Digital transformation is shaping every sector – from Education to Finance, every industry is being influenced by emerging technologies. So, what role does digital transformation play in financial services in particular, and how does this affect the hiring landscape? We explore the impact of digital transformation on the sector, its influence on recruitment strategies, the growing importance of data within the industry, and how companies can adapt to evolving technological advancements. Let’s get into it:

The role of digital transformation in shaping financial services recruitment strategies

Digital transformation is driving programs of work in financial services and is calling for professionals who can be banked on to lead these projects to success. This is shaping the financial services IT recruitment landscape and calling for companies to adapt their hiring strategies to cash in on this pool of top talent.

1. The impact of AI

Artificial Intelligence is revolutionising the Financial Services sector, enhancing the customer experience and driving efficiencies. AI-powered chatbots alone, increased in use within the financial sector by 3,150% between 2019 and 2023, highlighting just how rapidly this tech is being adopted. AI, however, is not only being leveraged to improve the customer experience – it is also being used to attract top-tier talent and streamline the recruitment process. From chatbots being utilised to connect with candidates and answer questions about the recruitment process, through to AI-powered Applicant Tracking Systems (ATS) which use algorithms to match candidate skills to relevant jobs, AI is revolutionising the recruitment space.

2. The role of intelligent automation

The use of Intelligent Automation, which sits at the intersection of AI and automation, is being used within financial services to drive efficiencies and provide an enhanced experience for customers. This includes the use of AI chatbots to answer customer questions; automation to detect fraud through identifying any unusual financial activity; and leveraging the technology to extract insights from complex data stores. So, what does this look like for recruitment activities? From using automation to enhance the candidate experience by creating automated touchpoints, through to automating the screening of CVs and scheduling in interviews, it all works to streamline and improve the hiring process.

3. The benefits of cloud technologies

Cloud data allows financial institutions to develop an understanding of customer behaviour, enabling them to develop products and services that will meet customer needs, as well as allows banking customers to access services wherever they are, enhancing the customer experience. When it comes to how this shapes recruitment strategies, cloud technologies digitise the hiring process and allow for the streamlining of activities. Candidates can keep track of their job application process and upload relevant documents via platforms such as Workday and Dayforce. Hiring managers can also access all the information they need in one place, and use cloud platforms to search for and source relevant candidates, and process applications at speed.

Beyond the impact of tech on recruitment strategies, how else is it impacting financial services? We look into the growing use of data within the sector.

The importance of data and analytics skills

Data is critical in the financial services space. From helping to prevent fraud through to enhancing the customer experience, it’s a key area of focus for institutions across the globe.

What are data & analytics used for in financial services?

• Fraud detection & prevention – Data can build picture of customers’ spending patterns and detect if anything is out of the norm, helping to prevent fraudulent activity.
• Risk management – Financial institutions can analyse historical data to determine where risks may lie and put measures in place to shore up systems and processes.
• Compliance – Data helps to monitor compliance and allows for accurate regulatory reporting.
• Providing customer insights – Financial institutions can use data to paint a picture of their customer and understand their behaviours and interests. This all assists in…
• Enhancing the customer experience – Using data, financial services companies can segment their customers, offering personalised product recommendations and engaging in tailored marketing activities, all helping to provide an enhanced experience. Research reveals that banks could achieve a 27.5% growth rate by lifting their customer experience scores by only 10%.
• Driving efficiencies – Through data analysis, companies can gain an understanding of where their systems and processes may be inefficient, and can use this information to streamline processes and save time, for example, through leveraging automation, AI, and other emerging tech.
• Accurate financial forecasting – Data allows for financial services institutions to analyse historical performance and use this for future forecasting. This assists with budgeting and determining where investments should be made.

Uncover more about the importance of data in the finance sector, in our blog “Data management in financial services: Why tech talent matters”.

Why are data & analytics skills important?

There are a number of risks that the Financial Services sector faces, making the need for data & analytics skills stronger than ever.

1. Growing cyber and data breach risks

Handling vast stores of sensitive customer data, Financial Services institutions are a prime target for cybercriminals. Research reveals that in 2022, the global rate of ransomware attacks in the sector sat at 55%, and this increased to 64% in 2023 – a significant jump from the 34% reported in 2021. As a result, ensuring this information remains secure is essential. Financial institutions must establish a number of measures to ensure data is protected – including implementing intrusion detection systems, encryption methods, and multi-factor authentication, alongside running regular security audits to identify and rectify any vulnerabilities – and they need the right people with the relevant tech skills on board to do so.

2. Compliance & regulatory changes

To ensure data within the financial services sector is handled correctly and remains protected, there are comprehensive regulations in place to govern its management, for example, Australia’s Privacy Act 1988 and Europe’s General Data Protection Regulation (GDPR). Failure to comply with regulations not only carries financial consequences, but can also cause reputational damage. As regulations evolve, financial institutions must keep up to ensure they’re compliant – this can involve ensuring consent management is in place, data is only stored for a set period of time, and there are stringent data access controls in place. This means professionals with both technical competencies as well as a strong understanding of the regulatory environment are needed.

3. Fraudulent activity

As the financial services sector is a prime target for fraudulent activity, ensuring processes are in place to identify and mitigate any risks are essential. Through leveraging historic data to understand customers’ spending behaviour and using automation to flag unexpected activity, financial institutions can get on the front foot to stop fraudulent behaviour in its tracks. However, as Artificial Intelligence continues evolve and presents new risks, such as cyber criminals leveraging AI to generate convincing phishing emails, or the potential of using these tools to generate automated malware, financial institutions need to remain a step ahead to ensure their systems remain secure and fraud is mitigated.

Uncover more about the cybersecurity risks impacting the Financial Services sector in our Cybersecurity Hiring Market Snapshot.

Adapting to evolving technological advancements

As technology only continues to evolve, financial services companies need to remain ahead of the curve to ensure they’re not only meeting customers’ expectations, but are also protected against growing risks from emerging tech. This calls for tech professionals who not only understand the regulatory environment the sector operates in, but also have the technical skills to help companies innovate and evolve.

So, what skills should you look out for when hiring financial services talent? We look into it:

1. Cybersecurity

As cyber threats only increase in prominence, financial services companies require professionals with cybersecurity skills to protect against attack. These professionals should have a strong knowledge of the latest threats and vulnerabilities, be proficient in encryption techniques to secure sensitive data during storage and transmission, and be knowledgeable in deploying intrusion detection systems (IDS) to detect suspicious activity and mitigate risks.

2. Data

Data is king, and this is especially true in the financial services space. The sector requires tech candidates who are well versed in data analysis, management and compliance, to ensure sensitive customer information is protected, the customer experience is enhanced, and regulations are adhered to.

3. Cloud

With financial services companies migrating to cloud-based platforms and offering a digital experience to customers – think, online banking and mobile apps – professionals skilled in cloud technologies are essential to manage this digital ecosystem.

