The working world has immensely changed in recent years. The contractor workforce is growing as workers are increasingly appealed to greater flexibility and enhanced work-life balance. While these contractors offer great value to companies they work for, they’re also at the greatest risk of feeling disconnected. So, how can you bridge this gap and ensure everyone feels supported and connected? And what are the benefits of doing so? Let’s break it down.

Your people matter

Whether they’re with you for 6 years or 6 months, your people are integral to your success. So, why treat the contractor relationship as transactional? It’s a natural human need to feel connection and belonging. With the nature of the contractor working arrangement, many of them miss out on the fun and exciting social aspects of a company’s culture and the benefits typically afforded to perm employees.

At Talent, your contractors are our contractors. We constantly check-in and provide extensive benefits for contracts to ensure their wellbeing. Connecting and communicating with contractors is yet another thing you can leave in our hands. Connection between your team members isn’t simply a nice thing to do – it can also have a positive impact on the quality of the outcomes you’ll receive. 

The stats don’t lie. Studies reveal again and again that team members who are supported and have their wellbeing looked after are more satisfied, engaged, and productive than those who aren’t offered this support. The benefits are clear, yet the conversation seems to stop at the perm employees on our payroll. It’s time to bring contractors into the wellbeing conversation.

So, where to start?

Connection is key

Connection is a natural human need, however, contractors, by the nature of their working arrangement, often miss out on the fun and exciting social aspects of a company’s culture and the benefits typically afforded to perm employees.

Although contract workers may not expect to receive these same perks, according to our survey of over 1,700 global tech contractors in our Contractor Wellbeing Report 21/22, feeling a sense of belonging is important to the majority. Perks and benefits aside, it’s clear that these workers want to feel part of the companies and teams they work for, with 88% citing it as important to feel a connection with permanent employees.

Creating a sense of connection between your team members isn’t simply a nice thing to do – it can also have a positive impact on the quality of the outcomes you’ll receive. According to global analytics and advice firm, Gallup, close friendships at work boost team member satisfaction by 50%, which leads to greater engagement and productivity. There are wins all around.

Interested in how you can best foster this sense of belonging? Check out our Contractor Wellbeing Report for our top tips here.

Giving contractors what they deserve

Supporting your contractors’ wellbeing goes beyond simply running a wellbeing webinar or providing free office snacks. It’s about listening to your people and delivering what they are actually asking for.

According to our research, over 50% of contractors cited benefits/perks as important to them, which is surprising for workers who typically miss out on these benefits while on contract. It wasn’t, however, free fitness classes or healthcare benefits which took the lion’s share of votes, but flexibility, which was the clear winner with a 75% share.

We offer competitive benefits including an extensive 401k, health, vision, and dental coverage. 

At Talent, we act as an extension of your business so you can take care of essential priorities. From the interview process, through onboarding, and at each week’s pay cycle, our contractors are cared for each step of the way. 

Going beyond perks though, contractors are in search of one thing in particular…

Purpose above all

In the current candidate-short market, those companies who are getting ahead are the ones offering more than a pay cheque – be it a clear EVP, strong company culture, or a unified purpose – and research backs this up.

According to our Contractor Wellbeing Report, the majority of surveyed contractors cited that the main thing they need to feel fulfilled at work is a clear purpose/mission. Our research also highlights that 87% of contractors feel it’s important to be connected to a client’s purpose or mission, highlighting that your contract workforce wants to be taken along on the journey and know that their work is contributing to a bigger picture. Communicate and bring them in to your vision and mission and you will reap the rewards of a workforce that feels valued.

Interested in what else candidates are in search of from employers in the current market? Check out our More Than Money Salary Guide here for our exclusive insights.

Support to succeed

Great contractors aren’t always easy to find, especially in this candidate-short market, so once you’ve secured them, offering wellbeing support is a surefire way to retain them. According to a study by insurance company, Aflac, 70% of team members enrolled in their companies’ wellness programs reported higher job satisfaction than those not enrolled.

Unsure of the next steps? In our survey of contractors, 45% said professional support was the support that mattered most to them, followed by mental health & wellbeing support. Making these a priority and delivering initiatives, such as implementing a mentorship program and wellbeing days, will promote increased job satisfaction, which in turn will lead to a happier, more engaged workforce. According to Gallup, engaged teams also generate 21% more profit for their companies than disengaged ones. Winning!

