When it comes to startups, you are who you hire. But getting hiring right can be incredibly challenging, especially if you’re a founder who has to wear many hats. While navigating the hiring process can be complex, with the right knowledge and strategies, you can assemble an extraordinary team to propel your venture forward. Through many years working with startups and scale-ups at all growth stages, we and our partners at SmartRecruiters have seen firsthand the common pitfalls that they typically encounter in the hiring process. Here are some of the key hiring considerations for startup founders:

1. Maintaining culture during rapid growth and change.

One of the biggest challenges for startups is maintaining their unique culture as they rapidly grow and undergo changes. It’s crucial to ensure that as new team members come on board, they align with the company’s values and mission. Founders must actively foster a culture of transparency, communication, and inclusivity, even as the team expands. Regular check-ins, team-building activities, and clear communication of company values can help reinforce the desired culture.

2. Effective workforce planning: getting the right skills in at the right time.

Workforce planning is essential for startups to ensure you have the necessary skills to drive their growth. Identifying skills gaps and prioritizing hiring accordingly is key. Founders often find it challenging to delegate hiring decisions, but empowering leaders within the organisation to make informed hiring choices based on the skills the business needs can streamline the process and ensure the right talent is brought on board at the right time.

3. Building an employer brand.

Developing a strong employer brand is vital for attracting top talent to a startup. Startups often lack the brand recognition of larger, more established companies, making it crucial to articulate a compelling vision and value proposition for potential employees. Founders naturally have incredible passion for the work their company is doing and their vision for the future. We understand that harnessing this energy into a standout brand presence among your potential future employees isn’t an easy task when you’re also trying to build a brand to attract customers and investment, too. Nevertheless, it’s an essential activity and we recommend a focus on showcasing the company’s culture, mission, and opportunities for growth. It’s also important to “pull back the curtain” and give prospective candidates an idea of what it’s really like to work with you. Informal “day in the life” style content is very effective for quickly accelerating your employer brand.

4. Implementing and maintaining the right tech stack.

Choosing and managing the right recruitment and HR technology stack is essential for startups to operate efficiently and scale effectively. It’s essential to select technology solutions that can adapt and grow alongside the business. Whatever you choose to implement, make sure the analytics capability provides valuable insights into the effectiveness of hiring processes and enable data-driven decision-making. Additionally, ensuring that there are dedicated resources to manage and maintain the technology stack prevents it from becoming a burden on existing team members. As we say, just because you can drive a Ferrari, doesn’t mean you can service it.

Ready to transform your startup hiring strategy? Contact us today to learn how Talent Solutions and SmartRecruiters can help you achieve hiring success in your business. And check out our A-Z Hiring Guide for startups for even more top tips.

What’s the latest when it comes to the permanent and contract hiring markets across Australia and New Zealand? With a slowing market as a result of an economic downturn, the hiring landscape is shifting. We explore the latest trends in hiring across both groups, providing you with an exclusive look into what to expect for the year ahead.

A preference for perm

As a sense of uncertainty permeates the market, jobseekers are looking for greater stability in their roles, with many seeking out permanent or fixed term positions for greater job security. In fact, in a 2023 Talent survey, 34% of contractors cited that they were open to future permanent opportunities.

Katie Kemp, Talent Wellington recruitment expert sheds light on how this is playing out in New Zealand, “With cost-of-living pressures and post-election flow on, there’s an element of uncertainty for people and an increased focus on security in their work. The last six months or so has seen hesitation in the market coupled with work programme cancellation and an increase in the number of people available for this work. This combined with the pre-election dialogue on contractors and consultants saw some movement toward permanent roles for this sector and downward pressure on contractor rates”.

Stefanie Mortimer, Talent Auckland recruitment expert, also observes that jobseekers are seeking out greater stability in work and are opting for roles with longer tenure, “Stability and security continue to be important to candidates and longer-term contracting opportunities are much preferred.” In Australia, there’s a similar trend amongst contractors, with Talent Melbourne Managing Director, Simon Yeung predicting that, “Career contractors will look at permanent opportunities for security.” This desire for stability has seen a shift towards a preference for longer term or permanent working arrangements, particularly with rising cost of living pressures and an uncertain market.