4. AI

With the explosion of ChatGPT and other AI tools, comes a whole new ball game of cyber threats for the financial services sector – think the creation of AI-generated malware and increasingly sophisticated vishing attacks. Professionals with AI and machine learning competencies can help financial institutions get on the front foot to shore up systems and protect against these increasing threats.

Read our Financial Services Tech Hiring Snapshot for more insights on the latest tech shaping the Financial Services space.

Ready to embark on a digital transformation project?

As technology continues to evolve, the opportunities for the financial services sector only grow, however, so do the risks. To ensure financial companies get on the front foot of digital transformation, they need the right people on board to lead the way – professionals who understand the complex regulatory environment and have the technical skills to transform the sector.

If you’re about to embark on a digital transformation project and are seeking first-class finance professionals to get you there, we can help.

At Talent, we work with leading talent in tech, transformation, and beyond, and can find you exactly the right people you need. Whether it’s a stellar data analyst, a leading cybersecurity specialist, or a world-class chief risk officer, you can count on us to deliver. Get in touch.

What’s the latest in Australia’s project services hiring market? From investment in digital transformation projects through to the demand for top talent, we look into the latest trends when it comes to project hiring across the country – particularly, the top project areas companies are investing in.

The project services hiring landscape in Australia

The project services hiring market is complex and varied across Australia. In some regions,
the market has remained steady, while in others, demand has slowed as confidence in the economy declines. However, with project manager positions expected to grow by 6.1% within the next 5 years, the demand for skilled candidates is expected to return in these regions.

While some regions across Australia, such as WA, SA & QLD, have seen steady project activity, others, like NSW, VIC & ACT have seen a slowdown. Despite this, there are several project areas where companies are investing, particularly when it comes to tech.

Top project investments

1. Cybersecurity

When it comes to the projects companies across Australia are investing in, cybersecurity tops the list. Talent Melbourne Managing Director, Simon Yeung notes that, “Industry adoption of AI, machine learning and automation will continue to expand, but will only represent a small proportion of most companies’ IT budgets as they prioritise more urgent infrastructure, transformation and cybersecurity projects.”

Talent Canberra Account Manager, Connie Tong, also observes that this is the focus for Government employers, “Cybersecurity and AI are major tech projects for Government, and all these projects will have recruitment activities for both IT skills and non-IT skills”.

2. Data

Across Australia, companies are increasingly seeking to leverage data to drive efficiencies and make data-informed decisions. So much so that when it comes to the importance of emerging tech, 91% of respondents in a survey of Australian and New Zealand consultancies, have cited data analytics as important for their companies. Additionally, in another survey of over 600 data leaders, 100% cited that they have planned to invest in their data management capabilities over 2024.

So, what does this look like in practice? Companies in different industries across the country are focusing their efforts on data migration and uplift projects. Talent Sydney Principal Account Manager, Majella Sanders, notes that, “Many universities are assessing their enterprise systems including their ERP and cloud platforms, student systems, data analysis and management. As such, there is significant demand for business analysts and data specialists.” Talent Melbourne Practice Lead, Kylie McManus, also notes that, “In financial services, NAB has completed a Teradata migration for data analytics, and is now optimising with Databricks, HVR/Fivetran, PowerBI, AWS, and Azure.”

3. Defence

Digital projects are also being locked down in the Defence sector in South Australia, where there has been significant investment in naval shipbuilding projects alongside cyber solutions to bolster the country’s defences. Projects such as the construction of nuclear-powered submarines for the Royal Australian Navy, as well as major tier 1 surface combatant ships, will generate strong demand for talent over the coming years. Talent Adelaide Managing Director, Anthony Whyte, comments, “In Adelaide, defence-cleared personnel continue to be in high demand and will do so for the next decade.”

In Melbourne, defence projects are also taking off, alongside other digital transformation programs of work. Talent Melbourne Practice Lead, Kylie McManus notes, “Large government modernisation programs across Defence, the NDIS crackdown on fraud, and Salesforce programs are absorbing resources. At a local government level, implementation of TechnologyOne and Smart Cities continue to hire.

4. Renewables & green energy

Digital transformation is also taking hold across the energy, mining and resources sector throughout Australia.

In Western Australia, Talent Perth Senior Consultant, Kristen Stewart observes that investment in projects in this sector is on the rise, “Companies are investing in their capabilities and project execution. They’re modernising their IT capability, and redesigning and refreshing legacy systems to make them more fit for purpose.” Alongside the growing integration of technology in this industry is the increased risk of cyber threats. Talent Brisbane Account Director, Jane Knapp comments, “As more clean energy enters the market, there are more entry points from distributed energy resources to the grid, which is creating greater security considerations. Operation Technology (OT) Cybersecurity is therefore a key project being invested in.”

Talent Melbourne Practice Lead, Kylie McManus, notes that, “The utilities, energy, resources sector’s focus is on renewables and green energy, as well as upgrading ageing data and comms networks and datacentres. CEOs and Boards are prioritising organisational cyber-resilience, elevating CIO and CISO roles.”

Uncover more about the project hiring market in our Project Services Hiring Market Snapshot here.

5. Healthtech

Across Australia, the digital health market is booming, with revenue expected to reach USD$2.86 billion by 2028. Looking at healthcare in NSW specifically, digital transformation projects are taking centre stage. The NSW Government is working on a single digital patient record (SDPR) system, to streamline the recording of patient records. Talent Head of Government, Steve Tompkins notes that this project is seeing strong demand for project professionals, generating “300 permanent and fixed term vacancies, including project practitioner job openings”.

As tech continues to evolve, and companies increasingly prioritise digital transformation projects, the demand for top talent will only increase. It’s predicted that by 2025, the global digital transformation market will grow to USD$1009.8 billion, up from USD$469.8 billion in 2020 – seeing a CAGR of 16.5% over this time period. The growth in this market will call for skilled tech and project professionals who can lead the way to success.

So, are you ready to answer the call? Check out our job search for your next project opportunity.

Need top project professionals who can take your project to the finish line? We can help.

At Talent, we’ve been working with top talent since the birth of JavaScript, and place over 1000 project managers into new roles every year. We’re also a Platinum partner to the Project Management Institute and know what it takes to successfully deliver a project. Get in touch to uncover how we can help you find top-tier talent.

Ready to build a successful project team? Before embarking on your search for top talent, here’s what you should know about the hiring market. Hint: the project recruitment landscape is complex and constantly shifting. We dive into the latest trends in the project hiring market across Australia and New Zealand, sharing exclusive insights from our recruitment experts.

1. A global shortage of project talent

Research reveals that there will be an anticipated shortage of 25 million project candidates globally by 2030, and the shortfall of skilled project professionals is anticipated to have a significant impact, with the global GDP predicted to take a hit of approximately $345.5bn by the end of this decade. When looking at specific regions, however, the market varies greatly. Some are feeling the effects of this shortage while others are experiencing the opposite.

2. Market conditions vary based on region

In certain markets, particularly across New Zealand and some of Australia’s East Coast, an economic downturn, slowed project investment, and layoffs have seen more talent in the market than previous years. However, in other regions, especially across Australia’s West Coast, project activity remains strong. So, what does this mean for jobseekers and hiring managers trying to navigate this complex market? Companies and professionals need to remain agile and continue to adapt to changing market conditions.

