If you’ve already accepted, should you go to another final interview?

It’s a situation many candidates find themselves in; you’ve verbally or even formally accepted a job offer, but another final interview opportunity lands on your lap. Do you honour the commitment you’ve already made, or explore what could be a better fit? It’s a tricky balance between integrity, opportunity, and self-interest. To unpack the dilemma, we asked two of our recruitment experts, Chris Hossell, Senior Consultant in Wellington, and Shweta Chopra, Practice Lead in Auckland, New Zealand, to each pick a side, present their perspectives then see how it unfolds.

The case against: Your word is your bond

Chris Hossell presented the case that once an offer has been accepted, you should not continue interviewing elsewhere.

He argues that integrity and professionalism are critical in these moments: “Once you sign a contract, you’ve given your word. To pull out after that leaves a sour taste for the employer and damages your reputation. Hiring managers don’t forget situations like this, and if you come across them again in the future, that decision will follow you. Even before you’ve signed, being transparent is key. If you do have another interview lined up, be open about it, it’s better to ask for an extension to make an informed decision than to backtrack after committing.”

Chris also points out the ripple effect beyond just one job. “The market is smaller than people think. Word gets around, especially in tight-knit industries. Backing out of an offer after acceptance doesn’t just affect your relationship with one employee, it could also affect how future employers or recruiters view your reliability. A short-term gain might not be worth the long-term damage.”

The case for: The need to protect yourself

Shweta Chopra presented the alternative view. She argues that candidates should keep their options open until the moment a contract is signed.

“Verbal offers don’t carry the same weight as signed agreements, and candidates need to protect themselves. Things can still fall through, and a verbal acceptance is a grey area. Until you’ve put pen to paper, you should have the choice to attend other interviews, especially if it could lead to a role that’s a stronger fit. What matters most is honesty: communicate with your recruiter and the employer so there are no surprises. Once you’ve signed, though, I agree that you need to stop. That’s the point at which commitment really kicks in.”

She also notes that candidates should put themselves first, because companies always will. “At the end of the day, organisations will do what’s best for them. They can withdraw offers at the last minute or restructure a role after you’ve joined. So, I don’t think candidates should feel guilty about exploring every option until they’ve locked something in formally. It’s about being pragmatic while still acting respectfully.”

Both Chris and Shweta agree that the challenge often lies in timing and communication. Sometimes delays in hiring processes create confusion, leaving candidates stuck between opportunities. In those cases, Shweta points out that the responsibility also falls on organisations to run efficient and transparent processes, so candidates aren’t forced into awkward last-minute choices.

The verdict: A mixture of both

Ultimately, this debate doesn’t land neatly on one side. As Chris stresses, integrity and honouring commitments are crucial to building trust. As Shweta highlights, candidates also need to protect their interests until they have certainty. The takeaway? Transparency is everything. If you’re in the grey area of a verbal offer, be upfront about other interviews. If you’ve signed, honor that commitment. Navigating these situations with honesty and integrity not only protects your career but ensures you build strong, lasting professional relationships.

TikTok has become an unlikely oracle of work culture, and the latest buzzwords have been doing the rounds: “job hugging” and “quiet cracking”. More than just social media gimmicks, they’re signals of where the labour market is right now in Australia, New Zealand, and the US.

What is “job hugging”?

A response to a tighter labour market, rising costs of living, and waves of layoffs across industries, job hugging is the latest phenomenon defined as employees holding onto their jobs for security, even if they’re disengaged.

On the surface, job hugging can look like stagnation, but employers are benefiting; fewer resignations mean lower recruitment costs and more certainty for long-term planning.

In Australia, job mobility has slipped from 9.5% in 2023 to just 7.7% in 2025, while SEEK reports job ads are down 4.8% year-on-year. It’s not surprising that many are clinging tightly to a role that feels safe.

What is “quiet cracking”?

“Quiet cracking” flips the script. It’s about employees pushing for growth in spite of limited upward mobility. This means side hustles, passion projects, or going the extra mile in their current role.

