Ready to revolutionise your networking game? Join us for an Impromptu Networking session combining Liberating Structures and LEGO Serious Play techniques!

Dive into dynamic discussions, unleash your creativity, and forge meaningful connections with fellow Business Analysts at Perth’s Talent office on Tuesday 7 May at 5:30pm as we proudly support and host the IIBA Australia Chapter. IIBA Australia Chapter is the community of professionals in Australia building business analysis capability to influence change and deliver value for everyone.

Lego Serious Play (LSP) is a facilitated workshop methodology that uses Lego bricks as a hands-on medium for creative problem-solving, communication, and skills development. Participants build symbolic Lego models in response to prompts from a trained facilitator, and then share and discuss their constructions with the group. This tapping into “hand knowledge” helps unlock insights, perspectives, and collaborative solutions in a more engaging way than traditional formats. LSP is used by businesses, organizations, and educators for purposes like strategy development, team building, and fostering skills like creativity and communication.

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About the speaker: Aline Cunha, Business Transformation Consultant – Rio Tinto

Aline Cunha is an experienced business professional with a diverse background. She has a successful track record of driving impact in challenging, high-profile positions.Aline is particularly skilled in the Lego Serious Play methodology, which she uses to facilitate workshops and help organizations unlock creativity, foster collaboration, and drive innovation.

When we talk about skills like “active listening,” “feedback,” and “collaboration,” it often feels like we’re treading over familiar ground. The mere mention might provoke some eye rolls or a mental chorus of “here we go again.” Despite this, it’s undeniable that abilities in communication, teamwork, collaboration, problem-solving, and creativity are highly valued in the workplace, crucial for both attracting and keeping talent.

These skills all share common elements—clear communication, a positive mindset, and a deep understanding of others’ perspectives.

Join Talent on Thursday 9 May at 5:30pm as we proudly support and host the IIBA Australia Chapter in our Brisbane office. IIBA Australia Chapter is the community of professionals in Australia building business analysis capability to influence change and deliver value for everyone.

Delve into vital skills often overlooked in the workplace with speaker Aleks Dimeski, and gain a renewed perspective on communication, collaboration, and teamwork. ENGAGE members based in Brisbane can access free tickets. Please reach out to Bernie and Claire on contractorengagement@talentinternational.com

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Rest assured, this won’t be a session about mastering the art of the feedback sandwich—a concept as appetising as stale bread. Nor will we default to the mundane provision of actual sandwiches from the office catering menu. Instead, we’re here to unpack these concepts in a way that’s as engaging and refreshing as your favourite lunch spot. Let’s rejuvenate these critical skills with actionable strategies, ensuring they become tools for empowerment rather than subjects of dread.

About the speaker: Aleks Dimeski

Aleks is an authentic leader with a passion for unleashing the true potential of an organisation’s engine room: its people, customers, processes. Her enthusiasm and experiences have led her to coach and lead cross-functional teams through transformations large and small, across a diverse range of industries. Aleks has a proven record of success in shaping and embedding ‘right fit’ ways of working for each organisation, to create outcomes that are customer-centred and optimise the bottom line.

In this instalment of Leading the way, we hand the mic over to our female-identifying contractors, giving them the stage to discuss the challenges and triumphs they face within the tech industry. As part of the ongoing conversation off of International Women’s Day, we want to give our contractor community the opportunity to speak about their experiences. Today we’re joined by Auckland-based contractor, Jennifer Jarvis.

Tell us about your current role and career background.

I’ve been a tester, usually a test lead or test manager, for 26 years. I’m currently taking a couple months off to renovate my house to put it on the market because that’s an interesting skill set to have as well.

What’s the most challenging aspect of your role?

Being a “career contractor”, the repeated and frequent high learning curve as you move from role to role is perhaps the most difficult, but also the most interesting! It means I’ve had the chance to work across numerous industries, all of which cross-improve my ability to do my job.

What’s your favourite thing about your job?

I love the creativity necessary to understand what needs to be done for a project and to craft the necessary testing outcomes to prove the solution to be delivered. The mind gets to work in a multi-disciplinary way, pulling together timeframes, resources, impact on upstream and downstream projects, and most of all: what needs to be done to winkle out the issues!

