Job hunting is stressful, from applying to countless jobs to navigating the interview process and dealing with rejection, it can often cause anxiety to sky-rocket… But, there are things you can do to nip this anxiety in the bud and minimise your stress. Here are our top tips:

1. Establish goals

It’s a great idea to establish goals for yourself. Set out what you want to achieve, and break these tasks down into bite-sized chunks. For example, your goal for day one may be to refresh your resume and update it with your latest accomplishments, skills and experience. Day two may be dedicated to updating your LinkedIn profile. Day three, you may begin to scan job boards or reach out to a recruiter. Setting up these goals for yourself and ticking them off as you go, will help you to feel a sense of accomplishment and give you the motivation you need to keep persevering.

2. Create a structure

Establish a structure to your job hunting process. You may want to dedicate a certain number of hours each day or week to this. Go in to the process with a plan and stick to it, as it will help you to settle in to a routine. Routines create certainty and you are likely battling with strong feelings of uncertainty at the moment. A structured approach will help you to feel a sense of control, and will give you the strength needed to tackle the job search process head on. Also, the more consistent you are with your job seeking efforts, the larger the pay-off will be. Consistency is key.

3. Stay positive

It can be easy to feel disheartened if you have been rejected. Yes, everyone says to not take it to heart, but that’s much easier said than done. The best thing you can do in the face of rejection is remind yourself that although you didn’t land this one role, there is another company out there looking for your exact skills and experience. There’s also no harm in asking for feedback on your job application. You can receive invaluable advice which will help you immensely going forward, giving you the confidence you need to ace your next application. Stay positive and keep going. You will find that role!

4. Take it easy

Remember to take the job search one day at a time. Don’t dwell on your past rejections. Focus on the present and keep moving forward. Feelings of unworthiness serve no purpose. However, if you are feeling a little overwhelmed by it all, don’t be afraid to take a breather. Maybe give the job searching a rest for a few days, and ease back into it with a clearer head and more positive mindset. And don’t forget to…

5. Be proud of yourself

Think back to all your previous achievements and how far you’ve come. Be proud of the journey you’ve made to get to this point and focus on these positive feelings. Mentally remind yourself of some of your key accomplishments or successful projects you have worked on. You were essential to making those happen, so remind yourself of your worth. You have a lot to be proud of.

6. Brush up on your skills

Confidence is essential during this time. Help yourself feel even more confident in what you bring to the table by brushing up on your skills. There are many online courses you can take which will open the door to even more job opportunities, meaning your chances of scoring are role are even greater.

7. Arm yourself with knowledge

Knowledge is power, so arm yourself with as much knowledge as you can. Whether this means learning what to include on your resume; the best questions to ask your interviewer; or how to make a good first impression with an employer, the more you know and the more prepared you are, the better. You will be able to rest easy knowing that you have done all in your power to put your best foot forward and be the best candidate you can be.

8. Reach out to your network

Don’t be afraid to get in touch with your connections during this time and to ask for help. They can be a great source of support. They can also help you get a foot in the door by providing you with referrals and recommendations, bringing you one step closer to your dream role.

9. Employ the services of a recruiter

A recruiter can take a lot of the stress of job searching off your shoulders. Get in contact with a recruiter specialised in your field, as they can help you land a role must suited to your skills and experience. At Talent, we specialise in digital and tech recruitment. If you are looking for a role in these sectors, check out our Job Search.

Cybersecurity is one of the hottest topics at the moment. With cyber attacks only on the up, the right people are needed at the helm to shore up company systems and protect against threats. This calls for cybersecurity professionals who are skilled in everything from penetration testing through to AI and are always able to stay one step ahead of malicious players.

So, which cybersecurity skillsets are in highest demand and where should you focus your efforts as a cyber professional as we move into 2024? Our recruitment experts and clients (whose insights are so exclusive we’ve had to conceal their identities!) have weighed in to help you best navigate the cyber job market. Let’s get into it.

Cloud Computing Security

As cloud applications are increasingly relied upon with the growth of remote and hybrid work, the threat of cyberattacks is ever present. As a result, cloud computing security skills are highly desired. A global survey found 50% of companies are looking for cloud security specialists, yet this talent is in short supply as 57% of IT and cybersecurity managers have noted that cloud security roles are the most challenging to fill. One of Talent’s clients, an Information Security Governance Manager from a major bank, stated that “as more organisations are migrating applications and data to the cloud – they face new challenges in securing their cloud environments. Since cloud security is a niche set of skills, I believe many organisations will look to offer greater opportunities to upskill their employees in this specific area of cybersecurity.” Brush up on your cloud computing skills and they’ll hold you in good stead when searching for your next cyber role.

Security Operations

Monitoring company systems and ensuring there’s no way for cyber criminals to break through, is key as threats only become more sophisticated. So, it’s no surprise that endpoint security and security operations centre (SOC) skillsets are highly sought after. 42% of global companies are seeking to hire Security Operations Analysts, yet 50% cite difficulty in recruiting these professionals. According to our Talent Sydney cybersecurity recruitment expert, Elliott Howard, SOC roles top the list when it comes to professionals in demand, particularly as cyber threats only grow in number. Cyberattacks increased by 7% in the first quarter of 2023 compared to the same period the year prior, with 1 in 31 global companies experiencing a ransomware attack per week during this same time period. Elliott notes, “the cybersecurity roles most in demand by our clients are Cyber Engineers (SOC, Cloud Security and DevSecOps), GRC Consultants, and Cyber Architects.”

