With different generations currently in the workforce, it’s not just age that sets these groups apart. Beyond salary, what does each group expect from their employer? From Gen Z to Boomers, we dive into what each generation is seeking from a role. Let’s get into it:

Gen Z (born 1997-2012)

Gen Z are the most recent generation to enter the workforce. Having grown up in the digital age, Gen Z are digital natives and are seeking a technologically-integrated workplace, with 80% wanting to work with cutting-edge technology. Flexibility is also a key expectation of this group, with 40% of Gen Zs considering flexible workdays a determining factor when considering whether to accept a job. Social activism, increased environmental awareness, and a commitment to inclusion are also hallmarks of this group, with DEIB and environmental sustainability being key considerations for Gen Zs when weighing up employers. One survey found that 83% of Gen Z jobseekers consider a company’s DEIB commitment before accepting a role, while a Talent survey revealed that a company’s commitment to environmental sustainability impacts 71% of Gen Z candidates’ decision to accept a job. Progression and development is also highly sought after by this group, with Gen Z expecting employers to provide continuous learning and professional development opportunities.

TLDR; What this generations wants:

• A technologically-integrated workplace
• Flexible work options
• A company DEIB & ESG commitment
• Learning & development opportunities

Millennials (born 1981-1996)

Experiencing the advent of the internet and social media, millennials grew up in a time of growing awareness of global issues, thus seeing them prioritise social justice in both a work and social context. According to a Talent survey, 75% of millennials cite DEIB as a top business priority. Millennials also highly value flexibility – 75% who are presently in hybrid or remote roles would consider looking for a new role if their employer asked them to work in office full time. Unlike the generations before them, millennials are more likely to job-hop – 21% of millennials have changed jobs within the past year, over three times the amount of non-millennials who have done the same. To keep them on board, ensuring candidate expectations are met is key.

Millennials are also becoming parents, which is creating a significant shift towards gender equality. Both mothers and fathers have strong expectations to be supported by employers, not just in terms of parental leave support but also accommodating return-to-work arrangements. Millennial fathers are taking advantage of parental leave arrangements more than ever before. For millennial women who have come through their careers watching Gen X mothers work hard to secure flexible arrangements, flexibility is no longer considered a perk or privilege – it’s a minimum expectation.

TLDR; What this generations wants:

• A company DEIB & ESG commitment
• Flexible work options
• Paid parental leave and support when returning to work

Gen X (born 1965-1980)

Gen X grew up during a transformative era, seeing the end of the Cold War, alongside technological and societal shifts. In the workforce, Gen X are noted to be self-sufficient and results-oriented. Career stability is highly important to this generation, with one survey noting that 35% of Gen X values job security the most in the workplace. Alongside stability, meaningful work is also highly valued by this group, as revealed in a McKinsey study. Work-life balance is also a key expectation of 86% of employees in this generation, with an EY survey revealing that 29% of Gen X who are considering leaving their job in the next year would be enticed to stay if they were offered hybrid/work from home arrangements. Wellbeing initiatives are also important, with 78% of Gen X employees considering wellness programs and benefits as “must-haves”.

TLDR; What this generations wants:

• Job security
• Meaningful work
• Work-life balance
• Flexible work options
• Wellbeing programs

Boomers (born 1946-64)

The Baby Boomer generation is often characterised by a strong work ethic and loyalty to employers. They value job security and stability, with 42% citing job security as the most important aspect of work. This generation values loyalty and a long-term commitment to their employers, with over 40% of US baby boomers remaining with their employer for over 20 years, and 18% for more than 30 years. Meaningful work, learning and development, and mentorship opportunities  are also key to this group, with McKinsey research highlighting that Baby Boomers value meaningful work almost as much as compensation. A Deloitte study also found  that Baby Boomers are looking to share their knowledge through mentorship. Alongside these opportunities, health and wellbeing benefits are also valued, with 79% of Baby Boomers considering wellness programs as essential from employers.

TLDR; What this generations wants:

• Meaningful work
• Learning & development opportunities
• Mentorship opportunities
• Health and wellbeing benefits and programs

Ready to find the talent of a generation?

It’s no easy feat to attract and retain top talent, but with knowledge of what each generation wants, you’ll have a leg up when it comes to sourcing candidates of all ages.

We can also help. Get in touch to uncover how we can source the best of the best for your teams in tech, transformation, and beyond.

