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Recruitment Method Number of participants that use this method (Maximum of 9)
Word of Mouth/ Reputation 7
Formal Advertising (billboards, newspaper, radio, etc) 5
Seasonal Labour Coordinator 4
Informal Advertising (sandwich board on the road, and fl yers) 3
Approval in Principle 2
Contractor 2
WINZ 2
Through Backpacker Accommodation 1
Table 2: Current Recruitment Methods Used By Employers
stories of how good Islanders are as workers.” An interesting fi nding
was that none of the participants thought that language barriers
were a major problem with workers from non-English speaking
countries. Overall participants stated that language barriers were
minor and employers and managers had found ways to work
around any communication or language problems. As these fi ndings
indicate, there is no clear consensus but overall the comments
about both backpackers and migrant workers are positive and
encouraging.
RSE AFFECTING STAFFING PRACTICES
Seven out of the ten participants believed that their seasonal staffi ng
practices would signifi cantly change under the new legislation.
These participants indicated that their practices would change in
terms of recruiting staff (Table 2) and the benefi ts that they would
have to provide staff with. Five of the employers (one grower, two
contractors and both packhouses) are planning to recruit staff
through the RSE scheme. The number of workers that these
companies are applying for under the RSE ranges from 6 to 949
workers and from countries like Vanuatu, Solomon Islands and
Indonesia. This means that recruitment practices for many
companies will become more formal and proactive as the process
to apply for workers under the RSE scheme is long and requires
planning. This also means that these employers will rely less on
working holiday makers. The other four employers that are not
planning to apply to the RSE and will continue to rely on their good
reputations and working holiday makers to fi ll their seasonal
vacancies.
Currently most employers provide the minimum remuneration that
is required. Out of the nine companies, only four employers paid
workers according to their skills and experience. Others benefi ts
such as accommodation and transport were provided by four
employers and two of these were due to AIP requirements. As fi ve
participants plan to get RSE status, the benefi ts they provide to
workers will be far greater in the future. Accommodation and
transportation must be provided, plus employers are responsible
for paying half of the worker’s airfare. Providing suitable
accommodation was seen as the biggest change and challenge for
employers. There is already a shortage of seasonal and affordable
accommodation in the Te Puke area. Four of the fi ve were planning
on using hostel accommodation and/or home stays with locals in
Te Puke to house their RSE workers. The other employer applying
for RSE was planning to buy land and build accommodation for his
RSE workers. All of these participants noted that their responsibilities
and costs would increase signifi cantly under RSE. This shows that
RSE clearly splits the participants in two groups, those that are
applying for RSE and those who are not. The latter group feel they
will not have to change their recruitment practices or employee
benefi ts to attract workers in the future (mostly backpackers).
However the fi rst group will need to make signifi cant changes to
attract and reward workers in order to comply with RSE requirements.
The most crucial change will be a formalised and strategic approach
to recruiting and managing their seasonal workforce.
NZ KIWIFRUIT JOURNAL JANUARY / FEBRUARY 2008
35