Hello! It’s Ailsa and Beccy from Key Skills Recruitment. This is the very first issue of Hire Wire, your industry insider for hiring smarter, staying ahead, and cutting through the BS.

Each month, we’ll bring you:

- Who’s who in the zoo - recruitment insights from industry veterans

- Hiring trends that matter - not just clickbait!

- Compliance updates you need to know before they become a headache

- And practical tips to get you ahead of the game

We’d also love for you to be a part of Hire Wire!

Do you have an industry story or news you’d like to share with all of us? Let us know at wellingtonhirewire@substack.com, and we’ll include it in the next issue.

For our first issue, we’re celebrating Josh Galuszka, who has been with Key Skills for 15 years and 23 in Wellington construction recruitment. He is a walking hiring playbook! Read on for his insights and take on AI, hiring trends, and the power balance shift.

Let’s get into it.

Ailsa & Beccy

Cheers to Josh! Happy 15 years with Key Skills!

We’re cheering the beers to Josh, celebrating 15 years with Key Skills and a whopping 23 years in construction recruitment.

What to say about Josh? Where do we start?

Josh isn’t just one of our recruiters—he’s a walking industry oracle who knows everyone and everything in the construction industry. He has an unmatched eye for finding the right people for the job and placing thousands of skilled tradies quickly to help businesses stay productive and their projects on track.

If there’s anything worth knowing, Josh is the one who knows it. He’s seen many industry shifts and has a knack for building solid relationships with clients and candidates alike.

When Josh says someone is a good fit, you can bank on it.

Josh, your unwavering ability to manoeuvre with the market is admirable, and your loyalty is second to none. We really appreciate you.

A massive thank you, Josh, for your hard work, dedication, and resilience in the face of the toughest challenges. Here’s to many more years!

Hire Wire trends with Josh.

Many of you reading Hire Wire today will know Josh Galuszka. His 15 years with Key Skills and 23 years of experience mean he knows a thing or two, and we asked him to share his thoughts with us.

What’s the most significant shift you’ve seen in hiring trends?

"Health & Safety compliance. Twenty years ago, if a worker had steel-capped boots and a good attitude, they were set. Now, it’s safety qualifications, compliance checklists, and at least $300 worth of PPE before they even step on-site."

Keeping people safe on site is paramount. Regulation and quality matters more than ever to keep people safe. Keeping up with ever-changing compliance is the trick. Key Skills experts can guide you through this.

How has the power balance shifted between employers & candidates?

"Eighteen months ago, employers had to fight for candidates, even those with limited experience. Now, employers have higher expectations and want recruitment done faster and better. I spend way more time filtering hundreds of applications. Some candidates still believe the labour market is as tight as it was in 2022."

The key takeaway is that it feels more like a buyer’s market right now, but expectations must be managed on both sides.

What makes a great hire?

"Attitude. You can train skills, but you can’t train attitude."

Hire Wire Reckons

Top talent moves fast.

The days of slow hiring decisions are over. The best candidates who show up, work hard, and fit seamlessly into a team are gone before you’ve finished reviewing their CV.

We’ve seen it time and time again. If you wait too long, the right candidate becomes someone else’s best hire. With so many people responding to job ads and applying for roles, sifting through so many CVs to find those gems is tougher than ever!

"In this market, the best workers have options," says Josh. "When you find the right fit, don’t overthink it. Lock them in before someone else does.”

“If you’re hiring, trust your recruiter and move quickly. No one likes time wasters, and at Key Skills, we only send you candidates who are the right fit every single time.”

AI in recruitment – overhyped or game changer?

AI is becoming more common in many industries, including recruitment. Some tools promise to speed up the process, but are they as good as they seem? We asked Josh Galuszka, who’s been in construction recruitment for 23 years, for his take.

What AI can (and can’t) do in recruitment

AI speeds things up. Many recruiters now use AI to review job ads, proofread applications, and understand hiring trends.

"I use AI every other day—it’s like having a spell checker on steroids," says Josh. "It’s great for research, reviewing job ads, and proofing long emails. But will it replace recruiters? No chance."

Speed isn’t everything. AI might be useful for sorting applications, but it can’t sense attitude, cultural fit, or build a relationship. The best hires don’t come from a keyword match, they come from someone with experience who knows the client and the work well and can not only spot the right person for the job but know they will be the right fit straight away.

"The best hires aren’t found by a computer scanning a CV - they come from knowing the industry, understanding people, and matching them to the right team," Josh explains.

More candidates use AI to tweak or write their CVs and applications. That means hiring managers need to be sharper than ever to tell the difference between polished wording and real experience.

"Most CVs will have some AI influence, and cutting through that takes an expert human," says Josh.

AI is great as a tool, not a replacement.

At its best, AI is a useful assistant, handling repetitive admin, improving job ad targeting, and streamlining some hiring processes.

"If AI can handle 80% of recruitment admin, I’m all for it," says Josh. "That just means I get to focus on what I enjoy - helping good workers find great jobs."

But at its worst? It can lead to bad hiring decisions, overlooking great candidates who don’t have the perfect buzzwords, or putting too much faith in automated screening instead of real experience. The future of hiring isn’t AI vs. humans. It’s AI assisting humans.

One hiring tip that could save you thousands

When hiring for short-term labour, most managers focus on experience first, but that’s only half the equation.

Instead, ask this one question:

“Tell me about a time when a job didn’t go as planned—what did you do?”

Why?

Their answer will show that they have solid problem-solving skills. It will also indicate whether they can work well under pressure and distinguish clock-watching workers from proactive ones.

Short-term labour isn’t just about filling gaps. It’s about finding people who will add value to your team and get the job done. What started as a need for a fixed time, can become a permanent appointment. We love it when that happens!

What’s next for hiring in 2025

Hiring never stays the same, and 2025 will be no different. What’s coming down the pipeline?

There’s every chance we’ll face more compliance, not less. Staying on top of Health and Safety regulations is critical, and businesses that don’t will struggle to find and keep good workers.

Speed will beat perfection. Hiring managers who act fast on quality candidates will win. The best workers won’t be waiting around in 2025, either.

Want a no-BS breakdown of where the industry is heading? Keep reading Hire Wire, and feel free to share it around!

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