The pandemic didn’t just change where we work, it shifted how we think about work altogether. Dining tables and spare bedrooms became our offices, Gen Z entered the workforce with fresh expectations, and a booming tech market sent salaries soaring. With remote work removing geographic barriers, job-hopping became more common and, in some circles, more accepted. But as employees embraced flexibility and opportunity, employers started to question the growing trend of short tenures. For some, it’s a sign of agility and ambition. For others, it’s a red flag.

To unpack both sides of the debate, we sat down with some of our recruitment experts to hear their take: Is short tenure a problem or simply the new normal?

Short tenure isn’t a bad thing

Georgia Townsend, a Candidate Manager at Talent who has worked with tech and digital candidates, argues that short tenure isn’t necessarily a red flag especially in today’s evolving workforce. She sees career movement as a strategic way for candidates, particularly younger generations, to accelerate growth.

“There are real advantages to moving roles more frequently,” Georgia says. “For candidates, short tenure can mean faster career progression, better pay, and broader exposure across industries and tech stacks.” She explains that staying too long in one company can sometimes slow down advancement, especially in fields like data and AI where hands-on experience with emerging tools is critical and often only gained through diverse, fast-paced environments.

Georgia also points out that the rise of remote and hybrid work has reshaped how people engage with companies. “Gen Z, for instance, entered the workforce just before or during COVID. Many haven’t had the chance to build strong in-person connections or feel a strong sense of loyalty to one employer,” she explains. “If companies haven’t nailed the ‘stickiness’ of culture in remote settings, you can’t blame young talent for moving on.” According to Yahoo Finance, Gen Z workers typically stay in a job for approximately 2 years and 3 months which is shorter than Millennials and significantly less than Gen X and Baby Boomers.

She believes employers need to consider the context. “Short stints shouldn’t be immediately disqualifying. Was it a toxic environment? A mismatch of values? A candidate with a few short roles but strong reasons and good reflection can still bring a lot of value.”

Georgia also highlights that short tenure can offer breadth of experience that longer stints might not. “Someone who’s worked in multiple environments might not have depth in one area, but they’ll have seen different ways of working and bring a broader toolkit to the table.”

Long tenure is best

Dylan Cohen, Director – Microsoft & Cloud Solutions, at Talent New York, who has been in the recruitment industry for nearly a decade, takes a more traditional stance, especially from the perspective of clients making long-term hiring decisions. As a recruiter who often works with consulting firms and high-stakes placements, he believes short tenure can – and often should – raise red flags.

“When I see four jobs in six years, I pause,” Dylan says. “Clients pay us a premium to find stable, long-term hires. They’re not going to shell out thousands in fees for someone who looks likely to leave in 12 months.”

He acknowledges that in early careers, especially post-COVID, some movement is expected. But past a certain point, he argues, repeated short stints can indicate a lack of depth. “A candidate may have breadth, but if they’ve never stayed long enough to see a project through or take on leadership responsibilities, it’s hard to judge their impact.”

Dylan also points out the salary inflation that short tenure can drive. “Candidates who hop around often demand more money with each move, but they’re not always bringing the seniority or experience to match. Some clients just won’t pay someone $130K because they had two short gigs – they want to see consistency and growth.”

Ultimately, short tenure should always come with an explanation. “COVID and economic disruptions are valid reasons. But if it’s a consistent pattern without context, it’s risky – for us as recruiters, and for our clients.”

Does location matter?

Dylan argues that whether short tenure is a red flag depends significantly on regional and industry contexts. He explains that in areas with more job opportunities, such as New York, short tenure may not be as concerning because of the fast-paced, high-risk, high-reward environment. “In places like New York, if someone has moved between companies every two to three years, it’s not that uncommon because the volume of opportunity is so high,” Dylan notes.

He believes the industry also plays a crucial role. For example, in sectors like sales, moving every 12 to 18 months is a red flag, but in software engineering, where projects may last several years, shorter stints may be more acceptable. Dylan also points out that the ability to explain why someone left a job can make a significant difference. “If someone can explain that they left because they outgrew the role or the company wasn’t able to provide new challenges, it helps.”

Georgia emphasizes that geographic location can influence how short tenure is viewed. For instance, in other markets, three years may seem like a relatively short tenure because of the slower pace of local industries. However, in cities with more dynamic job markets, such as New York or London, shorter tenures may be more acceptable. “In places like New York, three years in a role might be the norm before a person moves on for better opportunities,” Georgia explains. “In other markets, though, it could be more of a six-year game.”

She suggests that employers in regions with fewer job opportunities may be more inclined to view candidates with shorter tenures as flight risks, whereas in global hubs with constant industry shifts, the perspective on tenure might be different. Additionally, she highlights that even within a region, industries like mining, where growth is slower but more structured, may not align with candidates who are used to more fast-paced work environments.

Dylan’s final thoughts:
“I think the key takeaway here is that the answer depends on the industry and region. In my market, for example, I’d love a candidate with three jobs over 10 years who can speak specifically about migration projects. However, in other markets, that might not work. Long tenure typically signals loyalty, commitment, and the ability to see a project through, but it doesn’t always equate to experience across different job functions. Someone with long tenure in an end-user role might not be suitable for consulting clients because they’ve only seen one way of doing things. So, longer tenure is often better, but not always. It’s important to remember that more tenure doesn’t necessarily mean more diverse experience.”

Georgia’s final thoughts:
“The real debate comes down to what clients want out of a role. For example, in a complete transformation, you wouldn’t hire someone who’s been at one company for seven years, because they’ve only seen things done one way. That’s where someone with three jobs in six years might be favored. I agree that less than 12 months in a role is a red flag, and having multiple stints under 12 months is also concerning. But in rapidly changing industries like data, AI, or coding, the shorter learning curves and evolving technology challenge traditional thinking about tenure.”

Building a diverse workforce isn’t about ticking boxes or hitting targets—it’s about bringing together the best mix of people to make your business stronger, smarter, and more successful. Here are six top tips to help you create a hiring strategy that’s diverse, inclusive and, ultimately, effective.

1. Consider ditching the degree: Open up your entry points

Rigid entry requirements can be a diversity killer. Companies are waking up to the idea that you shouldn’t be so picky about where people have studied. But can you take this further and open your organisation to some incredible talent you would’ve otherwise missed? As one example, consider rethinking your grad program(s) and instead explore bringing on apprentices, trainees, and interns. You don’t have to reinvent the whole scheme from scratch, but consider opening up new avenues through which high potential young people with skills and enthusiasm can join.

2. Design work to fit a diverse workforce

Creating a more diverse workforce starts with how you design jobs. We’ve seen examples where a traditional demanding and multi-faceted role was split into two distinct ones, so that people with different needs, wants, and circumstances—like caregivers—had more chance of finding a job they’d love within the company.

Take a look at your job descriptions and the way you currently dictate how work gets done. Are you rigid or adaptable? And why is it that way? Offering part-time roles, condensed hours, job shares, or different shift patterns could help you attract talent that might have otherwise not even bothered applying.

3. Kick out the bias in your hiring process

We get it. This is easier said than done, but there’s a great return on investment. If the challenge of removing bias seems daunting, start by breaking it down into two categories: the things talent acquisition can control, and the things that are reliant on the rest of the business.