Enhanced productivity, boosted engagement, and a happier workforce overall, are a small taste of what to expect when you prioritize your team members’ wellbeing. So, it’s time to start extending the wellbeing conversation to all your team members – contractors included.

If you’re looking for top contract talent to join your team, get in touch with us today.

Where is the tech industry heading, and what does it mean for you?

The tech world is constantly evolving, and as emerging technologies continue to enter and disrupt the market, we’re seeing demand for skilled technologists soar as businesses harness the power of Big Data, automation, and AI. Couple this demand with border closures due to the pandemic, and we’ve found ourselves with a skills shortage never seen before. So, how can you harness your skills to get ahead in this candidate-short market? Here’s what you need to know.

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Program your path

How important are your skills for the current market and the future? It’s time to look at the data.

According to LinkedIn, between 2015 and 2021, the top 10 skills for Software & IT Service roles globally, changed 27.5% on average. Interestingly, taking out the first place for top skills across both years was the programming language SQL.

While SQL has retained its first-place title, most skills have shuffled around a little in the past 5 years. Where Requirements Analysis and Agile Methodologies took out spots two and three, Java and JavaScript are now in these coveted positions. What’s more? They’re on an upwards trajectory, jumping six and two places on the list respectively.

Looking to the future, it’s clear that programming is the skill to have. According to LinkedIn Talent Insights, there is significant hiring demand for SQL developers and Java-related roles globally – and it looks like this is only set to increase. According to our More Than Money Salary Guide 2022, software developer salaries are seeing year-on-year growth due to immense hiring demand. So, if you know your SQL from your HTML, you’re in a good position.

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Out with the old, in with the new

It’s no surprise that in the rapidly changing tech sphere, skills in demand have evolved during the past five years. If you are looking to break into the industry or take that next step in 2022, this is where you should be focusing your efforts…

Amazon Web Services, Git, Python, and React.js are just a few to make LinkedIn’s Software & IT Service top 10 skills list in 2021 and are great areas to set your sights. If you already possess these skills, the tech world is your oyster, and if you’re a novice, that’s no issue. There are plenty of courses online which can boost your expertise to give you that leg up in the market.

Being skilled in these areas also gives you pretty good bargaining power. Our More Than Money Salary Guide 2022 reveals that tech salaries are increasing 15-30% on average globally and most candidates have 2-3 opportunities on the go at any given time. Now is the time to be maximising your value in the market to make the most of the ball being in your court.

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Looking forward

So, what’s in store for the next 5 years?

Talent Melbourne Managing Director, Simon Yeung, weighs in about 2022 and beyond, “Driven by the need for growth I believe we are going to see the continued application of data-driven decision-making and Hyper Automation which will require technologies skills including RPA, low-code platform knowledge and process mining tools.”

In addition to this, LinkedIn data reveals that change is on the horizon. Candidates have been adapting their skills to keep up with the market, and the stats reflect this, with the rate of change increasing during the pandemic. If skill changes continue at the current pace, there could be a shift of between 39% to 44%, as well as three brand new skills in LinkedIn’s top 10 Software & IT Service Role skills by 2025.

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How to get ahead

Although we are currently in a candidate-short market and the balance is tipped in favour of jobseekers, it’s a good idea to stay up to date with the latest skills trends in your field. The market could shift again as international borders start to reopen, so brushing up on your skills and staying in tune with market changes are key to maintaining your value with employers.

Looking for more tips on how to make the most of this market and build your dream tech career? Check out our More Than Money Salary Guide 2022 for insights from our global recruitment experts, as well as market trends and average salaries for tech roles in your city. Check it out here.

Welcome to the second instalment of our International Women’s Day Leading the way series. Today we are joined by Talent’s Auckland Managing Director, Kara Smith who speaks about the many changes she’s seen in the tech market since COVID and the impact this has had on women in tech.

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1. Last year Talent released its Women in Tech Report, what changes have you seen for women in tech over the past 12 months?