Cuts to contractor spend

Looking at the contracting market, contractor spending cuts are occurring across a number of our regions. In NZ in particular, the government has announced plans to cut contractor spending over the next 4 years, with the goal of reducing current spend by 18%. Resultantly, the contractor market is starting to slow, seeing greater demand for permanent candidates instead. Looking at Talent’s hiring data from October 2022 to October 2023, federal and state government layoffs and hiring freezes across Australia have resulted in a 16% decline in contract hiring in this sector.

Talent Sydney Managing Director Matthew Munson comments on where spending cuts are occurring and the impact this is having on the local market, “The NSW Government continues to look to make savings through contingent workforce cuts. Some Government agencies have looked to make savings by implementing a max two-year tenure rule although this isn’t working too well as they struggle to backfill the IP with permanent employees or fixed term engagements.”

In New Zealand, it’s a similar story, with Georgia Hynes, Talent Wellington recruitment expert noting the effect of these cost-cuts and how organisations are attempting to keep their best people on board, “Demand for candidates is down and many contractors are not being extended. Government departments are also working on reducing contractor spend. Employers understand that career contractors are likely to want to go back to contracting once things pick up, so they’re more likely to come out with fixed term roles to prevent a sudden loss of IP.”

Looking ahead: what to expect from the employment market

What can we expect in the hiring market for the year ahead? Talent Melbourne Managing Director, Simon Yeung, observes that, “Employers, grappling with the need to curtail contractor expenditures and adhere to budget constraints, will encounter challenges in securing the necessary talent and expertise. As a response, some employers are transitioning contractors into permanent roles, although this may introduce retention issues as candidate rates fluctuate.”

The market however, looks to be recovering, with Talent Sydney Managing Director, Matthew Munson, noting that, “There are some positive signs the economy is finally improving, suggesting that investment and hiring will begin to recover in 2024”. What does this mean for both the permanent and contract hiring landscape? It’s anticipated that economic improvements will have a positive impact, seeing a steadying of both markets.

If you’re looking for top contract or permanent talent to join your team in 2024, we can help. Working with professionals in tech, transformation and beyond for more than 25 years, we’ve learned a thing or two about what they want. Get in touch to uncover how we can help you build world class teams.

It’s time to work smarter, not harder, when it comes to hiring top tech talent in financial services. If you’re looking to cash in on top candidates in this industry, there are a few things you need to know first. We dive into the best practices you can follow to bring top professionals on board.

First things first, a little background…

While financial services was traditionally known as a well-paying industry, strong competition from other industries, such as tech and government, are driving salaries up, seeing the financial services sector struggling to compete on salary alone.

Talent Sydney Financial Services Practice Manager, Chris Huggett, weighs in:

“The financial services industry has changed significantly in the last two decades. Mergers and de-mergers, banks exiting from the wealth industry, legislative changes and the royal commission have all generated significant programs of work. As these programs finish and with less legislative and M&A activity on the horizon, competition for key SME financial services talent has diminished. With financial service organisations seeking to protect their profit margins and shareholder dividends, rate cards and salaries have remained at similar levels, typically at or slightly below market rates. On top of this, the digital age has created further competition for top talent, with local tech companies offering more attractive salary packages and employee benefits, combined with industries such as state and federal government substantially increasing their remuneration in order to attract top talent.”

So, how can you get ahead?

Here are our top hiring tips:

1. Know what tech experts want

To secure top candidates, financial services companies can’t solely compete on salary and need to be offering more. When it comes to what top candidates want, they are looking for interesting projects and the ability to develop their skills. They want to meet their personal and professional goals through mentorship, guidance, experience and ongoing learning opportunities. In fact, 85% of surveyed tech contractors said opportunities for exciting and meaningful work were most important to them when looking for a job.

Today’s tech workers also place great value on who you are as an employer. They prefer flexibility, particularly work-from-home options, and won’t compromise on unflinching company values and culture. Your EVP should be a reflection of this – for example, sustainability and diversity always being part of your decision-making processes.

Uncover more about what top professionals in tech, transformation and beyond are seeking, in our More Than Money Salary Guide 2024.

2. Prioritise your wishlist

When looking for the right person, it’s important to be realistic in your expectations – especially in today’s tech hiring environment – to ensure you don’t chase off potential applicants by asking for too much. For example, Talent NY recruitment expert, Jason Pho, recommends looking for “demonstrated continual learning and professional development in the tech space.” Here are a few other things that might make it onto your wish list:

Experience:

• Has the candidate worked in similar roles?
• What were their responsibilities?
• Have they got experience working in a highly regulated business?