Talent acquisition is in control of removing jargon or gendered language from job ads and job descriptions. Look at the questions you’re asking and methods you’re using to screen, interview and assess candidates—are you assessing them fairly?

Then, of course, the biggest decision-maker in the hiring process is the hiring manager. They are the critical fork in the road on the diverse hiring journey. So, make sure they’re well-trained (and continually coached!) to spot and stop any sneaky biases—conscious or unconscious—from creeping in.

4. Tie DEI efforts to business goals

Diversity initiatives that are seen as “nice-to-haves” never get far. The best DEI efforts solve a business problem. If you don’t know the problem you’re ultimately trying to solve, go back and find out. And, no, “not enough female technology professionals” likely isn’t the problem. But, “we’re losing market share because a lack of intellectual diversity in our teams is holding back our ability to solve critical customer problems” might just be.

Flexing your commercial muscle might be new to some People and Talent leaders or it might seem unnecessary in the face of such a strong moral and ethical argument. But especially when economic times are tough or uncertain, doing the “right” thing, might start to mean different things to different people. You need to demonstrate that the “right”—as in, the fair, equitable, inclusive, and morally sound thing—is also the right thing in a financial sense.

If you want your DEI work to stick, make sure it’s solving a real business challenge. When it’s tied to the bottom line, it’s much more likely to get the backing it needs.

5. Get personal with your hiring campaigns

Trying to attract a diverse talent pool with generic ads? Unlikely. But you can crack the code by spotlighting a few of your employees in recruitment campaigns—the ones who represent the audience you’re aiming to connect with. Invest in tailoring the language and visuals used and places you advertise to ensure you’re being seen and heard by specific communities of candidates.

The key to a persona-based recruitment marketing approach is to use authentic, relatable stories that make people feel like they can belong in your team.

6. When it comes to benefits, one size doesn’t fit all

Perks and benefits should be as diverse as your candidate pool. To start with, if you’re not offering flexibility in how, when, or where work gets done, you’re probably shutting out some great candidates. Look at your benefits package, too—does it appeal to different family setups, cultures, or lifestyles?

Flexible work, different leave types for caregivers, or culturally inclusive holidays are initiatives used to good effect. If diverse candidates keep dropping out of the process, it might be time to tweak what you’re offering.

Conclusion

We could’ve called this article “6 top tips to be a better business”. Because, arguably, that’s what this is about. Diverse hiring isn’t about keeping HR happy—it’s about building a better, more competitive company. If you want to attract the best and brightest, you’ve got to rethink the way you hire. Be open, be flexible, cut the fuss, and make sure you’re solving real business problems.

If you’d like more information on how to design and implement practical diverse hiring strategies in your company, please get in touch with our team at Solve or click here for more information about the ways in which Solve can guide you and your teams toward a world-class TA function.

Salaries across the board are steadying out as the hiring market continues to favour employers as revealed in Talent’s ‘More Than Money Salary Guide 2025’ which was released today. Tech and digital salaries continue to steady out but remain strong for key skillsets such as cybersecurity and AI. The report features key salaries, roles and skills that are in demand for the Australian market. Please find the report HERE.

The report features salaries and contract rates for key tech positions in 2025, the most in-demand tech skills for 2025, market insights from Talent’s Managing Director team and experienced recruiters, as well as hiring trends and predictions across the regions in which Talent operates across ANZ and the US. Further insights include the representation of women within the tech and IT sector.

Key findings include:

• Cyber Security and Data experts remain to be high in demand across ANZ, with salaries continuing to sneak upwards but there have been no significant increases across the board.
• Contract rates have mainly decreased, as companies move away from contract hiring and are prioritising FT and permanent.
• According to Talent data of over 1,900 workers, when asked for their preference in working models, a majority of 49% stated they preferred fully remote work, closely followed by 45% who preferred a hybrid model.
• A Talent poll of over 800 permanent workers revealed a significant 54% are open to making the switch to contracting in 2025 and two-thirds of those open to contracting (66%) are currently actively looking for a contract role. The makeup of Australia’s workforce is shifting, with 7.5% of Australians working as independent contractors.
• With L&D opportunities coming in many forms for different businesses, a Talent survey discovered that Conferences & Workshops are highly valued (37%), followed by In-House Training Programs (28%). Online Learning Subscriptions came in third at 20%, lastly followed by Tuition Reimbursement at only 15%.

Demand remains high for the following skills:

1. Artificial Intelligence
2. Cybersecurity
3. Data Analysis
4. Cloud Architecture
5. Microsoft Systems

Top salaries* for 2025 vs 2024 are as follows:

2025:

1. Enterprise Architect – $231k
2. Big Data Architect – $220k
3. Program Manager – $210k
4. Cloud Architect – $209k
5. Engineering Manager – $208k
6. SOC Manager – $205k
7. Cybersecurity Manager – $202k
8. Applications Solution Architect – $200k
9. Cybersecurity Architect – $200k
10. Technical Salesforce Architect – $200k

2024:

1. Enterprise Architect – $234k
2. Cybersecurity Architect – $222k
3. Cloud Architect – $212k
4. Programme Manager – $210k
5. SOC Manager – $205k
6. Cybersecurity Manager – $202k
7. Business Intelligence Architect – $195k
8. Infrastructure Architect – $190k
9. Solutions Architect – $189k
10. Senior Data Scientist – $186k

*Excluding C-Suite roles. Permanent salaries are exclusive of superannuation.

Matthew Munson, Talent Managing Director NSW, weighed in, “We anticipate that the market will start to pick up again. Looking at top skills right now, cybersecurity is in high demand. As Australia is a wealthy country and a fast adopter of new technologies, it’s an attractive target for cyber criminals. The government wants Australia to be “a world leader” in cybersecurity by 2030. State government agencies will have to scale up to address (and get in front of), an increase in frequency and complexity of attacks, and as such, cybersecurity will be an area to watch out for over the next few years.”

Simon Yeung, Talent Managing Director VIC, said, “The IT hiring market for 2025 will improve on 2024, which slumped mid-year and has been increasing since then. Many enterprise and mid-large organisations will pursue programs to achieve a data governance maturity uplift, as high-quality high-volume data is increasingly a competitive advantage. Cybersecurity challenges will increase as organisations face increased attacks that are partly AI-driven, while they balance increased demand for IT resources for AI and data.”

* Figures are based on data provided to Talent from our clients, with additional sources cited.

Artificial Intelligence (AI) is revolutionising the automation and software development landscape with advanced tools like GPT-4 now capable of generating code and offering solutions to intricate problems. All of which prompts the question: Is the role of automation experts becoming obsolete? Declan Cavanagh, Technical Consultant for AI at Avec, shares his insights.

The strengths of AI in automation

AI’s capabilities in automation are truly impressive, and this Microsoft 365 Life Hacks article highlights how AI is significantly accelerating coding and problem-solving by automating repetitive tasks and streamlining workflows. For instance, AI tools can generate boilerplate code, perform basic debugging, and offer recommendations for improving efficiency. Declan shares, “In my own work, AI tools like GPT-4 achieve success about 80% of the time, allowing my team and our clients to accomplish more in less time and focus on higher-value tasks. This productivity boost is one of the most significant advantages of incorporating AI into automation workflows.”