In the last 12 months, the tech job market has experienced some of the most significant hiring demand seen in decades. Driven by the huge decrease in immigration as a result of the closure of many international borders due to COVID and the continued and increased investment in technology projects the market is experiencing a considerable skill shortage. Because of this shortage, organisations have been accessing previously ignored and undervalued talent pools, for example, mothers returning to work and women requiring part-time or flexible working arrangements. Whilst this has been a positive for women in tech it has also been great for the organisations hiring them. The feedback I have received from companies who have turned to these talent pools has been overwhelmingly positive. So, in this respect, I have seen many doors open up to these groups of talented women who have been previously overlooked and I have also seen many hiring managers opening their eyes to the benefits of hiring women who do not fit the previous tech worker mould. I do not think they will continue ignoring these talent pools in the future.

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The shortage of talent has also led companies to really look at their overall recruitment and engagement strategies and a key component of this has been an increased focus on DE&I. Although DE&I has been recognised as an essential element to attraction and retention for some time now, I think the impact of COVID and the ensuing talent shortage has helped bring the need into greater focus for these companies.

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2. The theme for International Women’s Day this year is “Break the Bias”. What do you think is the biggest bias affecting women in tech and what would you like to see done to break this bias?

I saw a very powerful ad campaign the other day. It said “Close your eyes and imagine a CEO” what do you see? Now “Close your eyes and imagine a worker crying” what do you see?

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The fact the majority of us probably imagined a man in a suit as CEO and then a female worker crying shows us how much bias remains in the work culture.

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There are so many biases when it comes to women, one that has always bothered me is that female leaders are often seen as emotional and bossy rather than passionate and direct. I think the words we use have a big impact and the fact that more negative words are used to describe women over men in everyday language without reprisal is alarming. When it comes to this issue, I strongly believe that all leaders need to be very considered in the words we use and allow to be used in our workplaces and in the actions we take to actively break the bias.

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I think it is something that we need to be more conscious of and fight against it. We need to look at the accomplishment, experience and strengths of an individual and not negative stigmas and antiquated gender stereotypes.

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3. Have you been part of or seen any exciting initiatives that are designed to enable women in tech and if so, can you tell us about them?

I have seen many initiatives by companies wanting to create awareness and make change, but I am most impressed when companies make policies that have an actionable impact on these issues. The most impactful I have seen have been organisations that are reporting on wage gaps and making salary bandings more transparent. I have also seen organisations committing to making promotion criteria far more transparent. Both these commitments will help correct or at least highlight the discrepancy in pay and promotion, as we know and much research has found, these are two of the biggest issues that negatively affect women in the workplace. I think these are two very big steps in the right direction.

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4. What systemic changes do you think could be made to reduce the gender gap for women in tech?

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I think the tech industry as a whole needs to take ownership of the enormous gender gap, recognise that as a sector it will not perform as well or produce its best outcomes without gender diversity and take more steps to rectify this. If girls and boys are making potential career decisions when choosing if they opt into STEM subjects or not in school, then the tech industry needs to start there.

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I believe there continues to be a branding issue. What does a “career in tech” mean for anyone when you’re younger? It probably means the IT guy who looks after the computers or maybe the gamers? However, we know, that it is far more diverse than that and will only evolve more with time.

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Therefore, if the breadth and diversity of roles and opportunities are encapsulated in the “tech career” brand then you’re likely to attract more women into your talent pipelines in the first place.

Once women are in workplaces, we need to ensure it’s an inclusive environment. Therefore, diverse leadership, flexibility, inclusive practices and culture are absolutely critical to retaining women in tech.

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If you are interested in learning more about Talent’s ​‘Women in Tech: Are we there yet?’ report click here

​Talent has been named a recipient of Gallup’s global Top 40 Exceptional Workplace Awards for the fourth year in a row – the only Australian-based company to be recognised in the group of winners.

Talent was recognised by Gallup for putting its team engagement at the heart of the business strategy and creating a workplace culture to match. Talent’s continued pursuit to create a world leading culture saw increased engagement, improved wellbeing, resilient team members and deep connections. This resulted in a better experience for contractors, candidates, and customers. Talent’s strong culture was the key differentiator to the success of the business during COVID. As an award winner, Talent ranks among the most elite organisations around the globe.

Gallup’s meta-analysis on team engagement and performance is the most comprehensive workplace study ever conducted, with data on more than 2 million employees in 276 organisations across 54 industries and 96 countries. Statistically, only 20% of global employees are ‘fully engaged’ – defined as being committed to their work and connected to their workplace. The engagement level at Talent is 80%.

