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:

By salary packaging your car with a Flare Cars novated lease, you could enjoy significant tax savings as well as GST savings on your car purchase, fuel, tyres, servicing, and maintenance.

If you’re in the market for an electric vehicle (EV) or plug-in hybrid (PHEV), Flare’s car experts can help you benefit from the significant saving advantages of a novated lease while you help the planet. With the introduction of no FBT on eligible EVs and PHEVs, you can enjoy savings only available through a novated lease.

Learn more about contracting with Talent

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.

In September, NSW Treasurer, the Hon. Daniel Mookhey MLC, handed down the 2023-2024 State Budget. A budget that looks back on economic challenges, high levels of spending, gaps in essential services and constrained wages growth to move forward with new plans and stability.

Talent NSW Government recruitment specialist Steve Tompkins looks at what this budget could mean for jobs and hiring across the state:

Overall, this budget from the Minns Government sees lots of investment in physical infrastructure across transport, schools and hospitals – tangible things voters can see and touch.  The budget allows for pay rises to public sector workers, claws back some infrastructure spending excesses, and extends some cost-of-living assistance (without adding to inflation).

We aren’t seeing radical cuts to expenditure beyond scrapping some of Coalition’s pet projects and funds. This is a budget that should deliver very little pain for voters.

On the jobs front, the increase in wages for permanent staff may shift the mix of permanent and contract staff, with permanent positions becoming more attractive to some candidates.

Let’s get into the detail.

Health

The major budget allocation for Health will be for hospitals, with considerable funds being spent in the regions on the new Eurobodalla Hospital and the redevelopment of Bathurst Hospital, and $13.8bn for wider Health infrastructure.

$2.5bn will recruit 12,000 nurses and healthcare workers. This will impact IT projects as Local Health Districts look to onboard and schedule these new resources. Implementation of cloud and scalable solutions will benefit these Local Health Districts as their workforces grow and change – keeping their technology in line with their growing workforce.

Education: The largest investment in a decade

Secondary and further education benefitted from the largest investment in a decade as the Government pledged $9.8bn to Education over next 4 years including 24 new and 51 upgraded schools in Western Sydney, more in NSW (19 new and 35 upgraded) and new High Schools in Medowie and Goowong. With an additional $112M allocated to meet the TAFE funding shortfall.

Elsewhere in education, 10,000 teachers and 6,000 administrative staff are being transitioned to permanent positions. As of September, 16,000 teachers and support staff have accepted offers, which should go towards satisfying appetite to cut contractor spend in other areas.

Find out more about the education sector in our latest whitepaper.

Transport

The Minns Government has put aside $72.3bn for Transport, with hard infrastructure projects and physical infrastructure seeing most of that spend. Projects like Sydney Metro City and Southwest are back on track. Train stations, Western Sydney Rapid Bus network, Parramatta and Manly Ferries are also scheduled to see advancements.

One project to note is the $15.8m investment in the Public Transport Information and Priority System to improve real time bus tracking for passengers – this will open a wealth of IT and specialist roles to make data more useful to transport customers.

Police

The NSW State Government has shown its commitment to law enforcement with significant budget allocations. While there will be an increase in the number of police officers, this is unlikely to significantly affect IT jobs. However, the $12M earmarked for enhancing the State’s Forensic Analytical Science Service showcases the government’s push towards a technologically-advanced policing system. Furthermore, $27 million will be dedicated to improving police operational radio communication in the south, southwest, and far west regions of the state. Not to be overlooked is the $60 million investment in upgrading the Police Force Academy in Goulburn.

Rural Fire Service

The Rural Fire Service is set to see enhanced emergency preparedness with a new purpose-built Emergency Ops centre for the South Coast at $20 million. The allocated $7 million for fire station upgrades hints at potential IT opportunities. A significant tech investment is the $11.3M set aside for the rollout of the “vehicle-as-a-node” (VAAN) technology. This innovation promises seamless internet connectivity to firefighting vehicles, amplifying communication and operational efficacy.

Justice

The justice sector is receiving a substantial boost with $97 million spread over four years. This allocation is intended to reinforce courts, tribunals, Legal Aid NSW, and the Office of the Director of Public Prosecutions. The primary tech opportunity lies in cybersecurity and system enhancements for various agencies within the Department of Communities and Justice. With $9.5 million allocated, there’s a clear path to introducing a platform that streamlines the application process for legal assistance. This investment will harness the latest in tech, optimising application management and aiding practitioners serving the underprivileged.

Water

The budget showcases a significant commitment to water infrastructure and security. A collaborative $222.4 million effort with the Australian Government aims to fortify water supply infrastructure in Wilcannia, Eurobodalla, and Cobar. The Safe and Secure Water Program will receive $217.5 million to back regional towns grappling with water-related challenges. Additionally, the Northern Rivers Watershed Initiative gets a $5 million boost to promote water security and healthier catchments.