However, even with this seemingly impressive 80% success rate, the remaining 20% highlights a critical limitation. According to Declan, “AI tools struggle with nuanced or ambiguous tasks. They are only as good as their training data and algorithms, which means they often fail to adapt to unique or complex requirements. While AI can handle routine problems with remarkable efficiency, it lacks the contextual understanding and creativity needed for bespoke solutions.”

The myth of ‘AI as a replacement’

The idea that AI will entirely replace programmers and automation experts is not a new one. Supporters of this perspective frequently highlight AI’s capability to write code, yet they often neglect the complexities inherent in software development. Writing code is just one aspect of a broader process that encompasses design, deployment, debugging, and long-term maintenance. As Declan points out, “Clients often underestimate these complexities, assuming that AI tools can manage an entire project autonomously. While GPT-4 can draft a functional application, it cannot deploy the solution, ensure compatibility with existing systems, or maintain the software as requirements evolve. Moreover, AI-generated solutions may appear correct but often falter under real-world conditions where integration and scalability are crucial.”

The case for human expertise

Working with human experts ensures the success of automation projects where AI alone might falter. BP-3 highlights that automation experts play a pivotal role in navigating complex systems, identifying misaligned processes, and ensuring that solutions are scalable and adaptable. AI tools lack the capability to comprehend the broader organisational context or effectively address edge cases.

Human experts also bring creativity and judgement to the table. As Declan notes, “When AI-generated solutions fall short, experts can evaluate alternative approaches, customise solutions to meet unique needs, and ensure that ethical and business considerations are integrated into the process. These tasks require a level of critical thinking and domain expertise that AI cannot replicate.”

The collaborative future of AI and experts

Rather than replacing automation experts, AI tools should be seen as co-pilots. By handling routine tasks, AI allows experts to focus on higher-level challenges, such as strategic decision-making, system architecture, and user experience, creating a collaborative future where productivity and innovation thrive. According to Declan, “Clients who believe they can bypass experts entirely often learn the hard way. While tools like GPT-4 are powerful, they are not substitutes for nuanced skills required to implement and maintain robust applications. Automation experts bridge the gap between AI-generated outputs and real-world solutions, ensuring that projects meet business goals and long-term requirements.”

So, where does Avec come in?

Avec is a specialist IT project delivery company under Talent, providing technology agnostic implementation solutions across Australia and New Zealand. Combining decades of project management experience, Avec helps clients across all industries achieve their business objectives by delivering IT projects with precision and an unwavering commitment to delivery to make life easier for our clients through Automation, Architecture, Business Analysis, Data, PMO, Testing and beyond.

While AI is a transformative force in the world of automation, it cannot replace the expertise of human professionals. Tools like GPT-4 can achieve impressive results, but their limitations become apparent in complex or context-dependent situations. Automation experts provide the critical thinking, creativity, and strategic oversight necessary to ensure that AI solutions are seamlessly integrated and effectively maintained. Reach out to the Avec team today to learn more about how AI and automation solutions can propel your projects.

If you’re a jobseeker looking for your next exciting role in automation, head to our jobs board. Or if you’re a hiring manager looking to build a team of skilled tech experts, learn more about our services here or which industries we’ve helped before here.

Don’t Settle for Less: Elevate your Hiring Strategy with Talent as your IT Employment Agency of Choice

When it comes to selecting the best tech talent to join your organisation, you need IT experts that can bring your hiring strategy to the next level. Using Talent as an IT employment agency brings together global experts in tech, transformation, and beyond. With over 25 years of experience and a people-first approach, we’re committed to creating the most rewarding experiences for candidates, clients, and company culture. By leveraging Talent’s combined years of tech expertise, you can ensure that your hiring strategy is supported by professionals who are dedicated to building a better world of work for all.

We’re not just an IT employment agency – we’re a global team of specialist recruiters, equipped with in-depth market insights, providing a streamlined hiring process to our global reach of clients. 

IT employment agency specialists at your service

With over 25 years of industry and recruitment experience, Talent has established itself as a leading IT employment agency. Our team of IT employment specialists spans across various industries, including cybersecurity, government affairs, to Microsoft and cloud technologies. 

Talent’s team is dedicated to understanding your organisation’s needs and streamlining the hiring process. Our commitment is evident in our approach, highlighted by Georgia Hynes, Senior Recruitment Consultant at our Talent office in Wellington. She explains,  “Each week everyone on our team spends at least 15 hours sitting in front of government leaders, business owners, or senior hiring managers. The knowledge we gain from these meetings makes us some of the most qualified people in the market!”

Talent takes pride in providing exceptional support to our contractors, going above and beyond to match them with the right roles that truly resonate with their expertise. As expressed by Roopesh Golluru, an IT Project Manager at Hewlett Packard Enterprise, “I am incredibly grateful for the outstanding support I’ve received from the team at Talent. Their expertise in matching me with suitable project management roles is exceptional. Throughout the process, they demonstrated a deep understanding of my skills and career goals. Thanks to their efforts, I have always secured roles that align perfectly with my profile. Talent International’s commitment to excellence is evident through their dedicated team. I highly recommend their services to anyone seeking professional and personalised recruitment assistance.”

Our specialised approach is designed to power projects and drive business success. See what a specialised recruitment approach will bring you in our latest blog which dives into our industry expertise and how we can power your projects.

Mapping the market how we do it best

         It’s no secret that the future of the IT industry, and tech as a whole, is constantly changing. That’s why you need an ear to the ground on all the hiring happenings. Here at Talent, we have tenured specialist IT recruiters that know the ins and outs of all things tech. Whether it’s digital transformation, cloud migrations, or IT implementation projects, we have the recruiters and the candidates to power your teams. Their expertise, combined with our extensive candidate network allows us to be the go-to resource for building and powering high-performing teams.

“We want to ensure we bring value to our clients and candidates, and by sharing market insights that are not only useful, but industry-specific, empowers organisations to stay one step ahead of the game.” – Georgia Hynes, Senior Recruitment Consultant, Talent Wellington, New Zealand

Our dedication to sharing valuable market insights and IT industry knowledge makes us more than an IT employment agency – it creates a strategic partnership to power clients towards growth and innovation. From industry-specific whitepapers, to in depth salary guides, Talent provides the insights to keep our clients in the know so they can make the best hiring decisions for their business. 

For more detailed insights into the hiring market and technology jobs trends, you can explore our 2024 More than Money Salary Guide. 

Taking care of business

Having Talent as your IT employment agency of choice ultimately benefits both employers and employees. Talent’s team of specialised IT recruiters will take care of your hiring strategy while you focus on the important things to run your business. Whether it’s interview preparation, onboarding processes, to contractor care, Talent can manage all the various hiring headaches that keep you from day-to-day tasks. 

Our world class contractor care services also provide exceptional opportunities for current and past candidates. In Australia and New Zealand, Talent’s ENGAGE platform offers a different approach to the contractor experience. It combines all the practical requirements of being a contractor with access to a unique and exclusive wellbeing and benefits program. For employers, it’s an easy and convenient tool for managing your contractors including paperless contract management and seamless timesheet approval. 

Contractor care is at the forefront of what we do. “Our dedication to candidate care led to the invention of Contractor Care Manager roles who are there to ensure our contractors feel like they’re part of a family,” says Georgia. “They’re invited to Talent events,  and generally just well looked after, ensuring we know when we need to get their current contracts extended or line up another placement elsewhere!”