3. A hiring slowdown for some

Several companies across New Zealand and some of Australia’s East Coast are placing projects on pause as confidence in the economy wanes. While this won’t last forever, it is affecting the current hiring landscape. According to Talent Head of Government, Steve Tompkins, “The largest employers of project managers and practitioners are putting projects on hold, cancelling some projects in flight and reconsidering what they are working on. This means a reduction of project practitioners, especially in local Government, as part of an overarching strategy of reducing contract labour spend.”

In New Zealand, Talent Auckland Senior Recruitment Consultant, Adeline Le Bris also notes that, “Most businesses are in a holding pattern, with hiring freezes common. Confidence is down, yet there is still a need and want to hire as there are vacancies in teams. However, approval is only being given to very select positions so there are only a few roles here and there. We see a high volume of candidates looking.”

4. A hiring boom for others

While some markets are seeing a slowdown in projects and hiring demand, others are booming. Talent Brisbane Managing Director, Keith Dixon, notes, “In comparison to other states, the Queensland market has held up well and proven to be quite resilient. Whilst numerous commercial technology projects have come to an end and other commercial employers choose to defer new projects, other companies have kicked off new transformation and technology programs of work, maintaining a strong demand for project management, architecture, business analysis and change management skills.”

Talent Perth Principal Account Manager, Edwin Foo, also observes “For both candidates and companies in Western Australia, the economic outlook remains highly optimistic, fuelled by substantial investments from WA-based organisations. While there might be a slight deceleration in employment growth, Western Australia is expected to outpace national growth. The resources (mining & energy) sector will continue to contribute significantly, thanks to ongoing investments in new projects and expansions. The construction industry also remains robust, with several large-scale projects in progress.”

5. A shifting contract & permanent landscape

Talent Auckland Practice Lead, JP Browne, notes that in the project space in NZ, “Contract business analysts are in most demand, although the levels are lower than normal. There simply isn’t the movement of permanent staff like we had during COVID. People are concerned about stability, so are willing to stick things out until the market picks up. This means there are fewer permanent candidates available, and the only other place to look is the contract sector.”

Demand for permanent professionals, however, is strong in other regions. In ACT’s public sector, for example, Talent Canberra Managing Director, Robert Ning, notes, “There will continue to be a push to increase Australian Public Service capability with permanent employees over contractors or consultants”. Talent Canberra Account Manager, Connie Tong, also comments “Government employers have been focusing on converting labour hire contractors to permanent roles as much as possible. This focus is mainly on supporting core functions such as project support, administration, finance, communications, and marketing. While demand for permanent professionals is strong, where there aren’t enough suitable permanent options and budget is available, employers will consider hiring contractors”.

6. A hiring market on the up

For the regions experiencing a hiring slowdown, it won’t stay that way forever. Projects are an essential component of business growth, and the right people are needed to bring these to life. Matthew Munson, Talent Sydney Managing Director notes, “We anticipate that the market will start to pick up again. The financial services sector, for example, had 12 months of consolidation, cost cutting and projects being put on hold. The initial signs are that hiring growth will return later in 2024 and 2025, with a number of large projects kicking off in Q4 this year.” Talent Adelaide Managing Director, Anthony Whyte, also observes an uplift in South Australia’s market, “While the latter half of 2023 saw the market drop due to increasing inflation, cost of living, rate increases and other world events, in 2024, the tech sector in Adelaide remains steady. We’re also seeing strong demand for Business Analysts, which is a promising sign of new projects on the horizon, plus continued interest and demand for skilled people in cloud technologies, AI and cyber.”

Uncover more insights on the project market in our Project Services Hiring Market Snapshot.

Ready to hire top tier project professionals?

We can help. At Talent, we’re experts in project management recruitment. As a Platinum partner to the Project Management Institute (and the only recruitment partner), we understand what – and who – it takes to successfully deliver a project.

Working with more than 11,000 project professionals around the world, and a global network of clients spanning across all industries, as well as placing over 1,000 PMs in new roles per year, we’re fluent in project management. Let us help you sprint to the finish line when it comes to hiring, by finding and placing top tier talent at speed. Ready to get started? Get in touch.

What does the digital project landscape look like across industries and how is this impacting demand for candidates? From Finance to FMCG, we look into the latest digital project areas companies are investing in and hiring for.

1. Manufacturing

Digital transformation is taking off in the manufacturing industry. From leveraging big data to make informed business decisions around supply chain management, utilising smart manufacturing and cloud technologies to generate efficiencies, and using AI and machine learning to analyse customer data and predict product buying patterns, there are significant programs of work being invested into in this space. The Project Management Institute even predicts that the manufacturing industry will see 9.7 million new job openings by 2027.

Adding to this growth in vacancies are the increasing cyber risks impacting the sector. Due to a growth in tech integrations, the manufacturing industry has experienced a significant amount of cybercrime, seeing a 24.8% share of global attacks in 2022. Resultantly, it’s projected that cybersecurity investment within the manufacturing sector will reach $29.85 billion by 2027, with a strong investment needed in security professionals who can assemble strong system defences. From professionals skilled in cloud through to AI, the sector is in search of candidates who can lead these digital projects.

2. FMCG

In 2024, research reveals that over half of consumer spending will occur online, with 60% conducted via mobile. As a result, key players in the FMCG sector must have a digital presence – or risk getting left behind.

It’s not as simple as merely having a digital storefront though – providing a personalised customer experience is essential. One survey found that 80% of customers are seeking personalisation from retailers, meaning that uplifting the customer experience should be a key priority, as is leveraging big data to provide a personalised shopping experience and drive sales. AI is also a top investment in this space, with retailers using the technology for demand forecasting, customer analysis, and retail AI chatbots. It’s estimated that by 2025, AI will power 95% of customer interactions.

Cybersecurity is also a key project area, as this sector is increasingly targeted by cyber criminals. Between 2021 and 2022, ransomware attacks increased by 75% in the retail industry. Handling stores of customer data, overseeing Cloud POS systems, and managing the supply chain, retail companies need to be prioritising cybersecurity to protect this endless aisle of sensitive customer and supplier information, and need the right people on board to do so.

3. Healthcare

In healthcare, AI projects are taking hold. Research highlights that AI-based medical tech projects such as the implementation of robotics in surgery, the personalisation of medicine, and the use of chatbots, are on the rise, with estimates that the global AI in healthcare market will grow by almost 19 times in 2025 compared to 2017.

Investment in Internet of Things (IoT) technologies and wearables within the health industry is also growing, with an increasing integration of devices to support patient care and assist in patient monitoring. So much so that between 2023-2030, the global Internet of Medical Things (IoMT) market is anticipated to grow at a CAGR of 20.4%. With growing investment in new technologies, the need for skilled tech professionals will be on the up.