What has your experience been like as a woman in a male-dominated industry?

I’ve never found there to be a difference, at least in my industry. I don’t see my colleagues in terms of male or female, they’re all just colleagues and friends.

In terms of pay, at least in my industry, I believe it is true women get paid less, but it is my pet theory that it’s because they don’t ask for as much as men do. The friends I have that ask for what they want, typically get it, and those rates are 100% on par with their male counterparts (or above).

Do you have a role model who has inspired you?

I hate to say it, but my earliest role model was a guy! My first manager Brian was calm, patient, and very kind. Every time I start to get a bit flustered from time and project pressures, I try to channel his “calm in the face of the storm” energy.

There aren’t a lot of senior women in IT – project managers and BAs, yes, but not testers, programmers, etc. I’ve worked with many amazing female colleagues in my time who inspire me daily, but a role model tends to be a higher position than oneself, I think.

What advice would you give your younger self/someone who wants to enter the industry?

I’d say if you have an analytical and creative mind and don’t mind things being a bit repetitive (although there is a lot of change, too), go for it! It’s a brilliant career that even AI won’t derail, at least not in the near future. Most companies’ IT sectors are very understanding of work-life balance which is important for everyone but especially women juggling the roles they do.

At Talent, we’re proud to represent and support a global network of over 5,000 active contractors. Helping professionals unleash their potential has been the foundation of our business for over 25 years, and we’re not stopping yet. Learn more about the contractor community at Talent and how we can help you build your dream career here.

Do you ever feel like your talent acquisition efforts are trapped in a perpetual cycle of justifying expenses rather than driving real business impact? As a leader in Talent Acquisition, navigating the perception of your department as a mere cost centre can be frustrating, especially when you know the strategic value you bring to the table. But what if there was a way to break free from this paradigm and showcase the true commercial driver that talent acquisition can be?

In the ever-evolving landscape of business operations, the role of talent acquisition has often been relegated to the sidelines, seen as a necessary but heavy expense, particularly during economic shifts. However, this mindset not only undermines the potential of your team but also poses significant risks to your organisation’s agility and long-term success.

Through many years working with leaders like you across all industries, we and our partners at SmartRecruiters have seen firsthand the challenges many face when it comes to getting a seat at the table.

So, how can you shift this narrative and position yourself as an indispensable partner in driving business outcomes?

It begins with understanding the current state of your TA function through a comprehensive audit and being open to change. Transforming your TA requires a shift in mindset – it’s not merely about filling roles but about becoming strategic drivers of business outcomes.

Instead of framing your TA as an expense or cost centre, it’s vital to portray it as a commercial driver that directly influences business success. Ensure that you measure what matters to the C-suite and directly align your metrics with organizational objectives. These can include: hiring velocity (i.e. on time), quality of hire, hiring budget, offer acceptance rate, hiring manager satisfaction, employee turnover rates, and diversity and inclusion metrics.

By focusing on these metrics and presenting data in a clear and compelling manner, you can effectively demonstrate the strategic value of talent acquisition to the C-suite. It’s not just about filling roles; it’s about driving business outcomes, fostering innovation, and ensuring long-term success. Embracing this holistic approach positions you as an indispensable partner in shaping the future of your organisation.

Additionally, beyond metrics and data, cultivating relationships with key decision-makers is paramount for you to influence strategic initiatives. This involves not only demonstrating the value of your TA through metrics but also fostering open communication channels and actively participating in strategic discussions. By building trust and credibility with decision-makers, you can influence decisions related to resource allocation, technology investments, and organizational priorities. Additionally, showcasing success stories and highlighting the direct impact of talent acquisition initiatives on business outcomes can further solidify your position as a strategic partner.

Ultimately, by measuring what matters, actively engaging with decision-makers and influencing strategic direction, you can elevate the role of talent acquisition and drive meaningful business impact.

Ready to transform your startup hiring strategy? Contact us today to learn how Talent Solutions and SmartRecruiters can help you achieve hiring success in your business.