Another reaction to the broader reality, as Gallup reports 77% of people are globally disengaged at work. And when promotions or pay rises are thin on the ground, workers are finding ways to crack open new growth pathways on their own.

Gen Z and the broken entry-level market

Much of the conversation around job hugging overlaps with old narratives about Gen Zs “job hopping.” The youngest generation in the workforce, Gen Z carries a reputation for being quick to move on or staying for only 1-3 years before seeking something new.

But here’s what the headlines often miss: this isn’t about disloyalty. It’s survival in a systematically broken entry-level market.

According to Jobs and Skills Australia, entry-level jobs postings are down significantly. While in Australia, the unemployment rate is holding steady at 4.2%, the rate for young people – which is typically higher than the overall rate – has risen slightly to 9.5%.

At the same time, the pay-off for switching roles has largely evaporated. In 2023, job hoppers were gaining 7.7% salary increases compared to 5.5% for those who stayed. Now, job hoppers see a measly 0.2% gap in salary bumps of new roles offering 4.8% compared to 4.6% for those who stay put.

Candidates: Reframe the narrative

Instead of internalising this behaviour as flighty or fickle, rethink how you want to position yourself:

• Don’t apologise for being strategic. Job changes can be intentional career design. Rather than saying “I know it looks like a lot of moves,” frame it as “Each role was chosen to build specific skills for my long-term goals.”
• Skills growth over tenure. Loyalty is no longer measured in years. What matters is the growth, skills and capabilities you can point to.
• Make every move count. Random job hopping is over; strategic career construction is the new norm.

What these trends tell us about the market

Together, job hugging and quiet cracking reveal a workforce caught between caution and ambition:

• Risk aversion is high. Workers are reluctant to leave without a compelling reason.
• Retention is fragile. People may stay, but disengagement looms unless employers create pathways for growth.
• The talent pool is selective. Candidates want roles that feel both secure and has opportunity for growth, and they’ll pass on jobs that don’t offer either.

Employers: The takeaway for leaders

If you’re hiring in Australia, New Zealand, or the US, understand the balance employees are trying to strike: stability on one hand, and growth on the other. “Job huggers” need reassurance that your opportunity is safe. “Quiet crackers” need to see how it will help them grow.

In other words, you aren’t just selling a role, you’re selling everything that goes along with it: security, skills, growth, culture, and the list goes on.

Want to understand how these workforce signals could impact your hiring strategy? Our team can help you plan your next move. Get in touch.

In today’s job market, the first “reader” of your resume is usually software.

Applicant Tracking Systems (ATS) parse (read, break down, and map) your resume into structured data so recruiters can search, sort, and rank candidates fast. When the parsing goes wrong, strong applicants can get lost in the shuffle, and another caveat? Since job seekers are also using AI to game the system, we’re in a hiring landscape where both sides are optimising for efficiency, and the result is anything but.

What is parsing and why does it matter?

Parsing is how an ATS interprets your resume and turns it into searchable fields like name, job title, dates, skills, and education. If your resume formatting confuses the parser, your experience might not show up correctly in recruiter searches even if you’re highly qualified and fit for the role.

There are a few types of parsers out there:

• Keyword-based: Looks for common section headers and formats. Deviate too far and you might break it.
• AI/NLP-based: More advanced systems can extract skills and infer meaning from context but they aren’t perfect.
• OCR-based: Kicks in when resumes are uploaded as PDFs or images without a proper text layer. Accuracy here drops sharply.

For job seekers: Format for humans and machines

• Stick to 12pt fonts that every system recognises like Times New Roman, Calibri or Arial.
• Avoid design extras: Tables, columns, images, logos, and text boxes might look nice but can trip up parsing.
• Use clear section headers: Experience, Education, Certifications, Skills.
• Pack it with keywords: Think of your resume like SEO for job boards. Search “<your job> keywords” and use those in context and tie them to outcomes. Don’t list them in a block.
• Save and upload in .docx, not PDF. PDFs often require OCR to extract your text, and that’s where things break down.

