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

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

Short tenure isn’t a bad thing

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

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

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

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

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

Long tenure is best

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

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

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

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

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

Does location matter?

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

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

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

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

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

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

With the election fast approaching, the debates in full swing, and the Democracy Sausages getting ready to be devoured on 3^rd May, the next few weeks will be interesting to say the least as the Australian public hears from both leaders on what their policies will be if they’re to be elected. Cost of living, energy, health, and the economy will be big points of discussion.

So, Dutton vs Albanese, who will come out on top? We wanted to break down who stands for what and get our leaders’ insights. Let’s get into it.

The economy

Wages grew 0.7% in the December quarter, the slowest quarterly rate since March 2022, bringing annual wages growth to 3.2%. Unemployment remained flat at 4.1% in February. Both parties are facing extreme pressure on interest rates, cost of living and now we’re seeing the impact of the Trump government.

Matthew Munson, Managing Director, Talent Sydney, said, “It is hard to see that either party will have the ability to impact the economy with the global situation. Donald Trump is leading economic disruption and uncertainty globally; it would be a brave person to predict what he is going to do next. The way the other large economies react, primarily China and the EU will also define the impact to Australia. It is hard to see what Dutton or Albanese will be able to do to influence the economy, other than to try and react as best as they can. The Australian economy is intricately linked to Chinese demand for minerals, if they react by increasing economic stimulus, that could be a good thing. However, there is also a good chance we could be pulled into a global recession.

“Comparing the parties proposed economic policies for the election, neither appears to have a compelling advantage. The Labor party have proposed a small tax break, which is hard to see having much of an impact on voters. The Coalition has proposed changes to energy policy, centered around nuclear, which is a long term plan also unlikely to have an impact on the election. In response to Labor’s small tax cut, the Coalition are proposing a fuel excise tax break to assist with cost-of-living pressures.

“Our best prediction would be that unemployment will increase this year, particularly if we enter a recession. However, we expect technology hiring to remain flat or even to increase, after two years of reductions.”

Work from home

It has been an interesting few weeks when it comes to flexible work policies. The Coalition’s stance on scrapping working from home privileges for public servants has been quite firm, however only this week they’ve done a complete backflip due to the huge backlash. About 365,400 people work for a federal government agency, according to the Australian Bureau of Statistics. This includes the departments of finance, health, and defence force personnel.

The most recent Australian Public Service (APS) survey showed 61% of public servants worked away from the office at least “some of the time” in 2024.

Labor has been against this policy for public servants with the Labor government publishing analysis claiming that job-sharing would force women to abandon flexible full-time work and scale back to part-time hours, reducing their salaries by up to $740 a week.

The Coalition has also clarified that it will not force any redundancies across the APS. Instead, the party estimates it will reduce the public service by 41,000 over five years through a hiring freeze and natural attrition

Simon Yeung, Managing Director, Talent Melbourne, said, “Despite some high profile local and international return to office mandates, the share of Australian job ads offering WFH has declined slightly since its peak in 2023. Over 50% of workers would ideally like to work from home 2 or more days a week. Industries with limited and decrease WFH opportunities are customer focused roles like Trade & Services, Sales, Retail, and hospitality. If you are hiring, it’s important to offer flexibility.

“Job seekers have had an increased focus on work-life balance with many considering WFH as an important contributor to achieving it. Offering hybrid and flexible working has become one that businesses can compete for talent. WFH/Hybrid working is here to stay no matter who wins the election, evident with the Coalition’s backflip on their decision.”

Cost of living & wages

As part of Labor’s policy to help tackle the cost of living, they’ll be pushing for an increase to the minimum wage as part of an independent annual wage review. The Coalition Leader said in response, “We support wage increases”, without sharing an amount.

The Coalition has put forward a 50% fuel excise. The Albanese government has been asked if they would be open to this policy however, they felt the Coalition would only have it as a “temporary” measure which would disappear after 12 months.

Labor has announced it will create a $1000 instant tax deduction for work-related expenses, so people don’t need to submit receipts up to that amount in their tax returns.

Steve Jobson, Account Director, Talent Canberra, said, “Cost of living will be a defining issue in the upcoming election, with both major parties offering different approaches to relief. Labor’s commitment for a minimum wage increase shows a long-term strategy to support low-income earners, whereas the Coalition’s proposed fuel excise cut offers short-term relief at the bowser. Australians might question the sustainability and impact of temporary measures versus structural wage reform. Ultimately, trust in economic management and cost-of-living relief could sway undecided voters.”