Skills:

• Does the candidate have proven skills in basic areas – such as communication and organisation – as well as more complex topics such as programming or cybersecurity?

Professional development:

• Has the candidate demonstrated continual learning, whether through ongoing education or on-the-job training?

Certifications:

• Does the candidate have relevant industry certifications such as Certified Information Systems Security Professional (CISSP)?

3. Consider different types of talent

Depending on your business needs, you may be in search of long-term team members in the form of permanent professionals, or maybe you have a short-term project and need people on board for a shorter period of time. Remember to shape your recruitment practices and agreements around these unique circumstances where relevant; for example, you may need to tighten up your EVP to explain how contract workers will profit in a short-term relationship with your business, whereas permanent employees will want to see the bigger picture.

4. Use a dedicated recruiter

From the rise of blockchain and robotic process automation, through to the ever-growing focus on data in financial services, you need skilled candidates to take the helm of your digital transformation projects – and you need them quick stat. A dedicated recruiter can help you find the people you need at speed.

At Talent, we know a thing or two about sourcing candidates who understand the ins and outs of working in a regulatory environment (and who can keep up in a rapidly changing landscape).

Whether it’s a business analyst, change manager, or software professional you’re after, we can help. Placing top tech professionals in leading financial institutions such as NAB, BNZ and IAG, you can bank on us to deliver the right candidates for your needs every time.

Ready to cash in on a network of top talent? Reach out to Talent today.

Digital transformation is taking over and is key to business growth. If you’re about to embark on a digital transformation project – be it cloud migration, updating legacy systems, integrating AI, or locking down your cyber defences – you need the right people to guide these forward. Not sure where to start? Read on for our top tips on building world-class digital transformation teams.

1. Develop the scope & objectives of your digital transformation project

It’s important to establish the objectives of your transformation project from the outset. Which areas of your business will be affected, what are you hoping to achieve, and how will you measure success? Ensure your objectives are realistic, achievable and measurable, and determine the resources you’ll need in the way of people, tools and time, to bring this to life. As with any project, create a project plan, be clear of the project scope, and put numbers and outcomes to your objectives to track its success. Once you’ve got that down pat, you’ll want to start planning your strategy for sourcing the people who will go on the transformation journey with you. That means assessing your project plan to…

2. Identify the skills you need

What skills do you need in your team to successfully deliver on digital transformation? Maybe it’s offensive security and SOC skillsets for your cybersecurity project, or cloud infrastructure and data engineering competencies for your cloud migration project. Whatever it may be, determine what’s needed to bring your project to fruition, take stock of the skillsets of the people currently available to you, and determine where the gaps lie. It may be a matter of upskilling your current team members, or maybe you’ll need to start from scratch and recruit new talent. Observe where the gaps are and…

3. Determine who you need to hire

Once you’ve established the skills you need to successfully execute your digital transformation project, it’s time to bring the right people on board. For your cybersecurity project, you may have determined that you need to hire a SOC Manager with strong stakeholder management skills as well as technical knowledge in IDS (Intrusion Detection Systems) and SIEM (Security Information and Event Management) systems. Or maybe you’ve determined that you need an experienced Business Intelligence Architect and Data Modeller for your data management project. You’ll also want to consider the project length and how this will affect the type of talent you’re after. Is it a 12-month project that you only need contractors for, or something longer-term where you’ll require permanent employees who can lead the charge and continuously monitor and improve systems?

Uncover more about contract recruitment here and permanent hiring here to determine the type of talent that would best suit your project team.

Once you’ve determined the skills and people you need, it’s time to find them. But first, to really get ahead in the employment market, you’ll want to…

4. Develop a strong EVP and employer brand

You’re almost ready to embark on your search for top talent, but if you want to bring the best on board, it’s important to firstly have a strong EVP (Employee Value Proposition) and employer brand which makes jobseekers want to work with you. The key to developing a strong EVP is knowing what top candidates are searching for and delivering on it. According to a Talent survey of over 500 tech professionals, the opportunity for exciting and meaningful work matters most to 85% of jobseekers, alongside the opportunity for career progression and development, which is important to almost half (48%) of respondents when searching for work. Ensuring that you’re offering engaging work to your people, as well as opportunities for development with your company, is key if you want to attract – and retain – the best. Alongside this, flexibility is also essential. A Talent poll revealed that work flexibility even surpasses a competitive salary when it comes to what matters most to candidates when looking for a job – 35% noted flexibility as the most important, followed by 29% citing salary. Deliver on what your people want – and promote it! Developing a strong employer brand which showcases your EVP will help you to attract those top candidates. Once that’s established, you’ll be ready to…