As JP Browne, Practice Manager from Talent Auckland, explains:

“Some organisations are moving away from AI screening tools, because applicants can just copy-paste job ads into AI prompts and generate amazing cover letters. But if the CV doesn’t match the substance, it’s game over. Your resume has to actually contain the right data and not just sound impressive. I call it CV-for-dummies because I need everything spelled out. Don’t assume your title tells the story. Put in more detail, not less.”

For employers: Efficiency is not effectiveness

AI and ATS tools help filter thousands of applicants but over-relying on automation can hurt you. Especially in a market where candidates are leveraging generative AI to write polished CVs and cover letters, many hiring managers are finding that what looks good on paper doesn’t hold up in interview and that’s slowing the process down.

Instead of streamlining hiring, AI on both sides is creating a new bottleneck: CVs that look right but don’t deliver, and shortlists that fail to surface the best fit.

“It is not unusual for our team in Sydney to still receive 750–1500 applications per role,” says Matthew Munson, Managing Director of Talent Sydney. “Responding to this volume of applications is hard for agencies and employers and so the levels of candidate service is suffering, leading to a lot of frustration in market.”

This is echoed in South Australia by Vimal Venugopal, Senior Consultant in Technology & Project Services Recruitment in Talent Adelaide:

“Public sector jobs are seeing the highest number of applicants per job ad. According to SEEK, that index now sits at 220, and Professional Services roles are close behind at 187. That’s a huge amount of competition. This data is completely in line with what we’re observing in the Adelaide market. For example, we listed a Data Migration Analyst role and an ICT Support Analyst role and received 299 and 342 applications respectively.”

Keep a human in the loop

ATS tools are useful but they can’t replace human judgement. We recommend keeping a hiring professional involved in reviewing any final shortlist. Take a second look at ‘near miss’ candidates whose resumes may not have been perfectly formatted but show potential and revisit your role briefs and consider re-advertising with clarified requirements or alternate job titles. Most importantly, ensure interviews are being used to assess capability, not just alignment to the AI-generated CV.

Final tips for both sides

Job seekers: Format simply, write clearly, and tailor your resume for the role without ChatGPT doing all the heavy lifting.

Employers: Review your ATS setting, make sure your job ads are written clearly (without keyword stuffing), and don’t delegate shortlisting entirely to automation. The right candidate may be hiding just behind the algorithm.

If you’re a job seeker looking for your next exciting opportunity, head to our jobs board. And if you’re a hiring manager looking to find top talent who can hit the ground running, get in touch today.

In a hiring market that feels tougher by the day, speed is everything. But when agencies cut corners in the name of speed, everyone loses.

Thomas Mackenzie, Account Director from our Sydney headquarters, has noticed a new trend:

“There are agencies submitting candidates to clients without ever meeting or speaking to those candidates first. They’re submitting personal details including full name, email, phone and other details they’ve gathered by scraping tools or from previously shared CVs, all without the candidate’s consent.”

On the surface, it looks efficient: more CVs, faster. But here’s the reality:

• Privacy risk – Sharing candidate details without consent runs against the spirit of the Privacy Act 1988 (Cth).
• Ethical breach – Members of the RCSA and APSCo are bound by codes of conduct requiring candidate consent and breaches can trigger investigations and penalties.
• Poor outcomes – When candidates don’t know they’ve been submitted, dropouts and rejections are inevitable, and that wastes everyone’s time.
• Brand damage – To candidates and clients alike, it looks impersonal and rushed. Trust takes years to build and seconds to lose.

Kara Smith, New Zealand Country Manager, has seen the impact firsthand:

“Just this week, another organisation sent a candidate’s CV for a role. We had fully interviewed the candidate, taken a reference check upfront, provided a full summary of the candidate’s fit and motivation and got the candidate’s explicit consent. Guess what? The candidate’s not being interviewed at all now. Is the fact that two agencies submitted the candidate part of the reason why? Could be. It’s just not good enough.”

And Matthew Munson, Managing Director of Talent in Sydney, adds an important reminder:

“Recruitment is, and always will be, a human job. Technology and AI can help us move faster, but it can’t replace the trust the comes from people speaking to people. A CV on its own isn’t enough. What matters is understanding the person behind it.”

