Talent has been recognised at the World Employment Confederation awards held in South Africa winning the Trailblazer award. Talent was nominated for this award by RCSA who is a member of the World Employment Confederation. Talent’s nomination focused on their contractor experience program which is multi-award winning within the recruitment industry.

Talent’s contractor experience program supports contractors across all aspects of their wellbeing: professional, intellectual, financial, physical, mental and social. This structure underpins a high-touch recruitment process, which offers a personalised experience at each stage of the contractor journey.

Talent’s contractor NPS score is 80+ which is considered world class.

The Trailblazer Award is dedicated to celebrating a member of WEC National Federations members. The award acknowledges individual companies’ outstanding commitment to innovation, leadership, and the relentless pursuit of progress for the betterment of all. In honouring a member of members with this award, it celebrate their achievements while also providing examples for other HR services companies worldwide.

Speaking on the award win, Talent’s Global CEO, Mark Nielsen, said, “We are incredibly proud to take home this win on the global stage at the World Employment Confederation awards. At Talent, we’re dedicated to enhancing the contractor experience and we are proud to be considered a trailblazer in our industry. Our initiative has garnered industry recognition and received glowing testimonials from contractors, reflecting a level of service that far surpasses the norm. Our investment in our ENGAGE application, dedicated contractor experience managers, and surprise and delight benefits are the reason why we’ve got a world-class NPS score. A huge thank you to WEC and a very big thank you to RCSA and Charles Cameron for nominating Talent.”

Talent’s contractor experience initiative not only redefines the role of contractors within the company but also establishes Talent as a market leader. The innovative approach to enhancing the contractor experience has set a benchmark in the industry, prompting many competitors to adopt similar practices, including the introduction of roles such as the Contractor Experience Manager.

RCSA are members of the World Employment Confederation (WEC) which is comprised of 50 recruitment and staffing federations, similar to RCSA, from across the globe.

Talent has been announced as one of six top-performing private Australian companies recognised for their outstanding business performance in Deloitte Australia’s 2024 Best Managed Companies awards. It is the only Australian recruitment business to be recognised in the winners.

Now in its fifth year – and supported by Google Cloud – the Best Managed Companies program identifies and celebrates privately-owned and managed companies across Australia that set high standards of business performance and shines a light on the power of private businesses as innovators and major contributors to Australia’s economy.

The program uses a tried and tested framework for determining success, and winners are recognised based on achieving high scores across four key categories: strategy; culture and commitment; capabilities and innovation; and governance and financials.

Global CEO, Mark Nielsen, spoke on the commitment to innovation at the company.

“Here at Talent, change is our competitive advantage. We are committed to innovation, ensuring that it permeates every individual, team, and facet of our business. With an 87% employee engagement rate, we continue to strive for better in our industry and aren’t afraid to take risks, learn from our mistakes and challenge the norm. Having a culture that embraces and is energised by change means that we can identify and implement new outcomes for our customers with agility. This recognition reflects the exceptional hard work and commitment of our whole team.”

Talent Global COO, Megan Woodbury, said the organisation’s approach to continuous improvement had been crucial in its success.

“As a B2B services business, our people are our greatest asset. Creating the right conditions for them to innovate, adapt, and thrive is vital to our growth and our clients’ success. This award reflects our dedication to continuous improvement, our commitment to both contractors and clients, and our position as the market leader in technology recruitment. Congratulations to our entire team.”

Read more on Deloitte’s Best Managed Companies list here: www.bestmanagedcompanies.com.au

Talent has been awarded the 2025 certification by Great Place To Work. Talent was recognised by Great Place To Work for prioritising an exceptional employee experience and creating a workplace culture to match.

Talent’s Great Place To Work employee engagement rate is 94% which is considered world-class. This is in comparison to 56% of employees at a typical company in Australia.

Talent’s continued pursuit to create a world leading culture saw increased engagement, improved wellbeing, and a drive for diversity and inclusion. This resulted in a better experience for contractors, candidates, and customers. As an award winner, Talent ranks among the most elite organisations around the globe.

Talent Global CEO, Mark Nielsen, commented on what this certification means to the company. “Receiving this recognition is an incredibly proud moment for the business. Seeing Talent’s name next to other inspiring companies is very humbling. Culture is not just a word that is thrown around at Talent, we walk the talk and always continue to strive for better. This certification is recognition that we excelled at this. Great Place to Work’s purpose is to prioritise exceptional employee experience which aligns to Talent’s vision, mission and values.”