5. Embark on your candidate search

Top talent for your digital transformation projects is out there, but isn’t always easy to find. To source professionals with the skillsets you’re after, consider posting your open positions on job boards, attending industry meet-ups, and asking for referrals. Sharing vacancies on your company’s career hub is also a great strategy to not only highlight open roles, but to also showcase your employer brand and demonstrate why top candidates should work with you. Running a transformation project is time consuming though, and hiring is no easy task. So, a quick and surefire way to bring top talent into your teams, allowing you the time back to focus on what you do best, is to…

6. Use a dedicated recruiter

From their industry connections through to their access to wide pools of top talent, a dedicated recruiter can do the heavy-lifting for you when it comes to hiring, helping you find the people you need at speed.

At Talent, we can help. Working with top tech talent since the birth of Javascript, we know a thing or two about recruitment. For over 25 years, we’ve placed thousands of professionals in tech, transformation and beyond, across almost every sector to the world’s leading companies. Whether it’s a business analyst, change manager, or software professional you’re after for your digital transformation team, we’ve got you sorted. Reach out today.

Are you looking to hire in 2024? Here’s all you need to know to navigate the complex employment landscape across Australia and New Zealand. Our recruitment experts share their insights and predictions to equip you with the knowledge you need to get ahead.

2024 recruitment trends

1. The scales of power are tipping

Is it an employer’s market or a jobseeker’s market? Well, it depends. Across ANZ, the tech hiring market is slowing down due to an economic downturn, which is seeing a number of companies cut costs and tighten their budgets – a stark contrast to the fast-paced, candidate-driven market of 2021-22. As a result, recruitment is slowing down across certain job families – especially Project Services – resulting in more candidates in the market than jobs on offer. Talent Sydney recruitment expert, Shane Hodgins notes “Where there has been a slowdown in the market is in the project services space – many companies are putting their projects on hold as budgets for IT projects are being cut. Generalist IT project managers are most affected by this.” In this space, we’re therefore seeing the scales of power start to tip in favour of the employer.

This doesn’t mean hiring managers hold all the cards though. For in-demand skillsets, such as cybersecurity, data, and artificial intelligence, candidates remain firmly in the driver’s seat as companies increasingly recognise the importance of securing their systems, leveraging data, and adopting AI. With more choice available for these jobseekers, Talent Sydney Managing Director, Matthew Munson, notes that while “we have seen the cooling of salaries across many job families, hard to find niche talent will always test the top end of what the market has to offer.”

2. In-demand roles are demanding dollars

With the market shifting in 2024, remuneration is also experiencing movement. According to Talent NZ Country Manager, Kara Smith, “cost of living and inflation increasing will continue well into 2024 and beyond. Candidates are seeking higher salaries to compensate for this, yet organisations are driving cost-conscious decisions.” Resultantly, many job families are seeing a slowdown in salary growth. In the domain of Project Services, salaries and contract rates have dipped by as much as 15-25% due to many companies placing their projects on pause in a bid to cut costs. However, this isn’t the case across all job families and positions.

The roles commanding the highest pay? Those in Cybersecurity, Data Analytics, and Cloud Solutions. Our Talent More Than Money Salary Guide 2024, highlights that Cybersecurity salaries have increased 25-35% since 2023 and Data Analytics 12-23%. When it comes to contract work, Cybersecurity rates are up 15-30%, Data Analytics 18-25%, and Cloud Solutions 10-25%. Talent Sydney recruitment expert, Shane Hodgins, comments on this trend “cybersecurity professionals are still in high demand. Hands-on technical roles such as penetration testers and security engineers, are highly sought after, and we’re seeing more roles in the market than candidates available. Resultantly, salaries have remained high at post-COVID levels for these candidates.”

3. Sourcing beyond borders is on the rise

In 2024, many companies are looking beyond national borders for candidates to fill their vacancies, particularly in tech and transformation. In Australia, our Talent recruitment experts note that large companies have increased their offshoring by an estimated 10-40%. Talent Sydney Managing Director, Matthew Munson, comments “a conservative estimate would say about 30,000 Australian companies offshore technical skills. It has accelerated over the last 12 months and the signs are that it will continue, because local salaries are very high, there is a skills shortage, and this move to remote work is making it a lot more appealing to hire people offshore.” In New Zealand, Talent Wellington recruitment expert, Georgia Hynes, also comments on the impact of remote work in enabling the sourcing of candidates from beyond national borders, “many organisations from the US and Australia are still dipping into the NZ candidate market for remote working, particularly in the developer space”.