4. Financial Services

In 2023, the financial services sector was largely impacted by layoffs, with banks alone experiencing 60,000 retrenchments globally. This has had an impact, with the industry experiencing a slowdown in project activity, however, cybersecurity projects remain an area of focus throughout 2024.

As the rate of ransomware attacks in financial services soars, the need for project professionals who can be banked on to secure systems will only be on the rise. In 2022, the global rate of attacks in financial services sat at 55%, increasing to 64% in 2023. This is close to double the 34% noted in 2021.

A survey of global banks also revealed that 73% of Chief Risk Officers view cybersecurity as the biggest risk to their companies in 2024. However, according to this survey, only 4% of CROs feel they have the skills they need in their team to address this, with 62% citing they face the most challenges in attracting and retaining cyber talent. As cyber risks only become more prominent in financial services, the need for cybersecurity projects, and subsequently, skilled cyber professionals, will only grow.

To uncover the latest project trends across industries, download our Project Services Hiring Market Snapshot.

Embarking on a digital project? We can help you find top-tier project professionals.

At Talent, we connect experts in tech, transformation and beyond. Placing thousands of project and tech professionals across almost every sector to the world’s leading companies, we can find the candidates you need to lead your project to success.

So, if you’re looking to hire the perfect project manager, cybersecurity specialist, or data analyst, for your digital project, get in touch today.

The project services hiring market is shifting in New Zealand. So, what’s the latest when it comes to the projects companies across Aotearoa are investing in, and what impact does this have on hiring demand? We look into it:

The latest trends in NZ’s project hiring market:

1. A project slowdown

In New Zealand, the project services hiring market has slowed down, with the lead up to the election in 2023 bringing things to a halt and seeing companies placing large programs of work on pause. This has had a flow-on effect in 2024. Talent Auckland Practice Lead, JP Browne, comments that “2024 continues to feel the knock-on effects of the market slowdown experienced last year. Projects are still in limbo for the most part and that has seen an increase of PM & BA skills on the market, especially in the contracting space. Although we have seen a flurry of activity this year for BAs, it’s not near the levels experienced in previous years.”

2. Cost of living pressures

Economic conditions are shaping project investments and hiring demand. In NZ, cost of living has increased, with household living costs rising by 6.2% between March 2023 and March 2024 and interest payments by 28.2% over this same time period. Talent Wellington Managing Director, Nik King-Turner notes, “Coming off a candidate-driven market over the last 18-24 months, where there was significant choice and opportunity for jobseekers, we are now seeing a swing to a lower volume of roles and more applications. The economy and cost of living have also contributed to a low level of confidence in the hiring market.”

3. The impact of a change in government

New Zealand’s election has impacted the project market across the country. Katie Kemp, Talent Wellington Senior Consultant, observes that the recruitment market in “2024 has been slower than normal years. The market has been slow to pick up from election time. I would attribute this slow pick-up to the change in our government, as we watch and wait to see where their priorities will go. Government is certainly a key driving force behind the project services market. Given the strong heart of government here in Wellington, we can suggest this affects the overall business confidence in the city, and therefore overall supply versus demand in this space.”

4. A positive outlook

Talent NZ Country Manager, Kara Smith, additionally notes that “The impact of changes in the public sector are still reverberating through organisations and until it’s clear when that will stabilise and which projects will receive investment, the NZ hiring landscape in project services will continue to be slow”. However, she cautions that conservatism when it comes to hiring can’t last long, “Just like we saw post-COVID, businesses can only halt projects, investments, and initiatives for so long. In a world where cybersecurity is a top priority, investing in tech teams is a worthwhile long-term strategy.”

Looking ahead, JP Browne predicts that projects will pick up again over the year, “We know there are still several large projects in the works across both public and private sector. We know that a number of organisations are still planning on some major technology changes but are yet to kick these off. There are some upcoming mergers that could create some activity in the financial sector. The Ministry of Social Development is also in the early stages of a 9-year, $2.6 billion technology transformation programme. And with the current public sector shake up by the National led government, history tells us that technology forms a key part of any long-term cost savings. Companies are in the planning phase for the upcoming financial year, and we will just have to wait and see what gets funded. Hopefully we will see the positive effects of these projects later this year.”

Interested in uncovering more about the project services hiring landscape? Download our Project Services Hiring Market Snapshot for all you need to know.

Ready to expertly navigate the project services hiring market?

We can help. At Talent, we work with over 11,000 project professionals around the world and place more than 1000 PMs in new roles per year. We’re also a Platinum Partner to the Project Management Institute, and know a thing or two about what it takes to successfully deliver a project.

If you’re looking for your next project role, check out our job search for the latest opportunities.

Embarking on a project and need the right people on board? Get in touch to learn how we can help.

Data is everything, and when it comes to projects, knowing how to harness it is essential. With data increasingly transforming the project space, project teams need the right people on board who can leverage it to drive efficiencies, analyse performance, and make data-informed decisions. That’s where the project data analyst comes in. If you’re on the lookout for a professional with the right analytical skillsets to drive your project to success, here’s what you should know when it comes to hiring across Australia.

First things first, what role does data play in projects?

Data is king and with companies increasingly recognising its importance in decision-making and driving innovation, investment in analytics and data management projects is on the up – 78% of data leaders anticipate increased data investment throughout 2024. According to Talent Head of Government, Steve Tompkins, “The data age is here and has never before been so complex to navigate. Project management involves a significant amount of data and project managers are increasingly leveraging data insights to make informed decisions, handle projects in a better way, and increase business growth.”

So, what does this mean when it comes to hiring?

The explosion of data and the evolution of tech is shaping the project space and calling for professionals with strong analytical skillsets. Steve Tompkins notes that, “Big data and AI are growth areas at the moment, with lots of talk and interest in the market. However, the reality of pushing things live in this space is where companies are battling and where the need for skilled project professionals comes in. Project managers and business analysts with data expertise are therefore in most demand amongst project professionals”.

Talent Melbourne Practice Lead, Kylie McManus, also notes that when it comes to the project hiring market, “Project managers and business analysts with specialised skills in data, cloud and cybersecurity are in highest demand”, while Talent Brisbane Account Director, Jane Knapp, observes that, “Previous experience of data projects is in high demand by employers in the market”.

What does the supply and demand of data analysts look like in 2024?

According to LinkedIn Talent Insights, demand for data analysts across Australia is strong, and this talent is noted as ‘very difficult hire’. The top industries employing these professionals include IT Services and IT Consulting, Government, Banking, Higher Education, Healthcare, and Utilities.

Looking at Higher Education in particular, Talent Sydney Principal Account Manager, Majella Sanders notes that, “Many universities are assessing their data analysis and management. As such, there is significant demand for data specialists”.

Turning to the Utilities, Resources & Mining space, Talent Melbourne Practice Lead, Steven Hayes notes that, “We’re seeing the increased adoption of data analytics and machine learning within IT across both the energy and mining sector”. Paul Mackin Brown, Talent Perth Managing Director also observes strong demand for data skills in the Mining and Resources sector, “As a state that plays a pivotal role, contributing around 50% of Australia’s exports, WA continues to rely on minerals, petroleum, specialised manufactured goods, and agriculture. This positive scenario presents a particularly promising landscape for ICT professionals, whose skills are, and will continue to be, in high demand across most industries in WA, especially in areas like cybersecurity, business/data analysis, architecture, and software engineering.”

