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Over 80% of those surveyed in our recent whitepaper highlighted the need to be ready for change, and as the current climate continues to have widespread effects on a range of industries, it may be that for many, this change has come sooner than expected. So, what will the future workplace look like, and how can we manage our careers in this unprecedented time? Greg McAllister shares his thoughts.

With the world of work undergoing massive change, we recently released our latest whitepaper to uncover what NZ businesses are doing to adjust to the changing workforce. To share some of our findings, Executive General Manager, Greg McAllister, discusses.

When considering a move to a new area, there are a few steps you can take to get it right. Here are a few tips to keep in mind when relocating for work.

What does the future hold for Christchurch’s Business Analysts? OCG’s Technology Recruitment Manager, Paul
O’Donovan, shares his insight into the changing role of a BA and what professionals need to do to stay relevant.

If you need to sell your skills to an employer or present your employment solutions to a client, being able to connect with your audience effectively and build rapport is crucial to your success. Here are our top 3 communication tips.

As the saying goes, a new year presents new opportunities. With new technologies creating new possibilities in how we approach the workplace, there's real potential for contract or freelance talent to make an impact in 2017.

With the next step of their career within sight, many focus on finding a salary increase above all else. However, money shouldn’t be the only thing on your mind during your job search. OCG Consultant Georgina Glover highlights why.

As a former GM of HR at one of New Zealand’s biggest banks, and now currently the GM for one of the country’s largest recruiters, I’ve been on both sides of the fence as both in-house and agency recruitment teams have adapted to market changes.

The 2011 Canterbury Earthquakes created a huge, yet obviously temporary demand for Claims Officers, Loss Assessors, Loss Adjusters, and various other roles within the sector. Many of the candidates needed to meet this demand had to be sourced from other industries such as accounting or construction, with firms hoping that their transferable knowledge and skills were transferable enough. This created a situation where many of the people hired to manage this tragic crisis had very little, if any, experience in the insurance industry, and yet were getting paid 30% to 50% more than what they would have been had there been no earthquake to contend with. To compound issues, a large percentage of these hires were on fixed term contracts.

Agile isn’t a new concept. In fact, perhaps somewhat surprisingly, it emerged as a methodology in 2001, making it nearly 15 years old. However, something that is relatively new is the high volume of candidates that are now actively seeking out Agile employers over those that aren’t.