Energy

Energy has been a leading topic for the election campaign. There was a great amount of time spent discussing this in the first debate.

The Coalition is holding firm on their plans for nuclear power and gas; however, the Albanese government has slammed it over the cost, timing and detail. Albanese was quoted saying, “The only gas policy that the Coalition has is the gaslighting of the Australian public.”

Dutton’s stance is that the nuclear and gas policy will deliver cheaper power bills with flow-on effects economy-wide.

Steve Jobson, Account Director, Talent Canberra, said, “Energy policy is also shaping up to be a major issue, with clear ideological and practical divides between the two parties. The Coalition’s push for nuclear power plants and an increase in gas reserves allocated for Australians, focuses on long-term infrastructure and energy independence, however questions remain around cost and implementation timelines. Australians will most likely weigh the promise of future savings against the urgency of current energy affordability and climate commitments.”

Health

The first debate touched heavily on healthcare with both parties promising increased investment with a focus on mental health.

Labor has announced it would roll out $1 billion to boost mental health services around Australia starting in January 2026, mostly building on existing programs and centres.

The Coalition’s key policy has been to permanently double the number of subsidised mental health sessions from 10 to 20, which was the number offered during the pandemic. Similarly to Labor, it has also committed to extra headspace sites.

Matthew Munson, Managing Director, Talent Sydney, said, “Health is an area where Labor looks to have a clear advantage. The party has a number of proposed policies; including an $8.5 billion investment in Medicare increasing bulk-billing GP capacity, $1 billion to expand mental health services, a 15% wage increase for aged care workers and a reduction in cost of PBS medications by 29%. Labor is also looking to invest significantly in technology projects. Major investments include upgrades to digital health records, aged care ICT systems, and telehealth platforms. The aim is to modernise services, improve patient outcomes, and enhance data security across the sector.

“The Coalition are yet to announce any proposed policy changes related to health other than a $400 increase for youth mental health services.

“Labor’s planned technology projects in the space would create jobs and further investment in the sector.”

Final thoughts

As we await to find out how Australia will vote, one thing is clear, the hiring market will react to whichever way it swings. The cost of living is a defining issue, and global affairs are putting a spotlight on the economy.

Steve Jobson, Account Director, Talent Canberra, reflected, “As the election draws closer, Australians are faced with a choice between two distinct visions for the nation. Labor is positioning itself as the party of structural reform, with investments in health, mental health, and wage growth, alongside a commitment to flexible working and public service stability. Their investment in Medicare, Aged Care, and digital health infrastructure signals a future-focused approach aimed at long-term service delivery and job creation.  In contrast, the Coalition has focused on cost-of-living relief through temporary measures such as a fuel excise cut and proposed structural change via energy reform cantered around nuclear power. The Liberal Party also plans to reduce the size of the APS by 41,000 people over five years through a hiring freeze and natural attrition, whilst so far ruling out forced redundancies.

“Neither party appears to have a silver bullet when it comes to steering the economy through rising global uncertainty, with Donald Trump and shifting Chinese demand looming large. What may tip the scales are domestic issues where Australians feel an immediate impact—cost of living, healthcare, and workplace flexibility. Labor’s advantage maybe in clearer policy detail and a perceived alignment with everyday pressures, while the Coalition will need to convince us that its long-term strategies can deliver real change. The next three weeks will test each leader’s ability to cut through complexity and connect with a population eager for stability and relief.”

Auckland Market Overview

It’s a new year and with that, brings a lot of opportunities.

2024 was an up and down market for us Kiwis. The economy was tough and that had a knock-on effect for the hiring market. There were some great wins though towards the back end of the year with the Reserve Bank lowering the Official Cash Rate. AI took centre stage, and cybersecurity was still a hot topic for businesses.  There’s no doubt, leaders will still be focusing in on these areas as we begin 2025. Let’s get into what we’re experiencing currently.

We are nearing the next Reserve Bank meeting (happening on the 19th of February) where they’ll discuss potentially lowering the Official Cash Rate (OCR) again. Rumours are swirling with the major banks’ economists picking 0.50%. With this in mind, many mortgage holders are hoping this will ease worries, however it has been reported much of the drop expected throughout the year has already been priced into rates. Time will tell though, as if one bank drops their rates further, we’d hope that others will follow suit to stay competitive. With the Trump administration in power, that could potentially influence the rest of the world’s economies and inflation rates. Time will tell.

