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.

“Worker shortages” have become a business talking point almost as ubiquitous as productivity and cost-effectiveness. Upon closer inspection, though, there’s no blanket statement that can describe this phenomenon — especially when it comes to tech workers.

In a recent survey, 81% of responding organisations noted a shortage of skilled, experienced tech workers. For example, 100% of these companies from the U.S., E.U. and U.K. agreed on a particularly high skills gap in application development; Indian organisations, meanwhile, reported less concern in this area. There must be some rhyme or reason to these patterns, right?

Let’s find out.

Why the Great Resignation isn’t actually that great

The so-called Great Resignation began when more than 47 million Americans left their jobs in 2021. The trend continued through 2022, with 46.6 million more workers joining the wave — and that surge has officially gone global. In 2021, 38% of Australian workers were looking for a new job while almost 20% of U.K. employees said they planned to quit between 2022 and 2023.

Unfortunately, the trend is even more pronounced among tech workers. In the U.S. alone, 72% of tech workers intended to quit during the Great Resignation — far more than the average across the workforce. On top of that, layoffs across global tech companies have made skilled workers more cautious in searching for and accepting roles.

Speaking of layoffs, those haven’t slowed down either. With big names in tech continuing to make significant workforce cuts well into 2023, the landscape is shifting right under the feet of the Great Resignation. Here’s what it comes down to: Some sectors have numerous unemployed tech candidates because of these layoffs, while others (particularly niche fields) still have worker and skill shortages.

What this means for tech hiring (and candidates)

As The Great Resignation continues to complicate the tech hiring landscape, workers have more negotiation power. They’re looking for better pay, sure — but our research indicates they’re also interested in:

• Stability and security.
• Upskilling opportunities.
• Work and scheduling flexibility.

The most skilled tech workers want a better environment, and they’re willing to skip employers that aren’t on board. Are you poised to offer all that, and more?

What this means for your industry

Tech worker shortages have far-reaching impacts. Here’s a look at how three key sectors are feeling the effects of this trend:

Financial Services

As customers come to expect digitisation at every step of their financial journey, banks and other organisations need more tech solutions — and more people to manage them. Tech worker shortages could lead to reduced client loyalty, an inability to keep up with competitors’ offerings and even cybersecurity risks.

Tertiary Education

Students want to engage with learning material in modern ways, which means tertiary education institutions need to build, enable, and troubleshoot new technological experiences. Worker and skill shortages in this area can lead to:

• Reduced student engagement.
• Impacted learning experiences and outcomes.
• Higher rates of support calls and service disruptions.

Utilities

The utilities sector, particularly energy, faces a unique challenge: getting attention from tech workers. Candidates may not immediately recognise how their skills apply in this less-visible industry, which means utility organisations could feel worker shortages even more sharply.

Furthermore, competition in utilities is increasingly diverse, with both local governments and private institutions vying for skilled tech employees. This creates a workforce that’s stretched thin and struggling to keep up with industry advancements and increasing demands.

How to make tech worker shortages work

Tech worker shortages are serious, but they aren’t the end of the world. All you need to do is understand your candidates, why they’re leaving previous employers, and what your organisation can offer to fill those gaps.

Here are a few tips to get you started:

#1: Look for better skills

With high competition for tech workers, you may not be able to find someone who ‘has it all.’ Instead, prioritise key skills such as cybersecurity, data analysis, cloud solutions and programming languages. Applicants have worked hard to develop those and similar capabilities that their peers may not have, so they’ll feel valued when you highlight their efforts. This, in turn, makes it easier to bring them in and keep them engaged.

#2: Prioritise your Employee Value Proposition (EVP)

According to Scarlett Cooke, Talent Sydney Account Manager, “Companies with […] compelling EVPs are winning the war for talent.” This is your opportunity to win: 69% of HR leaders think employees are dissatisfied with their existing company’s EVP — so by offering higher, more relevant value, you can attract tech workers who want engagement and meaning in their roles.

#3: Offer smarter benefits

Tech security salaries alone have grown 20% in the past year, but keeping up with higher pay just isn’t enough. For example:

• 45% of tech contractors said professional support matters most to them.
• 75% said flexible working hours or remote work options were incredibly important.
• 37% indicated that a clear purpose or mission was vital for fulfilment.

By offering on-the-job benefits in addition to higher pay and other perks, you can stand out from competitors and make the employee shortage work to your advantage. You also prove that your organisation treats employees as people instead of just workers, aligning professional experiences with personal values and goals.

