emanatetechnology

How To Answer “Tell Me About Yourself”?

Thu, 23 Apr 2026 05:40:32 GMT

If you’ve ever sat in a tech interview, you already know the question is coming: “Tell me about yourself.”

In fact, it’s usually the first question in an interview. And although it sounds simple, it’s actually one of the most important moments in the entire interview. This is your opportunity to start strong, position your experience, and show exactly why you’re the one they need to hire.

Most candidates either ramble, repeat their CV, or undersell themselves. Here’s how to answer “tell me about yourself” properly, especially in a tech interview.

Why Interviewers Ask “Tell Me About Yourself”

This question is a strategic filter for hiring managers to assess:

How well you communicate
Whether you understand your own value
If your experience aligns with the role
How confident and structured you are under pressure

According to Jobs and Skills Australia , communication and transferable skills are critical across Australia’s workforce, including in highly technical roles. This means how clearly you explain your experience can be just as important as the technical work itself.

The Best Framework to Use (Simple and Effective)

The strongest answers follow a clear framework: Present, Past, Future. This keeps your answer focused, relevant, and easy to follow.

1. Present: Where you are now

Start with your current role, specialisation, and key strengths. For example: “I’m a DevOps engineer currently working in a cloud-first environment, specialising in AWS infrastructure and automation.”

2. Past: What led you here

Briefly explain your background, key experience, or achievements that are relevant to the role. For example: “I started my career in infrastructure support, then transitioned into cloud engineering where I’ve spent the last three years building scalable systems and improving deployment pipelines.”

3. Future: Why this role

This is the part most candidates miss. You need to connect your experience to the opportunity in front of you. For example: “I’m now looking to join a team where I can work on larger-scale cloud environments and continue developing my automation skills, which is why this role stood out to me.”

Tailoring Your Answer for a Tech Interview

A generic answer won’t cut it in a competitive tech market. You need to:

Highlight specific technologies (e.g. Python, Azure, Kubernetes)
Mention real outcomes (e.g. improved system performance, reduced downtime)
Keep it relevant to the job description

Jobs and Skills Australia’s How Employers Recruit report notes that candidates need to demonstrate personal and transferable skills, because employers want people who can contribute positively to the business, not just show qualifications on paper.

In practice, that means showing how you’ve applied your skills in real situations and what results you delivered. That means your answer should focus less on responsibilities and more on results.

Common Mistakes to Avoid

Even strong candidates get this wrong. Here are the biggest mistakes to watch out for:

Repeating your CV: They’ve already read it. Use this time to add context and tell a story.
Talking for too long: Aim for 60–90 seconds. Clear and concise always wins.
Being too vague: Saying “I have experience in cloud” is weak. Be specific.
Skipping the “why”: If you don’t connect your experience to the role, you miss the opportunity to position yourself.

Example Answer (Tech/IT specific)

Here’s a full example of how to answer “tell me about yourself" in a tech interview:

“I’m a software developer currently working with a fintech company, where I focus on backend development using Python and microservices architecture. Over the past few years, I’ve worked on building scalable APIs and improving system performance, including a recent project where we reduced response times by 30%.

I started my career in a graduate program, where I gained exposure to full-stack development before specialising in backend systems. That experience gave me a strong foundation in both development and collaboration across teams.

I’m now looking to move into a role where I can work on more complex, high-traffic systems and continue developing my backend expertise, which is why this opportunity stood out.”

When it comes to the “tell me about yourself” interview question, structure and relevance matter more than anything else. Keep it clear. Keep it tailored. And most importantly, make it easy for the interviewer to see why you’re the perfect fit.

If you would like career support and a recruiter on your side to guide you through the process, chat to us today or submit your CV .

It’s Not Just You: The Tech and IT Job Market Is Changing

Tue, 31 Mar 2026 23:30:26 GMT

Navigating the seas of the IT job market in Australia can feel choppy right now. Although the tech sector continues to grow , it might seem there are fewer opportunities and even more job seekers to compete with. However, even though things are changing in tech recruitment, there’s still a lot to be positive about.

In this article, Emanate Recruitment offers advice for job seekers in the IT job market in Australia. Plus, gain valuable insights from Emanate’s National Managing Director, Rob Millington, on hiring trends in our sector and how to stand out as a candidate.