4. Unemployment is up

In late 2023, both Australia and New Zealand’s unemployment rates increased to 3.9%, up from 3.8% and 3.6% respectively. With an uncertain economy, company layoffs, and growing cost of living pressures, there are more candidates on the market than before, seeing a stabilisation of salaries and contract rates in comparison to the candidate-driven market of previous years. Talent Wellington recruitment expert, Katie Kemp, observes that “COVID and the shortage of talent in the market saw people look to negotiate or secure higher salaries, however there is a level of market correction coming into play now, combined with organisations looking at their expenditure and relativities more closely”. Is this a trend that’s likely to continue? Our recruitment experts predict that…

5. The market will recover

It’s not all doom and gloom in the employment space. In fact, it’s anticipated that things will start to pick up when it comes to hiring. According to LinkedIn data, while the LinkedIn Hiring Rate in Australia decreased by 7.2% from January-June 2023, as of December 2023, it increased by 1.7%. Talent Melbourne Managing Director, Simon Yeung, predicts that over 2024, hiring will be on the up. “Looking ahead, the IT job market is anticipated to experience growth, fueled by the adoption of advanced technologies like AI, cybersecurity, and blockchain by Australian tech firms. The demand for skilled professionals in cloud computing, data science, and software development is poised to rise as businesses prioritise digital transformation.” In New Zealand, Talent NZ Country Manager, Kara Smith, also observes a shift in the market “As we enter 2024 the market is feeling more optimistic than the last few months of 2023”. She cautions “just like we saw post-COVID, businesses can only halt projects, investments, initiatives for so long. In a world where cybersecurity is a top priority, investing in tech teams is a worthwhile long-term strategy.”

Need a hand navigating this hiring landscape?

We can help. At Talent, we’ve been working with top candidates in tech, transformation and beyond, since the birth of Javascript. For over 25 years, we’ve placed thousands of professionals across almost every sector to the world’s leading companies. Let us help you get ahead in the recruitment market and connect you with a world of leading tech and transformation experts to boost your teams. Get in touch today.

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.

Ah, flexibility. If we had a dollar for every news article about work-from-home vs. office, we’d have enough money to buy a luxurious floating office in the middle of the Bermuda Triangle, where the debate would mysteriously disappear. Alas, the headlines don’t seem to be going anywhere, so we thought we’d collate some findings about what’s really happening in the job market. What does flexibility actually look like? What are hiring managers expecting as we head into 2024? And are candidates having to be, well, flexible, in their desired work arrangements?

Here’s what we found:

Flummoxed by flex

Recent articles about flexible work have reduced the topic to a binary, all-or-nothing debate about the office and work from home. The reality is flexible work is far more nuanced than that.

In fact, flexible work covers remote work, flexible hours, compressed workweeks, job sharing, part-time work, flexible scheduling, annualised hours, zero-hour contracts, hot desking, job redesign, phased retirement, flex places, and much much more. Phew!

According to Talent Sydney Candidate Manager Saqib Zia, flexibility is taking many different forms in newly negotiated roles.

“I’ve worked alongside many organisations that very much value work-life balance and offer it in different ways. For example, accommodating school pick-up and drop-offs, supporting other life commitments, or working irregular office hours. Flexibility may not always equate to work from home days, but instead, can be negotiated and shown through different arrangements.”

Mismatched expectations

So, what are job seekers and hiring managers expecting when it comes to flexibility in 2024? According to a survey of over 1,100 Australian employees, 45% would be willing to take a pay cut in exchange for flexible work. There’s no doubt that flexibility remains a critical item on job-seekers’ wish lists.

Talent Adelaide Candidate Manager Taliya Lukeman observes, “When it comes to candidates’ expectations of employers, flexibility with working hours and working from home is still important.”

The same goes for candidates in Queensland, with Talent Brisbane Candidate Manager Steph Rose observing: “Candidates’ main expectations continue to be flexible working arrangements from prospective employers, whether that be part-time, work from home, work your own hours, etc.”

In most cases, employers are happy to accommodate this flexibility.

