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.

1. Why do you want to work here?

You googled the company you’re interviewing with, right? This is your chance to talk about all the information you gathered. Mention their competitors. Discuss something that interests you about the company rather than what you think they want to hear. Avoid talking about something obvious, like their new slogan. Perhaps they’re doing something different in the industry that stands out to you? Don’t regurgitate soundbites from their website. Be honest and genuine.

2. What are your strengths?

There is a way to answer this question without sounding arrogant or vain. One tip is to think about your favourite manager. If the job interviewer was to chat with them about you, what would they say is your greatest strength? Answer truthfully and try to make your response relevant to the role.

3. What are your greatest weaknesses?

No one likes talking about their weaknesses. But, it’s important for potential employers to understand what you can and can’t do. In this question, what you mention as your strength may impact what’s assumed as your weakness. So, if you say ‘attention to detail’ is your strength, the interviewer may think you aren’t a big-picture person.

Consider discussing your biggest development area. Or areas you need the most support. Give an example of how you manage it. Such as, one of my managers would say I have difficulty with xyz, and this is how I manage it. This way, it sounds more authentic.

4. What are your achievements to date?

Don’t shy away from answering this one. It’s your chance to sell yourself. Respond to this question with passion and drive. It’s worth spending extra time preparing. Jot down a handful of examples and make the connection to how they relate to the job. When you’re explaining your answer, bring your achievements to life – be excited and don’t be monotone or flat.

5. Tell me about a time where you x, and how did you x?

The interviewer may ask this question in several different ways. Tell me about a time where you handled a difficult situation, and how did you manage it? Tell me about a time when you were successful in a project, and how did you achieve this? They’re looking for insight into your on-the-job behaviour. Concise storytelling is essential. Try using the STAR Interview Response Technique to keep your response on track.

6. Have you ever worked with a difficult person?

This is tricky. Interviewers ask this because they want to understand how you react to conflict. They want to hear what steps you took to resolve it. It’s okay to talk about the conflict. Focus more what steps you took to resolve the dispute, rather than the situation.

7. Why do you want to leave your current employer?

Regardless of how you feel about your current company, the number one rule here is never to throw them under the bus. Constructive reasons are best such as looking for new challenges, transferring into a different area, wanting to join a more prominent company. Make the reason you’re leaving your job about them, not about the company you’re trying to leave.

8. What are your goals for the future?

You don’t need psychic abilities to answer this question, just a little ambition with a dash of hope. Interviewers may also frame this question as ‘where do you see yourself in five years?’. They want to know you’ll be happy to stick around in the role for the short to medium term, but they also want to hear that you’re driven. Try to frame your response so that your ultimate role is something they could offer you. If you’re aspiring to be a general counsel and the company doesn’t have an in-house legal team, that might be tricky. Be considered and realistic.

9. Do you have any questions for me?

Always, always ask questions! You need to prepare at least three questions to ask the interviewer. It’s okay to bring in a notepad with pre-written questions and thoughts to discuss. This shows initiative and preparedness. Feel free to ask about the culture, team, expectations, direction of the company, career paths etc. Don’t ask about salary, bonuses, how long is the lunch break and what time you will get to leave the office.

10. What do you like to do outside of work?

This is your chance to express yourself and see if you will be a good culture fit for their organisation. Be honest and be yourself. What are you passionate about? Do you volunteer? Are you involved in sports or recreation groups? Whatever you share, steer clear of mentioning your love of all-night raves, or drinking three bottles of wine a night. These activities are likely to frame you as an unreliable candidate.

1) Sharing is caring

Whether it’s knowledge, resources or ideas, encouraging a culture of sharing is the best way to increase collaboration in your business. If someone has a problem, encourage those with more experience and knowledge to help them out. Set up meetings where everyone is able to put forward their ideas and showcase their creativity without judgement.

It helps to nurture an atmosphere of mentoring and coaching into your everyday operations. There’s both formal and informal mentoring. Formal mentoring has clear roles and responsibilities – for example, senior staff members might spend 20 minutes each week talking things through with your junior employees. More informal processes could involve integrating mentoring into the normal working day, whether that involves showing other staff members how best to tackle a particular task, or setting aside a few minutes of each day to let your other team members ask you questions.

Creating partnerships across departments is also a good way to encourage teamwork. Different departments will have different ways of looking at things, and when you collaborate you’ll come up with much better solutions and ideas.

2) Set an example from the top

Often, the success of a team relies on the person leading it – if you make a concerted effort to work closely with your team, this will slowly filter down to the rest of your staff. So, make sure you’re always offering help where you can give it (without being too pushy). This could involve sending round a weekly email with some tips and tricks to help your employees with their work, or sharing great resources that you’ve used before.

3) Shift the focus to the group

One of the simplest (and most memorable) ways to encourage collaboration is through setting up group events. These could be an after work sports team or a company day out – getting your employees to socialise together outside of the office means they’ll work much better on the job.

It’s also important to ensure the focus isn’t all on the individual. For instance, consider setting team targets. Once you’ve decided on these, you can then work out individual aims much more easily, and each team member will be able to see exactly how his or her performance is contributing to the success of the group as a whole.