Jenny Le, Head of People & Culture, Talent, is passionate about the sensational work culture that Talent have fostered. “We are incredibly proud to be certified as a Great Place to Work. This is a huge testament to every single person at Talent who contributes to making it a place where our people feel heard, valued and respected to bring their whole selves to work. Our culture and the exceptional people we have in this company truly make up Talent’s DNA, which is the foundation of any great business. Our culture is built for our people, by our people – and that’s what allows us to embody our #OneTeam ethos every day. While our results are great, our commitment is even greater to ensure that we continue to listen to our people and strive for better in everything that we do.”

Great Place To Work Certification recognises employers who create an outstanding employee experience. It involves a two-step process that consists of surveying your employees and completing a short questionnaire about your workplace. The scores are determined based on the feedback received from employees and independent analysis. This certification helps job seekers identify companies that genuinely offer a great company culture. It also gives employers a recruiting advantage by providing a globally recognized and research-backed verification of their commitment towards providing a great employee experience.

Salaries across the board are steadying out as the hiring market continues to favour employers as revealed in Talent’s ‘More Than Money Salary Guide 2025’ which was released today. Tech and digital salaries continue to steady out but remain strong for key skillsets such as cybersecurity and AI. The report features key salaries, roles and skills that are in demand for the Australian market. Please find the report HERE.

The report features salaries and contract rates for key tech positions in 2025, the most in-demand tech skills for 2025, market insights from Talent’s Managing Director team and experienced recruiters, as well as hiring trends and predictions across the regions in which Talent operates across ANZ and the US. Further insights include the representation of women within the tech and IT sector.

Key findings include:

• Cyber Security and Data experts remain to be high in demand across ANZ, with salaries continuing to sneak upwards but there have been no significant increases across the board.
• Contract rates have mainly decreased, as companies move away from contract hiring and are prioritising FT and permanent.
• According to Talent data of over 1,900 workers, when asked for their preference in working models, a majority of 49% stated they preferred fully remote work, closely followed by 45% who preferred a hybrid model.
• A Talent poll of over 800 permanent workers revealed a significant 54% are open to making the switch to contracting in 2025 and two-thirds of those open to contracting (66%) are currently actively looking for a contract role. The makeup of Australia’s workforce is shifting, with 7.5% of Australians working as independent contractors.
• With L&D opportunities coming in many forms for different businesses, a Talent survey discovered that Conferences & Workshops are highly valued (37%), followed by In-House Training Programs (28%). Online Learning Subscriptions came in third at 20%, lastly followed by Tuition Reimbursement at only 15%.

Demand remains high for the following skills:

1. Artificial Intelligence
2. Cybersecurity
3. Data Analysis
4. Cloud Architecture
5. Microsoft Systems

Top salaries* for 2025 vs 2024 are as follows:

2025:

1. Enterprise Architect – $231k
2. Big Data Architect – $220k
3. Program Manager – $210k
4. Cloud Architect – $209k
5. Engineering Manager – $208k
6. SOC Manager – $205k
7. Cybersecurity Manager – $202k
8. Applications Solution Architect – $200k
9. Cybersecurity Architect – $200k
10. Technical Salesforce Architect – $200k

2024:

1. Enterprise Architect – $234k
2. Cybersecurity Architect – $222k
3. Cloud Architect – $212k
4. Programme Manager – $210k
5. SOC Manager – $205k
6. Cybersecurity Manager – $202k
7. Business Intelligence Architect – $195k
8. Infrastructure Architect – $190k
9. Solutions Architect – $189k
10. Senior Data Scientist – $186k

*Excluding C-Suite roles. Permanent salaries are exclusive of superannuation.

Matthew Munson, Talent Managing Director NSW, weighed in, “We anticipate that the market will start to pick up again. Looking at top skills right now, cybersecurity is in high demand. As Australia is a wealthy country and a fast adopter of new technologies, it’s an attractive target for cyber criminals. The government wants Australia to be “a world leader” in cybersecurity by 2030. State government agencies will have to scale up to address (and get in front of), an increase in frequency and complexity of attacks, and as such, cybersecurity will be an area to watch out for over the next few years.”