Take control of tech hiring

The tech worker shortage is complicated and far-reaching, impacting industries of all shapes and sizes. If you want to secure the skills your organisation needs for success in a digitised world, your first challenge is to overcome patterns like those that caused The Great Resignation. Tech workers want more — and, in return, they’ll bring more to the table.

The right tech candidates. The right cybersecurity, cloud and programming skills. Our market trends research covers it all. For even more support, get in touch today.

In the present age of digital advancements, financial institutions confront a mounting quantity of data that requires proficient handling. Effective data management holds immense importance in the ongoing functioning of financial services as it empowers firms to make well-informed choices, enhance customer experiences and gain a competitive advantage.

With the continuous expansion and intricacy of data, financial firms face noteworthy obstacles in guaranteeing data security and adhering to regulatory standards. Here, we’ll explore two challenges faced by financial institutions in data management and the role of skilled technology professionals in addressing them.

Data management challenges financial services face

Financial services companies continually face a plethora of challenges; among the more prominent — and perhaps most difficult to address — are data security and compliance.

Data security

Data security is a primary concern for financial institutions due to the often-sensitive nature of the information they handle. Banks, insurance companies and investment firms are entrusted with vast amounts of customer data, including personal and financial details. Protecting this information from unauthorised access, breaches or cyber threats is of utmost importance.

During 2022, the financial sector emerged as the primary target of cyber assaults, accounting for approximately 27% of the total attacks. These breaches pose severe consequences such as substantial monetary setbacks, reputational harm, and potential legal ramifications, emphasising the importance of adopting a proactive and all-encompassing data strategy towards safeguarding data integrity.

The increase in digital platforms and the rising popularity of remote banking have broadened the scope for cybercriminals to exploit. Hence, financial institutions are confronted with the task of safeguarding data across multiple avenues, such as web applications, mobile devices, and cloud-based platforms. To tackle this issue effectively, they must adopt encryption methods, employ multi-factor authentication, deploy intrusion detection systems, and conduct routine security audits to promptly identify and rectify any vulnerabilities that may arise; hiring the right professionals to do so.

Data compliance

Comprehensive regulations govern the handling and protection of data within the financial services sector. Financial institutions are required to strictly abide by these regulatory frameworks, such as the General Data Protection Regulation (GDPR) implemented by the European Union and Australia’s Privacy Act 1988. Non-compliance with these standards carries unfavourable consequences, including substantial fines, legal consequences and negative implications for the institution’s reputation.

Complying with regulations is a prudent endeavour due to the evolving nature of the legal landscape and the diverse geographic jurisdictions in which financial firms operate. Data management practices must align with the specific requirements of each regulation, which often involves implementing stringent access controls, data retention policies and consent management mechanisms.

Additionally, financial firms are required to exhibit a comprehensive understanding of the data they gather and its processing procedures, as well as gain consent from their customers. Upholding precise records, conducting frequent audits, and guaranteeing the lawful handling of data are fundamental aspects of ensuring data compliance.

The main challenge with data compliance is in making sure that every t is crossed and every i dotted — with nothing overlooked. The ongoing threat of data breaches and the capacity to align with stringent regulatory frameworks require modern technological solutions and skilled tech talent.

The role of tech talent in overcoming data management challenges

To effectively address the data management challenges faced by financial institutions, it’s crucial to leverage the skills and expertise of tech professionals. Below, we will highlight how those with the relevant tech skills can help overcome the obstacles presented by data security and compliance.

Data security expertise

To prevent the increasing threat of cyberattacks and protect customer data, financial firms require tech professionals with the following three skills:

#1: Cybersecurity

Hiring individuals well-versed in cybersecurity practices is essential for implementing robust security measures. These professionals should possess a deep understanding of the latest threats, vulnerabilities, and attack vectors, enabling them to proactively identify and mitigate risks.

#2: Encryption and authentication

Skilled tech talent should be proficient in encryption techniques to secure sensitive data during storage and transmission. Implementing strong encryption algorithms and establishing multi-factor authentication mechanisms adds an extra layer of protection against unauthorised access.

#3: Intrusion detection and prevention

Technology talent who’re knowledgeable in intrusion detection systems (IDS) can actively monitor network traffic, detect suspicious activities, and respond swiftly to potential breaches. By deploying effective IDS solutions, financial institutions can promptly identify and mitigate security incidents.