Welcome to a special instalment of Leading the way, where we spotlight our female-identifying contractors and pull back the curtain on the interesting and diverse work they do in the tech industry. Here at Talent, we’re strong advocates for gender diversity in tech and the wider workforce, and we know that this advocacy doesn’t stop at International Women’s Day. As part of the ongoing conversation, we aim to platform our contractor community and highlight their experiences. Today we’re joined by Brisbane-based contractor, Lynn Koo.

Tell us about your current role and career background.

I am currently a Business Analyst at UQ, leveraging a rich background in project management, systems training, and business process improvement. With each project, I meticulously blend a keen eye for innovation and an unwavering attention to detail, driving meaningful change within my organisation.

What’s the most challenging aspect of your role?

Navigating the intricacies of ensuring requirements are not only complete but also crystal clear presents a delightful challenge. However, it’s in overcoming these obstacles that I find immense growth and satisfaction.

What’s your favourite thing about your job?

My heart sings when I collaborate with my team during user acceptance testing. Witnessing diverse perspectives converge to ensure rigorous testing and successful project launches is truly empowering. It’s a testament to the strength of collaboration and inclusivity.

What has your experience been like as a woman in a male-dominated industry?

In a realm often dominated by males, I’ve embraced the opportunity to adapt and thrive. By understanding and valuing different communication styles, I’ve cultivated relationships that transcend gender barriers, fostering an environment of mutual respect and collaboration.

Do you have a role model who has inspired you?

My journey is enriched by the wisdom of inspiring figures: my partner, my former boss, and my mentor. Their unwavering support and belief in my potential fuel my determination to continually evolve and exceed expectations.

What advice would you give your younger self/someone who wants to enter the industry?

If I could go back and advise my younger self – or anyone entering the industry – I would offer this guidance: Embrace every opportunity to learn and grow. Fearlessly step beyond your comfort zone, and let your voice resonate with unwavering confidence. Remember, in unity, we break through glass ceilings and pave the path for generations of trailblazers to come.

At Talent, we’re proud to represent and support a global network of over 5,000 active contractors. Helping professionals unleash their potential has been the foundation of our business for over 25 years, and we’re not stopping yet. Learn more about the contractor community at Talent and how we can help you build your dream career here.

In today’s rapidly evolving digital landscape, the role of AI in shaping the future of business cannot be overstated. At Talent, we firmly believe that success lies in embracing transformative technologies, rather than shying away from them. It is with this vision in mind that we have developed our own generative AI technology through our project delivery brand, Avec.

Named “Hello Sumo” after its developer Anthony Tockar’s (Practice Lead Data/AI) beloved dog, who is a regular guest in our Sydney office, this technology provides our people with a private and secure alternative to other open source AI tools. Built on Talent’s ecosystem, Hello Sumo’s security infrastructure enables us to securely input and store company information, empowering employees to leverage valuable data while safeguarding our cyber assets.

Hello Sumo represents the culmination of our commitment to delivering tangible value in the AI space. It stands as a testament to our dedication not only to embracing AI but also to doing so responsibly, with a keen focus on data security and privacy.

It’s natural to feel apprehensive about new technology – I recall a time when people were concerned about LinkedIn replacing recruiters! However, as we learned from that example, technology has the potential to enhance productivity for those who are forward-thinking enough to embrace it.

Our journey with Hello Sumo is just one of the many exciting AI streams we are working on, each aimed at helping organisations to “get s#!t done, better” – to reference Avec’s mission statement.

We’re thrilled to offer Hello Sumo to our clients who understand the benefits that generative AI can provide to employees but are concerned about privacy and security. Reach out to the team if you’re interested in how it could work for you.

Let’s not just embrace the future; let’s shape it together.

And yes, Hello Sumo helped me proofread this article. He’s a good boy.

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

1. Maintaining culture during rapid growth and change.

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

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

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

3. Building an employer brand.

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

4. Implementing and maintaining the right tech stack.

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

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

The hiring market is experiencing significant change fluctuating between a frenzied candidate-short market and a more cautious employer-driven market according to Talent’s ‘More Than Money Salary Guide 2024’ which was released today. Tech and digital salaries continue to steady out but remain strong for key skillsets such as cybersecurity and AI. The report features key salaries, roles and skills that are in demand for the Australian market. You can find the report here.

