Back to reality back home

By ANGELA McCARTHY

After six years overseas Jo Goldsworthy, hairdresser and secretary, returned to New Zealand full of new career possibilities after working in the London investment banking world.

She considered joining the police, then studying finance before deciding to use her communication, sales and marketing skills in real estate.

The 31-year-old says her travel and work experiences gave her the confidence to expand her horizons.

And the experts agree. The Big OE develops independence, flexibility, multi-tasking, risk-taking and adaptability, says Barbara Myers, AUT Business Faculty associate dean, who has published a survey on the Big OE and career development, with Massey Management Studies professor Kerr Inkson (see box).

While overseas, many of the 50 interviewees had bluffed their way into jobs that opened up other opportunities. "It is less noticeable if you take a risk and don't make it in a big pool," explained one.

All felt their self-esteem had gained immeasurably. Yet employers in New Zealand are slow to recognise this, says Myers.

Too true, says Kirsten Westward, who set off to London 5 years ago, a commerce and law graduate, newly admitted to the bar. She returned two months ago with British husband in tow, extensive experience in recruitment and human resources as well as paralegal roles in law and investment banking.

She would like to move into an HR role here, but New Zealand employers are saying her experience is too patchy.

"I have a lot of experience in some areas and none in others," says Westward. "The work I did in London was very specialised because companies are so huge."

One man who returned last year recalls his shock at the smallness of the job market and lack of specialisation at home.

"In marketing in London there were jobs for every type of marketing and communication skills you may have," says the man, who doesn't want to be named as he has accepted a job several levels below his last London position.

"Here, you need to sell yourself into a position that you might not feel is ideally matched to your skills."

Specialisation can be a big issue for returning New Zealanders, especially in the IT industry, confirms Chris Robson, recruitment manager for Frog Recruitment. Managing director Jane Kennelly says applicants may have to take a lower-level job to get re-established in New Zealand.

"You have to be open and look at the overall opportunities within an organisation, not a specific role," she advises.

When compiling your CV you need to give plenty of detail by identifying the responsibilities, skills and competencies in past roles, says Robson.

"To say you reported to the CEO, gained a good understanding of IT requirements for each business unit or managed an IT project doesn't offer enough. What helps is adding the dollar value of the project which gives an idea of volume, the duration of the project - one week, one year - the number of people managed, the methodology you used."

A brief outline of each organisation and your role within it is also important, as is a list of your transferable skills, and competencies that you can describe and discuss in an interview.

The need for such detail is why New Zealand employers expect CVs of up to five or six pages compared with the one-pagers favoured by many overseas countries.

Another important aspect of job hunting at home is the need to network, says Reece Notton, DBM global career management consultancy executive director.

"Sixty to 70 per cent of jobs are found by networking," he says . "You can't just ring a couple of recruiters then sit and wait. People forget this."

A harder obstacle for returnees to overcome is some employers' demands for local experience. Many employers use this as an easy way to cull, reckons Notton.

"It is baffling in this global age, when our economy relies so much on exports. A smart employer should be thinking, 'How can I use these skills even though they are more than I was looking for?"'

Kennelly believes some employers use it as an excuse when they can't see clearly what the person can add to the organisation so, "you need to make it easy for the employer to see what you have to offer".

And Westward agrees it is shortsighted.

"To survive overseas I had to learn to adapt, so I must be able to adapt in my own country.

"Why don't employers want to employ someone who has got the travel bug out of their system, gained international experience and wants to settle into a career?"

Big OE survey

Researchers interviewed 26 women and 24 men.

* Nearly two-thirds were under 25.

* Three-quarters had some tertiary qualification and nearly half had degrees.

* All were at an early stage in their careers.

* They stayed away an average of 3.65 years.

* Three-quarters spent at least half their OE in Britain.