When it comes to candidate care, we want our contractors to feel like an extension of our team. From interview prepping, onboarding experience, through to weekly payroll and benefits, we’ll handle all things contractor care so you can focus on business-critical projects. 

“Over the years, Talent has been a great partner when it comes to finding the most qualified candidates in the market. Their expertise within the IT space has been very beneficial to us and we have been able to place amazing candidates sourced by Talent. The work that we do with Talent is both for full-time and contract roles, and we are always satisfied with the qualified and experienced candidates they present. The Talent team is friendly, open to discussion, and quick on their response. When working with Talent, we don’t need to worry about following up because we know that everything is being taken care of by them!” – Aurora Valiente, Global Talent Acquisition Manager, Accelalpha, United States

A global reach that goes beyond

         With a global company comes our global network of qualified candidates, connecting professionals from various locations and industries. Talent’s extensive network empowers us to access a diverse pool of talented individuals who can drive projects and deliver results.

“In New Zealand, Australia and the US, our branches have a #OneTeam philosophy, meaning that we like to think outside the box and come up with solutions together for our clients recruitment problems,” Georgia shares. 

“We don’t just ask about their hiring plans or their vision. We want to know their ‘why’. We then head back into the market to find capable people who want to contribute to that client’s ‘why’.” – Georgia Hynes, Senior Recruitment Consultant, Talent Wellington New Zealand

As Georgia puts it, this is the start of building strong, high-performing teams that help organisations thrive. Our approach to recruitment is not about filling vacancies – it’s about creating powerful teams that are aligned with our clients’ vision and goals. 

Our global network of candidates is a direct reflection of the better world of work we’re on a mission to build. Having this network goes beyond placing candidates in the right roles; it means taking the extra step to ensure they’re thriving in their roles. 

“I have never before had an agency follow up with me about how I am going, if everything is OK and care about whether I have submitted a time sheet or not.” Mechan Rapp, SAP Functional Expert at QLD Health shares while being on contract with Talent. “It’s a personal touch that is different and appreciated as it’s nice to know that there is an element of care and the engagement is not just about making a margin on my rate.”

Building a better world of work

Building a better world of work is at the core of Talent’s mission. We strive to create genuine value for both individuals and organisations to foster an environment where both candidates and clients thrive. At Talent, we’re dedicated to empowering people to shape an inclusive world of work. 

Adeline Le Bris, our Senior Recruitment Consultant in New Zealand, shares the unique approach that sets Talent apart from other IT employment agencies. 

“Talent is not like any other agency I know. I have been blown away since day one on how they care for their people. From my experience onboarding and the warm welcome to all the meaningful benefits that show they value me as a person. This means I can bring the best of myself to work everyday.” – Adeline Le Bris, Senior Recruitment Consultant, Talent Wellington New Zealand

At Talent, we believe that by prioritising the well-being of our people, we’re not only enhancing the workplace, but also creating positive change in the world of work, for everyone. Our commitment is reflected in the global network that we’ve grown, the specialist support we provide, and opportunities we create for both businesses and professionals.

Partner with a premium IT employment agency today

Don’t just work with any IT employment agency – partner with the best. By choosing Talent, you’re not just investing in IT recruitment services, you’re investing in a better world of work. 

Contact or get in touch with our specialists today. 

Streamlined success: The power of working with a specialist IT recruiter

Choosing between a recruiter with general tech knowledge and a specific tech expert may seem straightforward, but it’s not always that simple. With constant innovations in technology, and the ever-changing job market, it’s no secret that staying ahead of the competition requires more than just a basic understanding of the industry. To truly succeed in this market, it involves staying on trend with advancements in both digital and technology. That’s why having a specialised team of IT recruiters, who are immersed in the candidate market, and equipped with industry-specific knowledge, is the key to unlocking a successful hiring strategy. 

The Value of a Specialist IT Recruiter

While tech trends evolve, you need a dedicated recruitment partner that can assess your needs amidst ongoing digital advancements. As Colin Etheridge, CEO of North America shares, “Our specialist IT recruiters are immersed in their specific markets and know their market intimately. They know who the best candidates are, have relationships with them and are able to provide the right solution efficiently and at the right cost. A generalist recruiter can offer nothing close in terms of value, speed or relevance.”

Working with a specialist IT recruiter takes you beyond typical hiring practices- it enables you to have a strategic hiring approach while not taking away from business-critical projects. Your team of specialised recruiters will be able to identify crucial skills, technical experience, and cultural fits in candidates to empower teams. That way you can focus on what needs to get done, while still having confidence that the top talent is being found to drive projects.

Unlocking industry-specific knowledge and networks

In a constantly evolving IT sector, industry-specific knowledge and expertise is invaluable. Having a recruiter that is well versed in current trends, funding rounds, and the latest technological advancements, can make a significant impact on finding the right candidate for your team, while carving out an edge against the competition.

“All sectors, whether it’s technological, industrial, or commercial, have their own unique characteristics and supply chains,” CEO Colin Etheridge acknowledges. “Only a specialist recruiter knows what is possible in terms of timeframe, cost, and even the possibility of hiring what is needed.” 

But don’t be fooled- some of these industry experts don’t know enough about the hiring market, technology innovations, or how your organisation can stand out as a top employer. Talent’s global team of Specialist IT Recruiters have a deep understanding of the evolving digital landscape and tech hiring market. 

To truly stay ahead of the competition, hiring strategies must also align with innovative industry sectors that are experiencing growth.  “In high demand sectors like Microsoft Business Central & Azure, Oracle eBusiness, Digital Product Management & Design, it is crucial that our clients get the right advice. That advice is far more informed and credible from a specialist who operates in these markets on a 24/7 basis.” CEO, Colin Etheridge shares.  

Our specialist IT recruiters are more than matchmakers

At Talent, our specialised recruiters are more than just matchmakers; they’re strategic partners dedicated to understanding the unique needs of your business. “Our recruiters also know a great deal on how to position each enterprise to ensure the best possible chance of securing the right candidate or candidates.” Colin Etheridge, CEO of North America shares. 

With a committed recruitment partner, comes their niche networks, which are essential for finding and attracting top talent. Talent’s elite candidate network will equip you with leading professionals that are spearheading innovation in their industries. You’ll get full access into Talent’s ENGAGE platform which is an exclusive community of skilled candidates, allowing you to find and secure top talent in the market. InWhether it’s skilled Microsoft, SAP, or Oracle professionals, finding the right people that can elevate an organisation’s innovation is what we’re here for.  From contract solutions to permanent players on your team, we’ll be sure to identify your organisational needs.

In today’s competitive digital landscape, it’s not just about understanding the nuances of the tech hiring market; it’s about forging a genuine partnership. By taking the time to understand company culture, project needs, and other unique requirements, industry experts can craft a hiring strategy that aligns perfectly with your ever-changing goals. This kind of understanding and commitment paves the way for a long-lasting partnership, which in turn helps bring in top talent and keeps organisations growing strong. 

Talent’s advisory service is your solution for addressing specific pain points in your people strategy. Discover how we can revolutionize your hiring strategy with Talent Advisory.

A proven track record of success

We take pride in our specialists’ proven track record of success. Our online case study library is full of success stories from all across the globe. Whether it’s major digital transformations for technical clients to helping small digital start-ups scale their teams, we have a track record that speaks for itself. 