The report features salaries and contract rates for key tech positions in 2024, the most in-demand tech skills for 2024, market insights from Talent’s Managing Director team and experienced recruiters, as well as hiring trends and predictions across the regions in which Talent operates across ANZ and the US. Further insights include stats on the local tech talent pool, skills trends, stats on the cost of living across multiple cities, the needs of different generations in the workforce, and the benefits beyond salary that candidates are looking for including observations on the debate around flexible working arrangements.

Key findings include:

• Salaries have increased by up to 35% across Cybersecurity, Sales & Account Services, Data Analytics, and Development roles since 2023.
• Contract rates have grown between 10-30% since 2023 for roles in Cybersecurity, Data Analytics, Cloud Solutions and Infrastructure.
• 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.
• Large companies have increased their offshoring by an estimated 10-40%.
• Demand for Project Services talent has decreased as many companies have paused their large-scale projects to save on costs.
• A Talent poll revealed that work flexibility beats out 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.
• A Talent poll revealed that 78% of workers value remote work the most when it comes to the flexible work arrangements that best align with their preferences, followed by 16% who value flexible hours, 6% compressed work weeks, and 1% job-sharing arrangements.

Demand remains high for the following skills:

• Artificial Intelligence
• Cybersecurity
• Data Analysis
• Cloud Computing
• Software Development

Matthew Munson, Talent Managing Director NSW, weighed in on the flex work debate for 2024, “For technology sales roles, we have seen the market revert to pre-COVID levels in terms of hiring for many go-to-market roles i.e., sales, sales leadership, and for some roles we have seen demand drop well below pre-COVID levels, i.e., customer success, channel/partner and pre-sales. From the job seekers perspective, there is higher demand on wanting more flexibility around working from home and general flexibility – but although this is the case, we are seeing the majority of companies are enforcing a return to the office (3-5 days per week). In a tougher market this may work, but Australia still has a skills shortage, so when the market lifts, we suspect employers that offer less flexibility will suffer.”

Simon Yeung, Talent Managing Director VIC, said there were significant changes to the national landscape, “A significant emphasis will be placed on bolstering network security, cyber resilience, and the safeguarding of cloud-based systems and data. The demand for skilled professionals in cloud computing, data science, and software development is poised to rise as businesses prioritise digital transformation. The persistent trend of remote and hybrid work setups is expected to expand opportunities, attracting talent from diverse geographical locations.”

The global technology market is evolving and growing. As a $5 trillion global industry, it has significant power in both providing opportunity to the workforce as well as rapidly disrupting the international work landscape. A sense of caution remains prevalent in the hiring market, with a number of job families experiencing slowed demand as a result of company cost cuts. This has seen an increase in layoffs, hiring freezes, and projects placed on pause across the market. However, despite a slow in hiring, there are several jobs where demand and salaries have remained high.

Talent Acquisition is a tough gig. In today’s competitive job market, organisations face countless challenges when it comes to attracting, hiring, and retaining top talent. From navigating complex hiring processes to selecting the right technology solutions, the demands placed on TA professionals are greater than ever before.

That’s why our advisory and embedded talent acquisition arm, Talent Solutions, has partnered with SmartRecruiters. Through this collaboration we can empower organisations to overcome hiring challenges, optimise their people processes and technology, and ultimately achieve superior hiring outcomes.

People, process, tech, and brand

At Talent, we believe in the importance of aligning people, process, technology, and brand to create a seamless and effective talent acquisition strategy. Our friends at SmartRecruiters share this philosophy.

Here’s why these four elements are so crucial when it comes to attracting the best:

• People: Finding and retaining top talent is about more than just job postings and interviews. It’s about understanding your organization’s culture, values, and goals, and finding candidates who align with them. Without a clear understanding of your people needs, your hiring efforts may fall short.
• Process: A streamlined hiring process is essential for attracting and engaging top candidates. If your process is cumbersome or inefficient, you risk losing qualified candidates to competitors. By optimizing your hiring process, you can ensure a positive candidate experience and increase your chances of making successful hires.
• Tech: Technology plays a crucial role in modern talent acquisition, from applicant tracking systems to AI-powered recruitment tools. However, selecting the right technology can be daunting, and implementing it effectively is even more challenging. Without the right tech solutions in place, your hiring efforts may be hampered by inefficiency and inconsistency.
• Brand: Your employer brand is a powerful tool for attracting top talent. It’s not just about the perks and benefits you offer; it’s about the story you tell and the values you embody as an organization. Without a strong employer brand, you may struggle to differentiate yourself from competitors and attract the best candidates.