With strong competition for top-tier data candidates, how can your company stand out when it comes to hiring? Here are our top tips.

How to attract top project data analysts

1. Open up your talent pool

To find the best of the best when it comes to project data analysts, you’ll want to open up your talent pool. With some markets across Australia experiencing economic uncertainty, many permanent professionals are keen to “stick it out” with their current employers and are less likely to job hop. To widen your selection of candidates and bring the best on board, consider leveraging contract talent, being open to remote candidates, and offering flexible work arrangements to attract a wider pool of professionals.

Hiring with diversity, equity and inclusion in mind will also open you up to a wide and diverse range of candidates, giving you more choice when it comes to hiring (plus, it’s the right thing to do). For tips on how you can make your hiring process more inclusive, have a read of our Talent DEI Hiring Toolkit.

2. Make your role attractive in market

A positive company culture, flexible work arrangements, and employee benefits all matter to jobseekers, as does the opportunity for exciting and meaningful work, which according to a Talent survey, is important to 85% of respondents when searching for a job. Highlight how your position will offer this, alongside the benefits that will come from working for your company, and you’ll have a better chance of attracting – and retaining – the best.

3. Offer competitive remuneration

When searching for top talent in the project space, it’s worth paying that little bit more to bring the best into your team. Talent Sydney Principal Account Manager, Scarlett Cooke, notes that, “When it comes to project professionals, it is best practice to pay in line with market rates to ensure you are in line with your competitors in the search for top project talent. While it may seem cost-effective to cut corners on salaries or day rates, opting for less-experienced resources often leads to higher project costs down the line.”

4. Use a dedicated recruiter

Hiring is no easy task, and with hundreds of considerations on your mind when it comes to running a project, sourcing talent can take up a lot of time and effort. Use a dedicated recruiter, like Talent, to take one task off your plate, and get time back to focus on what you do best – delivering a world-class project. At Talent, we connect experts in tech, transformation and beyond. Get in touch to uncover how we can help you source leading data analysts for your projects.

The right project manager can make all the difference between a project that makes it to the finish line and one that doesn’t. If you’re looking to hire a project manager to lead your project and team to success, here’s what you should keep an eye out for.

Skills to look for in a project manager:

1. Change management

Being able to manage change and engage stakeholders throughout the process of a project are key skills that any great project manager should possess. We hear why from Talent Perth Team Lead, Kate Reynolds, “Change management incorporates lots of different behavioural management skills, such as engaging stakeholders and bringing people on the journey of the project with you. The project managers who have these subset skills will command the premium rates in the market and are a very attractive proposition for hiring managers.”

2. Communication

Strong communication skills are an essential competency of any project manager, with the best of the best honing these skills to influence and lead. According to Talent Head of Government, Steve Tompkins, “The traditional project manager role is evolving. Enter the ‘Project Influencer’. The influencer uses EI to build human connections and understand the motivations of their team. They also use data-led logic, critical thinking, and strong communication skills to propose solutions to problems. They don’t just answer to stakeholders, they answer to their team, filling the role of sword and shield for them and fuelling a productive project team where every member feels valued and performs to the best of their ability.”

3. Emotional intelligence

It’s important for project managers to have high emotional intelligence – it’s a crucial part of managing a team and project where timelines and tasks can shift. Steve Tompkins explains that, “By focusing on the emotional needs of their teams, studies have shown that project managers can increase productivity by reducing absenteeism and retaining their best talent. A proper understanding of emotions, both yours and others, is required – making it a necessary leadership skill for project managers all over the globe.”

4. Technical skills: data, AI & automation

Technology is revolutionising the project services space, driving demand for project specialists who can leverage it to create efficiencies and achieve project success. So, which emerging – and existing – technical project skillsets are top practitioners honing? Data Analysis, Artificial Intelligence, and Automation all make the cut, with the best of the best leveraging this tech to drive efficiencies in their work. According to Talent Head of Government, Steve Tompkins, “Project management involves a significant amount of data and project managers are increasingly leveraging data insights to make informed decisions, handle projects in a better way, and increase business growth.”  Talent Melbourne Practice Lead, Kylie McManus, also notes that, “Project managers and business analysts with specialised skills in cloud, data, cybersecurity, and popular ERP/CRM systems like Salesforce and MS Dynamics, are in highest demand.”

So, how can you find and hire project candidates who possess these attributes. Here’s what we suggest…

Attract and hire a project manager using these tips:

1. Offer meaningful work

A Talent survey of over 500 candidates revealed that the opportunity for exciting and meaningful work matters most to 85% of these professionals when looking for job. If you’re seeking to attract a top project manager, ensure that you’re selling the role and project in your job ad and interview. Highlight the exciting aspects of the project and the impact it will have on the business, to demonstrate the meaningful work the candidate will be a part of.

2. Expand your talent search

Finding top project managers is no easy feat, so to ensure you’re maximising your chances of finding leading project professionals, you’ll want to broaden your options by opening yourself up to different talent pools. Consider opening your role to remote workers to tap into talent from different geographies, using contractors for set project periods, or offering flexible work arrangements, to give yourself a greater selection of candidates to choose from.

It’s also important to consider diversity, equity and inclusion when hiring, ensuring that you’re engaging in inclusive hiring practices to attract a diverse range of candidates. Think – using gender neutral language in job ads, engaging in blind applicant screening, and having a diverse interview panel. This will not only widen your candidate pool, but it’s also the right thing to do. For tips and tricks on hiring with DEI in mind, check out our Talent DEI Hiring Toolkit.

3. Deliver on what candidates are seeking

If you want to attract top project talent, it’s important to make your role – and company – enticing to candidates. This involves delivering on what jobseekers are searching for. Talent research reveals that flexibility, a positive company culture, competitive remuneration, and progression opportunities are all sought after. If you can deliver on this, you’ll have a leg up in the hiring market.

4. Offer variety and opportunities for growth

Diving further into jobseeker expectations, when searching for their next project role, the opportunity for career progression and development matters most to almost half (48%) of jobseekers. For permanent employees, this means the opportunity for promotion and development, and for contractors, this is variety in the role and the likelihood of a contract extension. Talent Adelaide Account Executive, Taliya Lukeman, notes, “Longevity and variety are at the forefront of candidates’ minds when deciding on new work. We are finding that employers who have a clear roadmap in place for providing professional development for new hires are securing great talent.”

5. Sell your brand

Be clear on your EVP and ensure you have a strong employer brand which promotes this to jobseekers. From writing a compelling job ad which sells the role and highlights the perks that come from working with you, through to how you sell your brand and the project to candidates in the interview – it all counts when sourcing top project talent. It’s also important to deliver a positive candidate experience to all job applicants to ensure you maintain your brand in market. Make sure to offer feedback to each candidate after the interview, regardless of the outcome, to ensure each touchpoint with your company is a positive one.