Data compliance skills

To navigate the complex and nuanced landscape of data compliance, financial institutions need tech professionals who possess the following three areas of expertise:

#1: Regulatory knowledge

Hiring individuals well-versed in the relevant regulations, such as GDPR, Privacy Act and other regional frameworks, is vital. These professionals should stay updated with the evolving legal landscape and have a comprehensive understanding of the specific requirements of each regulation.

#2: Access controls and consent management

Skilled technology talent should be proficient in encryption techniques to secure sensitive data during storage and transmission. Implementing strong encryption algorithms and establishing multi-factor authentication mechanisms adds an extra layer of protection against unauthorised access.

#3: Data governance and auditing

Financial firms must maintain precise records and conduct frequent audits to demonstrate compliance. Tech professionals skilled in data governance can establish frameworks that ensure the lawful handling of data, facilitate data inventory management, and enable efficient auditing processes.

By leveraging the expertise of tech talent with the aforementioned skills, financial institutions can work to overcome data management challenges. These tech professionals can implement comprehensive security measures, establish stringent access controls, conduct regular audits, and ensure the lawful handling of data.

How financial services can source top tech talent

When it comes to hiring tech talent for data management in financial services, there are several key considerations to keep in mind. The following five rapid-fire tips can help organisations attract and retain the right professionals while strengthening their Employee Value Proposition (EVP):

• Clearly define roles and responsibilities: Clearly outline job roles and responsibilities to attract candidates with both the right hard and soft skills.
• Showcase career growth: Highlight career advancement opportunities, leadership progressions and specialised training programs.
• Offer competitive compensation: Provide attractive compensation packages aligned with — or ahead of — financial services industry standards.
• Promote positive work environment: Prioritise diversity, inclusion, and work-life balance to create a supportive workplace culture.
• Emphasise continuous learning: Highlight training programs, certifications, and conferences for professional development.

In addition to implementing these five tips to acquire new tech talent, it’s important to have a comprehensive understanding of market trends. Our comprehensive market trends article provides the latest insight and data on the tech hiring landscape, providing valuable information to help you stay ahead in the competitive market, gain a deeper understanding of the current demand for digital and tech skill-sets, the impact of recent job losses, and the shifting dynamics in different regions.

Higher education institutions are facing a crisis in retaining their staff, according to a recent study by the College and University Professional Association for Human Resources (CUPA-HR). The battle to retain talent as observed in recent years — particularly in the wake of the COVID-19 pandemic — can be attributed to the following revelation: The work-landscape has changed.

COVID-19 caused many professionals to re-evaluate their priorities: the desire for remote work, salary transparency and wellness initiatives, to name a few. This has forced organisations to adapt to meet the wants and needs of its people.

In the 2023 job market, tech professionals can afford to be picky — with the liberty of switching roles based on priority-alignment. Fortunately, there are steps and precautions companies can make to not only retain their staff, but prosper within today’s ever-competitive workforce.

Troubling Trends: Why Tech Professionals are Leaving

In Australia, higher education professionals have recently expressed their discontent at scale regarding their current university roles, noting the ramifications of “cost-cutting,” such as an unfavourable workload, as a main reason.

This stems in part from the 2021/22 Great Resignation, which saw upwards of 50 million people leave their jobs. Consequently, higher education’s tech professionals in particular became increasingly empowered to demand their priorities are met — most prominently, the desire for increased pay and work-life balance.

The Desire for Increased Pay

Of those who indicated their intention to leave the higher education sector, upwards of 75% stated salary as their primary reason for considering alternative employment. This pay dissatisfaction is further exacerbated both by the marriage of two factors:

• Rapid increase of inflation.
• High rate of unemployment.

The rising cost of goods and services worldwide is making it difficult for many higher education professionals to keep up with the cost of living. At the same time, due to being understaffed, institutions are offering higher salaries as a means to draw skilled workers.

The Desire for a Hybrid Workplace

The COVID-19 pandemic ushered in the era of virtual work. Even as restrictions have lifted and workplace health and safety measures have eased, the demand for remote work has not diminished; in fact, it is on the rise.

On an international scale, 16% of organisations worldwide now operate fully virtually, with an additional 40% of companies adopting hybrid work.

Many workers now recognise the advantages of a hybrid or fully virtual workplace, and as a result, they expect the option for hybrid work to be included in their employment contract. The desire for remote work is further clarified by an OwlLabs study, with participants reporting an increase in productivity (90%), happiness (84%), and the willingness to recommend remote work to others (97%).