Talent Global CEO, Mark Nielsen, commented on what this award means to the company. “What an incredible recognition from Gallup for the fourth year in a row for Talent. Receiving this award for 2022 is even more gratifying as the past year has been one where leaders have needed to balance empathy towards their team showing their own vulnerability and authenticity, whilst ensuring what we do is correct by all Talent’s stakeholders. The award is recognition that at Talent we excelled at this. Gallup has also highlighted that the purpose of these awards is to recognise and celebrate companies who are reaching new heights of what’s humanly possible with cultures that change the way the world works. This aligns with Talent’s vision, mission and values”.

Paul Batchelor, Talent Chairman, commended the team on their brilliant work. “Talent is consistently pushing boundaries, living our values, and above all putting people first. I am thrilled that we are receiving this award for the fourth year running. The commitment from the team globally to ensure that all teams are recognised, growing, and connected is exceptional.”

Georgia Townsend, Talent People Business Partner is passionate about the sensational work culture that Talent have fostered. “Our people are at the core of everything we do here at Talent, and our partnership with Gallup enables us to continually foster a culture that is building a better world of work for all. Every single team member at Talent has won this award, by consistently recognising their team members’ achievements, supporting each other to grow and prioritising inclusion at all levels.”

Winners of the Gallup Exceptional Workplace Award put their people at the heart of their business strategy with a core focus on strengths and coaching talent to its full potential to get business results like never before, while improving wellbeing across the globe. The Gallup Exceptional Workplace Award was created to celebrate those who achieve exceptional performance by fostering a culture of engagement. The award honours thriving organisations that have attained world-class performance by making engagement a cornerstone of their business strategy.    

Welcome to a special International Women’s Day installment of Leading the way. Today we are joined by Kelly Young, Chief Human Resources Officer at Isentia. Kelly speaks about the need for more pathways for women to enter, stay and thrive in tech starting at school and university and details how much technology outcomes benefit from the input of all people.

​1. Last year Talent released its Women in Tech Report, what changes have you seen for women in tech over the past 12 months?

I believe there is broadly more awareness of the lack of gender diversity within the tech industry compared to this time last year. We need to turn the awareness into actions for the short, medium and long term; finding pathways for women to enter and stay in the industry, starting at the school and university levels. The importance of diversity in technology is critical at this point in the world. Technology shapes every aspect of our lives, an uneven gender balance of people involved in developing, thinking and creating technology will not create the products or outcomes that are optimal for all of us. We need the thinking and contribution of everyone.

2. The theme for International Women’s Day this year is “Break the Bias”. What do you think is the biggest bias affecting women in tech and what would you like to see done (within industry/government/educational/community sectors) to break this bias?

It’s difficult to be what you can’t see, at all stages of your career, you want to be able to look up and see role models that are like you. Being an “only one” in a team is difficult and can create a real barrier culturally. At an enterprise level, CEOs and CTOs and leadership teams need to make pathways for gender balance in the tech department and prioritize building the muscle of and normalising diversity. From a macro-Government and education institutions level, encouragement for women to enter the tech industry is crucial. The 1980s affirmative action is questionable in its effectiveness, but we do need programs that genuinely encourage and enable women to enter, thrive and stay in the Tech industry but this is still a work in progress.

3. Our Women in Tech report highlighted the importance of mentorship/sponsorship to create change in this space. How important do you feel mentorship/sponsorship opportunities are for women in the tech world and do you personally mentor/sponsor anyone?

Mentoring builds capability and confidence in individuals, it builds a support network for women who need to maneuver their world. Having someone in your corner who can be tough but supportive in the same breath is priceless. I personally have had a very good group of mentors, both men and women, who have supported my career, through its ups and downs, I have also had the privilege of mentoring some amazing women who have gone on to do incredible things.

4. Have you been part of any exciting initiatives that are designed to enable women in tech and if so, can you tell us about them?

I am very open to playing a part, and I am working with Isentia’s CTO Rainer Rhedey, to explore initiatives to improve our gender parity, but also to enhance the experience for women in our Product and Technology function.

5. What systemic changes do you think could be made to reduce the gender gap for women in tech?

Within organisations, all people systems can help or hinder gender parity. From role design, remuneration systems and learning opportunities. But the critical system is talent acquisition, ensuring both internal and external bias is removed within the recruitment process, and appointment is based on merit and the pitfalls of “hiring in your own likeness” are avoided. People functions and recruitment policies can assist in this area, but CEOs and CTOs need to make diversity a key performance measurement to truly move the dial.