A powerful combination

Linking people, process, technology, and brand is essential for effective talent acquisition because it ensures alignment and cohesion across all aspects of the hiring process. When these elements work together seamlessly, organizations can attract, engage, and retain top talent more effectively, ultimately driving business success.

Our partnership with SmartRecruiters means we can help organisations achieve hiring success in more ways than ever before. By combining our expertise in advisory and embedded talent acquisition with SmartRecruiters’ innovative platform, we provide clients with the tools and support they need to build winning talent acquisition strategies. Together, we’re transforming the way organisations transform TA.

Ready to transform your hiring strategy? Contact us today to learn how Talent Solutions and SmartRecruiters can help you achieve hiring success in your business.

Amidst an ever-changing world of work, there remains one constant: the contingent workforce continues to grow. Fuelled by businesses requiring agility and individuals demanding flexibility, the proportion of work which is being completed by contingent workers is growing. With it comes growing risk, growing cost and a need to apply responsible financial management practices.

Getting a handle on your company’s contingent workforce is key – not only will it deliver immediate bottom line commercial value by preventing overspending, but it will lead to increased ROI on contingent workforce costs by making sure you’ve got the best workers delivering quality work, and fundamentally make your company far more efficient through improved processes. Here are Cameron Robinson, Talent’s Head of Enterprise Solutions’ top tips on how you can manage your contingent workforce costs and save the big bucks:

Five strategies to responsibly manage contingent workforce costs

1. Ensure the business request matches the business need. Good governance will ensure that the right type of worker is being engaged to do the right type of work in the first place. You could achieve 100% cost savings on a case-by-case basis by preventing inappropriate and inadequate contingent recruitment before it even happens. If this issue exists in your company it might appear in a few different ways:

• Managers engage contractors because of an inability to fill permanent positions (in this case, focus on solving the root cause)
• Long-tenured contractors are performing a role that warrants being a permanent position
• Contingent workers are being moved across the business and performing roles that they are technically overqualified for and therefore are overpaid to do as well
• Budget holders are paying service providers based on time and materials for work which could be delivered on an outcome-based pricing model instead

2. Pay and bill rate management. Centrally benchmarking worker pay rates and managing adherence to a rate card can generate huge savings, quickly tallying into hundreds of thousands or even millions per year. Robinson notes “As an example, a single manager agreeing to pay $1100 instead of $950 for one Project Manager could needlessly cost your business almost $50,000 per annum. Having a good understanding of each statutory and cost component (like ‘administration fees’) within your total bill rate is another avenue to mitigate financial risk.”

3. Sourcing channel management. The first element of sourcing channel management is making sure that your business has sustainable access to the high quality contingent workers it needs. As the saying goes: “buy cheap, buy twice”. Anyone who has ever spent weeks wondering why agencies on rock-bottom rates aren’t submitting candidates for their vacancy, or had to prematurely exit a cheap but ultimately unsuitable contractor could attest to this sentiment ringing true within the world of contingent recruitment. That said, there is value to be had by leveraging economies of scale to establish competitive, fair, and consistent rates with your supply chain.

Sourcing channel management extends beyond the rates you pay for each source of talent, but also which sources you’re accessing and how often. “At risk of stating the obvious, lower-cost sourcing channels tend to be ones which don’t involve as much external expertise, effort and risk. Establishing a mechanism to tap into your employees’ existing networks or solicit contingent worker referrals are two examples of lower-cost channels which can complement more traditional routes into the candidate market” shares Robinson.

