Navigating a challenging job market, advice for businesses and job-seekers

Pictured above: Some of the Grade Recruitment team at an industry event.

The past 18 months have been some of the toughest in New Zealand’s construction and engineering sectors in decades. Recruitment, often referred to as the pointy end of the economy, has felt the full force of these challenges.

NZBusiness sat down with James Stevenson, Managing Director at Grada Recruitment, to discuss how the company has navigated economic uncertainty, strengthened its internal culture, and what job seekers and businesses need to know for the year ahead.

James Stevenson was an associate director at a multinational recruitment business, managing a team of engineering and architecture consultants. It during this time that he worked on his vision for a better business model by improving employee engagement and putting a reward system behind it.

He then turned the vision into reality.

James started Grada Recruitment with a friend and colleague, James Brownlie, eight years ago and currently leads a team of 13. In that time he’s become an award-winning recruiter in the architecture, engineering and construction space, and positioned his the company as a leader in private and public sector recruitment for the industries it represents.

In short, he’s set himself – and Grada – up well for navigating a particularly challenging market at present. James says that the construction sector has been at its lowest in the past 30 years and has been a tough space to hire into for the past 18 months.

“There’s a lot of candidates reaching out who have lost their jobs unfortunately and we are trying our best to help. But it’s been tricky. For our team, it’s also a lot more work for a lot less return,” he says.

Building resilience from the inside out

Rather than simply weathering the storm of economic uncertainty, James reached out to an external business advisor who has helped Grada redevelop one of its key strategies, internal development.

“We’ve used this period to invest heavily in our people. We’ve developed a leadership framework, introduced a structured training programme, and redefined our company values.”

One example of a new initiative introduced as part of its people-focused business strategy has been to, as a team, vote each month on who best exemplifies Grada’s values. “Team members accumulate points towards an annual MVP award,” James says.

Beyond professional growth, mental health and work-life balance have taken priority.

Grada has a relaxation station in the office with mindful colouring and breathwork techniques, as well as regular lunch gym sessions and guest wellness teachers for the team.

Daily exercise is something that keeps James grounded and is his secret to a work-life balance, which he preaches and practices.

“If you’re not fit and healthy, both mentally and physically, you won’t be able to perform at your best.”

Candidate-led market to come

After a couple years of an employee-driven market (circa 2021-2023), James says that last year the market shifted to an employer-driven market, and he predicts even more change in 2025.

He says that as demand for workers rises and skilled professionals remain in short supply, businesses will need to adapt quickly.

The shift towards a candidate-led market is being driven by multiple factors, including the continued movement of engineers, architects, and construction professionals to higher-paying roles overseas.

“At some point this year, the needle will swing the other way, and it’ll become a candidate-led market,” says James.

The effects of this trend will become more evident as economic confidence increases and businesses resume hiring.

“There’s been a lot of movement to Australia and beyond, and when the market picks up, it’s going to be hard to lure those professionals back in the short-term.”

For businesses, this means early preparation is essential.

He says that many companies that have taken a wait-and-see approach to hiring will face challenges when competition for talent intensifies.

“We’re urging our clients to start talent pooling now. Waiting until demand spikes will leave companies scrambling for skilled candidates.”

James expects that the second quarter of this year will see gradual recovery for the construction and engineering sectors, but he urges both job seekers and businesses need to stay agile.

“The start of the year is already showing more optimism and confidence.”

For job seekers, persistence is key and James’s advice is: “Pick up the phone, reach out to a recruiter, and stay positive.”

2025 employment trends: AI and soft skills

A popular topic coming up in conversations with clients lately is AI, James says.

AI is used internally within Grada for copywriting and applicant filtering, freeing up time for the recruiters to focus more on strategic and relationship-driven work.

Within the industry Grada represents, James says that candidates need to be prepared to upskill when it comes to AI. “A lot of engineering firms are developing their own platforms and candidates are expected to be familiar with AI-driven tools.”

However, James says that as AI takes on more technical and analytical tasks, it has increased the importance of human skills. Companies still require professionals who can think critically, lead teams, and manage stakeholder relationships.

“Finding technical experts is getting easier, but professionals who can manage client relationships, oversee projects, and engage stakeholders are in extremely high demand.”

James says that AI can enhance efficiency, but it cannot replace strong communication, problem-solving, and leadership abilities. “Employers are increasingly prioritising candidates who bring a combination of technical expertise and interpersonal skills, particularly in fields such as engineering and construction, where client interactions and collaboration are critical to success.”

How to become more employable

James shares five steps you can take to get closer to securing your dream job:

1. Ditch the photo: “It’s unnecessary and, in some cases, can even work against you.”​
2. Address employment gaps: “Even if you were travelling, include it in your CV. It’s better to explain it then leave recruiters or employers guessing.”​
3. Be clear and concise: “Outline exactly what you did in each role, don’t just list your job title.”​
4. Stay authentic: “Tailor your application, but don’t lose your sense of self. If you’re not a good cultural fit, it’s best to know early.”​
5. Do your research: “Understand the company, the role, and even the interviewers. Look them up on LinkedIn to find common ground and break the ice.”