How can you attract the best in tech, transformation and beyond? In 2024, the hiring market is shifting. With more and more candidates on the market as a result of company cost cuts and layoffs, employers are increasingly finding themselves in a position of power. However, with the global tech skills shortage sticking around, demand for hard-to-find, highly skilled talent isn’t going anywhere. So, if you want to bring the best on board, here’s what you need to know:

1. Ensure flexibility is still on the table

Top tech candidates are still seeking flexibility from their employers, so it’s important that this is on offer. If you want to bring the best in tech on board, meeting your people’s needs when it comes to flex work is key. Where you can’t offer remote work, what else can you bring to the table to ensure your people feel supported? Think – flexible start and end times, school drop off and pick up times, and compressed work weeks.

Uncover more about what you can offer your people when it comes to flex in our blog that dives into all that’s happening with flexible work in 2024.

2. Offer opportunities for progression

One of the biggest things jobseekers are searching for when it comes to a job is the opportunity for career progression and development – in fact, a 2023 Talent survey of over 500 tech candidates revealed that it matters most to almost half (48%) of these professionals when looking for a job. Our recruitment experts have also noted that candidates are starting to ask about progression opportunities with prospective employers from the get-go. Talent Adelaide’s Taliya Lukeman notes, “employers are being asked about progression opportunities more directly in interviews or through us”, meaning if you want to attract the best, you need to be making these opportunities clear upfront. Highlight the journey a candidate can have with your company and the development opportunities on offer, to help them see a future with you.

3. Consider your ESG commitment

Tech candidates are more conscious of their environmental and social impact than ever, so much so that it even influences their working life, seeing jobseekers looking to align with companies whose values in this space match their own. In fact, 59% of tech candidates have said that a company’s commitment to environmental sustainability influences their decision to accept a job offer. If you want to attract the best, CSR and ESG initiatives should be a priority for your company for the year ahead.

Not sure where to start? Check out our Sustainability: Awareness to Action Insights Report to hear from jobseekers themselves on what they’re seeking.

4. Prioritise your company culture

Your company culture can make or break a candidate’s decision to work with you. According to a Talent survey, 76% of tech jobseekers cited that a positive company culture matters most to them when looking for a job. Building a strong and inclusive working environment is key to this – whether it’s delivering on perks that your people want, ensuring there’s transparent business communication, or making sure DEIB is prioritised, it all makes a difference to your people. Talent’s People & Culture Lead, Georgia Townsend, shares her advice on building a leading culture “what we’ve found is the best way to get the most out of everyone, driving engagement and keeping our culture alive, is to truly understand what drives our people. For example, what are they really looking for out of flexibility? How can we marry that to business needs to optimise business performance? The magic answer is that not one size fits all. And what works now didn’t work one year ago and may need to be revisited in a year’s time.”

Uncover how business leaders across the globe are leading the way when it comes to company culture in our podcast series here.

But remember: a strong company culture isn’t something that only extends to your permanent employees. Ensure your contractors feel involved too – after all, they are seeking connection with your company and a sense of belonging with permanent teams. A happy workforce is a productive workforce, so create this inclusive culture and you’ll be reaping the rewards.

5. Use a dedicated recruiter

At Talent, we’ve been working with top tech talent since the birth of Javascript. For over 25 years, we’ve placed thousands of professionals across almost every sector to the world’s leading companies – and we can help you too. Get in touch to uncover how we can find you the best tech talent for your teams.

Talent has been announced as one of nine leading private Australian companies recognised for their outstanding business performance in Deloitte Australia’s 2023 Best Managed Companies awards. It is the only Australian tech services and recruitment business to be recognised in the winners.

Now in its fourth year – and run in association with Google Cloud and the Commonwealth Bank of Australia – the Best Managed Companies program identifies and celebrates privately-owned and managed companies across Australia that set high standards of business performance and shines a light on the power of private businesses as innovators and major contributors to Australia’s economy.

The program uses a tried and tested framework for determining success, and winners are recognised based on achieving high scores across four key categories: strategy; culture and commitment; capabilities and innovation; and governance and financials.

Global CEO, Mark Nielsen, said the recognition was a testament to the business’ transformation over the past five years.

“Five years ago, we set out with a big hairy audacious goal of increasing our global revenue to $1 billion, which we achieved in 2023. In this time, we have strategically expanded our service offering, made difficult decisions about the right markets for us to be in, invested in innovation, consciously improved the diversity of our leadership team, and increased our ESG focus to ensure we are delivering on our vision to build a better world of work for all. Our team here at Talent is exceptional and this recognition reflects their hard work and commitment.”