What are the implications for higher education institutions? As many are in the process of increasing their hiring within the technology space, and aren’t likely to slow down anytime soon, they will need to restructure their daily operations to accommodate remote work for tasks that can be performed off-site. By granting professionals the flexibility to arrange — or negotiate — their work environment, higher education institutions increase the likelihood of higher job satisfaction rates and, in turn, retention.

The willingness of employers to negotiate likewise applies to compensation. The demand for skilled technology professionals is high and expected to continue growing, with projected 253% growth in cybersecurity and 268% growth in data science over the next decade, for instance. Given this demand — and the rise of inflation as previously mentioned — employers must evaluate salaries to maintain competitiveness. Further, the expectations of tech professionals don’t start and end with salary and hybrid work; tech professionals also look for a positive work environment, the facilitation of meaningful work, and a clear career pathway — more on this below.

What Tech Professionals Expect (and Why It Matters)

In addition to salary considerations and the preference for a hybrid workplace, technology professionals are motivated by a range of factors that enhance their overall well-being and job satisfaction.

To prioritise their tech professionals, higher education institutions should take into account the following:

• A clear path to promotion, and the associated financial implications and benefits, with approximately half of survey respondents stating a correlation between career advancement opportunities and overall job satisfaction.
• Childcare options, as per a Harvard Business Review article, is a crucial consideration that impacts both families and businesses alike.
• Work flexibility, a priority for 96% of employees. This not only refers to hybrid-work options, but also flexibility around hours, location and responsibilities to accommodate their personal and professional responsibilities and achieve a better work-life balance.
• The facilitation of meaningful work: As per a recent Talent study, tech professionals in higher education desire to engage in meaningful work; specifically, work they’re passionate about. Have the conversation early on in the hiring process about what the tech professional would like out of their employment — what they consider meaningful — and determine ways to align their passions and skills with the available opportunities within the organisation.

The cardinal goal of all the aforementioned factors is to help team members feel valued and cared for at work. As mentioned by Indeed, “an employee who feels valued is happier, more productive and less likely to seek alternative employment.”

Alongside understanding what tech professionals want from their employment, it’s crucial to grasp the prevailing technology market trends. Our article on tech market trends covers essential information based on country-specific tech industry data from Australia, New Zealand, the U.K., Germany and the U.S. — assisting you in attracting and retaining top tech talent.

As the pressure being put upon the tech industry isn’t set to slow down any time soon, many organisations — and not only those in Australia — are strategising as to how they can navigate and adapt to the evolving landscape.

Below, we cover the state of the IT workforce in 2023: Tech skill shortages on a global scale, how companies can mitigate skill shortages, and a look into market trends.

Global Digital Skills Shortage: How Are We Doing, Australia?

Australia’s current tech workforce shortages are not significantly different from the shortages experienced worldwide. Both in Australia and globally, the skills shortage predominantly impacts areas of IT that require high expertise and specialisation, such as cybersecurity, cloud computing and machine learning, among others.

According to the Technology Council of Australia, the country is projected to require an additional 286,000 tech workers by 2025, increasing the total pool of Australian tech workers to 1 million. To meet this demand, organisations are actively recruiting outside of Australian territory, aiming to source skilled professionals from around the world.

To effectively tackle the Australian skills shortage, organisations must strategically consider their international sourcing options for skilled tech workers, as this shortage is a global challenge impacting multiple countries. A joint survey by Gallup and Amazon Web Services revealed that a significant majority (72%) of UK businesses have open positions requiring digital expertise. However, nearly two-thirds (68%) of these businesses face difficulties in recruiting digital professionals, with almost half (45%) citing a lack of qualified candidates as the main challenge.

A similar theme rings true for the United States: The demand for IT professionals is expected to increase by approximately 22% in the next decade, surpassing the growth rate of all other occupations. This rapid expansion is projected to result in a significant shortfall of about 85 million skilled individuals in the tech industry.

Various other countries, such as Canada, New Zealand and Germany, have also recognised the need to acquire tech talent from abroad to fill their own skills gaps. So while Australia may look internationally to source IT talent, the global marketplace for skilled tech workers remains highly competitive.

How Savvy Hirers Manage the Tech Talent Shortage

In the face of a tech talent shortage, companies are adopting different strategies to effectively manage their hiring processes. While some employers are adopting a cautious approach, others are taking a more bullish stance to navigate the challenging recruitment landscape.

A Cautious Approach: Navigating Uncertainty

The tech recruitment market has experienced a noticeable slowdown in recent months, prompting companies to exercise caution when it comes to hiring new talent. In this environment, savvy hirers are implementing more thoughtful and deliberate approaches to their talent acquisition efforts.