Department of Customer Service

The Department of Customer Service demonstrates the state’s commitment to enhancing user experience with government departments, and improving digital security.  With a budget allocation of $80 million geared towards Cyber Security, there’s a clear focus on protecting the digital services provided to residents. Additionally, a dedicated $66 million for the digital restart fund signifies the state’s ambition to continuously innovate and improve digital customer services.

NSW Telco Authority

Emerging as a significant player in disaster management, the NSW Telco Authority has been allocated $11.3 million for the acquisition of four new broadband “cells on wheels” (COWs). These mobile base stations, designed for swift deployment, will play a pivotal role in ensuring connectivity in disaster-stricken zones, potentially presenting IT integration opportunities.

Department of Climate Change, Energy, the Environment, and Water

In a strategic shift, this department will transition away from a shared services IT setup over the upcoming two years, focusing on establishing its independent technology environment.

This budget reveals a pronounced emphasis on technology and innovation across a myriad of sectors, from law enforcement to water security and environmental management. These strategic investments not only underscore the importance of technology in contemporary governance but also spotlight the growing demand for tech talent to realise these ambitious projects.

If your department or agency is poised to capitalise on these forward-looking initiatives, securing the right tech talent is paramount. Reach out today to discover why we are the preferred choice for tech talent across all levels of government in Australia.

If the tech industry is Soccer, then Cybersecurity professionals are the Lionel Messis among us; highly skilled, highly paid and high in demand. If your team is looking to recruit a Messi, then it’s necessary to understand what they’re expecting, pay-wise and benefits-wise. Let’s dive into it.

Cybersecurity salary expectations

According to LinkedIn, among the most in-demand tech skills in 2023 are Data Analysis, Microsoft Azure, Python and, of course, cybersecurity. Although salaries for these professionals are set to continue projecting, let’s take a look into the salary growth of cybersecurity professionals across recent history.

• Australia: The salary of Australian cybersecurity professionals outpaced the national average, increasing at a yearly rate of 6% per year from 2017-2020.
• United Kingdom: The average UK cybersecurity salary increased by 12% from 2021 to 2022.
• United States: Over the span of one year from 2020 to 2021 the US’s cybersecurity workforce saw an average salary increase of 5%.*

To take a look into the specific salaries of cybersecurity professionals, read through our ‘More Than Money’ salary guide.

More than money: What cybersecurity experts want

A high salary isn’t enough if you want to bring the best on board; attracting and retaining top tech talent requires addressing their specific needs and expectations. To ensure your company stands out in the competitive cybersecurity market, you should consider delivering on what your candidates want:

Prioritising health and wellbeing for cybersecurity professionals

The health and wellbeing of cybersecurity professionals is of utmost importance given the demanding nature of their work — being the steward of their company’s sensitive data is no easy task. Prioritising their wellbeing not only boosts morale but also enhances productivity and job satisfaction. Flexible work arrangements — whether that’s time to pick up the kids, hybrid setups or flexible start and finish times — can be used to promote wellbeing, an employment benefit that’s important to approximately half of cybersecurity professionals. Other health and wellbeing benefits include therapeutic funding, free gym memberships, and ongoing employer-employee collaboration.

Cultivating a cybersecurity-focused company culture and purpose

For cybersecurity professionals, purpose is key. 86% of tech contractors emphasised the importance of connecting to their company’s mission. This desire expands to cybersecurity talent wanting to engage in meaningful work that contributes to the field’s advancement.

A key pillar of a cybersecurity-focused company is collaboration: A study found that 68% of cybersecurity professionals emphasise the importance of employers taking their advice seriously, granting them the space to best protect the company’s sensitive data. A collaborative approach not only helps to drive a company’s mission forward, but also fosters greater engagement among cybersecurity professionals and supercharges their professional development.

Staying competitive in the cybersecurity hiring environment

To stay ahead of the pack, it’s important to keep your Employee Value Proposition (EVP) front and centre throughout the entire recruitment process. Your EVP differentiates you from others, showcasing the unique benefits and rewards that employees can expect by joining your company — after all, you can’t expect to place a Lionel Messi into a role without a little convincing involved.

To attract top cybersecurity professionals, your Employee Value Proposition (EVP) needs to align with their desires. A 2023 global Talent LinkedIn poll, for example, revealed that 95% of respondents preferred either a fully remote or hybrid model of working. Offering a flexible work environment and communicating this to candidates is — more often than not — a necessity.

Sharing your sustainability efforts also matters: Our Talent Sustainability: Awareness to Action insights report revealed that a noteworthy 84% of tech candidates want to work for a company that demonstrates a strong commitment to environmental sustainability. A significant 59% of these candidates consider a company’s dedication to this cause as a determining factor when considering a job offer.

Ultimately, knowledge is power when refining your EVP: our ‘More than Money Salary Guide’ can be valuable for those looking to source top cybersecurity talent by enhancing their Employee Value Proposition (EVP). The guide provides:

• Comprehensive insights: Real-world insights into the latest salary and benefits trends specific to the tech and digital industries.
• Understanding of candidate priorities: A deep dive into what tech candidates are looking for beyond salary.
• A look into market dynamics: Sheds light on the current state of the job market, including the tech skills shortage and changing economic conditions.