Talent Global CFO, Megan Woodbury, said the organisation’s agile approach to strategic growth had been crucial in its success.

“The Talent board and leadership team are entrepreneurial, and willing to invest in forward-thinking initiatives. Continuous investment in emerging opportunities, extending to mergers and acquisitions, people investment, and technology projects has allowed the business to remain agile and respond to changing market conditions and expectations. This level of commitment to investment has been crucial for our growth in both depressed and growth markets and is a key factor in us being named a Deloitte Best Managed Company.”

Read more on Deloitte’s Best Managed Companies list here: www.bestmanagedcompanies.com.au

Which tech roles dominate the list when it comes to New Zealand’s highest paying jobs in 2024? From BI Architects through to Cybersecurity Managers, we look into the top 10 highest paying positions for the year ahead.

10. Data & Analytics Manager

The Data & Analytics Manager specialises in collecting, analysing, and reporting on data to make informed business decisions. With data-driven decision-making being a key priority for businesses across the globe, the need for professionals with data skillsets is only growing. So much so, that Data Analysis topped the list of in-demand skills for 2024 in our More Than Money Salary Guide, seeing those who are proficient in this space raking in the big bucks as demand soars.

Expect to earn (NZ average):

Permanent – $170k per year

Contract – $133 per hour

 

9. Business Intelligence Architect

The Business Intelligence Architect plays an integral role in company success, leveraging data to obtain new customer insights, improve processes, and guide business decision-making. With data dominating the list of fastest growing skillsets in 2024 according to LinkedIn Talent Insights – think a 56% growth in professionals with Microsoft Power BI skills since 2023, and a 50% growth in Microsoft Azure – it’s clear that data is a large focus area in the market. As a result, the Business Intelligence Architect makes the cut as one of the highest paying tech positions this year.

Expect to earn (NZ average):

Permanent – $170k per year

Contract – $138 per hour

 

8. Solutions Architect

Responsible for aligning a company’s IT strategy with business goals, the Solutions Architect is tasked with identifying business needs and leveraging infrastructure, software, and systems to best meet these requirements. They should also possess strong communication skills to best implement new plans, all the while bringing other departments along for the journey. Alongside these interpersonal skills, Solutions Architects in NZ are quickly skilling up in Data Analytics, seeing a 38% growth in uptake in the last 12 months, followed by DevOps at 18%, and Microsoft Azure at 15%.

Expect to earn (NZ average):

Permanent – $171k per year

Contract – $149 per hour

 

7. Agile Coach

As agile methodologies continue to permeate the market, driven by businesses prioritising efficiencies, the role of the Agile Coach becomes increasingly important. Tasked with helping organisations, teams, and individuals adopt agile practices and methods, they are responsible for embedding these values throughout the business. The industries in NZ that are after this talent most? IT Services and IT Consulting, Airlines and Aviation, Government, Telecommunications, and Banking are the top employers of Agile Coaches across the country according to LinkedIn Talent Insights.

Expect to earn (NZ average):

Permanent – $175k per year

Contract – $125 per hour

 

6. Development Manager

The Development Manager is responsible for developing growth strategies and plans for the business, and is the point of contact between customers and management, working to marry customer needs with business strengths. However, success in this position doesn’t only come through possessing technical know-how. Talent Auckland recruitment expert, Shweta Chopra, shares that leadership skills are just as important, “In our current market, there is a strong emphasis on softer skills, with someone that can inspire and help bring teams closer together”.

Expect to earn (NZ average):

Permanent – $180k per year

Contract – $135 per hour

 

5. Programme Manager

Responsible for overseeing designated projects for their company, the Programme Manager is tasked with planning and developing strategy, including defining the goals and timeline for the projects they supervise. According to Talent Wellington Managing Director, Nik-King Turner, “To be a successful Programme Manager you need to be experienced in both leading complex teams and projects and be adaptable to constant change.” Possess this business expertise and you’ll be one step closer to success in this position.

Expect to earn (NZ average):

Permanent – $180k per year

Contract – $150 per hour

 

4. Cybersecurity Architect

Increasingly necessary to an organisation in the years ahead are Security Architects, management-level professionals who oversee the security of an organisation’s network. Talent Wellington Managing Director, Nik King-Turner delves into the growing demand of those with security skillsets in Wellington, “The security field has been in strong demand due to the fact that many teams are working in hybrid setups and are potentially vulnerable to security issues. We are seeing a lot of security architecture roles that need cloud experience and system experience, mainly for highly regulated and complex organisations that deal with a lot of personal customer data”.