Rather than solely focusing on specific niche skill sets, these employers are seeking candidates with broader skill sets who can handle a wider range of responsibilities within their roles. By casting a wider net, companies aim to maximise the value and versatility of each new hire, ensuring they can contribute effectively to multiple aspects of the business.

Further, as companies strive to create leaner and more efficient workforces, fewer positions are being advertised, leading — in some instances — to a decline in the prevalence of above-market-rate salaries and intense competition for candidates. This shift allows cautious hirers to explore more sustainable hiring strategies that align with their long-term business objectives.

A Bullish Approach: Seizing Opportunities

“Employers are either taking a cautious or bullish approach to the market. The more cautious have decreased hiring and in some cases implemented hiring freezes, whereas the more bullish are taking advantage of the market to increase their hiring whilst their competitors hesitate.” says Matthew Munson, Talent Sydney Managing Director.

By capitalising on the market, bullish hirers aim to secure top-tier talent that may otherwise have been snapped up by their more cautious counterparts. These employers are leveraging their competitive advantage by offering attractive compensation packages, hybrid work arrangements and opportunities for career growth and development.

Balancing Caution and Boldness

Savvy hirers understand that managing the tech talent shortage requires striking a delicate balance between caution and boldness — adopting a situational approach. They acknowledge the need to be prudent in their hiring decisions, considering the broader skill sets of candidates and optimising the utilisation of resources.

Don’t Ignore These Trends in Tech Talent Hiring

The tech industry is constantly evolving, presenting various factors for employees to consider before hiring a tech professional. Here are two key trends that you shouldn’t ignore:

Talent Opportunities During Layoffs

Amidst the tech layoffs of 2022, over 154,000 professionals were let go — a significant opportunity for tech companies to access a vast pool of highly skilled and experienced individuals who are actively searching for new employment.

To gain a competitive edge, progressive companies have recognised the importance of actively engaging with those affected by these layoffs, going beyond conventional recruitment practices. They are implementing innovative strategies such as organising job fairs, hosting virtual career events and leveraging professional networks to connect with individuals possessing sought-after IT expertise.

The Rise of Remote Work

With the increasing prevalence of hiring talent across borders and the need to combat skill shortages, companies that don’t consider remote options may struggle against competitors who do. The remote work trend has disrupted the tech talent management game, especially in the face of the Great Attrition and recent tech layoffs.

In the UK, for instance, over a quarter of businesses are looking internationally for tech talent due to local shortages. When pursuing internationally, organisations ought to account for tech workers significantly preferring remote work over relocation, making it essential to adapt their hiring strategies and embrace remote work to attract and retain top talent. If the thought of paying and onboarding employees in other countries seems daunting, companies like Deel are making it easy by providing simple international HR solutions — hiring borders is a thing of the past.

Navigating Market Changes

The ever-unfolding process of navigating the dynamic IT landscape is poised to continue evolving in the years ahead. However, by gaining a comprehensive understanding of the present IT workforce, employers can equip themselves to make informed, data-driven hiring decisions.

Stay at the forefront of the tech workforce and industry by delving into our market trends article. Within its pages, you will gain valuable insights into the latest in-demand skills, emerging hiring trends and location-specific nuances. These invaluable details are tailor-made to assist you in making astute and strategic choices for your IT hiring requirements.

Layoffs, redundancies and hiring freezes, it is no secret that throughout the year jobs have been on the chopping block – especially in the tech sector. However, just as it has done in the past, the economy will eventually recover. When this happens, businesses that sat still or cut their TA function too deep during the downturn, instead of focusing on driving growth, may find themselves at a disadvantage in the long run.

Using this time as an opportunity to invest in a better Talent Acquisition solution for your business, rather than sitting on the sidelines during a hiring turndown can deliver a competitive edge in several ways. Here are just a few:

Cost savings

Investing in a flexible outsourced Talent Acquisition solution can ease short term cost pressures. The right solution can also significantly reduce costs in the long term too, by streamlining recruitment processes and improving the efficiency of your team.

“Prior to deploying a Talent RPO solution, one client was almost entirely reliant on using external recruitment agencies. Our solution quickly reduced their total recruitment spend by 72%; from more than $2,400,000 down to less than $700,000”. – Cameron Robinson, Head of Enterprise Solutions.

Automating tasks such as resume screening and interview scheduling frees up your recruitment team and your hiring managers to focus on higher-value activities, which ultimately reduces the time, resources, and costs to fill open roles.