Looking to build your team? Uncover how we’ve hired high performers for companies like yours, here. 

Do you have the right Professional Services tech talent to lead the way?

As the Professional Services industry continues to evolve, the need for professionals with specialised knowledge of emerging tech is essential to drive businesses and IT teams forward. These IT roles are crucial to any team’s success, requiring the right tech talent to drive business growth and push towards operational excellence. 

According to a Salesforce study, professional services firms expect more than 75% of their revenue will come from digital within the next 3 years. Only the firms with the top digital and tech professionals will be able to stay ahead of the competition. Whether it’s artificial intelligence, cybersecurity, data analysis, machine learning, or cloud infrastructure projects, it’s critical for organisations to stay on trend, up to speed with tech innovations, and have the right people to bring projects to the finish line. 

From digital transformation projects to technology implementations, the right tech talent can make or break an organisation. It’s important to understand professional services IT roles and why each function is crucial to these firms.

Professional Services IT roles with expected growth in the next 12 months

A lot can change in a year, especially regarding the hiring market. Roles that are stagnant now could experience booms in the near future. As technology evolves, so will the talent pool, and these roles need those dynamic experts who can grow with rapid innovation. 

Cloud technologies, and in particular ERP (Enterprise Resource Planning) solutions, are all seeing immense growth in their technological development as well as in the job market. ERP solutions are software applications that integrate and streamline core business processes. Integrating ERP with Cloud solutions, further enables collaboration, access to real time data, and offers improved security. Roles with sepcialisations in these technologies are opening up across the hiring market, but especially in consulting roles that understand both the intricate technology advancements, while communicating with the customer. Some of these roles can range from titles such as, Consultant, Senior Consultant, Manager, Associate Director, Partner etc.

“In the coming year, there will be a substantial increase in demand for experts in Salesforce, SAP, ServiceNow, Microsoft Dynamics, Workday, and Oracle. These platforms are essential across various industries, including government, financial services, manufacturing, and transportation, as companies seek to upgrade and enhance their systems” highlights Alan Dowdall, Practice Manager – Technology and Sales. Think SAP Architects, Microsoft D365 Consultants, to Oracle Implementation Leads, these roles are seeing great growth across the globe.  

Under this expansive umbrella of technologies AI, Data, and Machine Learning roles are also shaping the future of hiring. AI for digital transformations will especially help business operations, and are essential to business growth. If you’re embarking on a digital transformation project – whether it’s cloud migration, updating legacy systems, integrating AI, or locking down your cyber defences – you need skilled professionals to take those projects to new heights. Cloud and Cybersecurity roles within these technologies are also fundamental, if not critical, to any organisation’s performance. 

An increase of funding and demand in these technologies can feel like the market is changing overnight, which is why specialised tech experts are needed to help navigate this landscape. Take a look at our tech offerings and find out how we can power your projects.

Professional Services IT roles to transition into

Software Engineering, to AI and Machine Learning, are all prominent skills in the 2024 tech market. Colleges and Universities across the globe are investing in AI and Machine Learning courses and capabilities. The United States, however, has seen an immense uptick in AI funding and increased enrollment in AI programs, whether it be an extension of professional learning, or on College campuses. While AI is growing across ANZ, there is a more generalised focus on automation and machine learning. Regardless, the time to jump on AI growth is now. From Microsoft CoPilot, ChatGPT, or personal favorites like HelloSumo, AI’s development is all the market buzz and a skillset that will set you apart from the competition in 2025.

Apart from software experts, PreSales Architects and Engineers are also in demand for these technologies. A need for people-facing and communication skills is at an extreme high, as businesses look for subject matter experts that can clearly explain complex solutions, digital transformations, or cloud migrations to their clients. 

Alan Dowdall, Practice Manager of Technology and Sales explains, “For those looking to transition into new roles, pathways from software engineering to AI and data engineering are promising, allowing candidates to harness their technical skill sets and solve new tech challenges. Alternatively, for junior and mid-level developers who have faced hiring hurdles over the past year, moving from software engineering to professional services can provide new challenges and pathways to grow interpersonal skills.”

In the Australian market, major consultancies are driving Salesforce and Servicenow solutions, reflecting a strong focus on digital transformation and automation. The upcoming implementation of SAP S4/HANA signals significant growth opportunities in automation. There are shortages in skills related to Microsoft power apps and D365, creating more demand for professionals with expertise in these areas.  LinkedIn Talent Insights reveal an increase of demand in Microsoft D365 professionals across ANZ, the United States, and the United Kingdom. 

The demand for specialised tech skills, versus generalised tech talent is also on the rise. Particularly in areas like machine learning and automation. Practice Manager, Alan Dowdall, refers to this as a “2-speed market” sharing that “specialists can enjoy multiple opportunities and increased salaries, while generalists face a slower job search.” The need for specific skills, such as experience with the Microsoft stack, Servicenow, and SAP platforms, is evident in the market, especially for big digital transformation projects, making these skills highly sought after and challenging to find.

What are the most competitive professional services IT roles right now? 

The most competitive professional services IT roles in the market right now are in software development and project management especially at Big 4 Banks, major consultancies, government agencies, and FAANG companies (Facebook, Apple, Amazon, Netflix, Google). 

Whether it’s for graduate, junior, to mid-level positions, the demand for these roles results in a high volume of applications. “In fact, for Project Manager roles, we often receive an overwhelming 400 applications within just 48 hours,” shares Alan Dowdall. Overall, highlighting the intense competition and growth in these areas.

Ready to secure top tech talent? 

Whether it’s spearheading strategic vision from a Chief Information Office or needing frontline support of a Customer Service Specialist, every professional services IT role is integral to your businesses success.  

Our More Than Money Salary Guide dives into each role and more, breaking down compensation, benefits structure, and the skills needed to be successful in these roles. 

If you’re ready to unleash your potential and lead projects to the finish-line. Talent is here to help your hiring needs. Find out how we’ve helped Professional Services organisations here or get in touch today.

In a cooling market, one thing has remained hot: demand for candidates with hard-to-find skillsets. If you’re looking to put your best foot forward with employers this year, it may be time to upskill in one of these coveted competencies. Discover the top 5 in-demand tech skills for 2024 below:

1. Cybersecurity

With cyberattacks on the rise, the need for cybersecurity professionals who can shore up company systems is only growing – however, the availability of this talent is scarce. It’s estimated that there is a shortfall of 3.4 million cybersecurity candidates globally. Talent cybersecurity recruitment expert, Elliott Howard notes that “There have been supply and demand issues for cyber resources for a number of years, and the recent high-profile cyber incidents have further exacerbated this. Demand from our clients has definitely increased as they look to build up their existing cyber teams and defences.”

There are currently over two million cyberattacks recorded per year, and by 2025, these attacks are estimated to have a global cost of $10.5 trillion – a significant increase from the $3 trillion reported in 2015. With cyberattacks on the up, companies are recognising that now, more than ever, securing their systems needs to be a top priority. Talent Melbourne Managing Director, Simon Yeung, shares that “with the persistent threat of cyberattacks, businesses will invest heavily in robust cybersecurity measures to safeguard their data, systems, and customer information. This includes advanced threat detection, identity management, encryption technologies, and employee cybersecurity training.” All of this seeing the demand for cyber skillsets grow.