4. Measuring (and improving) value for money. Can you correlate the expense of one contingent worker with their quality of work? What about comparing the workers of one supplier versus another? Or one specific worker with another? Maximising your return on investment starts with being able to accurately measure where you’re spending money on contingent workers and what you’re getting back. According to Robinson, “centralising management of the contingent workforce is a great starting point for building a single source of truth and controlling costs to the extent you’re expected to for other parts of the business.”

5. Streamline processes for operational efficiency. Running decentralised contingent workforce processes can cripple productivity, lead to working capital nightmares, and create a huge hidden financial burden on your company through needless inefficiencies such as:

• Managers spending too much time on contingent recruitment
• Accounts payable receiving hundreds or thousands of invoices too many
• Senior leaders wasting time retrieving data and reports for their own management information needs
• Interest expenses caused by unpredictable and inconsistent pay and bill cycles

An MSP will combine detailed historical financial reporting, real-time contingent workforce cost forecasts and consolidated invoicing at an agreed frequency and payment terms to immediately deliver newfound visibility and predictability of your working capital requirements.

Plus, on top of solving these issues is the financial gain in productivity of a high-quality contingent workforce that’s ready and available exactly when you need it.

There is a solution to achieve all this (and more)

A contingent workforce (also known as contingent labour) managed service program (MSP) is a proven solution to the common problems faced by senior executives in large organisations.

Organisations who implement a contingent workforce managed service program (MSP) achieve cost savings of up to 20% of their total spend. The savings on offer are just as significant and impactful, even when companies have already taken some action in this arena, such as appointing a preferred supplier panel.

Advancements in our industry mean that MSPs are no longer the domain of giant multi-nationals spending hundreds of millions if not billions of dollars on contractors each. Creative and customer-centric solution design alongside the abundance of new, nimble technology providers means that whether you have 50 contractors or 5,000, or 5 suppliers or 105, the principles of MSP can still deliver significant value. If you’re wondering whether MSP is right for you, it’s best to simply have a chat with us.

Benefits of an MSP are more widespread than just cost savings too

Cost savings are just one of the key reasons Staffing Industry Analysts reports that around 70% of large organisations choose to manage their contingent workforces via an MSP model. Key benefits of implementing an MSP also include:

• Reduced risk
• Improved operational efficiency
• Improved visibility and control
• Increased worker and service quality

Calculate the size of your prize

If you’re keen to understand what the cost savings opportunity within your organisation could look like by implementing a contingent workforce MSP, click here to check out our fast and simple ROI calculator.

Alternatively, get in touch with one of our contingent workforce experts who’ll take you through our preliminary diagnostic tool to provide a more detailed savings breakdown. We can also help transform your contingent workforce from a financial risk to a well-managed and increasingly valuable business asset. Reach out here.

Cybersecurity is one of the hottest topics in company board meetings across the globe. From Energy through to Education, no industry is exempt from the discussion – protecting data and systems is crucial across all sectors and companies. We dive into the industries that are facing the highest concentration of cyberattacks, along with their main challenges when it comes to safeguarding their systems and finding top talent to lock things down. Let’s get into it:

Education & Research

With significant digital transformation occurring in the education & research sector, this has made the industry a textbook target for cyber criminals. The increased uptake of Enterprise Resource Planning (ERP) systems, cloud platforms, and e-learning systems to manage student and faculty data and enhance the student experience, has resulted in a growing need to protect this information… and the numbers paint a concerning picture.

The sector experienced 2507 attacks weekly per institution in 2023, a 15% increase since Q1 2022. As threats only grow in this space, the need for A+ cybersecurity talent will only rise. According to LinkedIn, the higher education sector has seen a 41% increase in employment of professionals skilled in cybersecurity since September 2022 and the research sector an increase of 31%. However, the education industry still isn’t appropriately equipped to handle these threats – out of 17 major industries, education ranks last when it comes to cybersecurity preparedness.

Financial Services

Cyber criminals are attempting to cash in on the wealth of valuable data held by the financial services industry. This is particularly due to the explosion of e-banking and the stores of customer information these companies manage. The global rate of ransomware attacks in the sector sat at 55% in 2022, and increased to 64% in 2023 – a significant jump from the 34% reported in 2021. With cyberattacks affecting financial services companies far and wide, the need to protect systems and customer data is more important than ever – and the sector is banking on having the right talent on their teams to close in on cybercrime.