Simon Yeung, Talent Managing Director VIC, said, “The IT hiring market for 2025 will improve on 2024, which slumped mid-year and has been increasing since then. Many enterprise and mid-large organisations will pursue programs to achieve a data governance maturity uplift, as high-quality high-volume data is increasingly a competitive advantage. Cybersecurity challenges will increase as organisations face increased attacks that are partly AI-driven, while they balance increased demand for IT resources for AI and data.”

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

Talent has spoken with 26 business leaders for a new guide on how they are navigating investment, staffing, and operations within a challenging New Zealand market. The guide, released amidst the ongoing economic challenges that New Zealand is facing aims to help business leaders survive the current market and emerge stronger. You can view the guide here.

Business leaders featured include Nicole Rosie, CEO of NZ Transport Agency Waka Kotahi; Karla Davidson-Brown, Senior Procurement Leader at Ministry of Education of New Zealand; Joanna Saraf, Finance Transformation Programme Manager at Tātaki Auckland Unlimited among others.

The guide highlights a thought-provoking side of leadership and provides a comprehensive overview of what businesses can do to navigate through challenging times. Their insights and the actions they are putting into place provide readers with strategies and knowledge that they can take into their business.

Kara Smith, Country Manager, Talent New Zealand, touched on the need for the guide, “Businesses across Aotearoa continue to navigate an environment marked by longer hiring cycles, cautious spending, and the unfortunate reality of a “brain drain” as many Kiwis seek opportunities abroad. After many discussions with businesses, we felt the need to put together this guide to provide other leaders with the tools, insights and strategies needed to lead effectively during these turbulent times.” 

The leaders touched on many different topics. Highlights included:

“The rise in cyber threats during economic instability is significant. Cybersecurity is not an area where you should look to cut back when reviewing budgets. Reducing investments here can expose your organisation to severe risks and potential breaches.” – Dugald Macdonald, former CIO of Harmoney

“Even if you’re not actively hiring, keep telling your story and reinforcing your brand. It’s critical to your ability to hire great people, whether in the short, medium or long term.” – Cameron Robinson, Head of Enterprise Solutions at Solve

“As long as you have strong buy-in, trust, respect, and engagement with your stakeholders, you’ll never have an unsuccessful project – even if the project is put on hold, cancelled, or a significant change was required.” – Joanna Saraf, Finance Transformation Programme Manager at Tātaki Auckland Unlimited

The Federal Government hiring market is going through significant change as the Albanese government shift from contractors to permanent workforce. A recent whitepaper Talent has released, details the latest updates on the state of the hiring market for Federal Government and the need for talent management strategies becoming more critical. Please find the whitepaper HERE.

The whitepaper features insights on talent shortages the government is facing, driving efficiencies through AI adoption, challenges currently being faced, strategies for talent management, and the need for increasing indigenous employment outcomes. It also features insights from Talent’s recruitment experts’ team.

Key findings include:

• The government has already reduced the use of large consulting firms, lowering spending by $624 million compared to the 2021-22 financial year.
• Non-ongoing engagements, especially in government, are becoming increasingly popular due to budget and salary considerations.
• There is still a lack of awareness of temporary public sector roles available. Despite the launch of the APSjobs website, agencies are still struggling to communicate the open temporary roles that are available.
• The Australian government is shifting to agile, project-based delivery for IT projects to optimise technology investments and accelerate the adoption of data and digital capabilities.

Insights from the Talent team include:

Robert Ning, Talent Canberra Managing Director noted, “As someone who has spent nearly 25 years supporting the federal government in navigating various eras of change, I have witnessed the remarkable resilience and adaptability of the public service. As the landscape evolves, talent management and strategies associated with these are no longer just a nice to have but are imperative to success for the future of the Australian public service. Unless we invest time into these strategies, it would be hard to deliver to the community on targets that have been set.”

Talent has today announced the launch of Solve which specialises in outsourced and embedded recruitment and workforce management solutions.

Originally a division of Talent that has operated since 2018 and now launching as its own individual brand, Solve partners with startups, scale-ups, and enterprise brands across the APAC region to transform their talent functions, solve workforce challenges and drive business outcomes through progressive people solutions.

Tom Mackintosh, Managing Director, Solve, said on the launch, “It’s an exciting time as we relaunch our brand into market as Solve. Our division has grown over the years, and we are incredibly proud that we are the go-to partner within the media and tech industries. With the backing of Talent, we are able to stand on our own and bring a whole new level of customer experience to our clients. This marks an important milestone, and I am incredibly proud of the whole Solve team. We are looking forward to sharing our new look and feel with our customers and the market.” 