According to Stats NZ, New Zealand’s annual net migration gain continues to fall but the number of departing Kiwis looks to have peaked. The net gain for the year to November 2024 was 30,600. That number was made up of a net gain of 78,500 non-New Zealand citizens and a net loss of 48,000 New Zealand citizens. Meanwhile, the 127,800 migrant departures in the November 2024 year were, provisionally, the highest on record for an annual period, Stats NZ said.

According to SEEK, job ads fell by 23% for December 2024. This is tough to hear as it was only a few months ago that we’d seen a lift. These results may be indicative of businesses slowing down given it is after all the December period and potentially were waiting for the new year to begin before making critical hires.

It’s not all industries that have seen a halt though. SEEK Country Manager, Rob Clark, said, “Some industries ended the year with more opportunities, including banking & financial services and insurance & superannuation, thanks to growth spurts at the end of the year.”

Now when you consider all of this and that markets move in cycles, one can’t help but think if spending / investment / project decisions are building up when they push go, will they all push go together?

Candidate needs

• Security; whether that’s for perm or continuity of their extension. Security is by far the highest priority.
• In line with that, increased, frequent and consistent communication from their workplace to assure them of the organisation’s plan.
• If they have flexibility in their role, for that to continue. This is a perk people really do not want to give up if they have it established. However, we are seeing candidates begrudging soften on this in line with job security.
• Making themselves “sticky” in a highly changeable employment market.
• Drive to increase their personal brands, networking given the changeable nature of workforces.
• Increased AI literacy – there is a growing sense that if you don’t increase your AI knowledge you’ll be outpaced by those who do.

Business needs

• Contractors who hit the ground running, add significant value and don’t take up a lot of management bandwidth. Highly likely in permanent candidates too.
• Increased physical visibility in the office across both contractors and permanent employees.
• Continued initiatives to reduce the cost of their workforce and driving efficiencies.
• Streamline processes and automate where possible. Drive increase in productivity.
• Leadership who can lead change and can do so in volatile times.
• AI and data governance strategies.

The year ahead

The year ahead will be an interesting one for us Kiwis. What some may feel as a tipping point, others may think that we’re still in the thick of it. Business leaders will be grappling with the confidence to invest, however without investment they may be losing out to their competition.

I was recently reading an article from Spark CEO, Jolie Hodson, who stated that she wants New Zealand to fully embrace advance digital technologies like AI, cloud computing, and the Internet of Things (IoT).  For the past 20 years, New Zealand has consistently spent less than the OECD average on research and development. The article also stated that by international standards, our businesses are particularly low investors in R&D which as a result we’re in a place where our ability to transform businesses with technology is underleveraged.

The question remains; when is the right time to push go on projects and invest? Pressure will remain for our leaders to do more with less from their team members. The advice I would give to them is ensure clear communication and speak with honesty – team members will see right through it if it’s not. Continue to showcase empathy and have support systems in place. Be ready to pivot and empower team members to be agile. Above all, keep learning. Stay up to date with industry trends and other relevant information that can then be fed back into teams. It’s going to be an interesting market and you’ll want to keep your top talent.

Candidates want stability, long contracts for those that are contractors and a feeling of safety within a business and on a project. Continuous learning and skill development will ensure you stand out in a crowd when applying for roles. Use your voice to showcase your knowledge on industry trends through platforms such as LinkedIn. Networking is another great way to increase your visibility and help you land that top gig.

Candidates are still seeking higher salaries in line with the increased cost of living however if they are actively looking for a new job are willing to negotiate.

No matter what, looking after your team members should be any business’s number one priority. With the global tech skills shortage sticking around, NZ losing Kiwis to other markets, demand for hard-to-find, highly skilled talent isn’t going anywhere. The biggest difference between NZ and Australia is the very drastic difference between the decreasing amount of job opportunities and the significantly increasing amount of job applicants.

In my last update, I shared the statement “survive till 2025” which had been said quite a lot. Well, we’re here now. It’s not going to be a quick fix. We must set our teams up for success so we can thrive. Where we can, invest in technology and don’t be afraid to embrace AI. For candidates, upskill and continue to tap into your network. Don’t give up hope. I’m always available to meet for a coffee and a chat, as is my team.