However, with the financial services industry losing out on candidates to industries that offer more competitive remuneration such as global tech providers or cyber consultancies, securing this talent isn’t easy. Especially when the industry is already experiencing a significant candidate shortage – the finance and insurance industry in the US, for example, saw 168,000 cybersecurity job openings in 2022 with the country only having enough workers to fill 68% of open cybersecurity roles.

Over in APAC, Elliott Howard, Talent Sydney cybersecurity recruitment expert, shares that “while large enterprises such as financial service, telecommunication and consultancy organisations continue to grow their large, in-house cyber teams, we have certainly noticed an ongoing trend of cyber professionals moving from these organisations to join specialised cyber consultancy firms where remuneration is more competitive”.

Energy

With the move to renewables, growth of GreenTech, and increasing digitalisation of the energy sector, it’s no surprise that this industry is an increasing target for cybercrime. In 2022, 10.7% of global cyberattacks were experienced by the energy sector, with a cyber breach in this industry costing on average US$4.45 million in 2023.

Additionally, the International Energy Agency – an intergovernmental organisation dedicated to the research and analysis of the global energy industry – has indicated that organisations within the sector struggle to source and retain appropriate cybersecurity professionals to defend their companies against risk. Research by the agency also highlights that cyberattacks are the catalyst for spikes in demand for cybersecurity professionals, indicating a lack of long-term cyber strategy across the sector. However, people power is an issue: the global shortage of security professionals makes sourcing this talent a tricky task.

Manufacturing

With the growth of smart manufacturing and use of cloud technologies to generate efficiencies in the manufacturing process, the industry has experienced a significant share of cyberattacks. The sector recorded a 24.8% share of global attacks in 2022 indicating the need for significant investment in the cybersecurity space to mitigate risk. As a result, it’s projected that cybersecurity investment within the manufacturing sector will reach US$29.85 billion by 2027, with a strong investment needed in security professionals who can assemble strong system defences.

Retail

Cyber criminals are bringing new meaning to the term ‘click and collect’. Between 2021 and 2022, ransomware attacks increased by a significant 75% in the retail industry, emphasising just how much this sector can’t afford to ‘check out’ when it comes to cybercrime. Handling stores of customer data, overseeing Cloud POS systems, and managing the supply chain, retail companies need to be prioritising cybersecurity to protect this endless aisle of sensitive customer and supplier information. However, research has revealed that this is on the backburner for most; only 22% of retail companies are currently training their employees in cybersecurity.

71% of retail IT and business leaders have also noted concern about the size of their digital attack surface. Taking stock of threats in the industry – where credit card skimming and ransomware is rife in this sector – the need for skilled cyber professionals is stronger than ever. Yet, as is clear across all industries, it’s a classic issue of supply and demand – there simply aren’t enough cybersecurity professionals to protect against the growing threats thrown the retail industry’s way.

Healthcare

With a shift to digital and e-health – think telehealth appointments, wearable technology, and electronic health records – the healthcare industry is not immune to the cyberattacks and viruses plaguing industries across the globe.

Research has revealed that in 2022, healthcare organisations experienced 1,426 attacks weekly – a 60% increase since 2021. Q3 of 2022 also saw 1 in 42 healthcare organisations experiencing a ransomware attack. Nathan Crawford-Condie, Client Services Manager at Avec, Talent’s project delivery company, comments that “the number of ransomware threats are growing exponentially, and healthcare is over-represented in breaches, so is highlighted as an easy target for criminals. In a world where the likelihood of being a victim of cybercrime has moved from if to when, healthcare leads the pack.”

Investment in cybersecurity, however, isn’t sufficient to develop a strong defence against attack. A 2022 survey by the Healthcare Information and Management Systems Society revealed that US healthcare organisations are spending 6% or less of their IT budget on cybersecurity and that finding the right people to place on the frontline is a tough ask. Sourcing top cybersecurity talent is a challenge due to limited budgets, a lack of qualified candidates, and an inability to offer competitive remuneration.