It’s important that your rewards system isn’t exclusively based on the achievements of the individual. While you should definitely still be rewarding the progress of single team members, it also helps to have a reward in place that celebrates the success of the team. Again, if these are still tied to individual achievement as well, your staff will be able to see exactly how their role fits in with the wider group’s.

Sharing knowledge and experience as well as creating a collaborative atmosphere that people are happy to work in are all things that are relatively easy to implement, but will make a huge difference to your team and your business – both in terms of employee engagement and productivity.

If you’re looking to recruit a new team, the experts at Talent can help. Contact us today for more information.

Vision, Values, Belief – getting the fundamentals right!

Start-up founders and entrepreneurs are often portrayed as enjoying lavish and excessive lifestyles and recent fallen angels are testament to this.

However, as someone who has started a company from nothing I can tell you that you need to keep your head down. It will take extreme hard work, plenty of self-belief and the backing of genuine supporters. Apply all of this in the right amounts and the rewards could be beyond your wildest dreams. And I’m not talking about financial rewards but the pride in seeing something that you started and invested your time, heart and soul into grow and develop into something that is making a real difference.

So if you are thinking of launching your own venture, or you have already taken that leap, I have some advice that might help you on your journey.

Clarify your vision

You have to have a clear vision and purpose to be successful in business otherwise you will risk falling by the wayside in the early stages. You also need a strong sense of conviction or people won’t join you on your journey, including both employees and customers. Belief in yourself and your venture is vital and it’s apparent to others when you walk into a room and begin talking.

When I started Talent our funding was limited but we had belief and purpose. It has always been a focus for me in terms of mapping out our journey whether short term or long term. Talent’s first logo was a spinning globe with an orbit track coming out of Australia. Even back then – from a home office in Perth, whilst survival was the key, we also knew where we wanted to go. But it’s more than that, vision is about finding and understanding, as Simon Sinek says, your ‘why’ and then building everything around it. Your purpose, your values and your vision should be clearly defined and something you keep front of mind every day.

Failure is part of success

No business has ever existed that got everything right. You will have failures and that’s a not a bad thing as long you take lessons away with you. How will you learn if you haven’t fallen and figured out what you did wrong so that you can fix it? Treat each failure as a way to learn and get better and don’t let it get to you – keep getting up and keep going. However it is important to know when to reassess your model and change focus.

Persistence is a great trait but make sure it doesn’t become mindless. For us at Talent this may have been reflected in our Asian excursions. We kept throwing funds into our expansion into places like Singapore, Malaysia, and Hong Kong where there was never likely to be a great return for the nature of our business. As an Australian company it seemed to be the thing to do and we subscribed to the hype. Wrong! Those funds were always going to be better invested in innovation or places like the US and Germany where the potential returns for us are enormous. This is exactly what we have done.

Grow at the right speed but prepare for more

Businesses are not created overnight. Things will sometimes take longer than you expect, whether that’s finding the right team, building a strong customer base, raising funds, or making a profit. A lot of start-ups these days are focused on short-term quick growth, unrealistic valuations or immediate exits. If you are starting a business, my advice would be to spend time and resources getting your foundations right. Those who have patience, strong foundations and resilience are more likely to find success.

When we expanded to Sydney from Perth we made a decision to move HQ there and set up a back-office infrastructure that could handle a contracting business 20 times larger than we had at the time. It seemed a little crazy but I wanted to make sure we could handle the growth I was confident we would achieve. Sure enough, it happened and for many years we added 50 contractors a month which we absorbed without missing a beat. Many of that infrastructure team are still with us today.

Build a great team

The key to building a successful business is finding great people. This is everything! No one can do it alone and being able to build a strong team with the right dynamics, diversity and synergies is perhaps the greatest ability a leader can have. From my observations, many entrepreneurs and start-up founders focus too much on hiring people who are and similar to them in their thinking or will do what they’re told. You must be challenged whether you like it or not! There is often too much focus on breakneck growth, valuations and endless pivoting and not enough on building a true and lasting culture based on trust, respect, and long term value systems. Look at the person and personality first, and specific work skills second. Then hire people who will complement the existing team and yourself. Find complementary people who work well together. Make sure that the team feels ownership and is involved in the hiring process so there is buy-in. Also if you have a geographically dispersed business bring your people together regularly and get them on the same page. This was a challenge at Talent but also something we invested plenty of time and energy into. It’s been well worth it!

Take advice but be selective

Tune in and get connected to the business community that’s relevant to you. There are a lot of people who have done it before and can give you great advice. But at the same time be selective about who you ask advice of and who you listen to. Too much of the wrong advice and ideas can choke your creativity and your beliefs. Feedback and advice are important when you are starting up or in the early stages of your business, but you need to be able to put the feedback in context. If you can identify a good mentor then do so. Remember advice can come from the unlikeliest of sources – even from within your business and often from young or junior staff. It is very tempting to gravitate to highly successful wealthy people in business or your field, but they can sometimes be disappointing and prone to dine out on their own stories rather than listening to yours. Your customers can also be a great source of advice – never be shy about asking them how you can do a better job

And finally don’t forget friends, family and loved ones. They know you better than anyone and are likely to have the best handle on your emotional capacity – a vital component for a successful entrepreneur.

Be brave and good luck!