New Zealand workers value training as job competition intensifies

Randstad's latest Workmonitor report has found that most New Zealanders in the workforce currently place high value on training, development and reskilling as employers weigh alternatives to pay increases.

The 2025 Randstad Workmonitor research surveyed working people across New Zealand, revealing that 75% of respondents consider training and development either important in their current role or necessary when seeking a new one. These findings arrive as employers increasingly opt for non-monetary support for their workforce amid a competitive and evolving job market.

Professional development and opportunities to gain new skills have emerged as key expectations among workers, with 42% of survey respondents stating they would not accept a job that did not offer options to develop future-ready skills. This trend continues to reinforce the relevance of continuous learning and professional growth for both employees and employers as competitive differentiators in today's economy.

Recent Seek employment figures underline these workforce dynamics, indicating a 2% contraction of the New Zealand job market in February and a 5% increase in job applications per advertisement in January, all signifying growing competition among job seekers and a slowdown in new opportunities. As the market presents signs of stabilisation after a period of decline, the pressure on both job applicants and businesses to remain adaptable and resilient has intensified.

The report details a nuanced perspective on whose responsibility skill development should be. While 23% of respondents indicated a willingness to upskill themselves, a significantly larger group—39%—see reskilling as predominantly the employer's responsibility. Still, a majority (54%) said their employers had provided options to develop future-proof skills, such as training related to artificial intelligence.

Interest in AI training was the most prominent learning and development opportunity requested, particularly among Baby Boomers (17%) and Gen Z (16%). The research also found notable generational differences in training access, with 47% of Gen Z receiving training or development opportunities in the past six months, compared to just 20% of Baby Boomers.

According to Randstad, investment in learning and professional development allows workers to better compete for roles and enables organisations to meet the skill requirements of emerging sectors, especially as technological change and sustainability initiatives reshape the job landscape.

Sarah Bills, Randstad New Zealand's Country Director, said, "With the job market being so tight, employers must balance the needs of the organisation with those of employees. Many organisations are currently pausing salary increases and bonuses to focus on operational continuity and job security. There may be an expectation-versus-reality gap that needs to be addressed. Generally, when employees understand the company's situation, they are more accepting of the available options. For example, someone in the early stages of their career might value professional development more than additional work-from-home benefits."

In response to the focus on skill advancement, Bills added, "Professional development can be both cost-effective and beneficial for both employees and employers. For instance, it could be as simple as assigning an experienced mentor to guide someone's professional journey. It doesn't always require costly external courses. Organisations can engage with their staff to understand what matters to them as individuals, which doesn't necessarily have to carry a financial cost but can make a significant impact."

The report's findings suggest that while compensation remains important to New Zealanders, avenues for professional growth are increasingly being viewed as differentiating factors in accepting or remaining in roles.

As changes in technology—most notably artificial intelligence—and market trends spur the evolution of job requirements, both workers and employers face an ongoing mandate to prioritise learning and adaptation to remain competitive within the current economic environment.