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Grow your career and team with Frog Recruitment in 2026. Leading recruitment and HR solutions across NZ.
Award–winning recruitment agency, recognised for Excellence in Client Service, Candidate Care, and Outstanding Agency. We identify potential today to build the careers and businesses of tomorrow. Our specialisations include Accounting & Finance, Business Support, Executive, Government, Human Resources, Legal, Marketing & Digital, Property, Sales, Supply Chain Management, and Technology. If you are looking for a new job opportunity or a career change, visit our website or call us today.
Higher unemployment doesn’t automatically make hiring easier.
New Zealand’s job market is moving at two different speeds.
Candidate availability is rising.
Specialist skills shortages are still biting.
And hiring conditions can look very different depending on the region, sector and role.
Frog Recruitment’s NZ Managing Director Shannon Barlow is joined by Kiwibank Economist, Elliott Lowe, to unpack what is happening beneath the headline numbers.
The national employment figures only paint part of the picture. For employers making workforce decisions, the bigger question is where recovery is actually taking hold, where pressure remains, and which signals are worth watching before deciding whether to hire now or wait.
What can employers takeaway from this session?
• Why higher unemployment does not necessarily translate into easier hiring
• Which regions, sectors and roles are showing the strongest signs of recovery
• Where labour market pressure is still being felt — and what may be holding those areas back
• The indicators employers should be watching as they make hiring decisions in an uncertain environment
If you’re trying to work out whether improving headline data is actually changing the hiring conditions that matter to your business, watch the NZ Labour Market Update this Friday at 12.30PM.
01/10/2026
Is the public sector becoming harder to move up in?
“Most government agencies are looking to replace like with like, seeking the same skills & experience.”
On a recent Market Update, Peter Crestani, Branch Manager at Frog Recruitment, says the current New Zealand public sector market remains highly conservative, with employers placing greater emphasis on candidates who already have the exact skills and experience required.
For professionals looking to stay competitive, that makes career development increasingly important. Honing your craft, building specialist capability, strengthening your people skills and developing your understanding of AI can all help position you for future opportunities.
But in a market where employers are often replacing roles with someone at the same level, or better, making the next career move may require more than simply being ready for a step up.
What are you seeing in the public sector job market right now?
Parental leave is becoming more than a policy requirement.
It is increasingly part of the employee value proposition.
And for employers, the offer goes well beyond paid leave.
Last week, Frog Recruitment NZ Managing Director Shannon Barlow spoke with Associate Professor Paula O'Kane O’Kane from the University of Otago about how changing workforce expectations are reshaping parental leave.
The discussion explored how flexibility, phased returns, keeping-in-touch days and practical support can influence attraction, retention and the return-to-work experience.
So what should employers be thinking about?
• A generous parental leave policy is about more than salary top-ups.
• Flexibility and return-to-work support can make a meaningful difference for employees.
• Smaller businesses can compete through practical, personalised support — even when they cannot match larger paid-leave packages.
For employers reviewing their EVP and people policies, parental leave is an increasingly important part of the conversation.
Watch the full discussion here:
https://www.youtube.com/watch?v=7s0wv6keo6M
27/09/2026
Have you ever seen a colleague v**e in the workplace?
According to a September 2026 survey of more than 1,200 people by Frog Recruitment, 57% of workers said they had witnessed someone va**ng at work.
And it wasn’t necessarily a one-off.
43% had seen it happen more than once, while 27% admitted they had v**ed at work themselves.
Suhini Wijayasinghe, Head of HR Solutions, says the behaviour may be more widespread than many employers realise.
As va**ng becomes increasingly common, it raises a practical workplace question for employers: are expectations around va**ng actually clear?
Parental leave is becoming a bigger part of the employee value proposition.
And for employers, simply meeting the minimum may no longer be enough.
Expectations are shifting.
Benefits are being compared.
Outdated policies can make it harder to compete for talent.
With 92% of employers now offering enhanced parental leave, the question is increasingly about what a competitive offering actually looks like, and how businesses of different sizes can respond realistically.