If you are interested in learning more about Talent’s ​‘Women in Tech: Are we there yet?’ report click here.

Curious to discover the most in demand UK tech jobs? With all the disruption and uncertainty we’ve experienced as a result of the pandemic, it’s hard to believe it’s 2022 already. The tech industry has undergone a huge amount of change since Covid first hit in March 2020, leaving many of us wondering where the market is actually heading.

From the ‘Zoom boom’ to a massive increase in remote working, there’s no denying the way we work has infinitely changed. This shift has caused many tech professionals to reevaluate their options, expand their skill set, and make big career changes. Changes that have altered the tech hiring market – and put candidates firmly in the driving seat due to the increase in digital demand!

So, if you’re wondering what the most in demand UK tech jobs are as we head further into 2022, we’ve got you covered.

Cloud Architect

Largely due to the restrictions of the pandemic, a huge number of organisations across the country have adopted a remote working policy. This way of working is fast becoming our “new norm”, with many businesses likely to keep at least some degree of remote working indefinitely (if possible).

Cloud computing has hugely accelerated as a result, which has significantly increased the demand for Cloud Architects.

A Cloud Architect is responsible for overseeing a company’s overall cloud strategy and application. Cloud Architects must have experience with programming languages, as well as a strong background in IT engineering.

Software Developer

The increase in innovative and transformative technology single-handedly boosts the demand for Software Developers. In fact, this role is predicted to grow by 22% by 2029 – considerably higher than the 4% projected growth rate for all occupations.

Software Developers identify, design, implement and test software systems. Once live, it is their responsibility to maintain and update the programme when necessary, ensuring everything runs smoothly. A Software Developer needs to have a keen eye for detail and strong problem-solving skills.

Java Developer

Java consistently ranks as one of the most popular programming languages, and this is predicted to continue throughout 2022 (and beyond!). The demand for Java Developers is almost always high, with plenty of companies predicted to hire for these roles as the year progresses.

Java Developers are involved throughout a product’s entire lifecycle. From creating web applications to software to writing testable code, primary duties centre around designing, implementing and maintaining Java applications throughout the entire business. A Java Developer’s day-to-day responsibilities can vary considerably, as they will be highly dependent on the individual needs of the company.

Project Manager

22 million new project management opportunities are predicted up to 2027. It’s therefore safe to say Project Manager demand is showing no signs of slowing down.

A Project Manager’s responsibilities will heavily depend on the industry. However, the core aspects of this role should remain the same, with a Project Manager often being considered the ‘glue’ that holds everything (and everyone) together.

This role involves overseeing projects from start to finish with a varied list of responsibilities. From planning initial strategy to staff check-ins to delegating tasks, a Project Manager must be organised and analytical – with strong management skills.

Cybersecurity Specialist

Cybersecurity is now more important than ever, with cyber attacks expected to double by 2025. Cybersecurity Specialists essentially act as “bodyguards” against these crimes, protecting organisations from having their information stolen – and from hacking crimes in general.

Cybersecurity Specialists will need excellent problem-solving and communication skills, as well as deep security knowledge across various platforms.

Want to learn more about how the tech market is really doing? From average salaries for the UK’s top tech jobs to expert regional insights, our new More Than Money Salary Guide has got you covered. Get exclusive access here.

Talent is pleased to release ‘More Than Money Salary Guide 2022’. Please find the report here.

The report features salaries and contract rates for key tech positions in 2022, market insights from Talent’s Managing Director team and experienced recruiters, as well as hiring trends and predictions for the 16 cities in which Talent operates across EMEA, ANZ and the US.

The report showcases the most in-demand tech skills for 2022 and provides a range of stats on the local tech talent pool, skills trends, stats on the cost of living across multiple cities, and the benefits beyond salary that candidates are looking for.