According to Talent Wellington Senior Consultant Katie Kemp, “While employers are very much still embracing and offering flexible working to help support individuals’ circumstances, we are seeing more employers preferring that team members spend the majority of their time in the office, with 1-2 days from home.”

However, many hiring managers are expecting increased presence in offices.

“Within the past 10 months, I’ve increasingly seen a drastic change between a candidate’s ideology of what ‘flexibility’ is versus what’s currently out on the market. Candidates that are currently employed and experienced tenure during lockdown times, more often than not, expect a role to include 2-3 days WFH flexibility as a given,” says Talent’s Saqib Zia. “We’ve observed businesses go from a minimum 2-3 days in the office to a change of minimum 4 days in the office – and those expectations are set as mandates in many cases. From a business’s perspective, they are paying top dollar for office space, often in multiple geographical locations. Reasons cited by hiring managers for increased presence include re-igniting office culture and justifying spending costs.”

Moving beyond mandates

Amid increasing office mandates, many organisations are finding success in a balanced approach.

According to Talent Solutions Client Delivery Lead Jasmine Alderton, employers who have taken a people-first approach to their working environment are reaping the rewards when it comes to engagement and productivity.

“Giving people the flexibility to work in a preferred environment when required for ‘deep focus’ tasks whilst bringing them together in-office on days where collaboration is needed has boded well,” Alderton says. “There will never be a replacement for the information flow that happens when people are in the same room together, but allowing your people the flexibility to work from home will not only lead to being an outcomes-oriented environment but also give your people the opportunity to look after their well-being and remain competitive in attracting and retaining the talent you need for your business.”

Talent People & Culture lead Georgia Townsend says while it’s natural to want a buzzing office of activity, you can’t mandate a great culture.

“It’s not as simple as flexible working or not flexible working—the debate is constantly evolving far beyond a yes or no question. Like most companies, we have been through a number of phases of trial and error with what flexible working can look like. To find that sweet spot that five years ago seemed impossible. What we’ve found is the best way to get the most out of everyone, driving engagement and keeping our culture alive, is to truly understand what drives our people. What are they really looking for out of flexibility? How can we marry that to business needs to optimise business performance? The magic answer is that not one size fits all. And what works now didn’t work one year ago and may need to be revisited in a year’s time.”

Our advice, as we move into 2024, is to embrace the diversity of flexible work arrangements beyond the work-from-home versus office debate. Candidates, showcase your adaptability to various options like remote work, compressed schedules, and job sharing. Employers, recognise that flexibility extends beyond these binaries and be open to tailoring arrangements based on individual preferences. By fostering a culture that values adaptability, both parties can navigate the evolving landscape of workplace flexibility more effectively.

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.

Over the past 12 months, Talent has filled many thousands of roles across different industries, providing us with a valuable window into the professional contract recruitment market.

According to our hiring data, the transportation and logistics industry appears to be the most resilient in the face of the economic woes that have struck many other sectors over the last 12 months. This is based on the comparatively strong contractor hiring that has taken place; with contractor placements in 2023 climbing 2% higher than 2022. The combined energy, resources and utilities industry also remained fairly solid in comparison to others, with only a comparatively small 7% reduction year-on-year. Its likely continued investment in renewables projects and the burgeoning ‘green tech’ revolution sustaining the need for an injection of specialist skills prevented a bigger slide in demand.

Somewhat unsurprisingly, several publicised contractor layoffs and hiring freezes across both federal and state government departments and agencies are reflected – with declines of 16% – but it wasn’t the worst hit sector.

By comparison, financial services and consulting sectors have seen the sharpest declines in their demand for contractors year-on-year – more than 25% in each sector. This is possibly a reflection of the economic markets as well as heightened scrutiny on the use of consulting firms drying up pipelines of work, especially across the public sector. Recruitment demand for permanent consulting industry workers was also down on 2022’s figures.

One metric which has climbed year-on-year is average contractor pay rates. Across the board, rates are up an average of 4.1%. The categories which outperformed the average most noticeably were Administration (up 12.9%), Sales and Account Management (up 8.2%) and IT Support (up 8.1%).

Data, Reporting & Business Intelligence was up 4.7% compared to 2022 and also recorded the second-highest annualised income of $246,073. The highest annualised income was attributed to Cyber Security which, although pay rates stayed flat, still saw averages of $276,236 per annum.

The largest decline in contractor rates was within the broad finance category, which was down 2.2% in 2023 compared to last year.