6. Use a dedicated recruiter

Running a project is no easy task, and having the right people on board to see it to success is essential. However, with a busy schedule and hundreds of considerations on your mind, hiring can take up a significant amount of headspace. A dedicated recruiter can take this task of your plate, and with a deep understanding of your business and requirements, they can place top-tier project talent into your company at speed.

At Talent, we can find you the right project managers to keep your project on track. As a Platinum partner to the Project Management Institute (and the only recruitment partner), we understand what it takes to successfully deliver a project. Working with more than 11,000 project professionals around the world, and a global network of clients spanning across all industries, as well as placing over 1,000 PMs in new roles per year, we’re fluent in project management.

Let us hire the best project manager for your next project – get in touch to learn how we can help.

Sourcing top talent in tech, transformation and beyond, is no easy feat. From making your role attractive in market, through to placing job ads and sifting through hundreds of resumes, it’s a high-effort, time-consuming task. If you want to get time back to focus on doing what you do best, it may be time to employ the services of a tech recruitment agency – but what exactly are the benefits of an agency, and why should you consider using one? We dive into it.

Why use a tech recruitment agency?

From saving you time through to finding you hidden talent, here are the benefits you can expect when using a dedicated recruiter:

1. Access to top talent pools

Tech recruitment agencies have wide networks of top candidates to tap into and can source you the best of the best in tech to meet your hiring needs. Whether it’s a top-tier technical architect, or a stellar software developer, they can find and place exactly who you need at speed.

2. Finding candidates with niche skillsets

Dedicated tech recruitment agencies can help you source candidates with niche skillsets. From blockchain to AI, a tech recruiter has the technical knowledge to find the right candidates with the skillsets you’re seeking. Maybe you’re in search of a cybersecurity specialist skilled in cloud security to lock down your systems, or a data analyst with automation competencies to drive efficiencies when analysing data stores. Whatever it may be, tech recruiters can use their tech expertise alongside their extensive recruitment knowledge, to find the professionals you need.

3. Hiring expertise

Recruitment agencies specialised in tech will know what it takes to source top tech talent. They’ll understand candidate drivers, know where top jobseekers can be found, and what great tech applicants look like.

Looking for insights on what’s motivating tech talent when looking for a role? Read our blog on what you can deliver to attract the best in tech.

They’ll also possess a strong understanding of the market and know how to navigate it to find the best of the best – and can also impart this knowledge to you through…

4. Exclusive market intel

Working with jobseekers and employers every day of the week, tech recruitment agencies have in-depth knowledge of the ins and outs of the market. Engaging a tech recruitment agency will ensure you have access to exclusive tech market intel that you can’t find elsewhere. Plus, acting as an extension of your business, they will be a strategic partner to guide you through the latest hiring market trends, and will ensure you’re well equipped to make the best decisions when it comes to hiring.

5. Time savings

A recruitment agency will do the heavy lifting for you. From reviewing CVs through to screening candidates and presenting you with the best pick of the bunch, you can save time and effort in the hiring process, and get it back to focus on your most pressing tasks.

6. Access to hidden talent

Sometimes the best tech talent isn’t actively looking. Dedicated recruiters are skilled in headhunting, and can help you find the hidden gems who aren’t currently on the market, significantly widening your talent pool and helping you make a hiring splash.

7. Global reach

Tech recruitment agencies often operate across multiple regions, meaning they can source exactly who you need, exactly where you need them. If you’re seeking a Java developer in Brisbane and a data analyst in Auckland, recruitment agencies with a national or global presence have the people power and relationships to find the candidates you need. Plus, with remote work breaking down the barriers of where professionals need to be located, they can tap into their extensive talent pools across borders, to find exactly who you need.

8. A faster hiring process

Working with a recruitment agency can speed up your hiring process. An agency will look after all the admin work that goes into sourcing new talent – from writing job ads, to reviewing CVs, setting up interviews, and running reference checks, they’ll look after all the hiring details so you don’t have to. Plus, with years of experience, they can quickly pick out the candidates who will be the right fit for your team, and present only the front-runners to you for consideration – reducing your time to fill.

9. A partner to your business

A tech recruitment agency will act as a partner to your business, becoming your go-to for all your hiring needs. Plus, with a long-term partnership with your company, they’ll understand the ins and outs of your business and culture, and can source the best candidates for your needs – those who not only have the right skills and experience, but are also the right team fit.

At Talent, we act as a strategic partner for your business, understanding your requirements to find and place top-tier tech talent into your company, while also guiding you through the shifting hiring market.

With a foundation in tech, we’ve been working with top talent since the birth of Javascript, and have connected thousands of contract and permanent professionals across almost every sector to the world’s leading companies.  We know what it takes to find the best in tech, transformation and beyond, and can help you to build world-class teams.

Ready to get started? Get in touch today.

Did you know that 70% of projects fail? If you’re about to embark on a project, you need the right people leading the way. They can make all the difference between your project being part of this statistic or defying the odds and coming out on top. So, how do you go about building a world-class project team that can take your project and company to new heights? Here are our top tips:

1. Determine your deliverables

First things first, you need to scope out your project objectives and deliverables. This will guide everything you do, especially when it comes to your project hiring plan. Determine what you’re planning to achieve with your project and the resources you’ll need in terms of funding, tools, time, and most importantly, people, Consider the project professionals you want to bring on board and the competencies you need in your project team to achieve success.

2. Scope out the skills you need

If it’s a tech project, are you in search of project practitioners with AI and data skillsets, or if it’s a Marketing program of work, is it team members with graphic design and automation competencies? Consider what’s essential to your project and build a sourcing strategy around this.

While technical skills and certifications are essential, if you want to build a world-class team, there are attributes beyond the day-to-day technical know-how that you should also look out for. In other words, those people with the right attitude, charisma, and influence. Look for a mix of technical skills and strong interpersonal skills (think – stakeholder management and emotional intelligence) when sourcing, to ensure you have the right people on board to achieve project success.

3. Plan your people strategy

So, you’ve determined the skills you need in your team for your project to be successful. Now it’s time to develop your sourcing strategy. Consider the type of talent you need and where you’ll find top candidates. If your project is short-term, you may consider engaging contractors for a set time period, however, if it’s longer-term, permanent employees may be your best bet.

Uncover more about contract and permanent hiring options here to determine which option best suits your team.

4. Consider how you’ll source top talent

Once you’ve determined the people you need, it’s time to plan how you’ll source them. Will you post job ads online, rely on referrals, or use a dedicated recruiter? Or maybe headhunting is more your speed. Consider your in-house capabilities, and then determine if you’re equipped to do the heavy-lifting or if recruitment outsourcing is the better option.