Uncover more about the latest in cybersecurity in our Cybersecurity Hiring Market Snapshot here.

2. Artificial Intelligence

As AI takes off, the need for talent who understand the ins and outs of this cutting-edge tech is higher than ever. Data reveals that the demand for AI skills has increased five-fold since 2015. As companies continue to adopt this technology and cybercriminals increasingly leverage AI tools to develop more sophisticated attacks, demand is only set to increase for those with competencies in machine learning, data science, natural language processing (NLP), and beyond. In fact, it’s predicted that by 2025, 97 million new AI-related roles will be created, however, the supply of talent simply isn’t there yet – in the US and UK, 51% of organisations note that they currently don’t have enough appropriately skilled employees in-house to execute their AI strategy, while 20% of this group expects it will be a challenge to recruit the right talent. Additionally, in Australia alone, it’s estimated that the country will need over 160,000 new AI professionals by 2030 to meet industry needs. Anthony Tockar, Data & AI Practice Lead at Talent’s project delivery company, Avec, notes “the convergence of GenAi and cybersecurity heralds a new era where automated attacks are not just relentless, but cunningly intelligent. As such, AI can craft threats that combine brute force with strategic acumen, demanding a proactive and sophisticated response from our cyber defences”. This response isn’t possible with the right people on board, driving significant demand for AI and cyber professionals.

Check out our More Than Money Salary Guide 2024 for more exclusive hiring market insights.

3. Data Analysis

Data is everything, so it’s no surprise that this makes the list of top skillsets for 2024. As companies increasingly leverage the power of big data to extract valuable insights about their customers alongside intel about business performance, professionals capable of analysing this information are needed more than ever – especially since it’s projected that the number of jobs requiring data science skills will grow by almost 28% by 2026.

According to Talent North America CEO, Colin Etheridge, “Cloud Security and Data Analytics opportunities have seen high demand over the past year, and are two of the most in-demand skills.” Talent Melbourne Managing Director, Simon Yeung, also notes that across 2024 “data-driven decision-making will remain a priority. Companies will invest in advanced analytics tools, big data management, and business intelligence platforms to derive actionable insights and drive strategic initiatives.” All of which meaning that opportunities for those with data skills is only on the up.

Insights from LinkedIn also reveal that the top industries seeking out and employing professionals with data skillsets are Information Technology & Services, Healthcare, Higher Education, and Financial Services. So, if you’re looking to develop your skills in this space, you can have your pick of the bunch when it comes to the sector you’re seeking to work in.

4. Cloud Computing

As companies continue to move their systems to the cloud – think the increased uptake of cloud-based systems in Higher Education to facilitate student management and digitised learning, or large Financial Services players migrating their systems to enhance the digital customer experience – the need for skilled cloud talent is on the up. Talent Sydney recruitment expert, Majella Sanders comments that “Many universities are assessing their enterprise systems including their ERP and cloud platforms, student systems and cybersecurity. As such, there is significant demand for data specialists, ERP specialists cloud platform specialists, and integration and migration specialists”.

Despite companies increasingly migrating their systems to the cloud, there’s a shortage of talent with the right skillsets – a recent survey revealed that globally, 95% of companies are facing a cloud and tech skills gap. 43% of those surveyed also cited that their company has faced challenges in remaining up to date with security and compliance due to the cloud skills shortage. If you possess cloud skills, you will continue be sought after over the next 12 months, particularly as investment in this tech only grows. Talent Melbourne Managing Director, Simon Yeung, foresees that “the migration to cloud-based services and infrastructure will continue to accelerate. Investments will focus on optimising cloud environments, enhancing scalability, and integrating multi-cloud strategies to improve flexibility and performance.”

5. Software Development

As new technologies enter the market, tech professionals skilled in back-end, front-end, and full stack development continue to be needed. In the US alone, it’s anticipated that the employment of software professionals will increase by 25% between 2022 and 2032. According to Talent Sydney recruitment expert, Alan Dowdall, “accomplished mid-level Software Engineering, Cyber, and DevOps professionals are highly sought after”, while Stefanie Mortimer, Talent Auckland recruitment expert observes that in 2024, “we’ve seen more requests for Developers, Testers and Infrastructure specialists.” As industries continue to digitise and increasingly leverage Artificial Intelligence, engage in cloud migration programs, and prioritise the security of their systems, the need for software developers with coding expertise and system know-how to execute the technical aspects of these projects is only set to grow.

So, if you’re looking to get ahead in the hiring market this year, honing your skills across these key areas will hold you in good stead.

Ready for your next opportunity in 2024? Check out our job search for hundreds of roles in tech, transformation and beyond.

Talent Acquisition is a tough gig. In today’s competitive job market, organisations face countless challenges when it comes to attracting, hiring, and retaining top talent. From navigating complex hiring processes to selecting the right technology solutions, the demands placed on TA professionals are greater than ever before.

That’s why our advisory and embedded talent acquisition arm, Talent Solutions, has partnered with SmartRecruiters. Through this collaboration we can empower organisations to overcome hiring challenges, optimise their people processes and technology, and ultimately achieve superior hiring outcomes.

People, process, tech, and brand

At Talent, we believe in the importance of aligning people, process, technology, and brand to create a seamless and effective talent acquisition strategy. Our friends at SmartRecruiters share this philosophy.

Here’s why these four elements are so crucial when it comes to attracting the best:

• People: Finding and retaining top talent is about more than just job postings and interviews. It’s about understanding your organization’s culture, values, and goals, and finding candidates who align with them. Without a clear understanding of your people needs, your hiring efforts may fall short.
• Process: A streamlined hiring process is essential for attracting and engaging top candidates. If your process is cumbersome or inefficient, you risk losing qualified candidates to competitors. By optimizing your hiring process, you can ensure a positive candidate experience and increase your chances of making successful hires.
• Tech: Technology plays a crucial role in modern talent acquisition, from applicant tracking systems to AI-powered recruitment tools. However, selecting the right technology can be daunting, and implementing it effectively is even more challenging. Without the right tech solutions in place, your hiring efforts may be hampered by inefficiency and inconsistency.
• Brand: Your employer brand is a powerful tool for attracting top talent. It’s not just about the perks and benefits you offer; it’s about the story you tell and the values you embody as an organization. Without a strong employer brand, you may struggle to differentiate yourself from competitors and attract the best candidates.

A powerful combination

Linking people, process, technology, and brand is essential for effective talent acquisition because it ensures alignment and cohesion across all aspects of the hiring process. When these elements work together seamlessly, organizations can attract, engage, and retain top talent more effectively, ultimately driving business success.

Our partnership with SmartRecruiters means we can help organisations achieve hiring success in more ways than ever before. By combining our expertise in advisory and embedded talent acquisition with SmartRecruiters’ innovative platform, we provide clients with the tools and support they need to build winning talent acquisition strategies. Together, we’re transforming the way organisations transform TA.

Ready to transform your hiring strategy? Contact us today to learn how Talent Solutions and SmartRecruiters can help you achieve hiring success in your business.