To finish with something cheesy, because why not, let’s all thrive in 2025.

As businesses across Australia and New Zealand continue their digital transformation in 2025, certain tech skills are becoming highly sought after by employers.

Whether you’re an IT professional looking to future-proof your career or aspiring to become a tech specialist, developing expertise in these key areas can boost your employability and give you an edge in this year’s hiring market.

Let’s get into the top five tech skills in demand for 2025, their applications across the top industries hiring these specialists, and the online courses available via LinkedIn Learning, and Skillsoft Percipio which is free for Talent contractors through our ENGAGE platform.

1. Data Architecture

As companies generate and use increasing amounts of data, they need structured frameworks to ensure data is accessible, reliable, and secure. This is where data architects come in, with their role involving designing, managing, and optimising the way data is stored, processed, and kept secure within an organisation.

This year, the top industries hiring for data architecture professionals and potential applications within these organisations are Finance & Banking (managing vast transactional and compliance data), Healthcare (securing patient data management), Retail & eCommerce (optimising customer and sales data) and Government & Public Services (handling citizen data securely).

Key specialisations within this area are Data Governance & Compliance ensuring data policies align with regulations, Cloud Data Architecture which entails designing scalable cloud-based data systems, and Big Data Solutions to manage large datasets for analytics and AI.

Online courses to get you started as a data architect are ‘Learning Data Architecture’ on LinkedIn Learning and ‘Data Architecture Fundamentals’ on Skillsoft Percipio.

2. Azure SQL

Microsoft’s cloud-based database services, Azure SQL enables businesses to store, manage, and analyse structured data efficiently. Organisations migrating to cloud-based infrastructure requires specialists skilled in Azure SQL administration and development.

In 2025, the top industries hiring for Azure SQL experts and their potential applications are Corporate IT & Enterprise Solutions (managing company-wide data), Healthcare (handling electronic health records securely), Manufacturing & Logistics (optimising supply chain data), and Telecommunications (scaling large databases for millions of users).

Key Azure specialisations are Azure SQL Database Administration to configure, manage, and optimise cloud-based databases, Data Integration with Azure to connect Azure SQL with other cloud services, and Performance Tuning & Security ensuring database efficiency and security.

Online courses to gain a better understanding of this skill area are ‘Microsoft Azure SQL for Beginners’ on LinkedIn Learning, and ‘Azure SQL Administration Essentials’ on Skillsoft Percipio.

3. ITIL Implementation

Information Technology Infrastructure Library (ITIL) is a framework for IT service management (ITSM) helping businesses deliver high-quality and efficient IT services. ITIL-certified professionals can streamline IT processes, reduce downtime, and improve service delivery.

This year, the top industries hiring for ITIL experts and what the role could entail are Banking & Financial Services (ensuring IT systems run smoothly), Telecommunications (optimising IT support services), Government & Public Sector (implementing efficient IT service management), and Enterprise IT Departments (standardising IT operations and processes).

If we were to break this specialisation down even further, these would be: ITIL Service Strategy & Design to align IT services with business goals, ITIL Change Management ensuring smooth updates and system changes, and ITIL Service Operations to optimise help desk and IT support services.

Two online courses to get you started are ‘Foundations of ITIL’ on LinkedIn Learning, and ‘ITIL 4 Foundation Certification Course’ on Skillsoft Percipio.

4. Security Information and Event Management (SIEM)

SIEM solutions collect, analyse, and respond to security threats in real-time by monitoring logs, detecting anomalies, and automating incident responses. With cybersecurity threats on the rise, businesses need SIEM experts to protect critical systems and data.

In 2025, these are the top industries hiring SIEM specialists and its potential applications: Cybersecurity & IT Services (detecting and preventing attacks), Healthcare (protecting patient records from breaches), Government & Defence (securing sensitive information and critical infrastructure), and Retail & eCommerce (preventing fraud and cyberthreats).

Key specialisations within this skill area are SIEM Platform Management to configure and optimise SIEM tools like Splunk, IBM QRadar, and Microsoft Sentinel, Threat Intelligence & Analysis to identify security threats before they escalate, and Incident Response & Forensics to investigate and mitigate security breaches.

