"Permanent recruitment has moved down the spectrum, and so hiring managers are making very specific briefs. Not only are they looking for the culture fit, but for the technical skill sets that match - so they can hit the ground running - like a good temp would."
Alexander says because the person specifications are narrow, and lots of people apply for vacancies, too many candidates fall at the first hurdle because "they just don't tick enough boxes".
"What that is starting to do is put wage pressure on," says Alexander. "We are starting to see wage rises due to pure supply and demand. It is no different to where we were in 2006, 07 and 08 when we had massive skill shortages across the board.
"What happened back then was that the employers' tick-box list of eight, nine or 10 must-haves dropped down to six, seven or eight and it just kept dropping. Organisations got to the point that it was better to have somebody that didn't quite tick the boxes but who could be trained."
In addition, some of those with jobs, says Alexander, are working increasingly untenable amounts of unpaid overtime - causing some to look elsewhere for a new job.
"New Zealanders are working very long hours compared to a lot of our counterparts [in other countries], people are happy to have a job - so they knuckle down," says Alexander.
"But now, I am increasingly seeing people coming through my door looking for a new job saying it is unsustainable to stay where they are, due to the long hours they are working.
"Some people have even resigned without a job to go to, then find out how tough and restrictive the market is."
Alexander says because good staff are hard to replace, employers are on notice to look after them - and that may involve a hefty pay rise.
"It's not the employers' fault, they just haven't been doing enough hiring, because there is this perception that there are lots of candidates - well there are lots of candidates - but out of 80 that applied for an admin role we just advertised, only two or three ticked all the boxes."
According to a survey of 200 New Zealand CFOs and finance directors, carried out by Robert Half, more than half of those working in finance and accounting industries can expect a pay rise this year with 58 per cent of salaries being increased.
Of those who expect salaries to rise, 54 per cent plan to increase them by 3-4 per cent; while 20 per cent of those surveyed expect salaries to rise as much as 5-6 per cent. In addition, 15 per cent of financial leaders plan to increase bonuses this year by an average of 4.4 per cent.
Alexander says accountants will benefit from the biggest pay increase with a predicted 6.9 per cent average salary rise year on year.
"Talented Kiwi staff in competitive industries where there are skills shortages may take advantage of increased employment opportunities and incentives as business optimism improves if they feel that they are not being compensated fairly."
Robert Half's research compared favourably with findings from across the Tasman, where 48 per cent of Australian finance and accounting employees could expect to receive a pay rise this year.
The lure of employment in Australia remains a threat to the retention of staff due to the higher salary potential and the strength of the Australian dollar," says Alexander.
She also knows of firms that have moved their operations to Australia, but kept back office staff in New Zealand "because it is cheaper labour".
Alexander is worried firms will stagnate without new blood to bring new ideas to companies.
"Particularly in admin roles, where people do the same thing every day," she says. People are sticking with jobs for much longer than they used to, purely because they are pleased to have a job and it is so hard to get a new one.
However, Alexander cautions that in her view, it is the top 20 per cent of workers who genuinely have the option to land a new role quickly.
Steve Hart is a freelance reporter at stevehart.co.nz