How has recruitment changed for tech job seekers?

You’re not imagining things; the market has slowed a little. In fact, according to the Australian Government’s latest figures, there were 5% fewer job ads in February this year . With factors such as economic caution, fuel security , and working from home coming into play, it’s natural for things to feel uncertain.

Interestingly, the IT job market has also shifted in favour of employers in 2026, Rob explains. “Most roles in this sector receive around 185 applicants on average. Clients have a lot more choice today, and there are more candidates actively looking for work.”

Thankfully, it’s not all doom and gloom. We’re also seeing salary increases , booming cities, and high-demand skills within tech and IT. As a job seeker in this competitive market, knowing what’s happening can put you a step ahead.

Current tech job market trends in Australia

Just as technology evolves, so does the job market we operate in. Here are a few tech recruitment trends defining the year so far.

Salaries in 2026 vs 2025

Salaries can offer valuable insight into how the market is performing. Using data from Emanate Technology’s 2026 Salary & Rate Guide and comparing it to our last report, we found some interesting trends in tech:

Some roles’ salaries are increasing faster than others. For example, Data Analysts in ACT are now earning $110,000 a year at the starting range, up from $80,000 in 2025.
Sydney remains the location with the highest tech and IT salaries due to higher demand and more opportunities. On the flip side, Adelaide and Brisbane, with lower demand, offer lower average salaries.
The highest paying roles in IT currently include Cloud Solutions Architect, Principal Engineer, IT Security Advisor, Chief Information Security Advisor, and Engineering GM, VP, or Director.

An increase in recruitment process time

“Permanent roles used to take around five to six weeks for a decision to be made,” Rob says. “Now, it’s more like 8-10 weeks. For contract roles, it’s still fairly quick at a 24 to 48 hour turnaround, but it can stretch out to a week now.”

So, why the change? Nowadays, it’s common to have more checks, background processes, and due diligence, all of which slow down the hiring process. Although AI can assist with administrative tasks, there’ll always be the need for human interaction in recruitment.

Entry-level barriers to the IT job market

Landing an entry-level role can feel harder in Australia’s IT job market in 2026. “There’s a lot more focus on automation now, and AI is taking over a lot of the junior-level work,” Rob explains. “With work like testing and basic tasks being reduced, there are fewer opportunities at the entry level.”

High-demand sectors and skills

In 2026, we’re seeing a split in the market between high and low-demand skills. “The more crowded areas are software development, product roles, and mid-level engineering roles,” Rob says. “However, the highest demand is coming from cybersecurity, cloud infrastructure, data and AI, and platform engineering roles".

Sector-wise, there’s increased demand for qualified tech professionals across defence, healthcare, and financial services.

How to stay top of mind as a candidate

It can feel daunting to be a job seeker in 2026, but there are ways you can stand out. These tips from Emanate Technology can improve your chances of landing your ideal role.

Stay in touch with recruiters: Working with a specialised tech recruiter is the best way to connect to roles in your area, but you need to remain visible. Most consultants work with many candidates, so make regular contact to remind them of your skills and availability and to check in on opportunities.
Keep your details up to date: Completed a new course? Remembered a skill you mastered on a previous project? Keep your CV up to date with the most relevant information. Don’t forget to update your portfolio and LinkedIn, too.
Upskill: “There’s still strong demand for niche talent,” Rob says. “If you have specialised skills in areas like cybersecurity, AI, or infrastructure, you’re in a good position.” With loads of online tech and IT courses available today, it’s easy to upskill while you’re waiting for the ideal opportunity to arise.
Understand the market: The more you know about the IT and tech market—especially what recruiters are looking for— the better prepared you are to meet it. Stay on top of trends with our Candidate Insights , and set up a Google Alert for technology recruitment news in Australia.
Be patient: “There’s definitely a bit of economic caution at the moment, which is impacting hiring decisions,” Rob says. Add to that the increase in processes and hiring timelines, and it can now take even longer for employers to make a final decision. Try your best to be patient yet proactive.

Fortunately, Australia’s $167 billion tech sector has grown by 80% over the past five years . So, although the IT job market might feel uncertain right now, your skills will remain in high demand.