Offensive Security

When it comes to cybersecurity, it’s not only about building a strong defence – constructing a strong offensive strategy is just as important to stay ahead of cybercriminals. Strengthening systems by proactively searching for vulnerabilities is currently a key focus area for companies, with penetration testing and threat intelligence experts in high demand. According to a 2023 survey, 94% of cybersecurity professionals cited that penetration testing was either somewhat important or important to their company’s cybersecurity strength. However, 63% of survey respondents noted that hiring enough skilled professionals to carry out penetration tests was their top challenge when implementing a penetration testing program in their company. A Cyber Director at a Talent government client also notes that they are in search of tenured professionals with offensive security skillsets, citing that they are looking to hire “Offensive Security and Cyber Threat Intelligence Analysts including threat modelling, with 10 years’ experience and certified OSCP, GPEN, GCTI”. So, if you’re skilled in locking down systems and are an expert pen tester, you’ll be in a good position when it comes to securing cyber opportunities in 2024 and beyond.

Artificial Intelligence

As AI takes off, the need for professionals who understand the ins and outs of this technology – and can remain ahead of cybercriminals who are leveraging its capabilities – is higher than ever. With the global ‘AI in cybersecurity’ market valued at over $10 billion in 2020 and projected to reach $46.3 billion by 2027, companies are increasingly integrating AI into their cybersecurity operations and need skilled professionals to lead the charge. One Talent client, an Information Security Manager from a major bank, shares that they are in need of “experts with Artificial Intelligence skills, where AI is used for SOC”, however, they note that this skillset is challenging to hire for, with demand for this talent far outweighing supply. After all, it’s estimated that there is a shortfall of 3.4 million cybersecurity candidates globally.

Beyond technical skills… it’s time to talk the talk

While technical skills are key when it comes to cybersecurity, there are also those less technical skills that can be deal-makers or deal-breakers for employers when it comes to making a hire. Looking to 2024, strong communication skills are a non-negotiable. A Cybersecurity Architect Manager at an IT services client company, shares that “candidates who have the technical acumen are aplenty, however the ability to communicate in literal and verbal mediums, combined with a good set of interpersonal skills, differentiates the good from the not so good candidates.” Communication skills are so important and in such high demand, that candidates who possess both this technical AND non-technical expertise can find themselves in a stronger bargaining position when it comes to salary. A Cyber Services Manager at a cyber consultancy cites that their preference is “to hire those who are a bit consultative in nature with a good degree of interpersonal skills in managing clients. Such candidates are certainly in short supply, but if you find one, it’s often worth paying that little bit extra given the benefits they can provide.”

The skills and hiring landscape

As new technology continues to enter the market and cybercriminals become increasingly sophisticated, the skills and hiring landscape will continue to shift.

Here at Talent, we know that keeping up with current trends in cyber skills and getting ahead of rapidly evolving cyber threats is tough. But don’t worry, we’ve got your back. Working with hundreds of employers across every industry from Tech through to Telecoms, we can set you up with your ideal cybersecurity role. Check out all our job opportunities in cybersecurity here.

Welcome to another instalment of Leading the Way. Today we’re joined by Richard Adams, CEO of CCL in New Zealand. Richard shares his leadership insights and thoughts on the NZ IT services industry. Discover his approach to talent acquisition, company culture, and staying ahead in this exclusive conversation with a tech industry innovator.

Tell us a bit about your role as CEO of CCL – what does a typical day look like for you?

We are lucky at CCL to have a really diverse range of customers so a typical day can involve a wide variety of topics. I try to balance my day so that I am looking at how we keep providing service for our customers in the short term, whilst looking out to the medium/long term to ensure we are investing in the right areas to set ourselves up for success.  To be able to achieve any of that we need to provide a strong culture for our people and opportunities to progress in their careers, so a lot of our time is focused on trying to provide that environment.

How does your background in sales and business development shape your leadership style and decision-making as CEO?

I feel very fortunate to have spent a lot of time in roles that have been focused on growth and it has definitely shaped my leadership style. Sustainable growth provides you more freedom as a Leader to invest in your people and customers. I find that many people feel uncomfortable to talk about the need to grow and be profitable, however it is essential so we need to get better as a country to feel comfortable to talk about this. Also, from a company culture perspective, being part of a company that is growing is usually a much more positive environment, so selling more is always going to underpin those outcomes.

What challenges or opportunities do you see for the IT services industry in New Zealand in the coming years, and how will you address them? 

Finding and retaining talent will continue to be the biggest challenge. That’s a macro challenge across most sectors in NZ and its no different in the Technology sector.  In terms of opportunity, NZ already punches about our weight globally and I believe that to maintain that position we must embrace new technologies to give us a sustainable competitive advantage.

What do you look for when it comes to hiring talent?

Hiring for culture first and then capability/craft is really important to me. We are working hard to keep improving the environment we provide for our people and customers so prioritising the cultural fit when you hire talent is critical. We also have a clearly stated ambition within Spark Group to improve our Diversity and Inclusion position so we take this into consideration when we get the opportunity to bring someone new into the team.

What advice would you give to an aspiring leader or someone who is starting out in your field?

If you can find a company whose values align with your personal purpose, plus you are interested in the outcomes they provide, then you have a great foundation to build from.

So, you applied for a job but unfortunately didn’t land it. Want to know what you can do to boost your chances next time? The first step you can take is to request feedback on your job application – it can provide you with invaluable insights which you can take with you moving forward. So, how exactly can you go about this? Talent’s Melbourne Managing Director, Simon Yeung, provides his recommendations:

1. Be timely and specific

Yeung suggests asking for feedback relatively quickly after finding out you were unsuccessful, “your application will still be fresh in their mind, so they can provide you with relevant and detailed feedback”. It’s also a great idea to go in with specific questions so that the hiring manager can really hone in on what you want to know. You can ask what they perceived your greatest weaknesses to be, or whether your qualifications and experience were sufficient. You want your feedback to be as clear and specific as possible. This will allow you to easily identify where improvements can be made, and will enable you to work towards being that ideal candidate in future.