Solve’s four key service lines include:

• Embedded recruitment
• MSP
• RPO
• Advisory

Talent Global CEO, Mark Nielsen, commented, “Here at Talent, we embrace change as the new norm and continually raise the bar for growth within our industry. Today is an exciting new chapter as we introduce Solve to the market. Our relationships with clients that Tom and the wider Solve team have built and nurtured is a testament to their hard work and commitment to deliver quality people solutions.”  

To celebrate the launch, Solve invited key clients to an intimate lunch at Shell House restaurant in Sydney with special guest speaker, Alexandra Williamson, Managing Director of ESE The Agency. Williamson played a pivotal role in propelling the Matildas to their historic 2023 FIFA Women’s World Cup performance and helped reshape the landscape of women’s sports.

Find out more about Solve here.

For the financial year to 30 June 2024, Talent has continued its track record of profit growth. Following the exit of the UK market for management to focus on its growth regions (ANZ/US), revenue increased 4.4% to $992m (FY23 $950m)* and EBITDA increased 1.2% to $26.1m (FY23 $25.7m)*.

This growth is despite permanent income coming off 27%, in a year which saw the recruitment sector heavily impacted by a global downturn in requirements. Talent’s reduction in permanent income was offset by continued contractor growth, primarily in QLD and WA, and exceptional growth in Talent’s technology project delivery and consulting business, Avec.

For the 2024FY, Avec achieved significant success growing by 48.5% to generate $48.6m in revenue. This success is underpinned by the growth of its team which increased from 47 to 83. Avec will continue to scale organically and through niche acquisitions which complement its service offering.

In FY24, Talent continued to build out its contractor engagement solution, ENGAGE. New functionality includes the ability for 20,000+ ENGAGE members (Talent’s prior contractors) to apply for available positions in seconds and receive priority processing as proven candidates. Additionally, for the first time, ENGAGE is now available on an invitation-only basis to top tier candidates who have not yet been placed. These developments position ENGAGE as an elite talent pool of vetted specialists, offering clients access to high-quality, proven professionals.

Talent’s charitable foundation, Talent RISE, continued to support young people facing barriers to employment in FY24. During the year, Talent RISE expanded its operations to Auckland and successfully placed 61 young people from challenging backgrounds into meaningful employment and put over 500 through training and coaching. This milestone has the potential to be truly life-changing for these candidates, offering them the opportunity to overcome adversity and thrive in the workforce.

Mark Nielsen, Talent’s Global CEO, praised the Talent team on delivering these results, “These results show the grit and resilience of our team and our business. We have now fully embedded a growth mantra into the business. We have done this by embracing change as the new norm, continually raising the bar and uniting the team for growth. We have a strong culture with a world class engagement rate of 90% which goes to show our focus and passion of building a better world of work for all.”    

Talent Global COO, Megan Woodbury, said, “I am so proud of the team for achieving such an incredible result especially after a challenging year for the industry. We continue to invest, innovate, propel efficiency with our stakeholders, and expand our service offering to drive our business operations forward.”  

*Prior year numbers excluding discontinued operations.

The project services hiring market is fluctuating within different industries and across all states in Australia. A recent whitepaper Talent has released, details the latest trends in project management as well as the skills and experience needed to keep businesses’ projects on track. Please find the whitepaper here.

The whitepaper features in-demand project skills, salary trends, challenges currently being faced in the project services hiring market, and trends and predictions for key project positions in 2024. It also features insights from Talent’s recruitment experts’ team.

Key findings include:

• Reduction of Project Practitioners, especially in local government, as part of an overarching strategy of reducing contract labour spend.
• The banking industry has reduced Project Mangers by 8%.
• Competition for senior roles in Project & Change has increased across all industries with applicants getting a response to less than 10% of roles applied for.
• The hiring market is correcting salaries post-the boom experienced over the last few years, however in states such as WA there has been a 5% uplift in contract rates which is set to continue throughout 2024.
• It’s estimated that by 2025, AI will power 95% of customer interactions.