“While there might be the temptation to remove costs completely, organisations might be better served by reallocating budgets instead. An expert partner will be able to help you quantify the return on investment and build a compelling business case for where and how the Talent Acquisition budget could be redirected to generate significant and sustainable returns for the organisation.” – Cameron Robinson, Head of Enterprise Solutions.

More time to implement and optimise

During a hiring downturn, with fewer live vacancies to source for, talent partners are likely to have more time on their hands. While this can be a challenging time for both the business and the talent team, it also presents an opportunity to review aspects of the talent function and operations. Whether it is auditing your processes, enhancing or optimising your tech stack, or ensuring your employer brand is compelling for when the market kicks back into gear, it’s a perfect time to refocus the team on driving long term impact.

“After forecasting that recruitment demand would slow in the first half of the year for one of our clients, we’ve harnessed the extra capacity in our team to fast-track an upgrade of the client’s TA technology stack. As a result, we’ve minimised the resource demand on the business and maximised the benefits for their teams once volume ramps up again soon.”  – Adelina Ekechukwu, Client Solutions Lead.

Enlisting the support you need to make swift and impactful change before hiring accelerates again also means you can get a head start on the competition once market confidence returns.

“Working with one of our clients, we have grown their employee headcount by over 160% over the past 5 months. Whilst they prepare to triple headcount in preparation for manufacturing; it has opened the perfect opportunity to focus on uplifting their talent operations whilst developing and amplifying their employer brand to improve efficiencies within the talent function, reduce manual tasks and increase candidate attraction strategies.” – Jasmine Alderton, Client Solutions Lead.

Less competition for top talent

While many organisations opt for hiring freezes or cut back on recruitment efforts during a downturn, a favourable environment can be created for businesses that are hiring and that continue to invest in their talent acquisition strategy. Whether you’re making strategic new hires or filling a critical skills gap left by unwanted attrition, investing in a top-notch talent acquisition solution – which includes a first-class candidate experience and standout employer brand can give you a significant advantage. In short, hiring when others are not can be an excellent way to secure top talent before your competitors do. However, it is important to note that attracting top talent in a hiring downturn isn’t just about having job openings available. In times of economic uncertainty, candidates are especially selective, so conveying your EVP is critical.

“When approaching the topic of EVP and how best to engage prospective talent, it’s essential to understand that bringing the EVP to life goes far beyond the slick marketing video. Candidates want to hear from employees, they want to connect with the people and the values through real life stories and touch points throughout the talent journey. By enabling candidates to get an authentic feel for the company, its people and culture, it’s likely to improve time to hire, quality of hire, overall employee engagement and retention long term.” – Sarah Blanchard, Head of Talent Advisory.

Why use Talent for your outsourced TA solution?

Even in a hiring downturn, most companies still need to fill certain positions. But when times are a bit tougher than usual, it’s critical that you focus your energy and resources in the places that will serve you down the track. While short-term hiring solutions such as ad-hoc agency arrangements may sound like a tempting solution, now is the time to think long-term. This means being strategic and ensuring that you have the right resources and processes in place to ramp up hiring in the future.

Our Talent Solutions team supports clients right across the recruitment and talent management spectrum, from embedding talent acquisition specialists to providing full-service outsourced RPO and MSP solutions, plus advisory services which are designed to solve your specific talent acquisition pain-points. Whether your facing people challenges, process problems, tech pains or brand battles reach out to our team today.

Looking for top sales candidates is no easy task. As the face of your company, you want to make sure the salespeople you recruit are at the top of their game. That’s where recruiters come in. Sales recruiters with a national presence provide a multitude of benefits. From enhancing your pick of candidates to gaining an insight into regional markets, there are plenty of benefits to reap.

1. A look into the market

A national sales recruiter will provide you with in-depth insights into the local market that you are looking to recruit in. According to Talent’s Sales and Business Development Recruitment Specialist, Thomas Mackenzie, “Things like average salaries, average tenure, and realistic commission structures based on market conditions should only be one phone call away.” If you are not based in a particular city but are seeking talent from that local pool, then a national recruiter will be on call to help with any question you may have. They will know the local market well, possess strong knowledge of the candidates within, and be well versed in the different salary trends and skillsets prevalent.

2. Connections, connections, connections

National sales recruiters are especially helpful when struggling to find candidates within your immediate area. With a presence in multiple locations around the country, they have the relationships and people power to dedicate towards finding the strongest candidates for the roles you’re seeking to fill. If you can’t find that stellar salesperson in Perth, it may just be that your perfect sales candidate is waiting to be found in Melbourne instead. Mackenzie explains “national sales recruiters are in the market every day and have connections in different cities who can help you locate the exact talent you’re after. And now that we’ve experienced working remotely, why be constrained by borders?”. A national sales recruiter can break down these barriers for you, opening the way to a brand-new talent pool.