If you’d like to delve further into your industry’s trends, tackle a critical hiring challenge together or even discuss the role of top contractor talent in your people strategy, please get in touch with our Head of Enterprise Solutions, Cameron Robinson.

The global talent market has never changed this much, this quickly. In 2023, TechCrunch reported over 240,000 jobs were made redundant — that’s up from 164,969 in 2022.

Australia’s tech Startup sector felt the effects of this market the most. According to data from Cut Through Ventures, total funding raised for Australian technology startups in 2023 fell by $4.2 billion compared to the year before and the number of deals struck has declined 42 percent year over year.

This current market has seen companies pull back their focus on growth at all costs to favour profitability or sustainability and need to raise less.

Despite these layoffs and reduced funding, economy-wide demand for tech workers remains high. Earlier this year, Tech Council reported that for every job lost in the tech sector, 20 jobs were created across indirect tech companies.

And while it seems that the market pressures have eased somewhat, this would suggest a turnaround at some point, even if it took a while, giving us a reason to be optimistic.

Taking a look back over the past year’s hiring trends:

• Year-over-year decline in hiring — the rate of decline is slowing in certain regions and countries, which we can take as a sign of stabilisation.
• Rebalance in labour markets — meaning employers are hiring, but at a more cautious pace, and employees are staying put for longer.

According to Seek data, job adverts nationwide are down 30 per cent in Nov 2022-Oct 2023 vs Nov 2021-Oct 2022. Which is a far cry from the activity and movement we experienced over the same period Nov 2020-Oct 2021.

For the past number of years, the war for talent has been rife, and while there may be some relief in sight, the challenge of securing exceptional talent remains perpetual for rapidly expanding enterprises. Entrepreneurs consistently cite hiring as a crucial competitive advantage and a significant ongoing challenge, with the difficulty lying not only in attracting personnel but also in retaining them.

As many employers will have experienced an increase in job applications, there are a number of factors that are driving this, particularly population growth. Australia’s population grew by 2.2 per cent to 26.5 million. Pre covid net migration was estimated to be between 150,000-200,000 per year — that number is estimated to have increased to 500,000-600,000 on average for the past 2 years, a catch-up effect after closed international borders.

Predictions for 2024

AI and AI regulation

The continued integration of technology and automation may lead to job displacement in certain industries. However, it could also create new opportunities for jobs related to artificial intelligence, data analysis, cybersecurity, and other tech-related fields.

Data Privacy overhaul

There will be developments in response to growing concerns about the protection of personal information and the increasing role of technology in our lives.

Deep Science

There is a powerful push for Australia to take on greater risk in the development and commercialisation of emerging technologies, particularly in the fields of quantum computing, renewable energy and biotechnology. As an increasingly vocal Australian tech lobby pushes government to invest more in world-changing technologies in high demand.

Australia will lead the green tech revolution — across the entire supply chain

Critical minerals are fundamental to the world’s clean energy transition. They are vital for electric vehicles, wind turbines, solar panels, electrolysers, fuel cells and rechargeable batteries. Global demand for critical minerals is forecast to grow by roughly a third each year into the future. And this has naturally put Australia in an important, pivotal position. Australia’s critical minerals can be found in a broad range of electronics, our solar technologies are powering cities, and our sustainable farming practices are transforming food production. According to a report led by EY, Australia ranks number 6 globally on the renewable energy attractiveness index.

Additionally, a mutual agreement signed in 2023— called the US-Australia Climate, Critical Minerals and Clean Energy Transformation Compact, aims to coordinate investment and collaboration in the development of the critical mineral and clean energy industries. The deal means Australian companies can supply critical minerals and renewable energy to the US and be treated as a domestic supplier, with benefits for a range of tech sectors beyond renewables, including semiconductor and microchip makers.

Healthcare and Biotechnology

The healthcare industry is expected to continue growing, driven by an aging population and advancements in medical technology. Jobs in healthcare, biotechnology, and pharmaceuticals may experience sustained demand.

Ready to supercharge your talent team and bring the best candidates on board in 2024? We can help. Learn more here.

The tech hiring market is shifting, seeing the scales of power continuing to tip between candidates and employers. So, who holds all the power, and does it only belong to one group? With exclusive insights from our recruiters across Australia and New Zealand, we dive into current tech hiring market trends to uncover who really has the upper hand. Let’s get into it.

What does the current market look like?