Cybersecurity is one of the hottest topics in company board meetings across the globe. From Energy through to Education, no industry is exempt from the discussion – protecting data and systems is crucial across all sectors and companies. We dive into the industries that are facing the highest concentration of cyberattacks, along with their main challenges when it comes to safeguarding their systems and finding top talent to lock things down. Let’s get into it:

Education & Research

With significant digital transformation occurring in the education & research sector, this has made the industry a textbook target for cyber criminals. The increased uptake of Enterprise Resource Planning (ERP) systems, cloud platforms, and e-learning systems to manage student and faculty data and enhance the student experience, has resulted in a growing need to protect this information… and the numbers paint a concerning picture.

The sector experienced 2507 attacks weekly per institution in 2023, a 15% increase since Q1 2022. As threats only grow in this space, the need for A+ cybersecurity talent will only rise. According to LinkedIn, the higher education sector has seen a 41% increase in employment of professionals skilled in cybersecurity since September 2022 and the research sector an increase of 31%. However, the education industry still isn’t appropriately equipped to handle these threats – out of 17 major industries, education ranks last when it comes to cybersecurity preparedness.

Financial Services

Cyber criminals are attempting to cash in on the wealth of valuable data held by the financial services industry. This is particularly due to the explosion of e-banking and the stores of customer information these companies manage. The global rate of ransomware attacks in the sector sat at 55% in 2022, and increased to 64% in 2023 – a significant jump from the 34% reported in 2021. With cyberattacks affecting financial services companies far and wide, the need to protect systems and customer data is more important than ever – and the sector is banking on having the right talent on their teams to close in on cybercrime.

However, with the financial services industry losing out on candidates to industries that offer more competitive remuneration such as global tech providers or cyber consultancies, securing this talent isn’t easy. Especially when the industry is already experiencing a significant candidate shortage – the finance and insurance industry in the US, for example, saw 168,000 cybersecurity job openings in 2022 with the country only having enough workers to fill 68% of open cybersecurity roles.

Over in APAC, Elliott Howard, Talent Sydney cybersecurity recruitment expert, shares that “while large enterprises such as financial service, telecommunication and consultancy organisations continue to grow their large, in-house cyber teams, we have certainly noticed an ongoing trend of cyber professionals moving from these organisations to join specialised cyber consultancy firms where remuneration is more competitive”.

Energy

With the move to renewables, growth of GreenTech, and increasing digitalisation of the energy sector, it’s no surprise that this industry is an increasing target for cybercrime. In 2022, 10.7% of global cyberattacks were experienced by the energy sector, with a cyber breach in this industry costing on average US$4.45 million in 2023.

Additionally, the International Energy Agency – an intergovernmental organisation dedicated to the research and analysis of the global energy industry – has indicated that organisations within the sector struggle to source and retain appropriate cybersecurity professionals to defend their companies against risk. Research by the agency also highlights that cyberattacks are the catalyst for spikes in demand for cybersecurity professionals, indicating a lack of long-term cyber strategy across the sector. However, people power is an issue: the global shortage of security professionals makes sourcing this talent a tricky task.

Manufacturing

With the growth of smart manufacturing and use of cloud technologies to generate efficiencies in the manufacturing process, the industry has experienced a significant share of cyberattacks. The sector recorded a 24.8% share of global attacks in 2022 indicating the need for significant investment in the cybersecurity space to mitigate risk. As a result, it’s projected that cybersecurity investment within the manufacturing sector will reach US$29.85 billion by 2027, with a strong investment needed in security professionals who can assemble strong system defences.

Retail

Cyber criminals are bringing new meaning to the term ‘click and collect’. Between 2021 and 2022, ransomware attacks increased by a significant 75% in the retail industry, emphasising just how much this sector can’t afford to ‘check out’ when it comes to cybercrime. 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. However, research has revealed that this is on the backburner for most; only 22% of retail companies are currently training their employees in cybersecurity.

71% of retail IT and business leaders have also noted concern about the size of their digital attack surface. Taking stock of threats in the industry – where credit card skimming and ransomware is rife in this sector – the need for skilled cyber professionals is stronger than ever. Yet, as is clear across all industries, it’s a classic issue of supply and demand – there simply aren’t enough cybersecurity professionals to protect against the growing threats thrown the retail industry’s way.

Healthcare

With a shift to digital and e-health – think telehealth appointments, wearable technology, and electronic health records – the healthcare industry is not immune to the cyberattacks and viruses plaguing industries across the globe.

Research has revealed that in 2022, healthcare organisations experienced 1,426 attacks weekly – a 60% increase since 2021. Q3 of 2022 also saw 1 in 42 healthcare organisations experiencing a ransomware attack. Nathan Crawford-Condie, Client Services Manager at Avec, Talent’s project delivery company, comments that “the number of ransomware threats are growing exponentially, and healthcare is over-represented in breaches, so is highlighted as an easy target for criminals. In a world where the likelihood of being a victim of cybercrime has moved from if to when, healthcare leads the pack.”

Investment in cybersecurity, however, isn’t sufficient to develop a strong defence against attack. A 2022 survey by the Healthcare Information and Management Systems Society revealed that US healthcare organisations are spending 6% or less of their IT budget on cybersecurity and that finding the right people to place on the frontline is a tough ask. Sourcing top cybersecurity talent is a challenge due to limited budgets, a lack of qualified candidates, and an inability to offer competitive remuneration.

Government

With the rise of state-sponsored threat actors driven by political, financial, and military aims, Government departments are more alert than ever when it comes to securing their systems and data from attack. Research has highlighted that cyberattacks in this sector increased by 95% in the second half of 2022 compared to the year before. However, the industry is struggling to develop a strong defence without the right people on board. Insights from the US have revealed that there is a shortage of 36,000 public sector cybersecurity jobs across federal, state, and local government. Without qualified candidates protecting against everything from spyware to malware, global governments are at risk of data breaches that could have far-reaching implications.

Are you ready to lock down your systems and are on the search for top cybersecurity talent to help you do this? Working with clients in Government through to banking, we can help you find the right people to keep your systems secure. Learn more here.

In the dynamic landscape of leadership, steering your company towards success takes more than just vision—it demands a deep understanding of the intricacies within your organisation. So, how can you gain a strong grasp on what’s happening within the talent acquisition (TA) function and ultimately ensure you positively shape how the broader business values this critical function?

At Talent, we’ve honed a secret sauce of key metrics designed to empower leaders with the insights needed to keep their finger on the pulse of talent acquisition and, consequently, drive the right hiring outcomes. Here, we focus on one metric that punches above its weight for impact—the ratio between interviews to offer.

The metric that matters: Interviews to offer ratio

Consider this: How many interviews does it take to extend one offer? This seemingly simple metric provides great insight into the quality of candidates in your pipeline, the effectiveness of your assessment methods, and the prowess of your interviewers. If you’re seeing a high volume of interviews relative to offers, you should dig deeper to understand reasons for the low conversion rate, and shed light on potential issues such as lacking interviewer capability, misaligned core role competencies, or deficiencies in candidate assessment.

This ratio is like having a diagnostic tool for your hiring process. If you find there’s a high volume of interviews happening across your departments but offers are scarce, it’s time to roll up your sleeves and investigate. This discrepancy could be indicative of inefficiencies in your process that, if left unaddressed, could impact your ability to attract and secure top-tier talent.

Problem-solving through data analysis: Where are candidates getting stuck?