3. Time is money

Using a national sales recruitment agency will shorten the time to hire, meaning you can fill your vacancies with star salespeople in no time. With access to a pool of pre-screened candidates, your sales recruiter can present you with a carefully selected group of talent to consider. So, save yourself the countless hours of scanning through hundreds upon hundreds of applications and leave it to the professionals. They can connect you with the very best candidates for your needs.

4. Face-to-face contact 

Salespeople are the face of your organisation, so you will want to know that whoever you hire for the role is a fit culturally and truly represents your company’s values. According to Mackenzie “if your sales team spends considerable time in the field, it is even more important that your recruiters are meeting these candidates prior to submission.” National recruitment agencies with multiple office locations are best equipped to satisfy this requirement so you can rest easy knowing your candidates have been met prior to their submission.

5. Hire the best person for the job, not the best candidate who has applied

Utilising a sales specialist means that you won’t just hire the best person who has applied to the advert you have placed on LinkedIn or Seek. You will instead find the top salesperson in the market who suits your business needs. According to Talent’s Sales and Business Development Recruitment Specialist, Jenna Daly, “A sales specialist won’t just place an advert and secure the best applicant from this. They will proactively use their own network, speaking to existing candidates and clients they know to gain referrals, as well as proactively contacting and headhunting passive candidates that fit the brief”. The best sales professionals are usually passive, so hiring a specialist is the best way to ensure every candidate approach is covered.

At Talent, we’re experts in sales, tech and digital recruitment. With an international presence in Australia, New Zealand, and North America, we have a strong understanding of these national markets and have the skills, knowledge and expertise to help you find the right people for your needs, wherever you may be located. Get in touch today.

Everyone wants their pick of the top candidates in the talent pool, but what can you do as a company to attract the best? From defining your recruitment process, to finding top talent, here are our tips for recruiting the right candidates to take your business forward:

1. Establishing your hiring needs

Before embarking on the recruitment process, you firstly need to establish what your hiring needs are. What exactly are you looking for? At this stage, you should develop a recruitment plan which outlines the roles you are seeking to fill. This will support you through subsequent stages of hiring. Determine what skills you are looking for, consider the outcomes you wish to achieve as a company, seek out candidates who are multi-talented and can dip into different tasks as needed, look for those with a positive attitude and consider what employment arrangement will work best for your organisation. Determine what’s best and build your strategy from there.

2. Defining your recruitment process

Recruiting is no easy task, but there are things you can do to make things a little less stressful. One of these being defining your recruitment process and the planned steps within it. You should identify your current state and then envisage your future state and determine what you need to do to bridge this gap. This involves determining who will be involved in the recruitment process, what resources you need, being clear as to who will ultimately make the final hiring decision, designing your job application process, developing your preboarding, onboarding and induction strategies, and designing attractive job descriptions based on measurable outcomes. You want to attract the right people with the right attitudes.

If you’re a small-medium business and would like to learn more about how to hire top talent, check out our A-Z Hiring Guide for Startups and Scaleups.

3. Breaking from the pack

At present, the hiring landscape is characterised by significant demand by candidates yet a decreased supply of roles. However, one thing is constant. Companies of all sizes that are continuing to hire are seeking out top talent. So what can you do to stand out from the pack and snag these quality candidates for yourself?

Our tips? Firstly, cater to your candidates and what they are looking for in a role. According to Stack Overflow, compensation and benefits offered are the highest priority for 18.3% of developers when assessing potential jobs. Having this understanding will work in your favour.

You also shouldn’t be afraid to ask for help. If you are too time-poor to conduct this research yourself, it may be worthwhile to use the services of a specialised tech recruiter who is highly knowledgeable about the tech industry and the candidates within it. Knowledge is power.

A positive company culture can only bring you benefits and should not be underestimated. Candidates are looking for a strong culture – one that will provide them with support during this time of change. They want to feel connected, supported, part of a team and that their mental wellbeing is looked after.

Ultimately, it comes down to the basics. Value your teams, create a nurturing workplace (either physically or virtually), and promote a culture of connectedness, co-operation and understanding. Do this, and candidates will be racing to your door.

