In today’s tough economic climate, many New Zealand businesses are facing hard choices about where to invest. Despite the downturn experienced in the last 12-18 months, our clients are telling us that Diversity, Equity and Inclusion (DEI) remains a critical priority but is often at risk of being sidelined by budget pressures and competing concerns.

Kara Smith, Managing Director of New Zealand, and Tom Bailey, Senior Consultant here at Talent speak with leading HR and TA experts who share their practical tips, and insights on overcoming barriers, as well as how to make a strong case for DEI investment during uncertain times.

Know your ‘why’: Approaching DEI with clear intentions

Katrina Hau, Director of People Experience at Auror, emphasises the importance of intentionality and the need for a strategic approach to DEI. While DEI ultimately isn’t about hitting targets, it’s important to have an idea or goal in mind for specific areas, for example in engineering, where women are underrepresented. She states her three key steps are to “find a baseline, identify the teams or areas you really want to be intentional about”, and then, for Auror, it was to look at their leadership. “We really wanted our C-suite of six people to be fifty-fifty, and to this day it’s fifty-fifty,” she notes, illustrating the trickle-down effect of diverse leadership into the makeup of the company which similarly reflect this gender balance.

Understanding privilege and unpacking unconscious bias

Sid Kumar, a technologist and people leader as a Head of Product, actually challenges the traditional order of DEI, suggesting that ‘Equity’ should be addressed first. “You must think of equity first, everyone is not equal, and some people simply need help levelling the playing field,” Sid states, highlighting the importance of understanding equity as a precursor to true diversity and inclusion.

He also addresses the complexities of hiring for merit and the need for ongoing conversations about unconscious biases. “I have a large team of 250 people in my department and there’s a belief that people must be hired on merit, but how do you define that? In the first 5 minutes of the interview, can you truly see that merit? For technical roles, you can ask problem-solving questions but for leadership roles, it’s an ongoing conversation.”

He also adds, having hiring managers confront their unconscious bias “makes people uncomfortable, and you can’t change that in just 2 hours of DEI training – it’s impossible!” and is advocating for a deeper commitment to change. Sid states that leaders must identify their “why” to avoid tokenism, while Cameron Robinson, Head of Enterprise Solutions at Solve, aptly reminds us that talent acquisition leaders don’t need permission to implement what should simply be good hiring practices instead of so-called “DEI hiring”.

DEI on a budget: Creative solutions

In the absence of funding during uncertain times, what are creative no or low budget strategies HR leaders can implement now?

Katrina suggests leveraging DEI surveys to understand gaps and engage employees and the tangible benefits of one of Auror’s DEI initiatives, transparency in salary bands, which fostered equity and inclusion. “It wasn’t quick, but it’s best to start now before the organisation gets bigger and it gets more complex,” she advises.

Sarah Bellett, Head of People Experience at One NZ, shares how their rebranding process became a catalyst for DEI-focused change and, like Katrina, uses surveys to get to know their people and address their needs. “We surveyed our people and found that 50% are caregivers of some kind so we worked with them to redefine our policies to be meaningful,” Sarah said. This also helped reveal the ‘cultural tax’ that employees of marginalised groups have experienced and led to the business supporting them with employee-led networks through kai (food) and time. It was an effective and strategic shift to help make their organisation a great place to work.

Sarah also points out the power of data in communicating the value of DEI to leadership. “Boards and executives like numbers, talking vaguely about DEI might have their eyes glaze over, but putting numbers in front of them are far more compelling.”

From a hiring perspective, Cameron spoke to the power of persona-based hiring strategies and being intentional about which platforms to advertise jobs. He further explains, “Being very targeted about the imagery and language used to find candidates” is key to attracting the talent you seek and comes at no extra cost.

He adds, “Think about how you’re writing your job ads; really practical things like words – ‘competitive’, ‘challenge’, ‘courageous’ are considered masculine words and may deter female candidates from applying for your jobs,” suggesting running job ads through free gender decoder tools that can flag gendered language.

Sid urges leaders to think long-term, “The change that you make is not just for you, it’s for generations ahead.” DEI can be a cornerstone of an organisation’s identity and success, through intentional actions and leadership commitment as demonstrated by our panellists. Even when budgets are tight, DEI can continue to flourish and become a strategic advantage that can help businesses thrive during economic downturns.

If you would like to learn more about implementing better hiring practices, head to our DEI Hiring Toolkit: Less Talk, More Action. To continue this conversation and discuss how Talent can help you create a diverse and inclusive workplace, contact us here.

Talent has spoken with 26 business leaders for a new guide on how they are navigating investment, staffing, and operations within a challenging New Zealand market. The guide, released amidst the ongoing economic challenges that New Zealand is facing aims to help business leaders survive the current market and emerge stronger. You can view the guide here.