Online courses to get you started are ‘Introduction to SIEM’ on LinkedIn Learning and ‘SIEM Essentials’ on Skillsoft Percipio.

5. Microsoft Azure Machine Learning

Azure Machine Learning is a cloud-based AI and machine learning platform enabling businesses to build, deploy, and manage AI models at scale. With AI-driven automation and analytics becoming a core business function, expertise in Azure ML is highly valuable and sought-after.

In 2025, the top industries hiring for Azure Machine Learning experts and potential use-cases are: Finance & Banking (fraud detection, risk assessment), Healthcare (predictive analytics for patient diagnosis), Retail & eCommerce (personalised recommendations, inventory forecasting), and Manufacturing (automated quality control, process optimisation).

Specialisations within this area are AI Model Development, building and training predictive models using Azure ML, MLOps (Machine Learning Operations) to deploy and maintain ML models efficiently, and Deep Learning & Neural Networks to develop advanced AI applications.

Online courses to gain a better understanding are ‘Azure Machine Learning Fundamentals’ on LinkedIn Learning, and ‘Microsoft Certified: Azure AI Engineer Associate’ on Skillsoft Percipio.

Conclusion

To remain competitive in a market that is currently in an employer’s favour, it’s important to continue developing your skills and specialties. Whether you’re interested in data, cybersecurity, cloud computing, or IT service management, mastering any of these above skills can unlock new career opportunities.

If you’re part of our contractor community at Talent, reach out to your Contractor Care point of contact and ask how you can join our all-in-one contractor hub, ENGAGE. With free Skillsoft Percipio courses on offer, now is the best time to invest in your professional development.

Learn more about contracting through Talent here, or if you’re on the search for a new job head to our jobs board. If you’re curious about what tech professionals in these fields are earning across Australia and New Zealand, head to our Salary Guide filled with all the latest data.

The interview is undeniably the pivotal moment in the hiring process. This article offers four essential tips to help candidates stand out and perform exceptionally well during their next job interview. Whether it’s your first professional position or you’re seeking a new opportunity, mastering the interview process is key.

1. Dress in professional attire: Making a strong first impression is crucial, and your attire plays a significant role. Opt for formal business attire, such as a suit and tie for men or a business suit or blouse with a skirt for women. Grooming is equally important, so ensure you are well-groomed and presentable. Looking sharp when entering the interview room sets a positive tone and demonstrates your professionalism.
2. Bring copies of your resume: Anticipate that hiring managers will delve into the details of your resume during the interview. While you’re well-acquainted with your own experiences, bringing multiple copies of your resume ensures everyone is on the same page. Be prepared for potential group interview scenarios by bringing extra copies. It’s a simple yet effective way to facilitate a smooth discussion about your qualifications.
3. Practice your answers:  Bring your expertise into the conversation using the STAR method (Situation, Task, Action, Result) and practice potential interview questions before the big day. Download a copy of our How to Nail Your Interview Questions Guide to learn how you can ‘wow’ hiring managers.
   
4. Research the company: Demonstrate your genuine interest in the potential employer by conducting thorough research on the company. Beyond the initial job search, stay updated on the latest company news and industry trends. This knowledge not only showcases your preparedness but also allows you to engage in meaningful conversations about the company during the interview. A well-informed candidate stands out in the eyes of the interviewer. Check out our Interview Preparation Guide for more tips.
5. Ask questions at the conclusion: While you’re the one being interviewed, take the initiative to prepare a list of questions for the conclusion of the interview. This not only gives you an opportunity to seek clarification but also reinforces your level of preparation and interest in the role. Thoughtful questions demonstrate your engagement and commitment to understanding the company and the position.

Mastering the interview process requires careful preparation and attention to detail. By focusing on professional attire, bringing copies of your resume, conducting thorough research, and asking insightful questions, you position yourself as a standout candidate. As you embark on your job search journey, these tips serve as a valuable guide to excel in your next interview.

It’s interview time. If you want to make a good first impression with an employer, you should always have questions ready to throw their way when the opportunity arises. A well-thought out question can be what separates you from the pack. So, what questions can you ask? Let’s explore:

1. “What are the most important qualities needed to excel in this role?”

Talent Melbourne’s Managing Director, Simon Yeung, suggests asking this question, as it highlights that you want to learn what you can do to be a great candidate. It demonstrates that you are willing to self-reflect and determine whether you have these qualities, and if not, that you are eager to bridge the gap. You are demonstrating drive and motivation to succeed. By learning what you can do to excel, you can take the steps to apply this and be the exact candidate they are seeking.