As a hiring manager, it’s worth asking: Do you really want CVs at speed, or do you want to know the candidates you’re meeting are engaged, motivated, and have chosen to be there?

And as a candidate, it’s worth reflecting too: Do you really want your CV being flung across the market without your consent? Or would you rather work with a recruiter who takes the time to strategically position your profile and advocate for you with the hiring manager? A good recruiter will prepare you for interviews, share insights about the company, coach you on what matters to decision-makers, negotiate salary, title and terms on your behalf, and ultimately enhance your visibility and network in your market.

For us, placing contractors doesn’t end with the placement. We support our contractor community throughout their engagement, from wellbeing and education around financial management, to our one-stop contractor portal, ENGAGE, networking events, and other employee benefits they might otherwise miss out on. At any stage of the hiring journey, when candidates and contractors feel supported and valued, they bring more energy and commitment to your organisation.

Recruitment is about the people just as much as it is about the process, and when privacy, trust, and candidate experience are protected, outcomes are stronger for everyone.

If you’re looking for a recruitment partner who puts people and process on equal footing, let’s talk about how we can help you.

As the US market landscape continues to evolve, one thing remains the same: the need for experts with niche tech skills. If you’re looking to put your best foot forward to employers this year, it may be time to upskill in one of these coveted competencies. In this article we’ll be diving into the most in-demand technology & IT skills in 2025.

1. Cybersecurity

With cyberattacks on the rise, the need for cybersecurity professionals who can shore up company systems is only growing – however, the availability of this talent is scarce. It’s estimated that there is a shortfall of 3.4 million cybersecurity candidates globally. As technology continues to innovate, and cyber attacks rise, employers are going the length to secure top skillsets.

There are currently over two million cyberattacks recorded per year, and by the end of the year, these attacks are expected to increase. With cyberattacks on the up, companies are recognizing that now, more than ever, securing their systems needs to be a top priority. “It’s important now, more than ever, for employers to seek top cybersecurity skills such as risk and compliance, cybersecurity operations, and cloud” Senior Consultant and Talent cybersecurity expert, Emma Corcodilos shares.

Last year there was a notable increase in AI demand and integrations within cyber technology. It’s been especially interesting to see how cyber and compliance has been impacted by the rise of AI. So far, these new innovations are ensuring that the demand for cyber skillsets is only growing.

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

2. Artificial Intelligence

As AI takes off, the need for talent who understand the ins and outs of this cutting-edge tech is higher than ever. As generative AI becomes even more prominent in the US, Data from Oxford University also reveals that globally, the demand for AI skills has increased five-fold since 2015.

As companies continue to adopt this technology and cybercriminals increasingly leverage AI tools to develop more sophisticated attacks, demand is only set to increase for those with competencies in machine learning, data science, natural language processing (NLP), and beyond. In fact, it’s predicted that by the end of the year, 97 million new AI-related roles will be created, however, the supply of talent simply isn’t there yet – in the US and UK, 51% of organizations note that they currently don’t have enough appropriately skilled employees in-house to execute their AI strategy, while 20% of this group expects it will be a challenge to recruit the right talent. As such, AI can craft strategic threats making it impossible to provide a solid approach without the right people on board, driving significant demand for AI and cyber professionals.

AI is also integrating with Microsoft technologies in a product called Microsoft CoPilot, a large language model (LLM) to enhance Microsoft Graph and M365 workspace. This integration is both taking AI and the Microsoft space by storm, by changing the way we work, and creating a new wave of productivity that the industry has never seen before. Ultimately this will increase the need for professionals with skillsets in both spaces to provide optimal solutions.

3. Cloud Security, Infrastructure, and Data Analytics

Cloud Security, Infrastructure and Data Analytics opportunities have seen high demand over the past year and are a few of the most in-demand skills in the US market. As companies continue their Digital Transformation journeys, the need for skilled & experienced talent is on the rise. Dylan Cohen, Talent US Director of Microsoft and Cloud Solutions shares that, “Specialists in cloud security, infrastructure & data analytics have seen a large increase in their salaries & hourly rates over the last year, and I don’t see that changing.” In fact, it’s projected that the number of jobs requiring data analytics skills such as Power BI, Azure Data Factory, Synapse, AWS Big Query, will grow by almost 28% by 2026.