Key findings include:

• Globally on average, counteroffers for tech roles are up 20-30%
• Candidates have 2-3 opportunities on the go
• Tech salaries are increasing 15-30% on average globally
• The ability to work from home is a non-negotiable for most candidates

Demand remains high for the following skills:

• Data Analytics
• Computer Networking
• Python (Programming Language)
• Amazon Web Services (AWS)
• C (Programming Language)
• HTML5
• Cybersecurity

Industries that are thriving include:

• Information Technology & Services
• Hospital & Health Care
• Financial Services
• Computer Software
• Government Administration

Kevin Board, Talent Managing Director of London, reflected on the year the technology recruitment industry has had, and his predictions for 2022. “London is still undoubtedly the tech capital of Europe and it shows no signs of slowing down. The pandemic has highlighted the importance of being adaptable and embracing change. If you’re unwilling to progress with the times, there’s a strong chance you’ll get left behind and could lose your best talent. There’s no denying the dramatic shift COVID-19 has caused – especially regarding remote work. However, when we look at Inner-City London, the shift towards working remotely is perhaps not as drastic as other parts of the UK. Instead, higher salaries appear to be the main motivator for a new role. Candidates know their worth, with many getting a 20-30% salary increase when they switch to another role – as well as at least 2-3 opportunities at once. Counteroffers are getting higher due to this level of competition with larger salaries becoming the main motivator for taking a new role.”

James Davies, Talent Managing Director of Manchester, discussed the significant impact that COVID has had on the industry in 2021 and its expected effects for the next 12 months. “With a huge 80% of roles now becoming fully remote across the North, it’s safe to say the world of work as we know it has dramatically changed. Salaries are now more similar across the Northern regions than they used to be, closing the gap, and creating greater unison within this part of the country. Candidates are wanting the opportunity to work remotely, as well as greater flexibility for a better work-life balance. The market has dramatically changed, and I don’t think things will ever go back to the way they were pre-COVID. However, while the demand for remote working and increased flexibility has boomed, Manchester remains a hugely innovative hub for start-ups. Having been named the fastest-growing tech hub back in 2019, this still rings true in terms of role progression, tech diversity and digital scope. Tech talent with skills to enable projects in these areas will be in huge demand.”

The technology hiring market is hotter than ever before. As a $5 trillion global industry, it has significant power in both providing opportunities to the workforce as well as rapidly disrupting the international work landscape. With demand for skilled candidates through the roof with tech skill shortages across the globe, competition amongst businesses for top talent is rife. Not only are salaries increasing at unprecedented levels, but our findings showcase that if businesses are to get ahead, they need to offer benefits beyond a pay cheque.

* Figures are based on data provided to Talent from our clients, with additional sources cited.

This month, Talent has announced the appointment of Lisa Bartlett as Regional Sales Director for the Germany operation – effective immediately.

Since joining Talent in 2019, Lisa has achieved record-breaking sales growth and results for the business whilst also enhancing her team engagement and culture.

Aside from incredible sales results, Lisa’s team have also garnered a reputation as champions of diversity and inclusion across the region. As well as regularly hosting targeted community events, the team take an earnest and consultative approach to assist clients in creating more inclusive hiring practices.

A keen promoter of gender equality, Lisa was also the driving force behind new Talent policies implemented throughout the UK and Europe designed to provide women with more flexibility and a healthier working environment.

As part of her newly created role, Lisa will be responsible for the core recruitment operations of the Berlin-based team, encompassing all operations across Germany and the DACH market.

Commenting on the appointment, Talent’s EMEA CEO Darren Wells said: 

“Lisa is a prime example of the level of success that can be achieved when people embrace and focus on the core purpose and values of the business. Her team have led the way to grow their contractor workforce and new permanent recruitment service lines, championing DE&I initiatives on various network events in Berlin. Lisa is constantly striving for better with her team, delivering an incredible experience for candidates and clients. Above all else, Lisa and her team foster a great company culture and truly ‘Give a Damn’.

Lisa leads a talented team that genuinely care about the people they work with, and I have no doubt that this is what drives their commercial success. Next year will be a big year for Talent in Germany – and with Lisa leading the team, the sky’s the limit.”

Discover why you must innovate your company’s ecosystem, with key tips you can implement right away

For your company to truly thrive and stand out from the crowd, your “way of doing things” must adapt and evolve. Today’s world of work is an ever-changing landscape, and it’s crucial you keep up to avoid getting left behind…

…and potentially losing your best talent to a competitor who just does things differently.

But what does “innovation” really mean? If you can’t concretely define it, how can you implement it to create a truly successful company culture? The bottom line: you can’t.

Unpacking today’s hottest topic

In our world of work, there’s no denying that innovation has become a seriously hot topic. But, this means its core value often gets lost in the buzz. Many managers and team leaders are left questioning their strategies as a result, wondering whether they’re even being “innovative” in the first place.