2. Maintain a positive attitude

Yeung says that “maintaining a positive attitude is key”. Don’t go in on the defence when seeking feedback. Go into it with a positive attitude. You aren’t going in there to interrogate the recruitment manager as to why you didn’t get the job – you want feedback as to how you can improve in future. Make sure to frame it this way when approaching the topic. Enter with an angry mindset and the manager will be thinking “phew, we dodged a bullet”. This isn’t what you want to be remembered for.

3. Make improvements

Yeung suggests “asking questions for self-improvement”. Ask relevant questions that will allow you to make improvements to become the best version of yourself you can be. Taking the time to collect this feedback and to self-reflect, will allow you to do just this. Maybe it involves upskilling or gaining more experience. Whatever it may be, be open to making changes and making the most of the opportunities this feedback can bring.

4. Don’t take it to heart

Yeung advocates for having a thick skin when asking for feedback, “Don’t be too sensitive when it comes to receiving feedback. It is meant to be constructive”. Use it as motivation to be your best self. Maybe your qualifications or experience aren’t there, and that’s fine. This particular job probably wasn’t the right fit – now have the opportunity to apply elsewhere,. Otherwise, this is the perfect opportunity to update your skills so that you have a greater chance of landing that role, or similar, in future.

5. Take it on board

Yeung’s key takeaway is to “listen and listen!”. Take note of the feedback, reflect on it, and use it to ace your next application. The way you handle this feedback is also a reflection of your character. Handle it gracefully and professionally, and you won’t be burning any bridges – it may just be that they even consider you for a future role!

Being rejected from a job isn’t fun, but consider it a learning experience. Gather your feedback, take it on board and you will be one step closer to landing your dream role.

If you’re looking for a tech or digital role, check out our job search for hundreds of opportunities.

So, you’ve just been told your next job interview will be done via video. But don’t panic! Yes, remote interviews can present some challenges, but they also have many benefits – for example, you won’t need to travel to the company’s offices, or take any time off from your current role.

With the right amount of preparation, you should feel just as confident doing a video interview as you would in a “normal” one. So read on for our top tips on acing your video interview!

1. Be prepared

This is true of both in-person and video interviews: preparation is key. Look into the company (using websites like LinkedIn and Glassdoor) and the person/people you’ll be speaking to, and spend some time reading through the job description and matching it to your CV to see which of your skills and past successes best match the role. Finally, make sure you prepare answers to some of the most common questions interviewers regularly ask.

2. Think of your tech

With video interviews, the main issues you might have to deal with will be technical. So, before you’re due to start, make sure to do a tech test: do you have stable internet connection? Are your microphone and camera working? We normally advise to use a laptop or desktop computer; however, if your phone has the capacity to handle a long video chat, you may be okay to use it.

3. No distractions, please

Now that your tech is good to go, it’s time to think about your environment. Avoid doing video interviews at coffee shops, libraries and other public places, where you’ll be bombarded with distracting noises and movement – instead, stay at home and choose a quiet, well-lit room with enough space to set up your equipment. If you live with family or friends, make sure they know your interview is taking place so they can remember to keep noise levels to a minimum.

4. First impressions matter

While you may not be meeting the interviewer in person, your appearance and the way you present yourself will still be taken into consideration. So, when you’re setting up and getting ready, try to imagine you’re doing a face-to-face interview and pick your clothes accordingly. You should also pay attention to your background, and try to keep it as mess-free as possible.

Talent’s tips in brief:

• Prepare just as you would for a face-to-face interview.
• Find a silent, well-lit place, free from distractions.
• Make sure you have a stable internet connection.
• Check that your microphone is working.
• Test your camera.
• Dress professionally and choose a suitable background.
• Nod, smile, and speak clearly.
• Finally – be confident!

If you think you’re ready to put your video interview skills to the test, check out what jobs we have available here.

As a contractor, you may be up to speed when it comes to skills and industry trends. But how much do you know about finance?

Being aware of your finances is critical when you’re a contractor, but it’s something that we often overlook. Whether you’re just starting out or have been contracting for years, it takes some fiscal planning to prepare for income ebbs and flows.

We wanted to share some insights into what you should be aware of to make the most of your finances while contracting.

1. Enlist a professional

Unless you are just starting out, in-between assignments and have a lot of free time, doing your finances is already costing you money. Every hour spent doing them is an hour you could spend carrying out paid work and most contractors will find that the extra time they get from taking on an accountant more than pays for the cost of doing so. There are also specialist accountants for contractors who have the knowledge and expertise to advise you on how to make the most of your earnings.

2. Think about how you want to operate

A common question from contractors is whether they should be Pty Ltd or PAYG. Whilst there is no right or wrong choice, there are a few points to consider when selecting an option. Many Talent contractors are set up as PAYG. This gives them the benefit of Talent managing all the time-consuming tasks associated with being a Pty Ltd contractor.

Once you have more time available, you may look into becoming a Pty Ltd contractor. In this case, you would contract through your own proprietary limited company. Depending on your circumstances, this can be more tax effective than PAYG, however setting up and operating a Pty Ltd company can be a time-consuming and costly process. It’s important to speak to your accountant or financial adviser to assess whether this is the right set up for you and complies with ATO legislation.

3. Budget, budget, budget

Budgeting is critical as a contractor. It’s important to plan both your spending and savings to be sure you’ve got money to fall back on when needed. Following the rule of putting 10-20% of your take home pay away as savings can help you reach your saving goals if you can manage it. Consider the use of a free budget tracking app like Pocketbook which allows you to manage your money through linking your bank accounts.