Expect to earn (NZ average):

Permanent – $185k per year

Contract – $145 per hour

 

3. Cybersecurity Manager

The Cybersecurity Manager is responsible for developing and implementing security strategies, managing a company’s security operations, ensuring regulatory compliance, and leading incident response efforts. Talent cybersecurity recruitment expert, Elliott Howard, notes that demand for cybersecurity professionals is only on the up, “There have been supply and demand issues for cyber resources for a number of years, and recent high-profile cyber incidents have further exacerbated this. Demand has definitely increased as employers look to build up their existing cyber teams and defences.”

Expect to earn (NZ average):

Permanent – $185k per year

Contract – $150 per hour

 

2. Enterprise Architect

A technology agnostic mindset is key for the second highest paying tech job on this list – the Enterprise Architect. Tasked with ideating strategies in response to emerging technologies and their impact on the industry, Enterprise Architects need to be at the top of their game when it comes to being aware of the latest trends in tech. Hiring demand is strong for professionals in this space, with LinkedIn data revealing that in NZ, Enterprise Architects are most sought after by employers in the industries of IT Services and IT Consulting, Government, Airlines and Aviation, and Education.

Expect to earn (NZ average):

Permanent – $185k per year

Contract – $155 per hour

 

1. Technical Architect

The Technical Architect is tasked with utilising their knowledge of current business problems and future technological goals, to assist in the build, maintenance and implementation of new technology systems needed by the company. Talent Auckland recruitment expert, Shweta Chopra, shares that demand for architects is on the rise, “There have been recent mergers and acquisitions that resulted in large pieces of work consolidating and migrating data where architects play a key role.” This has seen demand – and salaries – for Technical Architects soar.

Expect to earn (NZ average):

Permanent – $185k per year

Contract – $158 per hour

 

Interested in the average salary for your role and how you can get ahead in the current market? Check out our More Than Money Salary Guide 2024. Looking for your next role? Visit our job search for hundreds of opportunities in tech, transformation and beyond.

 

*Excluding C-Suite roles

– Permanent salaries are exclusive of Kiwisaver

In 2024, we’re seeing the immense salary growth of the past few years start to plateau and salaries begin to stabilise. However, with skills in data, AI, and cybersecurity remaining in high demand, there are a few roles where candidates can expect to earn more. We look into the top 10 highest paying tech roles in Australia for the year ahead.

10. Senior Data Scientist

Providing advanced expertise on statistical and mathematical concepts for the broader Data & Analytics department, the Senior Data Scientist applies and inspires the adoption of advanced data science and analytics across the business.

So, which skills do you need to possess to succeed in this role in 2024? Talent Sydney recruitment expert, Alan Dowdall, breaks it down. “Buzzword bingo – Machine Learning, AI, Big Data and algorithms are part and parcel of a day in the life of a Senior Data Scientist. The ability to look at the big picture and identify value for companies is the role in its simplest form.” On top of being well-versed and skilled in data, Alan shares that “the best Senior Data Scientists will mentor more junior team members who are often coming from the education system with limited commercial knowledge”.

Looking to the year ahead, Simon Yeung, Talent Melbourne Managing Director notes that “data-driven decision-making will remain a priority. Companies will invest in advanced analytics tools, big data management, and business intelligence platforms to derive actionable insights and drive strategic initiatives.”, highlighting that demand for professionals with data skillsets is only set to grow.

Expect to earn (AU average):

Permanent – $186k per year

Contract – $140 per hour

 

9. Solutions Architect

Tasked with assisting in the build of new systems needed by their company, the Solutions Architect must be able to identify their business’ current problems and future technological goals. Talent Sydney recruitment expert, Elliott Howard, shares the technical know-how these professionals should possess and the soft skills beyond the tools they also need to hone. “Coming from a strong technical background, Solutions Architects are now at the point of their career where they are moving away from the day-to-day hands-on engineering to focus on design and architecting solutions. There is now a strong focus on Solutions Architects to work closely with business and technology stakeholders to understand their requirements before partnering with the engineering team to implement the design, and therefore require candidates to have exceptional communication and stakeholder engagement skills, with an ability to articulate and explain technical jargon in plain English”.

Expect to earn (AU average):

Permanent – $189k per year

Contract – $156 per hour

 

8. Infrastructure Architect

The Infrastructure Architect is responsible for assessing existing company systems to determine efficiency and security. They are tasked with designing and implementing information systems to meet business needs and improve performance. Taliya Lukeman, Talent Adelaide recruitment specialist notes that “when it comes to tech skills in demand, Infrastructure is at an all-time high”. With strong market demand for Infrastructure skillsets, the Infrastructure Architect is able to command higher salaries and rates – so much so that contract rates in this space have seen an increase of up to 35%, according to our Talent More Than Money Salary Guide 2024.