According to Talent North America CEO, Colin Etheridge, “These three areas (security, infrastructure, data) opportunities have seen high demand over the past year and are some of the most in-demand skills. Professionals who stay up to date on all the new certifications relating to these areas have a distinct advantage in their job search when compared to those candidates who are not up to date on their certifications”. Possessing these skills & certifications will set you ahead of the competition, especially as new technology emerges.

The growing integration of Cloud and Data Analytics technologies into businesses is also increasing opportunities for the market, with tech such as Amazon Web Services (AWS) and Google Cloud Products (GCP) driving this market forward. “Everyone is looking to make a splash in their respective industries with these new technologies. Data and AI, along with security, are always at the forefront of most C-Suite conversations. If these executives really want to break from the pack, they’ll need to hire distinguished thought-leaders and elite engineering teams to drive this transformation” says Dylan Cohen.

4. Microsoft

As most Microsoft enthusiasts know, Microsoft is notorious for constantly evolving and changing their technology stack – and not just by changing the names of these products! With new developments across Dynamics 365, Modern Workplace, M365, and Azure, the demand for these skills are rapidly increasing as technology innovates. “In the Microsoft consulting space, and really in any D365 related role, delivery is expected on full project lifecycle responsibilities from pre-sales, implementations, to post go-live support” Senior Consultant Mike D’Esposito shares.

Microsoft Azure is still one of the leading cloud computing platforms. With the continuous enhancements to Azure Security, it will continue to dominate the industry in 2024 to help with ongoing user threats, as security threats increase. This combined with the demand for AI/Data has resulted in Azure skills demand increase of 50% within the recent 12 months. There has also been a notable increase in Microsoft Power BI tools of about 56% in the previous 12 months.

AI is also taking the Microsoft workspace by storm as they unveiled Microsoft CoPilot and Dynamics CoPilot. Each software takes large language models (LLM) and combines with data in the M365 and D365 applications, to turn words into productivity tools. These two new capabilities will take productivity to new heights and increase candidates with these skillsets to power new projects.

As the software need increases, the search for those skills is a necessity for any top employer looking to stand apart from the competition. Since these skills are in high demand across North America, the power is in the people. “I’ve seen a huge increase of salaried D365 professionals becoming independent contractors in hopes of demanding higher hourly rates, bringing home more than what they would annually as a salaried employee, while enjoying the freedom of being their own boss” Director Dylan Cohen has noticed.

Check out our job search for Microsoft opportunities available in 2025.

5. Engineering

The engineering market is positioned for a notable uptick in 2024 due to technological progress, sustainability initiatives, and evolving industry requirements. According to the United States Bureau of Labor Statistics, demand for engineers is expected to increase by 4%, adding a projected 65,000 jobs. Within the engineering space both Generative AI and Sustainable Technology are making a significant impact on the industry, as companies look for innovative ways to increase productivity while being conscientious of the effects it can have on the industry, people, and ultimately environment.

So what are the top skills needed to excel in this industry?  “Despite how this industry evolves, there are still a need for tech skills within the US job market such as TypeScript/TypeScript, React, Node.js, Python, Rails.” Director of Recruitment, Will Boulton shares. As technology continuously innovates to benefit the engineering industry, it’s imperative that the workforce has these dependable skills to evolve and keep up.

Within engineering, both Product Design and Project Management skillsets are also in high demand. Innovative leaders that can manage both high-level project and product development will take any organization to new productivity levels. Director of Recruitment, Will Boulton, shares that when searching for solutions, “strong design leaders are able to integrate data and user centric design principles, with strong understanding of how UX and Visuals affect the overall customer experience.”

So how can we stay ahead of the engineering curve? For professionals and businesses, it’s more than just keeping up with trends- it’s about leading the way.

Ready for your next career move in 2025? Check out our job search for opportunities in tech, transformation and beyond.