A pretty difficult question to answer if you can’t pinpoint what innovation actually means, right?

Many definitions are often batted around, but they should all lead to the same core answer. Business innovation is when companies implement new ideas, strategies and processes to improve growth. This growth can take many forms, including higher business revenue, better customer engagement, and increased employee welfare. The list goes on!

Being innovative is “finding new ways to solve old problems”, some would say. Or breaking through barriers, instead of giving them too much acknowledgement and allowing them to take hold.

So, is it really worth the time?

In short, 100% yes.

Innovation offers you and your people a bunch of brilliant benefits. These benefits will not only boost your overall company culture, but will transform your “way of doing things” into something that’s fresh and industry-leading.

Attract & retain top talent – The typical 9-5 workplace simply doesn’t cut it anymore (yes, even despite the ping pong table and those bean bags sitting in the corner…). Innovative perks and increased flexibility are key for both hiring and retaining today’s top talent.

Improve efficiency – Innovative strategies can boost efficiency in multiple ways. From saving time to reducing costs to eliminating bottlenecks, you can streamline your processes for a more sustainable future. You’ll also be more agile in adapting to industry changes, too. Efficiency is king!

Boost brand position – No one wants to be known as “that stuffy company that doesn’t care”. Displaying innovation shows you’re not only adaptable and willing to evolve, but that you’re worth their time. Modern-day customers are more likely to engage with brands that are forward-thinking, diverse and socially conscious.

So, how do you do it?

Get in the know

Episode two of our ‘It’s the Vibe’ podcast unpacks all things innovation with Jennifer Mumford from Zip Co. We delve into the ins and outs of what it truly means, as well as outlining how to create a thriving company culture for you and your people – with innovation at its core.

You’ll discover how to make your working ecosystem a whole lot more inclusive, successful and (you guessed it) innovative. Jen is a total pro at identifying and implementing creative strategies that truly work, with a bunch of tips you can use right away. If you haven’t listened already, you don’t want to miss out.

Tune in here and get inspired!

Today’s world of work is evolving at an unbelievable pace – and contract work is in the spotlight. In 2019, freelancers made up a third of the global workforce, and those numbers are only increasing.

Flexibility is the name of the game, both for contractors and the companies which hire them. Contractors allow organisations to fulfil their business goals quickly, on budget, and bring a wealth of experience to any project, supporting permanent teams where they need it.

But contractors are only as useful as they are engaged. Whether you’re a multi-level corporation or a fledgling startup, you need to focus on engaging your freelancers to bring the best out of them – which comes through true commitment to your company, your purpose and your project.

The benefits of working with freelancers

Contractors and freelancers can offer a huge growth potential for your business. Working alongside your permanent teams, contractors bring:

• Cost-effectiveness: Freelancers or contractors get paid only when you need them and you don’t need to consider extra costs such as medical benefits, insurance, or unproductive downtime.
• High-quality work: With several years of expertise, freelancers and contractors are highly specialised in their fields and can give a project the boost it needs.
• Less responsibility: Since freelancers and contractors are highly qualified and know to manage their own workload, they require less direct management.

Why is it important to keep contractors engaged at work?

There are several reasons why companies should focus on keeping contractors engaged:

• Profitability: Highly engaged contractors and teams have been shown to increase profitability by 21%.
• Proactivity: Engaged freelancers can increase the proactivity of your overall team. They are more likely to plan for any eventuality and to take action in case of unforeseen challenges.
• Persistence: Highly satisfied contractors are more likely to make continued attempts to succeed when facing a challenge or mistakes.
• Adaptability: While disengaged freelancers may be set in their ways of doing things, engaged contractors will be eager to learn more about your company, and adapt to your vision as they work through your project.

Everyone wants to feel good at work – not just permanent employees! Contractors, too, need meaning and purpose in their work life and look for the companies that can provide it to them. What is good for your employees will be good for your business. So ensure you keep everyone who works for you engaged by making them feel heard, giving them opportunities to connect with others, and opportunities to grow professionally.

For more information, Talent’s latest report on contractor wellbeing details how contractors around the world feel about their clients and the way organisations can better support them. Head to https://bit.ly/3jdPnbw to access the report.