Get support in an uncertain market

Need help navigating Australia’s IT job market in 2026? We know the ins and outs of the tech sector. Get in touch with Emanate for tailored advice and connections to your next opportunity.

The IT Hiring Process: How Long Should It Take in 2026?

Mon, 23 Mar 2026 23:06:46 GMT

Hiring in tech has always required a balance. You need to be thorough enough to make the right decision, but fast enough to secure the candidate before someone else does. Right now, that balance is where many businesses are getting it wrong.

Across Australia, hiring timelines are stretching, while competition for talent remains high. According to the latest data from Jobs and Skills Australia , 42% of employers were unable to fill roles within a month in early 2026, highlighting just how challenging it is to secure the right people in a timely way.

The result is simple. The longer your process drags on, the more likely you are to lose your best candidates.

So, how long is too long, and what should a strong IT hiring process actually look like?

Recruitment Stages in the IT Hiring Process

A structured IT recruitment process is essential, but more stages do not mean better outcomes.

At its core, the process should include:

Role definition and workforce planning
Talent sourcing
Screening and shortlisting
Interviews and technical validation
Offer and onboarding

This structure is widely accepted across the industry, but where businesses run into trouble is overcomplicating or slowing down each stage.

At Emanate, the focus is on doing the work up front. Every candidate is personally interviewed, with both technical capability and cultural fit assessed early. Background checks, qualifications, and employment history are verified before candidates reach the client stage.

This means by the time you are interviewing, there’s no more filtering required and you can make a quick and solid decision. If you want a deeper breakdown of how this works in practice, you can read more about working with Emanate Technology .

How to Recruit IT Talent in Australia Today

The biggest shift in the current market is that candidates still have options.

While some tech roles have eased slightly in shortage classification, demand remains strong across many areas. The Australian Bureau of Statistics reported over 326,000 job vacancies nationally in late 2025, showing continued movement in the labour market.

In practice, this means strong candidates are rarely waiting around. They are:

Engaged in multiple processes
Being approached directly
Making decisions quickly when the right opportunity appears

From what we see at Emanate, the businesses that secure top talent are not necessarily the ones with the biggest brands and budgets. They are the ones with the clearest and most efficient hiring process.

If you’re looking for a more structured and hands-on approach to hiring, you can learn more about how we support employers .

How Long Is Too Long for an Interview Process?

This is the question most hiring managers are really asking in 2026.

For most IT roles, the ideal hiring process should take 2 to 4 weeks from initial shortlist to offer.

That benchmark aligns with what we are seeing in market conditions today. If 42% of roles are already going unfilled after a month , a process that stretches beyond that timeline is likely working against you.

Here is how that timeline typically plays out:

Week 1: Shortlist review and first interviews
Week 2: Technical or stakeholder interviews
Week 3: Final decision, references, offer preparation
Week 4: Offer accepted and onboarding underway

Once a process moves beyond four weeks, risk increases significantly. Not because candidates are impatient, but because the market is active. Other employers are moving, offers are being made, and decisions are happening elsewhere.

From experience, this is the turning point. If your process is still dragging, your best candidates are likely progressing somewhere else.

Where Candidates Drop Off (And Why)

It is rarely the total timeline that causes candidates to disengage. It is what happens within the process and your overall communication along the way.

The most common friction points we see are:

Slow CV review: Shortlists are ready quickly, but internal delays push decisions out.
Interview scheduling delays: Coordinating diaries across stakeholders adds unnecessary time.
Too many interview stages: Three or more rounds often repeat the same evaluation.
Lack of communication: Silence between stages creates uncertainty and frustration.

Jobs and Skills Australia highlights that recruitment challenges include talent shortages, but also how effectively hiring processes are run.

From a candidate’s perspective, delays signal indecision or lack of urgency. Even if that is not the reality, perception matters.

Questions to Ask in an Interview as an Employer

A strong interview process does not equate to a long one. If you feel like you need more time to vet candidates, you probably need to refine your interview questions. To keep your process efficient, focus on three key areas:

Technical capability

“Can you walk me through a recent technical problem you solved?”
“What tools or environments are you most confident in?”

Problem-solving

“How do you approach issues when the root cause is unclear?”
“Tell me about a time you had to learn something quickly.”

Cultural fit and communication

“What type of team environment do you perform best in?”
“How do you communicate technical issues to non-technical stakeholders?”