Frog Recruitment’s NZ Managing Director, Shannon Barlow, speaks with Paula O’Kane, Associate Professor at the University of Otago, about the growing importance of parental leave for employers.
What can employers takeaway from this session?
• Why parental leave is becoming a important part of the employee value proposition
• What makes a parental leave policy generous beyond paid leave alone
• How parental leave can influence attraction, retention and employer choice
• What smaller businesses can offer when they cannot match the packages of larger organisations
If your organisation is reviewing how its benefits stack up against changing employee expectations, watch the NZ Labour Market Update this Friday at 12.30PM.
23/09/2026
New Zealand’s supply chain market has not fully settled.
In our latest Supply Chain 2026 Market Analysis, Frog Recruitment is joined by Alan Wynne, Managing Director at MiddleBank Consulting Group, to discuss the workforce priorities shaping New Zealand’s supply chain sector.
Across the market, hiring remains selective, specialist talent can take longer to replace, and employers are placing more emphasis on adaptability, broader capability and long-term development.
As Alan put it:
“The workforce hasn’t settled. It has matured.”
The key takeaways?
• Specialist supply chain talent remains difficult to replace.
• Adaptability is becoming more important than technical skills alone.
• Data literacy and commercial awareness are now essential.
• Supply chain teams are taking on a more strategic role.
• AI is changing the work, but not replacing supply chain expertise.
For New Zealand employers planning their workforce for the remainder of 2026 and into 2027, watch the full episode:
https://www.youtube.com/watch?v=UD5poEu-zsk
22/09/2026
What’s really driving hiring across New Zealand in 2026?
The latest data points to a mix of replacement hiring, business growth, restructuring and changing workforce needs, with clear differences across key markets.
For employers, understanding what is behind hiring activity matters. It shapes workforce planning, competition for talent and how quickly businesses need to respond when the right people become available.
The full breakdown comes from our 2026 Employment and Salary Trends Report.
What are you seeing drive hiring in your organisation right now?
Legal teams are being brought into business decisions earlier than ever.
In our latest Legal 2026 Market Analysis, people2people Legal Recruitment Manager Kirsten Garrett is joined by Anamika Sharma, Employment Lawyer and Workplace Relations Specialist, to discuss how expectations of in-house legal teams are changing.
Rather than stepping in once a dispute arises, Anamika says legal teams are increasingly expected to help shape decisions from the outset, balance commercial objectives with legal risk, and provide advice that can be acted on immediately.
As she put it: “It’s no longer just an advisory function.”
For legal professionals and leaders looking ahead to the remainder of 2026 and into 2027, watch the full episode:
https://www.youtube.com/watch?v=bGX-DC3cDLg
20/09/2026
Finance is moving beyond the numbers.
Across accounting and finance, businesses are asking more from their teams as expectations, technology and workforce priorities continue to shift.
In our latest Accounting & Finance 2026 Market Analysis, industry leaders discuss how the role of finance is evolving, which capabilities are becoming more important, and where AI fits into the picture.
From workforce planning and hiring to systems, skills and changing business expectations, the conversation highlights several shifts already shaping finance teams across New Zealand.
We’ve pulled out five key takeaways from the discussion.
What do you think will be the biggest change for finance teams over the next few years?
Low turnover can look like good news.
But what if employees are staying for all the wrong reasons?
Right now, some Kiwi workers may be holding onto jobs they’re unhappy in because the market feels uncertain, opportunities are limited, and moving carries more risk.
That creates a dangerous blind spot for employers.
Retention may look healthy on paper.
Engagement may be telling a very different story.
And when the market shifts, that gap could become expensive very quickly.
This Friday, Senior Consultant Sharna Bryant will be joined by Dr Michelle Pizer, Executive Coach and Organisational Psychologist, to examine what employers should be paying attention to before quiet dissatisfaction turns into employee movement.
They’ll explore:
• Why employees can stay even when feeling disengaged
• How leadership and management behaviour can quietly increase retention risk
• What disengagement looks like before an employee starts searching elsewhere
• How employers can test if their current retention is healthy or simply temporary
If your people are staying, the more important question may be why. Watch the NZ Labour Market Update this Friday at 12.30PM.
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