4. Make sure you have a Plan B

As a contractor, taking a break can be hard as you don’t have the benefit of annual leave. Putting money away for a rainy day is especially important when work is not guaranteed. Saving for a sick day or when you are in between contracts will ensure you aren’t left high and dry financially.

5. Set up an emergency fund

An emergency fund gives you further peace of mind for when between contracts or in the event of unforeseen circumstances. At a minimum, you should have three months of living expenses in your emergency fund. This means if you need $3,000 a month to cover your basic needs like your mortgage or rent, utilities, and food, then you need $9,000 in your emergency fund. If you have people who depend on you financially, like children or a spouse, your emergency fund should be six months’ worth of living expenses, at a minimum.

6. Prepare for tax time

One of the great benefits of contracting is the possibility of being able to claim additional tax deductions for business related expenses. This can include an array of items which your accountant can advise you on. This could add up to a few thousand dollars a year.

Also, it’s important to be prepared for any expenses that may arise at tax time. So that this doesn’t come as a shock, be sure to factor this in and open a bank account earmarked for tax and save up for your tax bill. Consider having this in an offset account if you have a mortgage so you can save the interest on your loan.

7. Consider salary sacrificing

Salary sacrifice is an arrangement which enables you to pay for certain goods or services straight from your pre-tax salary. The effect is to reduce your taxable income, whilst giving you tax effective access to a variety of goods. This is something you can utilise as a PAYG contractor and is generally permissible for mobile phones, notebooks, tablets and training courses that are related to your line of work. You also are able to contribute additional payments into your super (thereby lowering your income tax rate).

8. Check your credit history

Do you know what your credit rating is? It is a good idea to check your credit score as regularly as you can. If you do have a low score, there are steps you can take to help improve it. Checking your credit score is free and relatively easy to do. You can check your credit score for free using the national credit reporting bodies (CRBs) listed on the government website. This will help in the event that you wish to apply for a loan.

9. Don’t forget your insurance

Regardless of how you have set up your contracting work, it’s important to be aware of your insurance obligations.  As PAYG you do not need to pay your own insurances (for example WorkCover, public liability), whereas Pty Ltd contractors are required to cover all of their own insurances. Both types of contractors should consider whether income protection insurance is suitable for their needs.

For more information on this, click here.

The information contained in this article is general in nature and has been provided in good faith, without taking into account your personal circumstances. While all reasonable care has been taken to ensure that the information is accurate and opinions fair and reasonable, no warranties in this regard are provided. Before making any commitment of a legal or financial nature you should seek advice from a qualified and registered legal practitioner or financial or investment adviser.

Increased flexibility and freedom as well as avoiding that pesky morning commute are just a few of the perks that come with the territory of working from home. But what about the flip side? From missing out on the office banter to work seeping into your personal time, your mental wellbeing can take a real hit. So how can you maintain your mental health when working out of office? Here are our tips:

1. Stay connected

Our digitally-driven world means that you can step in to your office without even stepping out the front door. While these technological advances have allowed us to connect from anywhere in the world, it is also the very thing that has made us feel more disconnected than ever. While working from home gives you more autonomy in your schedule and facilitates some of your deepest work, one of its largest pitfalls is the social isolation that can come from working alone. There’s no water cooler to mill around with your colleagues. It’s just you and your Sodastream. It’s really not the same.

To tackle these feelings of isolation, hop on a FaceTime call with your team or schedule regular Zoom meetings. Yes, you can email back and forth, but seeing your team members’ faces and hearing their voices can help to replicate that true office environment, even if only for an hour or so. Use this time not only to discuss work-related tasks, but to also catch-up and connect. Social interaction is great for your wellbeing. Not only does it have the benefits of lowering stress and boosting your morale, it can also help you to perform your best work. So, make sure to pencil this time in.

2. Get your heart rate up

Exercise can work wonders in improving your mental wellbeing. Not only does it reduce stress and anxiety, but it also gears you to be more productive and efficient. There are only wins here. Take 30 minutes, either during your lunch break or at the start or end of your working day to squeeze a work-out in. If you don’t have enough time for a full cardio sesh, it’s a great idea to take a walk around the block, if only to get some fresh air. Sometimes this is all you need to gear yourself towards your best performance.

3. Take a break

When working from home, you can typically complete deep, undisrupted work. If you’re a WFH master, then you can appreciate the lack of distractions your home office affords. After a while though, you may start to miss the hustle and bustle that comes with the territory of the workplace. You also may not realise, but those distractions can provide you with the opportunity to take micro-breaks. Taking the time to recharge can actually allow you to tackle your most pressing tasks with true laser focus.

A great idea is to treat your day as though you were in the office. Take a lunch break as normal and step away from the keyboard. Get outside and take a walk or head to your local cafe to grab a bite to eat for a change of scenery. Getting out of that physical work environment means you can shift to a more relaxed mindset. No one can work for hours on end without a break. You’re not a robot. Take mini breaks throughout your day to reset. Your mind will thank you.

4. Tackle feelings of guilt

When working from home, you may battle with feelings of guilt for not physically being present in the office. You may overcompensate by making yourself more available than your in-office counterparts, driving you to feel that you should be constantly accessible, sometimes beyond working hours. With the continued advancement of technology, modern workers are always within reach, be it through their phone, email or other online platforms. This makes it an almost impossible task to disconnect. This is why you should…

5. Develop a schedule

As the adage goes, if you fail to plan, you plan to fail. So developing a plan is key. Determine your working hours and stick to them where possible. A great idea is to work the hours you would typically work in the office. A 9-5 work day can help you maintain a sense of normalcy and will allow you to stick to a routine. It also means you won’t be falling in to the trap of ‘just answering a few emails’ at 5pm, which soon rolls in to 6pm and the next thing you know, it’s 8 and you’re still at your desk. Without a physical team around you, it can be easy to lose track of time. You don’t want your work to start bleeding into your personal time, that’s why it’s important to…

6. Maintain a separate work and personal space

Setting up separate spaces for work and personal time is a great strategy to help you maintain your mental wellbeing when working remotely. It’s a great idea to set up a work space in a distinct area of your home to help you create this division. If you lack this, it can go from simply leaving a few work papers in the kitchen, to work quickly infiltrating your free time, leaving you struggling to disconnect.