At Emanate, this level of assessment is built into the early stages. By the time candidates reach our clients, they have already been screened across these areas, allowing interviews to focus on final alignment rather than basic filtering.

How to Improve Your IT Recruitment Process (Without Slowing It Down)

To improve your speed, you need to improve your overall efficiency. To improve your hiring outcomes:

Align internally before hiring starts
Limit interview stages to two or three
Pre-book interview availability with all required stakeholders
Set clear timelines with candidates
Move quickly at offer stage

The strongest hiring processes are structured, decisive, and consistent. And a longer hiring process does not lead to better hires. In most cases, it leads to missed opportunities and candidate frustration.

Right now, the data is clear. Roles are still taking time to fill across Australia, and many employers are struggling to secure talent within a month. If your IT hiring process is stretching beyond 3 to 4 weeks, or filled with delays between stages, it is likely costing you candidates.

The goal is to build a process that is efficient, structured, and focused on making the right decision without unnecessary delay, as that’s where the best hiring outcomes happen. And if you ever need to call in the tech recruitment experts, you can contact us here.

How Neurodiversity is Shaping the Tech Workforce

Tue, 17 Mar 2026 07:02:27 GMT

As an organisation’s most valuable assets, employees should always feel supported, included and respected at work. In today’s world, that also means considering all aspects of neurological differences across your team, including neurotypical and neurodivergent employees.

This consideration of neurodiversity in the tech industry means many businesses are already experiencing the positive impacts. The more we learn about the strengths of neurodivergent minds and the abilities of neurodiverse teams, specifically within this industry, the better we can benefit from the full spectrum of talent.

In celebration of Neurodiversity Week , this article explores its definition, impact on the tech industry, and why supporting and embracing a neurodiverse culture is one of the most powerful things an organisation can do.

What is neurodiversity?

‘Neurodiversity’ is an umbrella term covering the many variations of human cognition and how the human brain works, including our sensory processing, focus, and motor abilities. Neurodiversity is broad and includes both neurotypical and neurodivergent people, including those with neurological differences, such as autism, attention deficit hyperactivity disorder (ADHD), and dyslexia.

In Australia, an estimated 11% of employees are neurodivergent , as well as many other people who aren’t able to work for various reasons. For employers and organisations, this means there is a good chance that they already have a neurodiverse workforce, or likely will in the future. So, being able to offer an inclusive, equitable, and supportive workplace that harnesses the strengths of each individual is key.

Neurodiversity in tech: the landscape today

As leaders in innovation, the tech industry is often at the forefront of efficient and forward-thinking workplaces. Unsurprisingly, it has already earned a reputation for being one of the most supportive and inclusive industries for neurodiverse teams. Just as there are many specialisations in tech , many types of people work in tech, bringing with them a broad range of experiences, skills, and ways of thinking. Harnessing this has been the key to many tech companies’ success.

Silicon Valley, the global centre for tech and innovation, is already recognised for its encouragement of neurodiverse teams and a large population of neurodivergent minds who bring a wealth of benefits to the industry. One example, Hewlett Packard, reported that having a neurodiverse team made it 30% more productive than a solely neurotypical one.

Several Australian tech companies also promote neurodivergent hiring initiatives, including IBM, SAP, and DXC Technology. These industry leaders have embraced neurodiversity in tech, and are realising the many benefits of this varied workforce.

Why is neurodiversity important in tech?

Encouraging neurological differences in the workplace is increasingly important, especially for creating an equitable and supportive work environment. For the tech industry specifically, though, the benefits that neurodiversity offers can be even more impactful.

Different perspectives

Having many unique perspectives in a workplace is beneficial, especially when they come from a neurodiverse team. Increased creativity, more empathy, and a better ability to problem-solve are just a few ways that you can leverage these different perspectives and ways of thinking to improve your tech business.

Cognitive strengths

Hiring employees with neurological differences, such as ADHD or autism, can provide your business with a number of unique strengths. All neurodivergent people are different, but some may bring skills in pattern recognition, creativity, memory, and mathematics, all of which are helpful in tech.

Accessible products and services

With a neurodiverse team creating and innovating within a tech company, you will better understand your customers’ different needs and be able to act on any opportunities or barriers a neurodiverse audience faces. This accessibility is key in boosting a business’s visibility and impact.