Remember, it’s not always about the experience or skills you have. Your attitude, motivation and passion can be equally, if not more, important in helping you land your dream role. So, make sure you communicate this in the interview room. Communicate your drive and eagerness to learn within the role in order to put your best foot forward.

2. “What will be expected of me in the role within the first 30 days, 60 days and year?”

Yeung suggests asking the interviewer this question as it will not only provide you with an insight into what the role will involve, but also allows you to communicate that you are someone that works well to the expectations placed upon them. It highlights that you will be a candidate who is eager to deliver on their goals and objectives, which is something every hiring manager wants to see. It also demonstrates to the interviewer that you are not only concerned with what you can get out of the role, but of what you can do to provide value to the company. Your value is what you really want to communicate.

3. “What do you like best about working for this company?”

Yeung recommends asking this question as it will provide you with an insight to the company’s culture and will allow you to determine whether it’s the right fit for you. If they enjoy a certain aspect, say, the company’s flexible working arrangements or the friendly work relationships, then it can indicate whether you too will enjoy the role and fit in well at the company. At the end of the day, the company needs to be as much of a right fit for you as you for them.

You should exercise caution when asking this question though. You don’t want to come across as someone who is only interested in the perks they can get out of the role. Remember, you want to demonstrate your value and highlight how you can help the company achieve its goals.

4. “What is the culture like at this company?”

You want to know whether this company is the right fit for you and you for them. That’s why determining what the culture is like from the outset is important. Yeung suggests asking this question as it highlights to the interviewer that you care about working in an environment that aligns with your values and attitudes. You can make a judgement from what the interviewer says, about whether this is a company that you will fit in well at, or whether you should be looking elsewhere. They can also make a judgement about you as to whether you will be the right fit for them. It’s a two-way street. Demonstrating that you have taken this into consideration will give you a step up in the interview process.

If you’re looking for your next exciting opportunity, check out our job search.

The time has come. You’ve decided to dip your toe into the job market and make your next move. In a competitive market, you want to stand out from other candidates and make a good impression. So, what steps can you take to achieve this and secure your ideal role? Let’s jump into it:​

1.     Look at job boards

When applying for a job, you may first begin by looking to job boards for positions best suited to your qualifications and skills. It’s a great idea to scan company job boards to see who is recruiting and to assess the openings available. Alternatively, you can use the services of a recruitment agency like Talent, to help guide you through the entire application process, including locating tech roles that would be a perfect match for you.

2.   Sign up for job alerts

It’s a great idea to sign up for job alerts, be it through job sites or platforms such as LinkedIn, to constantly stay in the loop about which companies are hiring in your industry and field. Job alerts will allow you to save time and effort in constantly sifting through hundreds of job listings online. You will instead be notified of the most relevant roles for you and can quickly jump on the opportunity to apply.

3.   Use your network

It’s not always about what you know, but who you know, so use your network wisely. It can be your greatest asset – you never know who could help you land your next dream job! Professionals within your network can alert you of job openings, refer you to others who could give you a step up in the application process, or afford you other opportunities which can lead you one step closer to securing your ideal role. Taking the steps now to build up your professional network will stand you in good stead when it gets to crunch time.

4.  Strengthen your resume

Now is the time to take the plunge and apply for that role you’ve spotted. According to Anthony Whyte, Talent Adelaide Managing Director, “When applying, your resume should be in reverse chronological order and highlight all your achievements and outcomes”. In other words, make sure your most recent employment roles are listed first so the hiring manager can easily see a history of your working life, with the most relevant roles located at the top. Your achievements should also be front and centre. You’ve earned them, so show them off! You want to demonstrate to the hiring manager that you are an ideal candidate for the role because of your past experience, achievements and skills. But remember, above all, keep it relevant – tailor your resume to the job description to ensure you have the greatest chance of scoring an interview.

5.   Tailor your cover letter

Whyte suggests formulating a “short succinct cover letter tailored to the job and addressed to the appropriate person” when applying for a role. Keep it relevant and make sure it specifically addresses the job description. You want to demonstrate that you have the skills and characteristics that the position demands. As Whyte explains, it is also a good idea to determine who exactly the cover letter should be addressed to. It shows that you have done your research. Bonus points for locating their name and not just their title. It is a respectful move which demonstrates that you not only value the hiring manager and their time, but also value the position and want to make a good impression.