Ready to bring top cybersecurity talent onto your team? We can help. Learn more here.

* The data depicted here are averages across the wide spectrum of cybersecurity roles — salary variation can be attributed to the professional’s level of experience, education, certifications and the specific industry or company they work for. Other factors that can influence salary include the regional demand for cybersecurity professionals, the cost of living in a particular location and the overall economic conditions of the country.

Amidst rumours of an economic downturn, as well as the persistent worker shortages witnessed over the last five years, companies across all sectors are grappling with how to weather the storm — and this includes utilities companies.

There’s good news, and there’s slightly less good news: The utilities talent pool — tech workers in particular — hasn’t dried up. The way you source talent into your business, however, has changed compared to past years. This article will cover what you need to know to attract the top tech talent into your utilities company.

The utilities tech talent pool isn’t drying up

Utility companies facing challenges in attracting new talent may be experiencing one of two situations: Either there is a scarcity of available talent, or they are not employing effective methods to attract and recruit talent.

In 2023, the latter is generally true. While there remains a global tech workforce shortage, through adopting the right sourcing methods, organisations can capture tech talent who’re willing to jump at the right opportunity. It’s the responsibility of businesses to not only know where to look for these individuals, but to also take into consideration what tech talent are looking for in their employment agreement.

A survey by Workable and TalentLMS conducted amidst the 2021 Great Resignation found that seven out of ten tech workers were considering alternative employment. While job market fluctuations have begun to subside in 2023, the underlying principle remains: Tech workers are willing to shift positions to best fit their priorities.

These priorities include transparent salary expectations, hybrid workplace arrangements and childcare options, among others. By effectively communicating these offerings, utility companies can position themselves for success.

How to expand your talent pool

Over 80% of the utilities workforce are men, with an average age of 47. Although discrepancies in the utilities industry have been levelling out over the past decade, there are opportunities for companies to further broaden their talent pool.

• Campaign for underrepresented workers: The utilities and tech industries are both lacking in female representation. While women are less likely to apply for positions they perceive as not being a perfect fit, employers can proactively address this imbalance through targeted recruitment strategies such as headhunting and/or targeted social media advertising.
• Provide opportunities for a younger workforce: The utilities industry faces a lack of representation not only among women but also among young people. Although certain technical roles require qualifications beyond what high school graduates possess, utility companies can broaden their pool by proactively promoting appropriate entry-level opportunities to high school and tertiary students.

By proactively seeking out talent beyond the traditional demographic of the utilities industry, companies can tap into a wealth of untapped potential, diverse perspectives and innovative ideas that can boost company performance and progress.

Three ways utility companies can attract top tech talent

In just the past year alone, the way companies attract top talent has changed. Here are three ways to help you source the workforce that will power the future of the utilities industry.

#1: Advertise on social media

Social media is driving recruitment. Approximately 80% of job seekers have used social media while looking for work over the past year. Out of those job seekers, 40 million people per week search for jobs on LinkedIn.

In addition to job seekers using social media to find employment opportunities, utilities employers also proactively use social media to identify and recruit individuals they believe are a good fit for their job openings.

When recruiting on social media, follow the golden rule: Advertise on the platform where your ideal employees are. For instance, LinkedIn is beneficial for white collar utilities roles, particularly for roles aimed at those aged above 25 years old, while Meta platforms cater for more diverse targeting capabilities.

#2: Partner with outreach programmes

There is a plethora of excellent outreach programmes targeted at high schools, colleges, and trade schools. Talent RISE, as a prime example, actively work with young people to mentor and cater for employment opportunities.

By partnering with such outreach programmes, you engage with individuals who otherwise may not have come into contact with your business, widening the utilities talent pool and providing a tangible path for potential future employees alike.

#3: Communicate your values

When promoting a new job opening or seeking to recruit for a role that has not yet been established, it’s important to intentionally convey company values.

According to our own recent research, 84% of candidates say that it is important for them to work for a company that prioritises environmental sustainability. By communicating your organisation’s sustainability efforts, you can increase your chances of attracting values-driven talent.

Similarly, in today’s competitive marketplace, expressing values such as the commitment to workplace mental health, diversity and inclusion, and ethical business practices, serves as an effective recruitment strategy — after all, people tend to choose work based on their values.

Insights into the 2023 tech industry

The tech industry landscape is constantly evolving, making it a daunting task to stay up-to-date with the latest trends and changes. For both tech employers and those seeking to enter the industry, it’s essential to have a comprehensive understanding of key industry metrics, such as standard salary rates, high-demand skills, and cross-industry mobility patterns.

By staying in the know, individuals and companies can remain competitive in this fast-paced industry. Read through our article on the state of the tech industry in 2023 to gain insight into the latest trends, emerging technologies, and job market dynamics.