Inclusive and supportive workplace

Ensuring that everyone feels comfortable, respected, and included at work is imperative, including neurodivergent people and other groups that require support. Creating a workplace that considers everyone’s unique abilities fosters a genuine culture of equity and inclusion, and makes people feel more comfortable about sharing ideas and opinions.

How to create an inclusive culture for neurodivergent people

Championing a neurodiverse culture in tech extends beyond the initial hiring of neurodivergent people. To ensure that neurodivergent employees feel supported, respected, and actively included in the work environment, consider these strategies:

1. Understand the individual

There are many different types of neurodivergence, and within each type, there are many unique presentations and experiences. Try to avoid painting your neurodivergent employees with the same brush. Instead, communicate with them one-on-one in a format they are comfortable with to understand them better as an individual.

2. Make reasonable accommodations

A simple adjustment to environments or processes can be hugely helpful to neurodivergent employees and allow them to work more efficiently and comfortably. These can include flexible start times, allocating them to a permanent desk, and encouraging the use of noise-cancelling headphones or other sensory sensitivity support.

3. Educate your team

Creating an inclusive culture means ensuring your entire team understands neurodiversity and what it means to have a neurodiverse team. Provide free resources, deliver training, and encourage people to ask questions to support the neurodivergent people in your team.

4. Share stories

Encourage members of your team to share stories about their personal experiences with diversity, including neurodivergence, disability and more. By creating a safe space where people feel comfortable to talk about their needs and experiences, you will encourage others to do the same.

5. Review your systems

Many businesses, including those in the tech industry, rely on systems and processes that are aimed at neurotypical people. Ensure that your operations are more accessible to a neurodiverse workforce by reviewing things like employment policies, performance management metrics, and recruitment processes.

6. Have regular check-ins

Continue working to improve an understanding of neurodiversity and how best to support it in the workplace. Identify gaps in awareness and provide training, keep an open line of communication with neurodivergent employees, and ask about any changes in accommodations so everyone feels supported.

As our understanding of neurodiversity is always evolving, so should our approach. However, there are a range of resources and tools available for creating inclusive workplaces for neurodivergent people that can help.

Emanate Technology is here to support, with a team of tech recruiters who understand the unique needs of our industry. Reach out to our team to connect with our experts or explore more of our workforce insights in News & Tips .

Which IT Certifications Actually Help You Get Hired in Australia?

Fri, 27 Feb 2026 14:30:08 GMT

When candidates ask us about IT certifications, the real question behind it is actually: Which ones will genuinely improve my chances of getting hired in the Australian market?

Certifications will not replace experience, but they can validate skills, demonstrate commitment to professional development, and in many cases, help you meet baseline requirements for enterprise and government roles. Below is a practical breakdown by specialisation, focusing on certifications that consistently appear in Australian job ads.

General IT Certifications

CompTIA Network+

Network+ is valuable for junior to mid-level infrastructure, support, and operations roles because it signals you understand networking concepts beyond “home Wi-Fi troubleshooting”. It’s also a common stepping stone before security or cloud pathways.

Cost (AUD): $600-700 (exam voucher)
Provider: CompTIA
Best for: Service Desk, Junior System Admin, Network Support

CompTIA Security+

Security+ is a recognised baseline for security awareness and fundamentals. In Australia, it’s particularly helpful when you want to pivot into cyber-adjacent roles (GRC, SOC support, junior analyst) or strengthen an IT ops profile with security credibility.

Cost (AUD): $600-700 (exam voucher)
Provider: CompTIA
Best for: Entry cyber roles, System Admins moving into security

ITIL 4 Foundation

ITIL is still one of the clearest “signals” for service delivery and IT operations maturity. It’s useful in Australia for roles where stakeholders, SLAs, incident/change management, and IT governance matter.

Cost (AUD): $1,259.50 (self-paced, includes exam voucher)
Provider: Multiple (e.g. PeopleCert via Lumify, DDLS)
Best for: Service Delivery, IT Ops, Support leads

Certificate III or IV in Information Technology

Formal IT certifications at the Certificate III or IV level provide structured foundational knowledge across systems, networking, and support. They are often recognised in entry-level hiring, especially for candidates without commercial experience.