Talent are supporting a wide range of IT and digital contractors and companies to achieve their objectives and find the right match. Get in touch for more information on how we can help.

​Talent is pleased to release ‘It’s the Vibe’, a brand-new podcast discussing core components that contribute to a great company culture. Ian Tyler, Talent Chief Strategy Officer, sits down with guests from major companies to discuss their views and actions on different topics that make up a great company culture. The podcast aims to bring to life what leaders around the globe are doing to stay ahead, and to help any listener who wants to learn a few new tips to help them succeed.

‘It’s the Vibe’ focuses on six core topics – internal communication, innovation, retention, perks, brand, and DE&I. Listeners will be able to hear from six different leaders, hearing their key takeaways on what businesses can start to put into practice now.

Guests include:

• Christie O’Toole, Senior Manager of APAC and LATAM Communications and Engagement at Salesforce

• Jennifer Mumford, Chief of Staff to the CHRO at Zip Co

• Paul Sigaloff, Managing Director & VP ANZ & INSEA at Yahoo

• Aoife Fitzmaurice, Chief of Staff (CPO) and VP, Organisation Design and Workplace Futures at Sage

• Mark Serunjogi, Employer Brand Manager at Zalando

• Vanessa Sorenson, Managing Director at Microsoft New Zealand.

Mark Nielsen, Global CEO Talent, said building a great company is something all leaders should be doing in the new world of work.

“At Talent, our vision is to build a better world of work for all, and that is something I take very seriously. It has been wonderful hearing insights from these six incredible leaders, and I am so proud that we are able to help share their knowledge through this podcast. Building a great company culture leads to so many benefits for businesses from team engagement to productivity, growth, and happiness. Company culture also plays into a business’ ESG strategy which can not only attract and retain top talent but also creates an environment where people love coming to work.”

Ian Tyler, Chief Strategy Officer Talent, commented that speaking to global leaders was extremely valuable.

“There is no denying it, today’s world of work is evolving at a rapid pace and changing faster than ever before. It is becoming increasingly clear that companies who want to retain and attract top talent need to put their company culture on full display, as well as refine or define it based on what their colleagues are telling them. When creating this podcast, I wanted to ensure there were tangible takeaways and real-life examples on each of our topics so that listeners could walk away with actionable insights and start moving the needle on their company culture or bring new ideas into their own narrative.”

You can listen to the ‘It’s the Vibe’ podcast series here.

Welcome to another instalment of Leading the way. Today we are joined by Jamaine Naicker, Digital Engineering Manager at Watercare Services Limited NZ, who talks us through her career journey, the biggest shifts that the technology industry has gone through, and the importance of mentorship. Let’s get into it.

Tell us a bit about how you started your career in tech and the journey that led you to your current role.

I started my career as an analyst programmer and worked my way through a lot of different roles in IT. I always had a passion for software delivery but as my career grew, I realised my real strength was leadership.  I enjoyed growing and mentoring people.  My thirst for continuous improvement and growing high performing teams was a key contributor to my career success.

What does a day in the life look like for you?

No two days are the same. I find my day filled with context switching, problem solving and mostly helping technical people focus on delivering strategic outcomes that offer customer value. The diversity of my role really energises me and allows me to bring alignment across the key pillars of delivery.

You have been in the tech and digital sector for quite a few years. What do you feel has been the biggest shift in that industry?

Having the right people with the right attitude in my team, is way more beneficial and successful.  Early on the focus was mainly hiring based on skillset. These days, having a culture of continuous improvement and challenging the norm with a growth mindset are invaluable.

Do you have any mentors? If so, why would you recommend having one?

Yes, I have had a few mentors over the years and would highly recommend it.  As you go through your career you always have people you aspire to become, who seem perfect and far out of your reach.  Having a mentor reminds you that everyone has challenges, and the people that succeed have only done so because of their resilience and tenacity to overcome their obstacles.

What is your biggest learning that you would want to tell someone starting out in your industry?

Self-doubt or imposter syndrome.  Too often the high expectations we set for ourselves, are the very thing that trips us up.  Failure is all part of growing as an individual. Set small achievable goals and never let anyone tell you that you can’t achieve something. In fact, for me it is the very trigger that motivates me. The more I am told I can’t do something, the more I want to prove them wrong.  It has made me stronger and in the process a lot more confident.

Read more Leading the way and industry insight blogs here.