While the current tech hiring market is characterised by a greater sense of caution and conservatism – a stark contrast to the frenzied, candidate-driven hiring market of 2021 and 2022 – it doesn’t mean that demand for top tech skills is out the window. While the scales have started to tip in favour of the employer, with an influx of candidates in the market due to recent layoffs, there is more to the debate than this. Our recruitment experts share both sides, uncovering the nuances of this evolving market landscape.

An employer’s world

Throughout 2023, the market has experienced almost 250,000 layoffs across over 1,100 tech companies globally, resulting in a significant influx of talent to the market and more candidates available than roles on offer. Employers have subsequently found themselves holding the power across numerous roles, seeing a slowdown in the unprecedented salary rises of 2021 and 2022.

This particularly holds true for those in project services positions – think, your Project Managers and Business Analysts – where we are seeing slowed demand as companies cut costs and press pause on their projects.

Shane Hodgins, Senior Account Manager at Talent Sydney observes, “Where there has been a slowdown in the market is in the project services space – many companies are putting their projects on hold as budgets for IT projects are being cut. Generalist IT project managers are most affected by this. Where they have been let go and previously would have been picked up within weeks, many are taking longer to secure their next role as there aren’t as many project services functions available for them to work in.”

In New Zealand, 2023 has been a year of flux – something the tech hiring market was not immune to. JP Browne, Talent Auckland Practice Lead notes, “Auckland’s serious weather events at the start of the year caused a lot of organisations to put projects on hold. Inflation then hit and there was uncertainty around the economy. Put an election in that mix and we saw a lot of employers holding on to see what was going to happen. The demand for Project Services talent therefore remains low.”

Talent Wellington Managing Director, Nik King-Turner also weighs in, “2023 saw a huge increase in supply of amazing talent onto the market with many struggling to secure work as there were fewer roles to go around. With candidate supply high and job demand only slowly increasing, organisations are in the driver’s seat to have more control over rates and salaries that are paid.”

So, while it appears to be an employer’s market, is this really the case across all tech roles?

A case for the candidate

Despite layoffs and the flood of candidates in the market, the tech skills shortage remains and is only growing. With businesses seeking to leverage the power of AI, secure their cyber defences, and harness the capability of data, the demand for tech professionals to lead these programs of work has only grown. This has seen top AI, cyber, and data experts remain in high demand, with employers competing to secure this talent for their teams. With a shortage of qualified tech professionals on the market, top candidates who possess these skillsets are finding themselves in the driver’s seat, with more choice on offer and the ability to command those higher salaries.

Shane Hodgins notes, “Cybersecurity professionals are still in high demand. Hands-on technical roles such as penetration testers and security engineers, are highly sought after, and we’re still seeing more roles in the market than candidates available. Resultantly, salaries have remained high at post-COVID levels for these candidates.”

Talent Sydney Practice Manager, Alan Dowdall also observes that, “The market is in an interesting place currently. In certain job categories, mainly Project Services & Change, we see applications increasing tenfold from 18 months ago, with applicants getting a response to less than 10% of roles applied for.” Despite this, Alan notes that certain positions aren’t seeing this increased candidate competition, and instead, are experiencing the opposite. “Accomplished mid-level Software Engineering, Cyber, and DevOps professionals are still highly sought after. In these professions, demand outstrips supply, and the expectation of passive candidates to consider a move remains strong.”

The final verdict

There is no singular way to characterise the current tech hiring market. While project roles are down and employers hold the power in this sector, cyber, data, and AI roles are on the up and candidates are in control. It’s both an employer and candidate’s market. So, what can we expect for the next 12 months?

Looking ahead

Moving into 2024 and beyond, we know that the tech shortage isn’t going away anytime soon. As tech only evolves, and with it, presents new opportunities and risks, the right tech professionals are needed at the helm to guide companies forward.

Joelle Beaton, Talent Melbourne Practice Lead comments that, “Although there is malaise surrounding the broader economic climate, in the tech sector, analysis from Deloitte shows that 1.8 million new tech skills will be needed by 2030, an increase of 1.3 million on today’s levels. At a minimum, Australia will need 445,000 more technology skilled workers by 2030 to keep pace with international economies. With demand at these levels, I feel this sector will continue to see steady employment opportunities for both permanent and contract workers throughout 2024. Much of the demand will be in security, data and AI-related disciplines.”

Are you looking to recruit top tech professionals for your cybersecurity and data teams? Or are you a tech professional ready for your next opportunity? Check out our job search or get in touch with us to discover how we can help.