Cost (AUD): Varies by provider
Provider: Multiple (e.g. TAFE)
Best for: Entry-level IT roles, career changers, broad knowledge

AI Certifications

Google Cloud Professional Machine Learning Engineer

This certification is best when your role involves taking models from concept through to production on Google Cloud, or when you want to demonstrate capability across data, ML pipelines, and responsible AI.

Cost (AUD): ~ $282 (USD 200 + tax where applicable)
Provider: Google Cloud
Best for: ML Engineers, MLOps, AI Engineers on GCP

AWS Certified AI Practitioner

The AWS Certified AI Practitioner is a foundational certification designed to validate your understanding of artificial intelligence, machine learning and generative AI concepts within the AWS ecosystem.

Cost (AUD): ~ $141 (USD 100)
Provider: AWS
Best for: Early-career AI professionals, Cloud practitioners adding AI capability, Business and technical roles working with AWS AI services

Databricks Certified Machine Learning Professional

If the market you’re applying into uses Databricks heavily, this can be a direct hiring advantage. It signals platform fluency plus ML workflow competence in a lakehouse-style environment.

Cost (AUD): ~ $282 (USD 200)
Provider: Databricks
Best for: Applied ML in data-platform-first teams

Microsoft Certified: Azure AI Fundamentals (AI-900/1)

Covers AI/ML concepts, NLP, and computer vision within Azure. A strong entry point into AI for cloud professionals.

Cost (AUD): ~ $150
Provider: Microsoft
Best for: Entry-level AI roles, cloud professionals expanding into AI

Google AI Professional Certificate

A practical, hands-on certification focused on real-world AI usage, including tools like Gemini and NotebookLM.

Cost (AUD): ~$75/month (subscription-based)
Provider : Google (via Coursera)
Best for: General AI fluency, productivity-focused roles

Cloud & DevOps Certifications

AWS Certified Cloud Practitioner

This is a foundational certification that demonstrates cloud fluency and understanding of AWS core services, pricing models, architecture basics and governance. It’s ideal as an entry point before moving into Associate-level AWS certifications.

Cost (AUD): ~ $141 (USD 100)
Provider: AWS
Best for: Entry-level Cloud roles, Career changers moving into cloud, Junior IT professionals building cloud fundamentals

Microsoft Certified: Azure Fundamentals (AZ-900)

Covers core cloud concepts, services, and governance within Azure.

Cost (AUD): ~ $150
Provider: Microsoft
Best for: Entry-level cloud roles, hybrid IT environments

Google Associate Cloud Engineer

Focuses on deploying and managing applications on GCP, with an emphasis on infrastructure and monitoring.

Cost (AUD): ~ $190
Provider: Google Cloud
Best for: Cloud engineers working with GCP

AWS Certified Solutions Architect - Associate

Validates ability to design scalable, cost-effective cloud systems.

Cost (AUD): ~ $211
Provider: AWS
Best for: Cloud engineers, solutions architects

Microsoft Certified: Azure Administrator Associate (AZ-104)

Covers management of Azure environments including identities, storage, and networking.

Cost (AUD): ~ $230
Provider: Microsoft
Best for: Azure administrators, cloud engineers

Google Professional Cloud Architect

Advanced certification focused on designing secure and scalable GCP solutions.

Cost (AUD): ~ $282
Provider: Google Cloud
Best for: Senior cloud engineers, architects

CompTIA Cloud+

Cloud+ is a vendor-neutral certification that validates cloud architecture, deployment, security and troubleshooting across multiple providers. It’s useful if you want broader cloud credibility without committing to a single platform initially.

Cost (AUD): $600-700 (exam voucher)
Provider: CompTIA
Best for: Cloud Engineers in multi-cloud environments, Infrastructure professionals expanding into cloud, IT generalists formalising cloud knowledge

Microsoft Certified: DevOps Engineer Expert

This certification validates advanced skills in combining development and operations using Microsoft technologies. It focuses on CI/CD pipelines, infrastructure automation, monitoring, and collaboration between development and operations teams within Azure environments. In Australia, it is particularly useful for organisations running Microsoft-heavy stacks.