The US Microsoft technology talent market continues to evolve rapidly in 2025, and demand is showing no signs of slowing down.

At the beginning of this year, we reported a 30% increase in job flow across Microsoft Biz Apps and Cloud roles, as organizations in manufacturing, healthcare, and retail kicked off digital transformation projects that had been delayed through 2024. That momentum has only accelerated through the year, with new growth areas now shaping the hiring landscape.

As Dylan Cohen, Director of Microsoft & Cloud Solutions in our New York office, explains:

“Data and AI hiring has increased massively. There is a huge demand for Data Architects and Engineers with AI expertise, mainly to help with AI readiness, Agent readiness, AI use case and value planning, along with AI user adoption.”

Colin Etheridge, CEO of North America adds broader context:

“The US market shows plentiful demand across the core commercial sectors where we operate – Cloud and Microsoft applications, Digital Transformation, Oracle ERP, and Data.”

Dynamics 365: From a slow summer to booming demand

After a relatively quiet summer, Dynamics 365 opportunities have surged back. ERP Consultants, architects, and developers are in high demand, with organizations seeking end-to-end expertise across F&O, BC, and CRM.

It’s also important to note that demand is no longer confined to “classic” ERP. According to Dylan, “There is a clear demand for Power Platform expertise across nearly all Microsoft Biz Apps skillsets. Traditional ERP candidates (D365 BC and D365 FO) need to have Power Platform to keep up with the times.”

This combination of Dynamics 365 and Power Platform is becoming the new baseline for Microsoft professionals.

AI, security & software engineering in focus

AI is reshaping hiring across the Microsoft ecosystem. Companies are moving quickly to secure contractors for AI-specific projects, while consulting firms are locking in AI thought leaders as full-time employees to future-proof their delivery.

Colin notes, “AI is a high-growth area for the top 1% of engineering talent but it is yet to reveal significant impact in the wider market.”

Beyond AI, security remains a consistent priority, with ongoing investment across industries. At the same time, we’re seeing an uptick in software engineering hiring as product companies build out new IP.

“Go To Market and business development emphasis is a huge demand driver in the broader technology space as companies large and small look to monetize investment,” says Colin. One of the most encouraging signs is the huge increase in sales hiring across Microsoft Partners and SaaS product companies.

Dylan shares, “This is generally a good sign of things to come; companies hire salespeople, they sell more projects, and this creates more demand for the delivery consultants, engineers, and architects needed to bring those projects to life.”

What hiring managers need to know

• Flexibility is still critical: Employers demanding 100% onsite Dynamics 365 professionals – particularly in non-metro locations – are struggling to attract top talent. Remote and hybrid models continue to win. That being said, there is certainly a return to office theme, most enterprises are preferring hybrid models; this differs from 2021-2023 where it was primarily 100% remote.
• Canada is part of the solution: US companies are increasingly hiring remote Microsoft professionals from Canada, widening their candidate pool and leveraging the exchange rate advantage.
• Workforce planning matters: With AI, Dynamics 365, Power Platform, and security talent all in short supply, proactive planning is essential to secure the right expertise before demand peaks further.

Colin sums it up, “Overall, the market remains full of opportunity and growth. Remuneration has also stabilized since the heady days of 2022-23, giving both employers and candidates a more predictable baseline as they enter negotiations.”

The Microsoft talent market in the states is as competitive as ever, with demand for Dynamics 365, Power Platform, sales, and AI skills redefining hiring strategies in 2025. As we continue to venture into the second half of this year, business leaders who move quickly, think flexibly, and plan ahead will have the advantage.

If you’re planning your Microsoft workforce strategy, get in touch with our team to discuss how to secure the talent you need.

If you’ve been applying for jobs and hearing nothing back, you’re not alone. And if you’re a hiring manager wondering why great candidates are vanishing mid-process? It’s the same story.

SEEK’s latest Employment Trends Quarterly Snapshot (July 2025) confirms what many in South Australia are already feeling: competition is heating up. Application volumes are up, hiring delays are costing good candidates, and businesses that move fast are winning.

