137 live jobs in Queenstown

The Queenstown Home Sow is offering free entry to all JobFix customers, simply print off this page with the voucher and show it at the door on entry.  

If you own a business in Queenstown, we would really appreciate your feedback in our online survey. Take the survey: CLICK HERE For many businesses in the Southern Lakes/Central region finding, training and retaining staff is a key business impediment. Today the Queenstown Media Group’s JobFix, Wanaka App, The Central App have created a survey with support from the Economic Development team at Queenstown Lakes District Council (QLDC), Ignite Wanaka and the Queenstown Chamber of Commerce. The aim of the survey is to better understand the effects of labour shortages and workforce turnover on the local business economy and we need your help. We know your time is precious and finite, the survey will take around six minutes to complete and is open from today until 5pm on Tuesday 11th February. As a business in the region your voice will help. Rest assured all responses will remain confidential and secure. Thank you in advance for your valuable insights. Take the survey: CLICK HERE

Mind Over Matter Don't miss this unique opportunity for some inspiration and business tips from these leading business and sports people. Throw in some fun banter and it's sure to be an entertaining and informative day out!  Bring your team, friends and clients along to the Deloitte Business and Banter event, proudly supported by Deloitte, Lane Neave and Centrality.  Date: Thursday 19 March Time:  10:00AM - 5:00PM Price: $235+GST members; $260+GST non-members Venue: The Winehouse, State Highway 6, Gibbston BOOK HERE

Only 27% of the JobFix online users are from Queenstown, while 80% of the online audience is domestic ensuring wide national coverage and without the spam often seen coming from international platforms.  

Building a strong shortlist is a critical step in the recruitment process - it will save you money in the long run and help you to find the best candidate for your vacancy. Here are some simple steps you can take to help you get the process right... So, you've written your job advert, adjusted the job description, and advertised the role across your network ( ...as well as placing an Ad in the Lakes Weekly Bulletin, of course! ); now it’s time to cross your fingers and wait for applications to flood your inbox. At this point, recruitment specialists the world over will tell you that next, you need to create a 'candidate shortlist' that prioritises quality over quantity. The application to shortlist ratio Ideally, you want to have a small enough pool to efficiently manage the recruitment process effectively, but enough candidates to find the right person for the role. The volume of applications you receive may require you to shortlist all of the candidates who satisfy your criteria, especially when it comes to getting people with the right working visas, but you should aim to have no more than six candidates on your shortlist. Next, move on to a quick phone interview, from which no more than three should move to the first-round interview. Keep a couple of others in the wings, just in case. How key are the competencies? Define exactly what you want your candidate to look like and set up a tick box process. The job description must clearly articulate a set of essential and desirable criteria and a minimum level of skill needed to do the job. Use these criteria to measure everyone on your candidate shortlist. 'No go' signs Poorly presented resume No transferable skills Too much job hopping - remember to check why they left their last job The fit Cultural fit is the most critical part of the recruitment process and it would be good for you to include details about your company values in the job description. It doesn’t matter how the candidate sounds on paper - if they don’t align with the behaviours you desire or match your company values, they will not be a great hire and probably won’t stick around for long. Considering what a candidate will bring to the team in terms of diversity, skills or even alternative viewpoints should be considered when you are down the final few. Finally... communication is critical It is very important to manage people's expectations and keep your shortlisted candidates in the loop - you never know when circumstances can change and a call to an alternative candidate will be required. For the unsuccessful few, it will only take a few minutes to keep them informed and let them know how they did. If something unexpected comes up, a call back would be much better received by someone who you've had open contact with. Good luck!

The Government has provided further information on the new three stage work visa application process, which will likely come into effect on 2021 as a phased approach.  The actual details of what each check will involve, and the cost of this three-stage process is still unknown, but we summarise the check requirements. Stage 1- Employer Check Stage 2 – Job Check Stage 3 – Worker Check   For more information click here .