Picture this: your candidates are progressing smoothly from an initial phone screen with your TA Team to a Hiring Leader interview but encounter roadblocks thereafter. This is a common challenge for many of our clients. One we often set about solving in the early stages of an engagement. The solution lies in using data to problem solve.
What you can do to solve this: enlist your TA team to actively participate in interviews with hiring leaders for roles that have roadblocks. This hands-on approach will provide you with insights into what transpires during interviews and enable your team to identify and solve problems effectively.

As a leader, consider taking a proactive role in this process. Sit in on interviews, observe the dynamics, and engage with your team to understand the root causes of these bottlenecks. It could be that a realignment of the hiring team—comprising the hiring leader, interviewers, and recruiters—is in order. Clarify the expectations and criteria for candidate success, ensuring everyone is on the same page. Define the top five key role competencies and ensure your interview guides actively assess these skills.

Elevating interviewer capability: The human element

Beyond the mechanics of the process, consider the human element in your hiring strategy. Assess the engagement levels of your interviewers—how effectively are they pitching the role and the employee value proposition (EVP)? Put yourself in the shoes of a candidate and ask, “Would I be enticed to join this company based on their interview?” The answer to this question holds significant weight.

Investing in interview training can pay substantial dividends. Ensure your team is equipped not just with technical know-how but also with the art of conveying your company’s culture, values, and opportunities. How engaging are your interviewers? Do they effectively communicate the unique aspects that make your organisation an appealing workplace? Remember, the interview is not just a one-way assessment; it’s also an opportunity to showcase your company and attract top talent.

Beyond ratios: Comprehensive metrics for success

While the interviews-to-offer ratio is a cornerstone metric, it’s essential to cast a wider net when evaluating the health of your talent acquisition function. Consider metrics such as time-to-fill and time-to-hire—understanding the efficiency of your process at each stage. Track the source of your hires to optimise recruitment strategies. Dive into candidate experience feedback to refine your approach and enhance your employer brand.

It’s also a good idea to delve into diversity metrics to ensure an inclusive recruitment strategy, and monitor retention rates to gauge the long-term success of your hires. Assess the cost per hire to optimise your recruitment budget effectively. Finally, measure the quality of your hires by evaluating their performance and impact on the organisation.

Key to success: The strategic imperative of TA data

In a business landscape where talent is the differentiator, harnessing the power of TA data is not just a strategy; it’s imperative for success. These metrics provide you a compass for navigating the complexities of talent acquisition. By understanding and acting upon these insights, you not only optimise your hiring processes but also elevate the value and impact of the TA function within your organisation.

As a leader, your ability to leverage TA data is not just about recruitment; it’s about shaping the trajectory of your business by attracting, retaining, and nurturing the right talent. So, dive into the data, decode the metrics, and let the insights pave the way for a talent strategy that propels your organisation towards enduring success.

Ready to optimise your hiring process and bring the best on board? Learn how we can help.

2023 was a tumultuous year across the globe for our economies, employees, and employers alike. Employment trends have come thick and fast throughout 2023 and as we return from our end-of-year breaks refreshed and hopeful in achieving our resolutions for the year ahead, let’s take a look at some of the themes that have filled our feeds and some key considerations for 2024 in the pursuit of skilled talent.

Minimum Mondays

Some suggest this is employees’ response to the Sunday Scaries and a way of easing into the week by focusing on less complex tasks, whilst other suggest it’s a wellbeing technique used by employees to lower stress and reduce pressure.

Quiet Quitting

A report recently published by Gallup suggested that 67 % of ANZ employees were, “quiet quitting”. This doesn’t necessarily mean they intend to quit, but that they felt less engaged or somewhat disconnected to the organisational purpose and overall strategy.

Return to Office Mandates

It started slowly with a few articles about the possibility of returning to the office, then gathered speed, which led to some of Australia’s largest employers mandating a return to the office. Some mandated a percentage of time, others a number of days …. Needless to say, cue the coffee badging – see below…

Coffee Badging

On first glance, this sounded a bit like the old school notion of presenteeism whereby employees showed up regardless because time in office or face time was valued. However, on closer inspection, “Coffee Badging” is a direct response to the more recent RTO (return to office) mandates from some employers, whereby employees come to the office, grab a coffee, make their presence known and then head off to a more suitable working environment for the work they need to do that day – typically, home.

Rage Applying

This trend, like many, sprung up via TikTok in 2023 amongst Gen Z and Millennial employees in response to workplace frustrations – some report being passed over for promotion, some not receiving an expected bonus among other reasons. Whilst it may feel like you’re taking back control at the time, take a moment to consider how this reaction may impact your professional reputation over time and perhaps have an open discussion with your employer to learn more as to the why.

We could keep going but you can see the pattern here, employees are feeling increasingly stressed. Interest rate rises in Australia mean increased financial pressure; we’re seeing varying degrees of employee engagement and working preferences mean employers need to adjust to keep pace with the employee and candidate market.

Candidate and employee priorities this year

Post pandemic we have seen a fundamental shift in our working world, not just because of the need to pivot how and where work was done due to COVID, but our workforce demographics have and will continue to change. By 2025, Gen Z will make up 27% of the workforce coupled with 10,000+ baby boomers reaching the age of 65 daily, and potentially moving out of the workforce. Seek’s Laws of Attraction Report highlighted the top priorities for candidates and employees today are:

• Work-Life Balance,
• Salary & Compensation,
• Working Environment, and
• Management

So, what should leaders and employers be doing right now to ensure they are speaking directly to the needs of both candidates and employees in 2024. Here are some tips as we head into 2024:

Make sure to check in

Check in with your people, in person where possible, but make it meaningful and practice active listening. Perhaps share some of your highlights / lowlights of the year and ask your team member to do the same, chat about holiday plans, what excites you for the year ahead with this team member.

Build a strong EVP

Review your EVP from the perspective of employees and candidates and ask yourself, is it grounded in reality for where your organisation is today? Does your EVP include the critical elements for the talent you want to attract and retain?

Know your audience

With four generations currently in the workforce, try to avoid a “one size fits all” approach to your EVP – because just like dress sizes “one size does not fit all”. Tailor key elements of the offering to your audience.

Promote a work-life balance

Flex your flexible working options at every stage of the employee life cycle. From job advert, to interviews and during regular employee check ins, ensuring your people feel supported as they move through life stages – think 4-day work weeks, flex hours, work from anywhere. Personalisation is critical when it comes to flexibility, so don’t be afraid to ask your people what works for them.

Consider compensation and benefits

Transparency is key. We know it’s not only about the about the salary, so consider benefits such as wellbeing allowance, all leave related allowances including additional purchased leave, salary sacrificing, novated leasing, parental leave. Benefits can significantly increase employee engagement and ease the financial strain for all.

Lead with empathy

Leaders who can lead with empathy will be one of any organisation’s superpowers as we continue to face a constantly changing environment. Employees today place significant importance on the ability to express themselves openly, embracing differences, and sharing thoughts, feelings, and emotions. It’s essential leaders have the right training and support to express empathy, foster open communication and demonstrate awareness for employees’ emotional and mental wellbeing.

2024 is set to be another year of volatility and uncertainty, so stay tuned for some of the next workplace shifts set to impact your people in 2024 (gender pay gaps, increased AI in the workplace, skills-based hiring, etc.).

Ready to build world-class teams in 2024? Learn how we can help.