Skills in highest demand are:

• Data
• Cybersecurity
• AI
• Automation
• Emotional intelligence
• Communication
• Change management skills

Predictions for 2024 and beyond:

• AI will grow in uptake
• Hybrid project methodologies are gaining traction
• Greater focus on cybersecurity projects
• Greater use of data & data analysis to improve project performance & drive efficiencies

Insights from the Talent and Avec team include:

Matthew Munson, Talent Sydney Managing Director noted, “We anticipate that the market will start to pick up again. The financial services sector, for example, had 12 months of consolidation, cost cutting and projects being put on hold. The initial signs are that hiring growth will return later in 2024 and 2025, with a number of large projects kicking off in Q4 this year.”

Steve Tompkins, Talent Head of Government Sales said, “The traditional project manager role is evolving. Enter the ‘Project Influencer’. The influencer uses EI to build human connections and understand the motivations of their team. They also use data-led logic, critical thinking, and strong communication skills to propose solutions to problems. They don’t just answer to stakeholders, they answer to their team, filling the role of sword and shield for them and fuelling a productive project team where every member feels valued and performs to the best of their ability.”

Talent Perth Managing Director, Paul Mackin Brown observes that, “As a state that plays a pivotal role, contributing around 50% of Australia’s exports, WA continues to rely on minerals, petroleum, specialised manufactured goods, and agriculture. This positive scenario presents a particularly promising landscape for ICT professionals, whose skills are, and will continue to be, in high demand across most industries in WA, especially in areas like cybersecurity, business/data analysis, architecture, and software engineering.”

Talent has been announced as one of nine leading private Australian companies recognised for their outstanding business performance in Deloitte Australia’s 2023 Best Managed Companies awards. It is the only Australian tech services and recruitment business to be recognised in the winners.

Now in its fourth year – and run in association with Google Cloud and the Commonwealth Bank of Australia – the Best Managed Companies program identifies and celebrates privately-owned and managed companies across Australia that set high standards of business performance and shines a light on the power of private businesses as innovators and major contributors to Australia’s economy.

The program uses a tried and tested framework for determining success, and winners are recognised based on achieving high scores across four key categories: strategy; culture and commitment; capabilities and innovation; and governance and financials.

Global CEO, Mark Nielsen, said the recognition was a testament to the business’ transformation over the past five years.

“Five years ago, we set out with a big hairy audacious goal of increasing our global revenue to $1 billion, which we achieved in 2023. In this time, we have strategically expanded our service offering, made difficult decisions about the right markets for us to be in, invested in innovation, consciously improved the diversity of our leadership team, and increased our ESG focus to ensure we are delivering on our vision to build a better world of work for all. Our team here at Talent is exceptional and this recognition reflects their hard work and commitment.”

Talent Global CFO, Megan Woodbury, said the organisation’s agile approach to strategic growth had been crucial in its success.

“The Talent board and leadership team are entrepreneurial, and willing to invest in forward-thinking initiatives. Continuous investment in emerging opportunities, extending to mergers and acquisitions, people investment, and technology projects has allowed the business to remain agile and respond to changing market conditions and expectations. This level of commitment to investment has been crucial for our growth in both depressed and growth markets and is a key factor in us being named a Deloitte Best Managed Company.”

Read more on Deloitte’s Best Managed Companies list here: www.bestmanagedcompanies.com.au

The hiring market is experiencing significant change fluctuating between a frenzied candidate-short market and a more cautious employer-driven market according to Talent’s ‘More Than Money Salary Guide 2024’ which was released today. Tech and digital salaries continue to steady out but remain strong for key skillsets such as cybersecurity and AI. The report features key salaries, roles and skills that are in demand for the Australian market. You can find the report here.

The report features salaries and contract rates for key tech positions in 2024, the most in-demand tech skills for 2024, market insights from Talent’s Managing Director team and experienced recruiters, as well as hiring trends and predictions across the regions in which Talent operates across ANZ and the US. Further insights include stats on the local tech talent pool, skills trends, stats on the cost of living across multiple cities, the needs of different generations in the workforce, and the benefits beyond salary that candidates are looking for including observations on the debate around flexible working arrangements.