While working from home is great due to the flexibility it provides, it is still important to take steps to maintain your mental wellbeing. If you are looking for a tech or digital role with flexible working arrangements, make sure to check out our job search.

In today’s shifting market landscape – where an economic downturn is driving greater hiring caution, yet the competition for top tech talent remains fierce – how are you carving a niche for yourself?

Companies are constantly evolving to improve efficiency and productivity; however, this can’t be done without the right people on board. Permanent employees can help expand business and provide a wealth of benefits, so what can you do to attract the best of the best? Let’s get into it – but first, how can your people help drive success?

They can improve your company culture

Permanent hires play a pivotal role in shaping and strengthening your company culture. Having long-term employees committed to your organisation are proven to strengthen teams, reduce turnover, and add a sense of belonging.

Permanent employees can help bring your culture to life as they learn and grow through your company values and traditions. They also have the opportunity to bring their own thoughts, experiences and perspectives to your teams, fostering a diverse work environment. In a workplace where employees feel valued and respected, they can become advocates, enhancing company culture for the better.

Permanent employees are also more likely to engage in mentorship and knowledge-sharing programs, a medium that can foster more meaningful relationships between employees and improve overall workplace culture.  Through committing to personal and professional development, helping the growth of their colleagues, and perpetuating a culture of continuous learning, they can help create a dynamic work environment that attracts and retains top talent.

Permanent hires are the cornerstone of a thriving company culture. Their commitment, action through values, and knowledge-sharing only expands a business further. Whether you’re a startup, scale-up, or enterprise organisation, don’t forget that company culture can make or break your next hire.

They can develop knowledge that knows no bounds

The longer an employee is with your organisation, the stronger their understanding of your company, and the more technical knowledge they can develop, which all helps to drive business innovation. This can reaffirm existing technologies, enhance productivity, and create new solutions to drive success.

However, it’s not just knowledge picked up on the job that can make your permanent employees one of your biggest assets; offering continuous learning and development opportunities can also enhance business performance.

A 2023 Talent survey of over 500 tech candidates revealed that the opportunity for career progression and development matters to 48% of these professionals when looking for a job. By providing meaningful opportunities for growth, you can cultivate a culture of ongoing self-improvement and development, empowering your people to reach their full potential. By offering training, mentorship, and professional development, you are investing in your permanent employees’ skills and knowledge, ensuring they remain valuable assets as the company evolves.

The more learning potential given to employees, the better the business outcome, and the longer they can positively impact your business strategy. Want to find out how we can help you find the perfect team member to grow with your organisation? Check out our permanent recruitment services.

They can enhance your company niche

Permanent employees can enhance your company niche. The longer employees stay and grow with your business, the more it allows for them to truly understand your organisation and the unique language it speaks, helping you get key projects over the line and deliver results.

Plus, the lengthier the tenure of your perm team members, the stronger the relationship they can build with your customers to deliver long-term business success. Not only does this improve customer satisfaction, but it will also drive results that will bring your business to the next level, even in a market downturn.

Developing a deep expertise of the niche market is another added bonus that tenured employees can bring to the table. Permanent employees have the time and capacity to understand your differentiation against competitors. This allows them to specialise in customer relationships, market trends, and develop ways to continue gaining a competitive advantage.

Ultimately, hiring permanent employees will make you stand out from the competition as your company niche becomes stronger in the market. There are wins all around.

How you can attract and retain top permanent talent

Ready to build high-performing teams to help your business achieve long-term success? Here are our top tips for bringing permanent tech talent on board (and keeping them with you for the long haul):

• Offer continuous employee growth opportunities
  • Candidates are seeking growth opportunities. So much so that almost 50% of tech professionals cite this as their most important consideration when looking for a job. Provide mentorship and training to your people and they’ll stick by your side for the long run – plus, employees who are happy in the workplace are 13% more productive than those who aren’t, meaning employee satisfaction can directly help your company. Armed with stronger business knowledge, fresh technical skills, and a productive mindset, your permanent employees can take your business to new heights.
• Provide flexibility
  • If you want top talent on your teams, you need to consider the flexibility you’re offering your people. A 2023 global Talent LinkedIn poll revealed 95% of respondents preferred either a fully remote or hybrid model of working; 37% of 1,500 tech professionals even revealed they would take a 10% pay cut to work remotely.
• Ensure a smooth onboarding process
  • Retaining top talent is crucial for any company’s success, and a seamless onboarding process is the first step in engaging new hires and setting up high-performing teams. A well-structured onboarding program not only introduces new employees to the company’s culture and values, but also equips them with the necessary skills and knowledge to succeed in their roles. This approach ensures that new hires feel welcomed, supported, and confident from the start, fostering a sense of belonging to your organisation. Once demand increases, your permanent employees will be ready to roll-out high-quality work.
• Consider your ESG strategy
  • In our Talent Sustainability: Awareness to Action Report, both tech candidates and employers ranked DE&I (diversity, equity and inclusion), and staff engagement and retention as their top two business priorities. 59% of candidates also expressed that a company’s commitment to environmental sustainability influences their decision to accept a job offer. Candidates are seeking a sense of inclusion and engagement, as well as a company commitment to sustainability when selecting an employer to work for. Deliver on what your people want in this space, and you’ll be able to attract (and retain) top permanent talent.