“Public sector jobs are seeing the highest number of applicants per job ad,” says Vimal Venugopal, Senior Consultant in Technology & Project Services Recruitment from our Talent office in Adelaide. “According to SEEK, that index now sits at 220, and Professional Services roles are close behind at 187. That’s a huge amount of competition.”

And it’s not just the data, it’s what’s happening on the ground.

“The SEEK data is completely in line with what we’re observing in the Adelaide market,” Vimal adds. “For example, we listed a Data Migration Analyst role and an ICT Support Analyst role and received 299 and 342 applications respectively.”

Here’s what this means for both sides of the hiring equation and how to stay ahead.

Employers: Why hiring in South Australia is slower and riskier than you think

With more people applying per role, it might look like there’s no shortage of options but volume doesn’t always equal quality. Many hiring managers are finding that while applications have spiked, top candidates are accepting other offers well before interviews are locked in.

“The biggest risk right now is hesitation,” Vimal warns. “If you wait too long for the ‘perfect’ candidate, you’ll likely miss out on someone great who’s already in market and motivated.”

Here’s how smart employers are adapting:

• Shortlist fast, schedule faster. Cut delays wherever you can. A recruitment partner can help by doing the initial shortlisting and managing the candidate experience end-to-end.
• Communicate early and often. “Even a short message helps,” Vimal says. Candidates notice when they’re left in the dark.
• Reframe your ideal candidate. Capability, availability and drive should take priority over ticking every box.
• Think long-term. A strong, respectful candidate experience builds your brand and keeps your talent pool warm for future roles.

Job seekers: How to stand out while job hunting in South Australia

High application volumes mean job seekers need to be sharper than ever. If you’re applying for roles in SA, assume you’re one of hundreds. The key? Speed, tailoring, and follow-through.

Here’s Vimal’s advice:

• “Apply early. Don’t wait for the closing date as hiring decisions often happen before then.”
• Tailor everything. Your resume and cover letter need to speak directly to each job. A generic approach won’t cut through.
• Do your homework. Learn what you can about the company and team before applying and use that insight in your cover letter or follow-up.
• Keep moving. Stay in the loop through networking, skill-building, and following up on applications. The more proactive you are, the more control you have.

“Today’s job market moves fast,” Vimal adds. “Those who act quickly and smartly win. Let’s not lose good people or good opportunities because of delays.”

How employers and job seekers can win in a competitive job market

The takeaway for both employers and job seekers is: speed and communication are your best assets right now.

Good candidates are available and they’re watching how businesses manage their hiring process and how they treat prospects. Strong roles are being advertised and hiring managers are looking for those who show intent.

If you need help navigating South Australia’s job market, head to our jobs board or get in touch with our team today. Let’s move fast and make it count. 

You nailed the interview. The recruiter gets a thank you email – that’s standard. But what about the hiring manager? That’s where things get tricky.

Most candidates wonder if reaching out directly to the person who’ll actually decide their fate is brilliant networking or an awkward overstep. The truth? It depends entirely on how and when you do it.

We sat down with Talent’s Managing Director of Marketing Chloe O’Toole and our SaaS recruitment expert Tom Mackenzie to settle this once and for all. Their insights might change how you think about post-interview follow-up.

The case for: Direct connection beats playing it safe

Tom believes a well-executed thank you note can be a powerful move in the hiring process but it’s all about delivery. He views follow-up messages as a chance for candidates to demonstrate initiative, professionalism, and genuine interest in the role, particularly when done with emotional intelligence and a light touch.

“There’s a difference between a thank you and a hard close,” Tom explains. “The best candidates tailor their approach to the context, who they’re writing to, what kind of role they’re applying for, and how the interview went.” For sales roles, he says, a more confident, assertive close might be entirely appropriate. “You want someone who can sell and follow through so showing that persistence early makes sense.” But for technical roles, or when communicating with someone less responsive to sales-like tactics, subtlety is key.