Key findings include:

• Salaries have increased by up to 35% across Cybersecurity, Sales & Account Services, Data Analytics, and Development roles since 2023.
• Contract rates have grown between 10-30% since 2023 for roles in Cybersecurity, Data Analytics, Cloud Solutions and Infrastructure.
• Looking at Talent’s hiring data from October 2022 to October 2023, federal and state government layoffs and hiring freezes across Australia have resulted in a 16% decline in contract hiring in this sector.
• Large companies have increased their offshoring by an estimated 10-40%.
• Demand for Project Services talent has decreased as many companies have paused their large-scale projects to save on costs.
• A Talent poll revealed that work flexibility beats out a competitive salary when it comes to what matters most to candidates when looking for a job – 35% noted flexibility as the most important, followed by 29% citing salary.
• A Talent poll revealed that 78% of workers value remote work the most when it comes to the flexible work arrangements that best align with their preferences, followed by 16% who value flexible hours, 6% compressed work weeks, and 1% job-sharing arrangements.

Demand remains high for the following skills:

• Artificial Intelligence
• Cybersecurity
• Data Analysis
• Cloud Computing
• Software Development

Matthew Munson, Talent Managing Director NSW, weighed in on the flex work debate for 2024, “For technology sales roles, we have seen the market revert to pre-COVID levels in terms of hiring for many go-to-market roles i.e., sales, sales leadership, and for some roles we have seen demand drop well below pre-COVID levels, i.e., customer success, channel/partner and pre-sales. From the job seekers perspective, there is higher demand on wanting more flexibility around working from home and general flexibility – but although this is the case, we are seeing the majority of companies are enforcing a return to the office (3-5 days per week). In a tougher market this may work, but Australia still has a skills shortage, so when the market lifts, we suspect employers that offer less flexibility will suffer.”

Simon Yeung, Talent Managing Director VIC, said there were significant changes to the national landscape, “A significant emphasis will be placed on bolstering network security, cyber resilience, and the safeguarding of cloud-based systems and data. The demand for skilled professionals in cloud computing, data science, and software development is poised to rise as businesses prioritise digital transformation. The persistent trend of remote and hybrid work setups is expected to expand opportunities, attracting talent from diverse geographical locations.”

The global technology market is evolving and growing. As a $5 trillion global industry, it has significant power in both providing opportunity to the workforce as well as rapidly disrupting the international work landscape. A sense of caution remains prevalent in the hiring market, with a number of job families experiencing slowed demand as a result of company cost cuts. This has seen an increase in layoffs, hiring freezes, and projects placed on pause across the market. However, despite a slow in hiring, there are several jobs where demand and salaries have remained high.

Cybersecurity professionals remain in high demand for the higher education sector as the Australian market continues to struggle with talent shortages. In a recent whitepaper Talent has released, the salaries, skills and experience needed to keep the sector safe is severely lacking. You can download your copy of the whitepaper here.

Following the whitepaper release, industry leaders shared their thoughts at a recent virtual event on what these cyber threats were and explored strategies on how organisations can best protect themselves. Cybersecurity experts Jeff Whitton and Scott Flower joined Steve Tompkins, Talent, Client Relationship Manager to discuss these strategies. Key highlights included:

• “We can’t leave people behind who can’t afford security. We really need to focus on collaboration.”
• “We need people who are capable of self-reflection. That are good under pressure, not just people who know how to tick boxes. We need people who can think creatively about what they’re seeing and how to address what they’re seeing.”
• “Students need to be made aware: if they’re working on sensitive topics, if they’re working on new technology, if they’re working on different areas of innovation, then they are a target, whether they like it or not. Threat actors want to use them as a link in the chain”
• “AI has enabled more widespread industrialisation of hacking because people can just type in, give me a code to do an SQL injection attack.”
• “Machines are learning about humans better than humans know about humans. Worrying and interesting at the same time, but that’s the sort of problems that AI is going to give us. They’re going to understand human behaviour. Better than most individuals understand human behaviour and their own behaviour.”

The whitepaper features salaries, skills needed, challenges currently being faced and trends and predictions for tech hiring in higher education in 2023. It also features insights from Talent’s Account Management team.

Key findings include:

• “Many universities are assessing their enterprise systems including ERP and cloud platforms, student systems, and cybersecurity.” – Majella Sanders
• “We’ve seen a growing shift in the importance candidates place on a sense of personal value and purpose in their work. The Higher Education industry is one that can provide a real employee community and shared purpose, which will be a big draw card in the coming year.” – Steve Tompkins
• 91% of surveyed students expect a university’s digital services to be as strong as or stronger than face-to-face offerings. (Great State report)