Permanent hires can take your business to new heights despite market downturns. Want to build and retain high-performing teams that will improve culture, enhance your company niche, and achieve long-term success? Learn how we can help you with all your permanent hiring needs.

We understand that securing asset finance as a contractor can be challenging. Here at Talent, we strive to fill that gap for our contractors and provide world-class services that are usually only afforded to permanent employees.

That’s why we’ve partnered with Flare to offer our Australian ENGAGE members a simple a convenient solution, Flare Cars.

About Flare Cars:

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There’s a battle for tech talent across the globe, and if you’re not winning, you’re losing.

Fortunately, there are plenty of tips and tricks to kick your recruitment strategy up a notch and help you secure the best of the best. Here’s how to get started.

Ready to attract tech talent? First, know what they want

If you’re hoping to attract potential employees with all the right tech skills, you must turn the traditional talent acquisition process inside out. Think of yourself as the candidate and jobseekers as key decision-makers. What can you offer to them? Why should they choose you over all the other candidates vying for their attention?

Here are a few things they’re looking for:

An effective hiring process

Nobody likes wasted time, but that’s particularly true for a candidate whose skills are in high demand. It’s even more relevant for tech workers, who may assume that your company isn’t savvy enough to put their talent to good use. They won’t wait around while your disjointed processes burn daylight, because that could mean they lose out on other opportunities.

Takeaway: Eliminate unnecessary steps, streamline hiring experiences and optimise decision-making activities. Remember to extend this efficiency through onboarding and training, too — after all, 80% of employees who feel undertrained due to poor onboarding, plan to leave their companies.

Competitive compensation

To attract top talent, you have to pay for top talent. For surveyed employers in March 2023, that meant merit increases of 3.8% and total increases of 4.1%. And with experts predicting a tech talent shortage that could last until 2026, every skilled candidate knows exactly how much they’re worth.

Takeaway: This may not be the time for drawn-out pay negotiations. Be ready to make a competitive offer up front, and don’t be surprised if potential candidates have done their research and come prepared with a counter-offer.

Real flexibility

A global survey found that 80% of employees who work at least partially remotely would recommend the arrangement to others, and about 60% would leave a current role for one that offers remote flexibility. Almost 85% of Australian respondents said they’d be happy with even one day of remote work.

Takeaway: If you can offer any level of flexibility, especially for roles that operate mostly in the digital world, do it. Consider comparing your remote work policies to competitors’ to attract top talent.

A supportive company culture

Your employee value proposition (EVP) must be in line with qualified candidates’ values and priorities. For top tech talent, that often means developing their skills, achieving personal and professional growth, taking ownership of their achievements and being treated fairly.

Takeaway: You can say whatever you want in that interview, but if employee engagement doesn’t really exist, potential candidates will know about it. That’s because nearly 70% use third-party company review sites to research workplace culture. Simply put, it’s important to be walking the walk.

Hiring factors that sink your ship

You know what a future tech employee is looking for — but what will make them turn around and leave? Here are a few things that might dissuade a candidate from applying:

Ambiguity

Our experts recommend writing clear, specific job recommendations, and that’s not just to help you get what you’re looking for. It’s also to avoid the agonies of ambiguity. If a candidate senses a ‘bait and switch,’ they likely won’t proceed with the hiring process — which means you’ve wasted everyone’s time.

Takeaway: This is an early opportunity to show tech talent that you maintain an honest, transparent, respectful company culture. Have others read every job description to ensure your language couldn’t accidentally be misleading.

Unreasonable expectations

Like any potential employee, tech candidates want to join companies where they can thrive. That means they’ll avoid situations that ask them to:

• Do too much: They’re experts, not miracle-workers. Don’t imply that a tech employee will be asked to do the impossible — such as guaranteeing complete protection from cyberattacks — at any point in their tenure. You also shouldn’t put the weight of your tech talent gap entirely on their shoulders; it’s your responsibility to hire a team to support them, not their responsibility to do the work of 10 other experts.
• Do too little: If there’s even a chance that a particular job includes low-level tasks as frustrating as troubleshooting network connections, skilled tech workers will likely lose interest. They want to grow their skills and use their talents, not teach your company the basics of tech literacy.

Takeaway: While you may be perfectly clear on your reasonable expectations, that doesn’t mean your whole company is. Ensure that your recruitment marketing and social media outreach teams are clear on exactly what’s required and what shouldn’t be discussed, mentioned, or even implied.

Poor experiences

Bad experiences can be caused by any number of things, but they often have just one outcome: A potential employee heads straight for the door. When competition is so fierce, it may only take a single negative interaction to make potential candidates look elsewhere. For example, U.K. tech workers and similar experts are generally among the happiest in their roles — so if a job-seeker isn’t feeling it, they’ll likely look for better opportunities.

Takeaway: Everything — from email exchanges to onboarding platforms — must be streamlined, optimised and handled with care. Even if you feel that the first few days aren’t a fair representation of what their role will actually be like, candidates look to these early experiences to prove that they’ll be happy in their new company culture.

Where to find top tech talent

You’ve got the dos and don’ts; now it’s time for the whos and wheres.

Entry-level roles

While you may be looking for higher-level positions, it doesn’t hurt to have a few tech employees who want to work their way up the ranks. That way, you’ll have internal experts ready for later.

Tech layoffs

Tech giants are laying off workers in record numbers, but their loss is your gain. Reach out to any prospective employee who may be looking for a steadier position outside the highly variable tech industry.

Employee referral programs

Use an employee referral program to turn current tech workers into recruiters. They know your company culture and team needs, so there’s no one better to recommend talent you may not have been able to reach otherwise.