Tom also encourages candidates to see thank you notes as an opportunity to add value. “Maybe you didn’t nail an answer during the interview, or you’ve identified a business opportunity/new market for the hiring manager” he says. “A follow-up message gives you a chance to elaborate and share the stronger example you thought of after the fact.” He recently observed a candidate do exactly that, and it paid off. The candidate in question gave the hiring manager a lead , which impressed the hiring team, resulted in a new business opportunity and ultimately resulted in an offer for the candidate – a true win-win situation for all!

While he understands that some hiring managers might feel a line has been crossed if a candidate digs up their email address to follow up directly, Tom believes this often signals curiosity and resourcefulness. “For me, that’s a positive. They’re showing initiative, and in most cases, if they found your work email, it was already out there.” He adds that for roles where hustle and creative problem-solving matter, a candidate who bends the rules slightly to stand out could be just the kind of person you want on your team.

Ultimately, Tom’s advice is about balance. “Don’t send a templated, robotic message and don’t pressure someone into a decision,” he says. “But if you’re authentic, thoughtful, and respectful, a thank you note can absolutely help you stand out.”

The case against: Respect the process – and the boundaries

Chloe, an experienced hiring manager, takes a more cautious view on candidate thank you notes. Not because she’s against gratitude, but because of how easily these gestures can cross a line. For her, it’s less about the message itself and more about how it lands in the context of the hiring process. “I absolutely want the candidate to thank the recruiter, but when they come directly to me it can feel a little bit pushy,” she explains. “But more than that, it sometimes feels like a boundary has been crossed especially if I haven’t given out my email address directly.”

Chloe points out that candidates will often do their homework before an interview (sometimes impressively so), but when that turns into an unsolicited message to her personal inbox, it can feel invasive. “I trust anyone who’s made it to a final interview stage to be a great person,” she says, “but it still feels uncomfortable when someone shows up in my inbox without my consent. It’s not that I don’t want to hear from them, it’s just that I didn’t invite it.” For her, a candidate finding and using her email address, especially when it wasn’t shared on a calendar invite or through a recruiter, can feel like a small violation of privacy.

Beyond that, Chloe often finds these messages to be overly formulaic and lacking authenticity. “It can feel insincere like they’re ticking a box rather than really showing genuine interest,” she says. In particular, she takes issue with messages that try to force a strong close. “When someone says, ‘I want to reinforce that I’m the ideal candidate for the role,’ it just rubs me the wrong way,” she admits. “That’s my decision to make not yours to declare.”

She acknowledges that thank you notes might work better in certain industries or for specific roles such as sales, where persistence and follow-up are key skills. But as a marketing leader, Chloe prefers candidates to direct their follow-up energy through the recruiter, who acts as a trusted gatekeeper. “That’s why you use a recruiter,” she says. “I want them to pass on that feedback not for it to come straight to me.”

Still, she concedes that not all thank you notes are problematic. A soft, thoughtful message that shows appreciation or adds value (without the hard sell) is far more welcome. “It’s always going to land better with me if someone just says, ‘Thanks for your time, I really enjoyed our chat,’ rather than trying to persuade me they’re the perfect fit.”

For Chloe, it ultimately comes down to tone and timing. “It’s not about whether or not you do it,” she says. “It’s about how you do it and how it makes the other person feel.”

The verdict: It’s all about reading the room

Ultimately, sending a thank you note to the hiring manager after an interview isn’t a matter of right or wrong, it’s about context, intent, and delivery. As Chloe and Tom illustrate, what lands well with one hiring manager may feel inappropriate to another. The key lies in reading the room: understanding the role, the industry, and the personalities involved. A thoughtful follow-up can reinforce interest and add value, but when misjudged, it risks crossing boundaries or coming off as disingenuous. In today’s competitive job market, candidates should trust their instincts, tailor their approach, and when in doubt, seek guidance from their recruiter, the person best placed to help them navigate the nuances of closing well or as we like to put it, us!

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

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

Short tenure isn’t a bad thing

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

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

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

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

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

Long tenure is best

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

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

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

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

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

Does location matter?

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

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

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

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

Dylan’s final thoughts:

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

Georgia’s final thoughts:

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

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.