Yes, most NZ job ads list a mix of must-haves and nice-to-haves. If you meet most points, especially around attitude and availability, it is worth applying. Only firm legal requirements, like a licence or ticket, are true dealbreakers.
Which job ad requirements can I ignore?
Lines like "3+ years preferred", "degree an advantage" or "experience in a similar role desirable" are usually wishlist items written to describe the ideal candidate, not the minimum one. Employers often write these lists hoping for the perfect person, then hire someone close enough who can learn fast. If the rest of the ad matches your situation, a soft-worded requirement is rarely worth ruling yourself out over.
Which requirements should I take seriously?
Anything tied to law or safety is different. A current driver licence for a driving role, a forklift ticket for warehouse work, a food safety certificate for some hospitality roles, or a specific visa status are not flexible because the employer legally cannot put you in that role without them. If the ad names a qualification the industry requires to practise, like a trade certificate or a registration, treat that as real too.
How do I know if I'm close enough to apply anyway?
Read the ad twice and sort each line into two piles: things about you as a person (reliable, good communicator, available weekends, willing to learn) and things about paperwork or proof (licence, ticket, years, qualification). If most of your gaps sit in the first pile, apply. Use your cover letter to briefly address the gap and pivot straight to what you do bring, rather than apologising for what you lack.
- Years of experience stated as a number, usually flexible
- Licence, ticket or registration named specifically, usually firm
- "Preferred" or "advantage" wording, always flexible
- "Must have" or "required by law" wording, usually firm
- Software or systems experience, often trainable on the job
- Physical requirements like lifting or standing, usually firm for safety reasons
One more thing worth knowing: some ads are written in dense corporate language that makes ordinary requirements sound more intimidating than they are. A phrase like "demonstrated stakeholder engagement" might just mean you have talked to customers before. It helps to translate the ad before deciding it is out of reach.
Key takeaways
- Most requirements in NZ job ads are a wishlist, not a checklist
- Legal requirements like licences, tickets and registrations are the real dealbreakers
- If your gaps are mostly about years or software, apply and explain in your cover letter
- Vague or jargon-heavy ads often describe simpler jobs than they sound
Frequently asked questions
Should I apply if I only meet half the requirements?
It depends what's in that half. If you are missing soft criteria like years of experience or specific software but meet the core skills and any legal requirements, apply. If you are missing a licence or ticket the role legally needs, that is worth sorting first.
Will employers think less of me for applying without full experience?
Most employers expect a spread of experience levels to apply and shortlist based on potential and fit, not just ticked boxes. A confident, honest cover letter addressing the gap tends to land better than not applying at all.
What if the job ad doesn't say which requirements are firm?
Assume anything about legal compliance, safety, or licensing is firm, and everything else is negotiable. If you are unsure, a quick message to the employer asking is a reasonable way to clarify before applying.
How do I address a missing requirement in my application?
Name it briefly and move on to your strengths. For example, "I haven't worked in hospitality before, but I've spent two years in fast-paced retail dealing with customers under pressure" reframes the gap as relevant experience.
If a job ad is full of jargon you cannot decode, run it through Decode Job Ad to see what's actually required versus what's just corporate padding.