However, before going out to market, you’ll first want to consider your Employee Value Proposition and build a strong employer brand that will attract people to work with you. For that reason, it’s important to…

5. Deliver on what project professionals want

If you want to source the best project professionals for your team, it’s a good idea to deliver on what they’re seeking and promote this throughout the entire recruitment process – from job ad through to interview. Project professionals are looking to work on projects that matter and are seeking opportunities for growth. A 2023 Talent survey of over 500 tech professionals highlighted that the opportunity for exciting and meaningful work matters to 85% of respondents, alongside the opportunity for career progression and development, which matters to almost half (48%) of respondents when looking for a job. They are also searching for flexibility, a positive company culture, and an organisation with a strong ESG commitment, when looking for their next project role. Offer this and promote it in your dedicated careers hub, job ads, when speaking to candidates, and via your socials, and you’ll have a better chance of attracting – and retaining – the best.

Once you’ve got this down-pat and have determined how you’ll source project candidates, it’s then important to have a speedy recruitment process where you…

6. Act agile

Top project professionals may have multiple job offers on the table, so if you want to bring the best on board, you need to act fast. A quick recruitment process – from interview through to offer – can ensure you’re not missing out on top talent, and will help you fast-track your project to success by having the right professionals in your team.

Uncover more recruitment tips and market insights to help you build a successful project team, in our Project Services Hiring Market Snapshot.

7. Sprint to project success

Hiring is no easy task, and with hundreds of considerations on your mind when it comes to running a project, sourcing talent for your project team can take up a lot of time and headspace. Use a dedicated recruiter to take one task off your plate, and get time back to focus on what you do best – delivering a world-class project.

At Talent, as a Platinum partner to the Project Management Institute (and the only recruitment partner), we understand what it takes to successfully deliver a project. Working with more than 11,000 project professionals around the world, and a global network of clients spanning across all industries, as well as placing over 1,000 PMs in new roles per year, we’re fluent in project management. Let us help you sprint to the finish line when it comes to hiring, by finding and placing top tier talent at speed. Ready to get started? Get in touch.

As the hiring market shifts and the scales of power continue to tip between employers and candidates, it’s important to remain on your A-game as a jobseeker. If you want to get ahead in the current market and build your dream career in tech, transformation or beyond in 2024, here’s what you should consider:

1. Keep your skills fresh

As technology continues to evolve, it’s important to keep your skills up to date. Skilling up in in-demand competencies such as AI, cybersecurity, data analysis, cloud computing, and software development will hold you in good stead for the next 12 months. Talent Melbourne Managing Director, Simon Yeung notes that over 2024, “There will be a massive focus on network security, cyber, cloud security and data. The pressure to protect sensitive data and systems against evolving threats will persist, and demand for skilled professionals in cloud computing, data science, and software development should increase as businesses prioritise digital transformation.” In the US, it’s a similar story with Talent North America CEO, Colin Etheridge sharing that “Cloud Security and Data Analytics opportunities have seen high demand over the past year, and are two of the most in-demand skills.”

2. Be flex on flex work

The working landscape is shifting, so it’s important to be flexible on your expectations when it comes to flex work. Many companies, particularly across Australia and New Zealand, are increasingly seeking that team members spend the majority of their week in the office. So, to avoid limiting your opportunities, see if you can come to a happy medium with prospective employers. Saqib Zia, Talent Sydney Candidate Manager notes that “flexibility may not always equate to work from home days, but instead, can be negotiated and shown through different arrangements.” If flexibility can’t be provided by way of more remote work options, it could be presented in different ways to meet your needs, for example, compressed work weeks, amended start and end times, flexible hours, or time in lieu.

Uncover more about the latest in flexible work in our blog, Behind the headlines: What’s really happening with flexibility.

3. Tailor your resume

Where employers were more open to hiring candidates who weren’t an exact match for a role during the candidate-short market of the past few years, they are now in search of candidates who meet more of their requirements. Talent Sydney Managing Director, Matthew Munson notes that “companies are becoming fussier, with an expectation of an 80%-90% match to the job profile, whereas throughout the COVID period, candidates with a 60%-70% match were being hired.” Consider tailoring your CV to the role you’re applying for and highlighting transferrable skills to demonstrate how good of a match you are for the position.

4. Re-assess your salary expectations

Across a number of job families, especially Project Services, salaries are stabilising and seeing decreases. Talent Auckland Delivery Lead, Stefanie Mortimer, observes that “salaries have levelled out we are not seeing the steep incline we had been seeing in the prior year. We’re seeing companies standing firmer on their budgets and certain groups of candidates being more flexible on their expectations, particularly within Project Services.” As a result, you may need to adjust your salary expectations to align with the market and what employers are offering. With employers increasingly bound by tighter budgets and looking to cut costs, as well as more candidates on the market due to recent tech layoffs, many of the salaries that were on offer across the 2021-22 market boom are no longer being provided. Talent Wellington Managing Director, Nik-King Turner, notes that price could be the determining factor in being selected for a role “if organisations have two candidates that they can’t pick between, they will pick the best priced candidate.”

With that being said, professionals with in-demand skillsets, think – cybersecurity, AI, and data – have been able to continue attracting those higher salaries. Matthew Munson observes that while “we have seen the cooling of salaries across many job families, hard to find niche talent will always test the top end of what the market has to offer.”

5. Consider what’s important to you

If an employer can’t offer you the salary you’re after, consider what else they can bring to the table in terms of share schemes, flexibility, progression opportunities, and benefits. Matthew Munson notes that “with more candidates competing for jobs, the advice to candidates is to be flexible and think holistically around what matters most when considering an opportunity.”

6. See what’s on offer

If you’re considering a new role, uncover opportunities in tech, transformation and beyond that are best suited to you. Search our jobs board to find your dream role.

What are jobseekers’ deal-makers and deal-breakers when it comes to work? We’ve dived into the numbers to uncover what you should offer to not only attract but also retain the best. Let’s get into it:

1. Flexibility

The most important thing that jobseekers are searching for from a role is flexibility. A Talent poll revealed that flexibility is the most important thing candidates are seeking, even beating out salary. Flexible work is so important that another survey revealed that 45% of employees would be willing to take a pay cut in exchange for remote work. With flex work a non-negotiable, ensure this is on the table if you want to secure top talent.

Don’t forget, flex work isn’t just about working from home. It can be provided in the way of compressed work weeks, job sharing, flexible start and end times and a whole heap more. Talent People & Culture Lead, Georgia Townsend comments “It’s not as simple as flexible working or not flexible working—the debate is constantly evolving far beyond a yes or no question. What we’ve found is the best way to get the most out of everyone and to keep our culture alive, is to truly understand what drives our people. The magic answer is that not one size fits all.” Uncover the latest in the flex work landscape in our blog “Behind the headlines: What’s really happening with flexibility”.

2. A competitive salary

Money matters to jobseekers, however, expectations vary across the globe when it comes to the cash. In the US, the tech market is full of opportunity, seeing strong competition and high salaries for skilled tech professionals. Across Australia and New Zealand, however, salary expectations are shifting as the market changes. Where candidates were demanding significant rates during 2021-22, the market is starting to stabilise, and rates are beginning to correct themselves – largely due to recent layoffs and a slow in hiring. As a result, Taliya Lukeman, Talent Adelaide recruitment expert notes that, “Candidates are much more open to seriously negotiating their salaries because they can see how tough the market is post-COVID.”