Government

With the rise of state-sponsored threat actors driven by political, financial, and military aims, Government departments are more alert than ever when it comes to securing their systems and data from attack. Research has highlighted that cyberattacks in this sector increased by 95% in the second half of 2022 compared to the year before. However, the industry is struggling to develop a strong defence without the right people on board. Insights from the US have revealed that there is a shortage of 36,000 public sector cybersecurity jobs across federal, state, and local government. Without qualified candidates protecting against everything from spyware to malware, global governments are at risk of data breaches that could have far-reaching implications.

Are you ready to lock down your systems and are on the search for top cybersecurity talent to help you do this? Working with clients in Government through to banking, we can help you find the right people to keep your systems secure. Learn more here.

Navigating the world of work can be difficult but there are things you can do to make landing your dream tech role that much easier. Here are our top tips to help you get ahead:

1. Speak to recruiters

According to Talent’s Sydney Practice Manager, Alan Dowdall, “Now is the time to engage with those recruiters you are connected to or who have contacted you in the past 6 months, and to speak to them about the current landscape based on your current skillset”. Recruiters, especially tech-based ones, can be your best asset in landing a tech role. With access to industry insights and knowledge about which companies are hiring, they can help you in securing interviews for roles most suited to your skillset and experience.

If you’re looking for a digital or tech role, check out our Job Search.

2. Get in touch

Former colleagues and managers are great people to turn to when looking for a new role. Check in with them to see where they are working currently. You may find that they are currently hiring, and can help set you up with an interview.

3. Look to the competition

Another great idea is to look to competitors of your current or previous employers. If they are in a position to hire currently, research who you know in these companies and see if they can make an introduction on your behalf. Use your connections to get a foot in the door.

4. Update your resume

Alan recommends scanning your resume thoroughly, “If it’s only been updated sporadically over the past 5 years, maybe it’s time for a rewrite.” Your core skillset should be clear so hiring managers can easily identify what you will bring to the table. However, Alan cautions, “If your resume reads like a job description, it’s time to update it with tangible achievements and details around projects worked on”. You want to showcase how your skills have actually been put to action. Tangible examples are essential.

5. Expand your skillset

Upskilling is the key that opens the door to many more job opportunities. For example, it may be worthwhile to skill up in security as it is related to your role. According to LinkedIn, hiring demand for professionals skilled in cybersecurity is significant, and companies are increasingly hiring for these roles. The more you can offer a company, the more value they will see in hiring you.

6. Set up job alerts

Sign up for job alerts from job boards and LinkedIn. You will be notified when any roles become available and can be the first to jump on them. It also means you can cut your job search time in half, as these alerts will be doing the hard search work for you. To receive notifications that are even more tailored to you, Alan recommends “staying quite close to your core skills” in the roles you apply for, as this will increase your chances of scoring an interview.

7. Refresh your LinkedIn profile

Your LinkedIn profile is essentially your digital resume, so you want to ensure that it is up to date with your key skills, qualifications and experience. Recruiters and hiring managers will be scanning this to determine whether you are the right fit for the position. LinkedIn is also a great networking tool, and is useful in making known to others that you are looking for work. We recommend that you update your profile to ‘Open to Opportunities’ as you want hiring managers and recruiters to easily be able to find your account and consider you for their open roles.

8. Set your pay expectations

In terms of a salary/pay rate in the current market, you should be asking yourself ‘what I am prepared to accept?’ This rate may not be what you got 12 months ago, so you need to be realistic and competitive if you want to increase your chances of securing your next role.

9. Dedicate some hours to job search

Searching for jobs is no easy task, and can take a large toll on you mentally. Alan recommends “setting a certain number of hours aside each day to do your research, sending your resume and conducting follow up calls with recruiters”. Setting this time aside helps you to establish a routine, and the more consistent you are with your efforts, the greater your chances are of landing a role.

10. Don’t be disheartened

With a shifting market and news of layoffs across big tech companies, Alan’s advice is to keep your spirits high, “Don’t get disheartened. There are still a lot of companies hiring and the right opportunity will present itself once you are consistent in your approach”. Stay motivated and persistent – it will pay off.

If you’re currently looking for tech work, check out our Job Search.