Change-seekers

With trends like The Great Resignation, we saw a pool of tech workers who wanted to try something new — something more promising, rewarding, and interesting. If you can be all those things, you may have a chance with those experts who are still looking to switch things up.

Win your battles for tech talent

You don’t have to face this tough hiring landscape alone. Our experts know what tech workers are looking for, where to find them and how to attract them to your workforce. Better yet, we know how to outmanoeuvre your competition.

Get started by exploring our tech talent market trends, or get in touch today to learn how we can support you.

Just like a software update, tech workers in financial services need to run an upgrade on their expertise to keep up in a rapidly changing industry. But they can’t do it alone. Financial services companies play a key role in supporting their tech teams’ professional development – think on-the-job training (OJT), mentorship programs, sponsorship opportunities and employee resource groups (ERGs). A supported workforce can also drive innovation and productivity, helping financial services companies get ahead of the competition – it’s a win for all. So, how can you get started? Let’s dive into it.

Why skilled tech workers want upskilling opportunities

Upskilling initiatives provide tech workers with invaluable opportunities for personal and professional growth. By acquiring new skills and knowledge, they expand their career horizons and enhance their market value. This not only boosts confidence but also opens doors to exciting and challenging roles within the company — benefiting everyone involved.

For financial firms specifically, investing in upskilling initiatives offers a wealth of advantages, including:

Enhancing talent acquisition efforts: Top-tier tech professionals actively seek out companies that prioritise employee development and provide avenues for growth. By offering upskilling programs, your financial firm can attract and retain top talent who possess a strong desire to learn and progress.

Boosting morale: When team members feel supported and empowered through learning and development opportunities, they become more engaged and motivated in their roles. This positive work environment fosters innovation, collaboration, and productivity, pushing your company forward.

Building a positive reputation: By promoting a culture of continuous learning and professional development, your company can be perceived as progressive and forward-thinking. This reputation not only attracts top tech talent — 78% of financial services professionals cite that a positive company culture matters to them when looking for a job, according to Talent research — but also potential clients and partners who value innovation and expertise.

Employee development strategies for financial services

There is a plethora of employee development strategies out there, but these opportunities ultimately hinge on the specific goals of your people. Depending on where they are in their career, tech professionals may benefit from one or more of the following strategies:

On-the-job training

With on-the-job training (OJT), your people can gain hands-on experience and practical skills, ultimately improving confidence and job performance. OJT allows mentees to understand specific processes, systems, and tools, while your company can benefit from streamlined processes and enhanced productivity.

To implement effective OJT, your financial services company should develop structured training plans, allow shadowing and observation, facilitate hands-on assignments, and provide structured evaluation. The way that the OJT is set up should be dependent on the nature of the junior’s role. A junior investment analyst, for instance, may benefit from shadowing senior analysts, learning how to conduct market research, analysing investment opportunities, building financial models, and presenting findings to clients. Similarly, if your financial firm is taking on a junior cybersecurity professional, you may provide them with opportunities to observe and analyse real-world cyber threats, gain hands-on experience in implementing security measures, and receive access to relevant cybersecurity tools and technologies.

Mentorship programs

According to research by Talent, over 8 out of 10 surveyed tech employees desire the opportunity for meaningful work. A part of what develops meaningful, exciting work is the ability to learn and work alongside those who are more advanced in their careers: Mentorship programs pair experienced professionals with less-experienced employees to provide guidance, support, and career advice, offering numerous benefits for both mentors and mentees.

Businesses that invest in mentorship programs ultimately outperform those that don’t; mentoring serves as a means of improving productivity and profitability, as well as the retention rates of a company’s people. Given the growing demand and importance of tech skills – like cybersecurity, machine learning, and artificial intelligence in financial services – mentoring junior team members in these areas can foster innovation and boost company performance.

Sponsored educational advancement

If you want to keep A+ talent on your books, education is key. Sponsored educational advancement programs involve providing financial support and resources for your tech workers to pursue further education or professional certifications, demonstrating commitment to investing in their long-term growth and development.

Your financial services company can offer various forms of sponsored educational advancement, such as:

• Certification programs: Employers cover costs for certifications – including preparation materials, exam fees, and training programs – enhancing skills and expertise. Relevant financial certifications may include designations such as Certified Financial Planner (CFP), Chartered Financial Analyst (CFA), Financial Risk Manager (FRM) or Certified Information Systems Auditor (CISA), among others.
• Work-study programs: As facilitated by the employer, team members pursue education while working part-time, with flexible hours and adjusted workloads to balance work and studies.
• Internal training initiatives: Companies provide customised training courses or partner with educational institutions, ensuring employees have up-to-date skills and knowledge.

Through these opportunities and investing in your people’s growth, you can not only attract top talent but also keep the best on board, helping take your company to new heights.

Employee resource groups

Leverage the power of your people. Employee resource groups (ERGs) are employee-led groups that bring together people with shared interests. Through ERGs, employees can expand their professional networks, gain exposure to different perspectives, and access development resources tailored to their needs. ERGs also promote a sense of belonging and engagement, which can lead to higher job satisfaction and retention rates. As Richard Branson once said, “Train people well enough so they can leave, treat them well enough so they don’t want to”.

Your financial services company can encourage and support ERGs by providing resources, funding, and leadership support. By leveraging the power of ERGs, you can enhance employee development, foster a culture of diversity and inclusion, and ultimately drive innovation and success in the industry.

Understanding what top talent want in their employment

Financial services companies may be at risk of losing out on top tech talent to other industries or companies that offer more attractive opportunities. If you want to attract and retain the best, you need to understand what your people want. Hint: facilitating career development opportunities is high on their list.