6.   Follow up

So, you’ve submitted an application. Now what? Whyte suggests following up by phone or email after this step. This will not only help you move to the forefront of the recruiter or hiring manager’s mind, but will also communicate a sense of ambition and eagerness – two qualities that anyone would want in a new recruit. It will show that you are keen to work, suggesting that you will be a strong performer in the role.​

7.   Be accessible

If you want to be a front-runner in the candidate pool, Whyte notes that it’s important you be accessible, “it sounds obvious, but if we were to call you, you need to pick up your phone”. Hiring managers want to know that you will be a reliable worker. Accessibility can be a strong indicator of this. Make a good impression during the application stage and you will be a shoe in for landing your dream role.

At Talent, we can help you through each stage of the job application process. From locating available positions, to placing you in the perfect role, we’ve got you covered every step of the way. Get in touch with us today to see what we can do for you or check out our jobs board.

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.

First impressions matter. So, if you want to score your dream job, you need to present yourself in the best possible light to a potential employer. Let’s explore how you can do just this:

Get your timing right

It’s important to be on-time to your interview. Be respectful of your interviewer’s time and the time you have agreed upon to meet. If you find that you have arrived 30 minutes before schedule, then take this time to grab a coffee and calm your nerves. You want to go into the interview with a clear mind so you can really showcase how great of a candidate you are. Conversely, if you are late, it may come across as though you don’t value the interviewer’s time or care enough about the role. It’s best to arrive just a few minutes early so you are ready for a timely start and are calm enough to put your best foot forward.

Dress to impress

According to Forbes, it takes 7 seconds for someone to make a first impression. So, you’ll want to use those 7 seconds wisely. Your outfit speaks measures, so make sure it’s saying the right things. You want your outfit to say ‘I am the right fit for this role’. If you can dress the part, then you are part-way there. It’s about nailing the basics – it comes down to being neat and tidy and dressing in a way that is relevant for the role. If you are going for a role at a tech start-up, wear smart casual. If you’re trying to fit in in finance, dress corporate. If you’re unsure, follow Talent Adelaide Managing Director, Anthony Whyte’s golden rule: “when in doubt, overdress” . It doesn’t stop here though. Your overall physical presentation is just as important and the small details count. Make sure your hair and nails are well groomed and that you look put together. You want to show that you take pride in your appearance – it communicates to the interviewer that you will also take pride in your work and will represent the company well.

Know your stuff

You should have enough knowledge of the hiring company in your arsenal to draw upon when the tricky questions come out. Be aware of what the company does, what it wants to achieve, and what its values are. Use the interview as an opportunity to demonstrate that you share in the company’s vision and will work hard in the role. Doing this research will give you a boost in the interview process as it shows that you value the role and are eager to prove yourself. Conversely, a lack of preparedness may give the interviewer the impression that you are not serious about the position, and they will thus not consider you as a serious candidate.

Set yourself apart

Being prepared is important. Whyte recommends having some questions ready to throw your interviewer’s way – this communicates a level of interest which will work in your favour. Talent Sydney Managing Director, Matthew Munson’s sage advice: “steer clear of questions relating to salary and workplace benefits”. You want to demonstrate that you are interested in the actual role and have the qualities the company is looking for – not come across as someone who is only interested in what benefits they themselves can get out of the position.

You should also never underestimate the power of good conversation. If you can hold your own and communicate clearly, you have a major step up in the interview process. Articulate exactly what it is that you bring to the table and your interviewer will be impressed.

Make eye contact

Strong eye contact communicates that you are attentive, interested and respectful of the other person’s time. It can also make you appear more confident, which can never go astray. Your body language and eye contact can say a lot about you, so use it to your advantage to demonstrate that you are a great candidate from the get-go. Master this, and you’re one step closer to solidifying that great first impression and landing your ideal job.

Are you looking for a new role? At Talent, we can help you in nailing your next job interview and making that great first impression. See what opportunities we have available for you here.

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

1. Keep your skills fresh

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

2. Be flex on flex work

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

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

3. Tailor your resume

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

4. Re-assess your salary expectations

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

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

5. Consider what’s important to you

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

6. See what’s on offer

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