Expect to earn (AU average):

Permanent – $190k per year

Contract – $151 per hour

 

7. Business Intelligence Architect

The Business Intelligence Architect is responsible for processing large stores of information to draw intelligent findings and communicate these to the business. Alan Dowdall breaks it down. “BI Architects are the people who ensure companies are collecting the right data that drives business-focussed insights. They make the dark arts of Power and Tableau look extremely easy”.

With data skillsets dominating the list of fastest growing skillsets in 2024 according to LinkedIn Talent Insights – think a 56% growth in professionals with Microsoft Power BI skills since 2023, and a 50% growth in Microsoft Azure – it’s clear that data is a large focus area in the market, attracting those higher salaries in 2024.

Expect to earn (AU average):

Permanent – $195k per year

Contract – $142 per hour

 

6. Cybersecurity Manager

The Cybersecurity Manager is responsible for developing and implementing security strategies, managing a company’s security operations, ensuring regulatory compliance, and leading incident response efforts. As cyber threats only increase, Talent Sydney recruitment expert, Elliott Howard notes that demand for cybersecurity professionals is only on the up. “There have been supply and demand issues for cyber resources for a number of years, and the recent high-profile cyber incidents have further exacerbated this. Demand has definitely increased as employers look to build up their existing cyber teams and defences.” It’s the same story in Victoria, with Talent Melbourne Managing Director, Simon Yeung, predicting that over 2024, “with the persistent threat of cyberattacks, businesses will invest heavily in robust cybersecurity measures to safeguard their data, systems, and customer information.”

Expect to earn (AU average):

Permanent – $202k per year

Contract – $163 per hour

 

5. SOC Manager

With cybersecurity one of the biggest business priorities for the year ahead, it’s no surprise that another cybersecurity role makes the list of highest paying tech roles. The SOC Manager leads the security operations team, manages high-level IT security issues, and offers training and technical guidance to their people. Elliott Howard observes that demand is strong for SOC Managers in the market as companies look to lock down their systems, “Organisations are currently faced with either outsourcing their cyber protection to a third party vendor or trying to build this capability in-house. In the latter scenario, a SOC Manager is an integral piece of achieving this outcome”.

Expect to earn (AU average):

Permanent – $205k per year

Contract – $167 per hour

 

4. Programme Manager

Responsible for overseeing designated projects within an organisation, the Programme Manager is tasked with planning and developing strategy, including defining the goals and timeline for the projects they supervise.

So, what else is critical to achieve success in this role in 2024? “Programme Managers will have come from a strong project management background, with experience delivering a variety of projects, managing budgets circa $10 – 20M+, and reporting to steering committees on the progress of the program”, states Elliott Howard. Looking at the bigger picture, “they are ultimately responsible for the delivery of large project initiatives”.

Expect to earn (AU average):

Permanent – $210k per year

Contract – $160 per hour

 

3. Cloud Architect

With cloud-based technologies evolving and the growing dependence on these systems for information storing and sharing, the role of the Cloud Architect has become increasingly important. “The migration to cloud-based services and infrastructure will continue to accelerate. Investments will focus on optimising cloud environments, enhancing scalability, and integrating multi-cloud strategies to improve flexibility and performance” shares Talent Melbourne Managing Director, Simon Yeung. This is particularly true across the tertiary education sector in Australia, with Talent Sydney recruitment expert, Majella Sanders noting that “many universities are assessing their enterprise systems including their ERP and cloud platforms. As such, there is significant demand for cloud platform specialists, and integration and migration specialists”. As cloud migration projects grow in prominence, we can only expect that demand for these professionals will continue rise throughout 2024, seeing salaries remain at a high.

Expect to earn (AU average):

Permanent – $212k per year

Contract – $156 per hour

 

2. Cybersecurity Architect

Increasingly necessary to an organisation are Security Architects, management-level professionals who oversee the security of an organisation’s network. These professionals are needed when the network is first designed, built, and implemented, as well as throughout the entire lifecycle.

Elliott Howard shares the importance of this role in the modern workplace. “Cybersecurity is an essential component of any IT department’s makeup, with the Security Architect responsible for designing, building, and implementing security solutions within their IT environment. This can cover the full gamut of cybersecurity and as such, prospective employers will want candidates who have significant experience working across a number of cyber disciplines”.