Business leaders featured include Nicole Rosie, CEO of NZ Transport Agency Waka Kotahi; Karla Davidson-Brown, Senior Procurement Leader at Ministry of Education of New Zealand; Joanna Saraf, Finance Transformation Programme Manager at Tātaki Auckland Unlimited among others.

The guide highlights a thought-provoking side of leadership and provides a comprehensive overview of what businesses can do to navigate through challenging times. Their insights and the actions they are putting into place provide readers with strategies and knowledge that they can take into their business.

Kara Smith, Country Manager, Talent New Zealand, touched on the need for the guide, “Businesses across Aotearoa continue to navigate an environment marked by longer hiring cycles, cautious spending, and the unfortunate reality of a “brain drain” as many Kiwis seek opportunities abroad. After many discussions with businesses, we felt the need to put together this guide to provide other leaders with the tools, insights and strategies needed to lead effectively during these turbulent times.” 

The leaders touched on many different topics. Highlights included:

“The rise in cyber threats during economic instability is significant. Cybersecurity is not an area where you should look to cut back when reviewing budgets. Reducing investments here can expose your organisation to severe risks and potential breaches.” – Dugald Macdonald, former CIO of Harmoney

“Even if you’re not actively hiring, keep telling your story and reinforcing your brand. It’s critical to your ability to hire great people, whether in the short, medium or long term.” – Cameron Robinson, Head of Enterprise Solutions at Solve

“As long as you have strong buy-in, trust, respect, and engagement with your stakeholders, you’ll never have an unsuccessful project – even if the project is put on hold, cancelled, or a significant change was required.” – Joanna Saraf, Finance Transformation Programme Manager at Tātaki Auckland Unlimited

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. 

The strength of Australia’s public service lies in its people, but navigating talent management in a budget-constrained environment is no easy feat.

With the shift from a contractor-heavy workforce to a robust internal team, the challenges are real—but so are the solutions.

Our latest report outlines strategic approaches for federal leaders navigating these evolving changes. Inside you’ll find:

• Rebalancing the public service: The shift from contractors to a permanent workforce
• Creating a more responsive government: Strategic advice for the move to non-ongoing engagements
• Implementing a more agile approach: How agile project-based delivery is optimising technology investments
• Driving efficiencies through AI adoption: The need for a robust governance framework
• Building simple, secure and connected public services: The need for more technology workers across cyber, data and cloud
• Addressing talent shortages: Government strategies to attract and retain workers
• Increasing Indigenous employment outcomes: The goal to attract and retain Indigenous talent, particularly at the senior level
• Enhancing talent recruitment, retention and development in a budget-constrained era

These insights have been curated by federal government hiring experts with over 100 years combined experience supporting government agencies in Canberra and beyond.

Download report

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. 

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.

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.

In the rapidly evolving world of enterprise hiring, the topic of contingent workforce often flies under the radar. Traditionally, companies have treated permanent and contingent workforces as separate entities, but this approach can lead to missed opportunities and increased risks. The solution? Total Talent Acquisition (TTA).

Bridging the gap at Yahoo

At Yahoo, we recognised the importance of merging these two streams. More than five years ago, Talent Solutions was brought onboard to integrate permanent and contractor recruitment. Fast track to today, our successful Total Talent Acquisition solution offers an overarching Talent Acquisition (TA) strategy and consistent personnel, tools and processes that span all permanent, contingent (aka contractor and freelancer) and fixed-term hiring across the organisation.

Want to know more? Read all about what we’ve been up to at Yahoo here!

What are the benefits of combining your TA strategy across permanent and contingent workforces?

• Cost Saving: By managing all contingent and permanent recruitment, we ensure visibility and control over recruitment-lead expenditure.
• Candidate Care: We put the candidate experience at the heart of all recruitment activity and where TA can positively influence each interaction, ensuring a positive candidate journey.
• Consistency: Of brand, of points of contact and of experience for all stakeholders. Plus, our team centrally handles the complexities of contractor management and payrolling.
• Talent Pooling: We maintain talent pools that transcend outdated siloed approaches, ensuring mobility and access to top talent regardless of employment type.
• Reduced Time to Fill: By combining both workforces within the TA function, we can influence hiring decisions and in turn enable quicker time-to-fill ratios.

The bottom line:

Embracing Total Talent Acquisition is a strategic move to keep your business competitive. Through integrating permanent and contingent workforce recruitment, you can achieve significant cost savings, enhance candidate care, ensure consistency, leverage broader talent pools, and reduce time-to-fill. At Yahoo, our experience has shown that a unified TA strategy is the key to unlocking benefits and driving organisation success.

Discover our services at Talent Solutions to see how we can help scale your business!

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.