Discover more about salary expectations in our More Than Money Salary Guide 2024.

3. Opportunities for progression

Candidates are seeking to work on projects that matter and are looking for opportunities for growth – so much so that it could be a determining factor when it comes to the roles they accept. A Talent survey of over 500 tech professionals revealed that the opportunity for exciting and meaningful work matters to 85% of respondents, alongside the opportunity for career progression and development, which matters most to almost half (48%) of respondents when looking for a job. Talent Adelaide recruitment expert, Taliya Lukeman, observes that when sourcing candidates “There are more questions around progression and what that looks like for a candidate. We are finding that employers who have a clear roadmap in place for providing professional development for new hires are securing great talent. Longevity and variety are at the forefront of candidates’ minds when deciding on new work.” Ensure you’re offering your people an opportunity to engage in valuable work that will progress their career, and make sure their advancement journey is visible from the get-go, so they know that there is a future with your organisation.

4. A positive company culture

Candidates are seeking out a positive culture in the companies they decide to work for. A Talent survey revealed that a positive company culture matters most to 76% of tech candidates when looking for a job. Ensuring that you are creating a positive workspace, listening to your team members, and nurturing your people can go a long way in attracting and retaining top talent. However, this isn’t something that should only be reserved for your permanent employees. Your contingent workforce is also seeking out a positive working culture and connection with your permanent teams. Ensure you’re delivering on this and you’ll have a leg up in attracting and retaining the best. Talent People & Culture Advisor, Brandon De Souza, shares that “company culture is incredibly important as it has such a widespread impact on a business, studies show that a strong culture leads to higher retention rates and improved business performance. It should be built on strong foundations and is the responsibility of everyone, not just one team. Having a company that is built on transparency, trust and diversity is a solid start for any business.”

5. A DEIB commitment

A Deloitte survey of 1,300 full-time employees found that 80% of respondents see inclusion as an important factor when choosing a new employer. If you’re seeking to attract top candidates and keep them on board, DEIB should be on your priority list. A diverse working culture also statistically increases job satisfaction for employees, and improves levels of trust. The happier your people are, the more likely they’ll stay – helping solidify your teams and increase staff retention.

Deliver on these candidate expectations and you’ll be one step closer to attracting high-performing talent – and keeping them by you for the long haul.

So, are you ready to start building world-class teams? We can help. At Talent, we’ve placed thousands of professionals across almost every sector to the world’s leading companies. Get in touch to see how we can help you source the best of the best, helping you take your company to new heights.

With different generations currently in the workforce, it’s not just age that sets these groups apart. Beyond salary, what does each group expect from their employer? From Gen Z to Boomers, we dive into what each generation is seeking from a role. Let’s get into it:

Gen Z (born 1997-2012)

Gen Z are the most recent generation to enter the workforce. Having grown up in the digital age, Gen Z are digital natives and are seeking a technologically-integrated workplace, with 80% wanting to work with cutting-edge technology. Flexibility is also a key expectation of this group, with 40% of Gen Zs considering flexible workdays a determining factor when considering whether to accept a job. Social activism, increased environmental awareness, and a commitment to inclusion are also hallmarks of this group, with DEIB and environmental sustainability being key considerations for Gen Zs when weighing up employers. One survey found that 83% of Gen Z jobseekers consider a company’s DEIB commitment before accepting a role, while a Talent survey revealed that a company’s commitment to environmental sustainability impacts 71% of Gen Z candidates’ decision to accept a job. Progression and development is also highly sought after by this group, with Gen Z expecting employers to provide continuous learning and professional development opportunities.

TLDR; What this generations wants:

• A technologically-integrated workplace
• Flexible work options
• A company DEIB & ESG commitment
• Learning & development opportunities

Millennials (born 1981-1996)

Experiencing the advent of the internet and social media, millennials grew up in a time of growing awareness of global issues, thus seeing them prioritise social justice in both a work and social context. According to a Talent survey, 75% of millennials cite DEIB as a top business priority. Millennials also highly value flexibility – 75% who are presently in hybrid or remote roles would consider looking for a new role if their employer asked them to work in office full time. Unlike the generations before them, millennials are more likely to job-hop – 21% of millennials have changed jobs within the past year, over three times the amount of non-millennials who have done the same. To keep them on board, ensuring candidate expectations are met is key.

Millennials are also becoming parents, which is creating a significant shift towards gender equality. Both mothers and fathers have strong expectations to be supported by employers, not just in terms of parental leave support but also accommodating return-to-work arrangements. Millennial fathers are taking advantage of parental leave arrangements more than ever before. For millennial women who have come through their careers watching Gen X mothers work hard to secure flexible arrangements, flexibility is no longer considered a perk or privilege – it’s a minimum expectation.

TLDR; What this generations wants:

• A company DEIB & ESG commitment
• Flexible work options
• Paid parental leave and support when returning to work

Gen X (born 1965-1980)

Gen X grew up during a transformative era, seeing the end of the Cold War, alongside technological and societal shifts. In the workforce, Gen X are noted to be self-sufficient and results-oriented. Career stability is highly important to this generation, with one survey noting that 35% of Gen X values job security the most in the workplace. Alongside stability, meaningful work is also highly valued by this group, as revealed in a McKinsey study. Work-life balance is also a key expectation of 86% of employees in this generation, with an EY survey revealing that 29% of Gen X who are considering leaving their job in the next year would be enticed to stay if they were offered hybrid/work from home arrangements. Wellbeing initiatives are also important, with 78% of Gen X employees considering wellness programs and benefits as “must-haves”.

TLDR; What this generations wants:

• Job security
• Meaningful work
• Work-life balance
• Flexible work options
• Wellbeing programs

Boomers (born 1946-64)

The Baby Boomer generation is often characterised by a strong work ethic and loyalty to employers. They value job security and stability, with 42% citing job security as the most important aspect of work. This generation values loyalty and a long-term commitment to their employers, with over 40% of US baby boomers remaining with their employer for over 20 years, and 18% for more than 30 years. Meaningful work, learning and development, and mentorship opportunities  are also key to this group, with McKinsey research highlighting that Baby Boomers value meaningful work almost as much as compensation. A Deloitte study also found  that Baby Boomers are looking to share their knowledge through mentorship. Alongside these opportunities, health and wellbeing benefits are also valued, with 79% of Baby Boomers considering wellness programs as essential from employers.

TLDR; What this generations wants:

• Meaningful work
• Learning & development opportunities
• Mentorship opportunities
• Health and wellbeing benefits and programs

Ready to find the talent of a generation?

It’s no easy feat to attract and retain top talent, but with knowledge of what each generation wants, you’ll have a leg up when it comes to sourcing candidates of all ages.

We can also help. Get in touch to uncover how we can source the best of the best for your teams in tech, transformation, and beyond.