To help you get ahead of the competition, we can do the heavy lifting in locating tech experts who are the perfect match for your company. Reach out today.

It’s time to ace your employer brand and bring top of the class talent into your teams.

While communicating a competitive benefits package serves as an integral aspect of an employer brand, this is no longer what’s going to get you top marks with tech candidates. Today’s workforce has choices; especially A+ tech talent. Therefore, to stand out among the competition, you need to craft a compelling, authentic and tailored employee brand that resonates with the unique desires of tech professionals in higher education.

Here, we unpack the role of branding to help your higher education institution acquire top tech talent: What an employer brand is, its advantages and how to create one that sets your institution up as an employer of choice.

Acquiring tech talent: The role that your brand plays

When actively recruiting top tech professionals, especially in the higher education space, employers need to consider how candidates perceive their brand and reputation. It should encompass the values, culture, and overall image that the company projects to the external world — ideally, adjusted to the desires of tech talent.

Here are just a handful of the benefits of a strong employer brand:

• Enhanced reputation as an employer of choice.
• Improved candidate quality and quantity.
• Reduced recruitment costs.
• Higher employee retention rates.

Top tech talent want more than just a competitive salary; they want meaningful work, flexibility and career advancement. An A+ employer brand aligns itself with these desires by drawing on the best practices we’ll cover below.

Effectively showcasing your brand: 3 best practices

Demonstrating your institution’s employer brand requires intentionality and forethought. To set out in the right direction, here are three best practices:

1.  Communicate your DNA

Among the wants of tech professionals, the ability to make an impact within their employment is a leading reason why a professional may choose one role over another. In keeping with this, it’s the responsibility of higher education institutions to communicate their various social and technological initiatives they are involved in as an expression of their DNA.

When communicating company DNA, consider the following guidelines:

• Communicate your company DNA widely online: Whether it’s through blog posts, such as this article from the University of Leeds on the adoption of industrial digital technology; press releases, like this release from the University of Bristol on their £12 million technological investment; or social media updates, utilise different online channels to communicate the way your institution is technologically advancing.
• Engage in thought leadership: In keeping with online distribution, look to further invoke thought leadership by relaying technological contributions to industry publications, conferences and panels to enhance your brand reputation and attract tech professionals. This publication, for instance, speaks on the creation of cutting-edge facilities for higher technical education, helping set the University of Brighton, the University of Sussex, and North East Surrey College of Technology (Nescot) as leaders within U.K. higher education technological advancement.
• Display social and wellness initiatives: Notably, a company’s DNA — and tech employees’ desire to make a difference — goes beyond technological advancement into the area of social and wellness initiatives. AUT, for example, is not only making significant strides in the area of sustainability — but are also communicating their efforts effectively. And on the wellness front, Victoria University’s career’s page speaks on the values of autonomy, safety & wellbeing, professional development, diversity and inclusion practices, among other key draw cards.

Through effectively communicating the various aspects of your institution’s DNA — whether in regard to technological, social or wellbeing — you position yourself in a spot where tech professionals can see the unique value your higher education institution offers as an employer.

2. Create a seamless candidate experience

A seamless candidate experience should be easy, efficient, and personalised, leaving candidates feeling valued. This greatly reflects the company’s culture, showing the applicant that their time and effort are appreciated. To foster a positive employer-employee relationship from the start, companies should:

• Streamline the application process by displaying clear and concise job descriptions and offer user-friendly application platforms. For example, The University of Auckland’s careers page allows candidates to easily sift and filter through various roles and obtain the necessary information without friction.
• Offer timely communication and regular updates throughout the hiring process, keeping candidates informed and engaged.
• Provide personalised interactions, such as emails or tailored interview questions, showing that the company values the individuality of each candidate.

A seamless candidate experience goes beyond application and interviews — it also includes onboarding. Providing new hires with necessary resources, information and support for quick acclimation establishes a strong foundation and greater chances of retention. To achieve this, many universities are turning to artificial intelligence (AI) for task automation; For instance, Harvard Business Review spoke on the multifaceted role of AI in onboarding, and the way its technologies are taking significant strides in reducing human error from the onboarding process. While onboarding still necessitates the human element to build meaningful connections and provide personalised guidance, AI can streamline various administrative tasks, and in turn free up professionals to focus on more people-oriented aspects of the onboarding process.

3. Leverage technology

Beyond utilising AI, higher education facilities can leverage other technologies to enhance their employer brand more generally:

• Adopt video interviews as a convenient method for enhanced candidate assessment. The University of Dundee in Scotland states that video interviews are the fastest growing recruitment technique, working to break down geographical barriers. Naturally, video interviews provide increased opportunities for applicants by allowing them to participate in the recruitment process from anywhere in the world — especially beneficial for international applicants or those in rural areas who are considering relocation.
• Draw on online data to determine what your ideal candidate is looking for, and adjust your employer brand accordingly. Insight, such as the desire of 84% of tech employees to work for a company with a commitment to environmental sustainability, can help you shape your messaging and the portrayal of your company values accordingly.
• Create an intuitive careers page, featuring employee testimonials, videos and virtual tours, among other relevant components. For instance Stanford University’s careers page highlights value propositions, staff testimonials and data on recommendation rates, while also creating an intuitive experience that is easy for the user to navigate.

Understanding the state of the higher education workforce

While your employer brand serves as a pillar in the pursuit of top tech talent, there are various other aspects that contribute to such sourcing and retention. In times like these, where tech talent have a plethora of employment options before them, consulting with industry hiring experts can be of great benefit.

Talent specialises in tech recruitment, helping higher education institutions across the globe identify and attract the most skilled and suitable candidates for their technology-focused positions. Contact Talent today to learn how we can support you in filling tech-voids.