Insights from Māori talent survey: 1

What should an employer do as part of their recruitment process to demonstrate their commitment to te ao Māori? This is one of the questions our partner company www.whakahui.co.nz asked in a recent survey of Māori professionals. This is what they had to say:

Most frequently mentioned responses…

Use te reo Māori

• In advertising and candidate attraction materials?
• Ensure recruiters and hiring managers are proactive in their use of te reo Māori and can respond appropriately to candidates who are wanting to engage in te reo Māori?
• Allow candidates to apply in te reo Māori if they want to.

Make use of Māori attraction and sourcing channels

• Use Māori focused job websites?
• Engage with Māori professional networks?
• Share opportunities with Iwi and mana whenua
• Employ Māori recruiters.

Ensure a te ao Māori experience to the interview process

• Focus on getting to know the individual as a person and not just their technical capability?
• Incorporate appropriate tikanga e.g. use of karakia and pepeha?
• Allow candidates to bring support people and let them speak?
• Ensure a two-way kōrero where the candidate is given plenty of time to ask questions and understand the hiring manager and organisation?
• Provide kai and refreshments?
• Invite mana whenua to participate on panels if the role has a direct link to or impact on them. Reward them if they do so
• Ensure Māori representation on interview panels and non-Māori who can conduct themselves with cultural competence.?

Present and evidence an authentic commitment to Māori

• Articulate and be explicit about their Māori Value Proposition (what they offer to Māori) e.g. How do they reward Māori capability and how will they support professional development?
• Profile Māori leaders and other kaimahi on their careers site and on social media
• Ensure good Māori representation at all levels of the organisation?
• Have a progressive and authentic commitment to Te Tiriti?
• Have a plan to increase Māori capability within the organisation?
• Be committed to wider outcomes and not just profit?
• Outline how it supports and values matauranga Māori.

Less frequently mentioned responses:

• Make use of a Māori competency framework and assess for it explicitly through the recruitment process. Don’t employ people who do not meet a minimum standard?
• Recognise and reward te ao Māori capability. Ensure it is a factor in job sizing?
• Demonstrate Māori values e.g. manaakitanga, whanaungatanga, kotahitanga?
• Uphold candidates mana through the process, in particular when unsuccessful?
• Ensure the Job Description incorporates a Māori worldview to start with.?

Other insights from the Ahu Jobs and Whakahui team:

• Support Iwi and mana whenua with strategic workforce planning to ensure future opportunities are able to be filled by their members?
• Enable Māori candidates to have direct contact with the hiring manager and other Māori in the organisation as part of their candidate journey?
• Employer branding should profile Māori leaders and kaimahi and what the organisation is doing to improve outcomes for Māori.?

We hope that these insights and recommendations will help organisations to gain a better understanding of the needs and expectations of Māori talent. We also hope that they take up the challenge of adapting their processes to meet these.?

Of course, some of the things that have been included above are easier said than done and we would encourage organisations to seek expert advice and input to the design and implementation of some of these recommendations.?

At Ahu Jobs, our vision is to grow Māori prosperity and wellbeing by connecting Māori to greater opportunity. We look forward to sharing further insights and recommendations in support of this vision.

Ngā mihi nui to everyone who shared their whakaaro on this Kaupapa.?

Mā te whititahi, ka whakatutuki ai ngā pūmanawa ā tāngata | Together, weaving the realisation of potential