Exclusive: New Randstad NZ director aims to tackle recruitment challenges

Sarah Bills, the recently appointed Country Director for Randstad New Zealand, has taken on a critical role as the recruitment sector faces shifting economic and technological landscapes.

Speaking in her first interview since stepping into the position, Bills shared her vision for the company and discussed the challenges and opportunities present in New Zealand's recruitment landscape.

"Randstad is a global leader in recruitment and HR services," Bills said. "We aim to be the most equitable and specialist talent company, with a strong focus on connecting with candidates. Understanding the importance of jobs in people's lives is crucial to our strategy."

Bills, who has now transitioned into her new role, described her immediate priorities.

"The next 100 days are about gaining a deep understanding of our business and working with senior leadership on our strategic plans for 2025. Our aim is to support clients in building diverse workforces that reflect their communities."

The tech sector, traditionally challenged by diversity issues, is a focus for Randstad. Bills emphasised the company's commitment to fostering inclusion.

"Our employer branding research shows that one in three workers identify as part of an underrepresented group, with around 50% of those individuals still facing career obstacles," she explained. "At Randstad, we support clients through impartial hiring processes, education for hiring managers, and tools to foster diverse teams."

Bills acknowledged that economic challenges, including cost of living increases and government reforms, are affecting recruitment. "We are seeing businesses recalibrate their priorities. Some roles are being phased out, but new ones aligned with business growth strategies are emerging."

One of the most intriguing developments in the sector is the growing influence of artificial intelligence (AI). Bills noted, "AI is already helping us take over mundane tasks, giving recruiters more time for meaningful human connections. While adoption in New Zealand remains relatively low, with only one in seven workers using AI regularly, we expect more companies to move from pilot phases to full implementation soon."

Randstad's 2024 Employer Brand Research highlights these trends, revealing that 58% of New Zealand's workforce expects AI to impact their roles within the next five years. "Interestingly, those using AI already see more positives than negatives," Bills added. "AI's role in recruitment is just an evolution of the database technologies we've been using for years."

The tech sector continues to grapple with skill shortages, which presents both challenges and opportunities. "Nearly all tech employers are reporting skill shortages," Bills explained.

"This makes technology an exciting field for graduates, especially with the government's strategy to grow the digital sector. We're also seeing non-traditional pathways into tech, which is opening the industry to a wider range of skills."

For graduates still weighing their options, Bills offered clear advice: "Give it a go. There are so many job opportunities in tech that don't require traditional IT backgrounds. It's not just about coding—problem-solving and creativity are equally valuable."

Despite progress, the sector still has work to do regarding diversity. "It's better than when I started in tech recruitment, but there's still a way to go," Bills acknowledged. "We're focused on helping businesses build diverse teams and ensuring that the intention behind diversity initiatives translates into action."

Randstad's commitment to diversity aligns with broader industry trends. Spark NZ, one of Randstad's clients, has been at the forefront of diversity and inclusion (D&I) efforts.

Heather Polglase, Spark's People, Culture, and Ways of Working Director, highlighted the importance of creating inclusive workplaces. "We aim to build environments where employees feel connected, valued, and comfortable bringing their whole selves to work," she said.

Spark's efforts include initiatives like the Blue Heart programme, which celebrates employee differences and encourages cultural contribution. "We shifted our focus from 'cultural fit' to 'cultural contribution,' ensuring that new hires add value to our culture rather than just blending in," Polglase explained.

Randstad's research underscores the importance of such initiatives, revealing that 43% of New Zealand workers consider D&I a critical factor when choosing an employer. Bills noted, "Diversity and inclusion are no longer optional—they're essential for businesses aiming to attract and retain talent."

As Randstad navigates the evolving recruitment landscape, the company is leaning into data-driven insights to guide its strategies. Bills concluded, "Our research and tools allow us to support hiring managers in making informed decisions. It's about ensuring we get the human connection right while leveraging technology to enhance recruitment experiences."

Reflecting on the road ahead, Bills remains optimistic about the future of the tech sector and recruitment.

"It's an exciting time to be in this space," she said. "With the right strategies and focus on diversity, we can shape a more inclusive and innovative workforce for New Zealand."