4. Shaping your story

When shaping the story of your brand, what do you want it to say?  Your story comes from your values, vision and purpose. Make sure these are clearly defined from the outset. They will provide candidates with an insight into the essence of your business and what it stands for. Yes, you can hire for skills, but if you want to hire the best candidates for your company as well as retain the culture you are known for, you need to ensure you are making conscious decisions to hire to your overall vision.

How can you do this?

// Include your business values when advertising the roles you are hiring for. This will help you attract right fit candidates.

// Discuss your values during the interview stage and ask questions related to them. Can you see that your candidate embodies these? Will this candidate also fit in well with your existing team and the business culture you have created?

// Hire for attitude as well as skills. Skills can be taught, attitude not so much.

If you need assistance defining and building your EVP our Talent Solutions team can help with this. Find out more about our Talent Advisory solutions.

5. Finding top talent

Locating top talent can be a challenge. So, how do you go about attracting the best people for your company? Here are some options to consider:

// Online job sites 

Simple and easy to use, online job sites are a great way to attract talent and alert candidates of job openings. However, there are typically thousands of listings competing with yours to attract talent. It is a competitive platform, but if you can appropriately speak to candidates’ wants and needs, you will have a step up on the others.

// Referrals 

Referrals that come from people you trust can be a great way to recruit candidates who you know will be a great fit for your business and its culture.

// Recruiters 

When recruiting, you are competing with major corporations for top talent. To help you acquire great candidates and have an edge over competitors, it may be worthwhile to use the services of a specialised tech recruiter. They have the resources, skills, connections, as well as a detailed knowledge of the industry, to help you place the best people in the roles you need to fill.

At Talent, we have 25+ years’ experience in recruiting IT talent. Contact us today to see how we can help you with your recruitment needs.

In today’s candidate-driven market, standing out and showcasing a positive company culture has never been more crucial. 88% of job seekers say a healthy culture at work is vital for success – while over 60% of millennials report caring more about company culture than a higher salary.

It’s clear to see how valued workplace culture is; and it’s here to stay, especially in the wake of the pandemic. Whether a permanent employee or contractor, people want more from their organisations than Friday drinks and pool tables. The feel of a company counts now more than ever, and it’s not something that can be transformed overnight.

So, what benefits can you expect when your company culture truly stands out from the rest?

Better retention

A strong and inclusive company culture doesn’t just attract top candidates – it’ll help you retain talent, too. If people feel like they truly belong within your company, they’ll be much more likely to stay. And the benefits? Less time spent hiring new people, lower turnover, and better long-term chemistry within your teams.

Improved reputation & brand

Workplace culture strongly contributes to your company identity and, in turn, your reputation. If you successfully create a culture that’s worth shouting about, word will spread and you’ll become a place people truly want to work for.

Your culture should be embedded within your organisation anyway, but making it even more visible via social media platforms definitely can’t hurt.

Higher productivity

The more comfortable your people feel at work, the more likely they are to work harder. If you’re working in an environment where you feel truly supported and valued, you’re a lot more likely to feel motivated, engaged, and productive – as opposed to feeling despondent in a place you don’t feel cared about.

Healthier employee wellbeing

Work-life balance has become a huge factor when job seekers are searching for roles. This has been especially spurred on by the effects of the pandemic, with many preferring hybrid working as opposed to being in the office every day. People simply don’t want to spend hours commuting each week, preferring to work from home (if possible); and today’s candidate-drive market allows for job seekers to be even more choosy with the roles they accept.

As a result, demonstrating a company culture that values and prioritises work-life balance is sure to boost both retention and talent attraction. If you’re not able to show genuine care and consideration for staff wellbeing, candidates will simply look elsewhere.

More successful onboarding

If your company values and culture are crystal clear from the outset, this makes for a stronger onboarding experience for new starters. Newcomers will feel embedded within your organisation quicker, and shouldn’t feel confused about what your company stands for.

Are we walking the talk?

It’s all good for us to list the key benefits associated with a good company culture. But are we truly walking the talk ourselves here at Talent?

Well, we’d certainly like to think so. Earlier this year, we were a recipient of Gallup’s Top 40 Exceptional Workplace Award for the 4th consecutive year. We greatly value company culture, and are consistently working hard to ensure we’re really living our values and delivering an inclusive environment. Based on survey results, our percentage of fully engaged employees currently sits at 80%. Statistically, average global employee engagement is only 20%.

Our people are at the core of everything we do and we’re proud of the culture we’ve built so far. Interested in joining us? Take a look at our open roles here and discover more about what it’s like to work at Talent.

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.

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.