Elliott also shares that harnessing transferrable skills can go a long way for those looking to break into this role. “We have noticed a trend of candidates with strong network security or defence experience transitioning into cybersecurity.”

Expect to earn (AU average):

Permanent – $222k per year

Contract – $164 per hour

 

1. Enterprise Architect

A technology agnostic mindset is key for the highest paying tech job on this list – the Enterprise Architect. Responsible for overseeing and maintaining their company’s IT services and networks, these professionals need to be at the top of their game when it comes to being aware of the latest trends in tech. According to Elliott Howard, “this is a big picture role, engaging with senior stakeholders from across the business, using their technical expertise along with their influencing and negotiation skills to help shape the technical direction and future state of their IT environment”.

Expect to earn (AU average):

Permanent – $234k per year

Contract – $172 per hour

 

Interested in the average salary for your role and how you can get ahead in the current market? Check out our More Than Money Salary Guide 2024. Looking for your next role? Visit our job search for hundreds of opportunities in tech, transformation and beyond.

 

*Excluding C-Suite roles

– Permanent salaries are exclusive of superannuation

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

A preference for perm

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

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

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

 

Cuts to contractor spend

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

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

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

 

Looking ahead: what to expect from the employment market

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

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

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

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

First things first, a little background…

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

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

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

So, how can you get ahead?

Here are our top hiring tips:

1. Know what tech experts want

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

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

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

2. Prioritise your wishlist

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

Experience:

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

Skills:

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

Professional development:

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

Certifications:

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

3. Consider different types of talent

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

4. Use a dedicated recruiter

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

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

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

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

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

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

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

2. Identify the skills you need

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

3. Determine who you need to hire

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

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

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

4. Develop a strong EVP and employer brand

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

5. Embark on your candidate search

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

6. Use a dedicated recruiter

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

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

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

2024 recruitment trends

1. The scales of power are tipping

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

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

2. In-demand roles are demanding dollars

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

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

3. Sourcing beyond borders is on the rise

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

4. Unemployment is up

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

5. The market will recover

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

Need a hand navigating this hiring landscape?

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

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

1. Cybersecurity

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

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

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

2. Artificial Intelligence

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

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

3. Data Analysis

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

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

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

4. Cloud Computing

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

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

5. Software Development

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

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

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

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

What does the current market look like?

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

An employer’s world

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

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

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

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

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

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

A case for the candidate

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

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

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

The final verdict

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

Looking ahead

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

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

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

Cybersecurity professionals remain in high demand for the higher education sector as the Australian market continues to struggle with talent shortages. In a recent whitepaper Talent has released, the salaries, skills and experience needed to keep the sector safe is severely lacking. You can download your copy of the whitepaper here.

Following the whitepaper release, industry leaders shared their thoughts at a recent virtual event on what these cyber threats were and explored strategies on how organisations can best protect themselves. Cybersecurity experts Jeff Whitton and Scott Flower joined Steve Tompkins, Talent, Client Relationship Manager to discuss these strategies. Key highlights included:

• “We can’t leave people behind who can’t afford security. We really need to focus on collaboration.”
• “We need people who are capable of self-reflection. That are good under pressure, not just people who know how to tick boxes. We need people who can think creatively about what they’re seeing and how to address what they’re seeing.”
• “Students need to be made aware: if they’re working on sensitive topics, if they’re working on new technology, if they’re working on different areas of innovation, then they are a target, whether they like it or not. Threat actors want to use them as a link in the chain”
• “AI has enabled more widespread industrialisation of hacking because people can just type in, give me a code to do an SQL injection attack.”
• “Machines are learning about humans better than humans know about humans. Worrying and interesting at the same time, but that’s the sort of problems that AI is going to give us. They’re going to understand human behaviour. Better than most individuals understand human behaviour and their own behaviour.”

The whitepaper features salaries, skills needed, challenges currently being faced and trends and predictions for tech hiring in higher education in 2023. It also features insights from Talent’s Account Management team.

Key findings include:

• “Many universities are assessing their enterprise systems including ERP and cloud platforms, student systems, and cybersecurity.” – Majella Sanders
• “We’ve seen a growing shift in the importance candidates place on a sense of personal value and purpose in their work. The Higher Education industry is one that can provide a real employee community and shared purpose, which will be a big draw card in the coming year.” – Steve Tompkins
• 91% of surveyed students expect a university’s digital services to be as strong as or stronger than face-to-face offerings. (Great State report)