Cost (AUD): ~ $230 (USD 165) per exam
Provider: Microsoft
Best for: DevOps Engineers, Cloud Engineers working with Azure, Platform Engineers

AWS Certified SysOps Administrator - Associate

SysOps is very employable because it’s closer to day-to-day cloud operations than pure architecture theory. It’s a strong match for cloud support, platform ops, and infrastructure roles.

Cost (AUD): ~ $211 (USD 150)
Provider: AWS
Best for: Cloud Operations Engineers, Systems Administrators transitioning to cloud, Junior SREs, Platform Support roles

HashiCorp Certified: Terraform Associate

Terraform is everywhere in DevOps ads. This cert is a clean proof point for infrastructure-as-code fundamentals and practical workflow understanding.

Cost (AUD): $110 (USD 70.50)
Provider: HashiCorp
Best for: DevOps Engineers, Infrastructure Engineers, Platform Engineers, Cloud Automation specialists

Certified Kubernetes Administrator (CKA)

The Certified Kubernetes Administrator (CKA) is one of the most recognised certifications for engineers working in containerised environments. In Australia, it is especially valuable for DevOps, platform engineering, and cloud-native teams where Kubernetes is used to manage scalable applications in production.

Cost (AUD): ~ $627 (USD 445)
Provider: Linux Foundation
Best for: DevOps Engineers, Platform Engineers, SREs, Cloud-native infrastructure teams

Cyber Security Certifications - Tech

CompTIA Security+

Security+ is still one of the simplest “I understand the basics” signals for junior security roles, particularly when paired with labs, a GitHub portfolio, or a home SOC project.

Cost (AUD): $600-700 (exam voucher)
Provider: CompTIA
Best for: Junior SOC, Security Analyst, Cyber support roles

Certified Ethical Hacker (CEH)

CEH focuses on penetration testing, vulnerability scanning, and offensive security techniques. It’s useful for candidates looking to move into ethical hacking or red team environments, particularly in consulting or specialist security firms.

Cost (AUD): Varies by provider
Provider: EC-Council
Best for: Penetration testers, offensive security roles

CompTIA CySA+

CySA+ is designed around threat detection, behavioural analytics, and incident response. It aligns well with real-world SOC environments and is often seen in job descriptions for analyst-level roles.

Cost (AUD): $600–700 (exam voucher)
Provider: CompTIA
Best for: SOC Analysts, threat detection and response roles

GIAC Security Essentials (GSEC)

GSEC provides a broad but practical understanding of security technologies, incident response, and operational security. It is well regarded in more technical environments and often associated with higher salary brackets.

Cost (AUD): Premium pricing (varies)
Provider: GIAC
Best for: Security engineers, mid-level technical cyber roles

Cyber Security Certifications - Compliance & Audit

Certified Information Systems Security Professional (CISSP)

CISSP is consistently requested for senior security roles (security leadership, architecture, governance). It’s less “entry-level friendly”, but it’s one of the top requested certifications by employers in Australia, particularly in government compliance. (Exam fee is commonly listed as USD 749 by industry references, but confirm at registration in your region.)

Cost (AUD): ~ $1,055 (USD 749)
Provider: (ISC)²
Best for: Senior security roles, security leadership tracks

Certified Information Security Manager (CISM)

CISM focuses on governance, risk management, and information security strategy. It is particularly relevant for professionals moving into management or overseeing security programs rather than hands-on technical work.

Cost (AUD): Varies
Provider: ISACA
Best for: Security managers, GRC and leadership roles

Certified Information Systems Auditor (CISA)

CISA is centred on IT audit, control, and assurance. It is widely recognised in financial services, enterprise, and government sectors where compliance and risk management are critical.

Cost (AUD): Varies
Provider: ISACA
Best for: IT auditors, risk and compliance professionals

ASD Essential Eight Assessor

This certification is specific to the Australian market and focuses on assessing organisations against the Essential Eight security framework. It is particularly relevant for roles working with government or defence-related clients.

Cost (AUD): Varies
Provider: ASD/TAFEcyber
Best for: Government contractors, compliance and security assessors

Data & Analytics Certifications

Google Cloud Professional Data Engineer

This is a strong signal for data engineering roles using GCP, including pipelines, storage, processing, and analytics patterns (BigQuery-heavy environments).

Cost (AUD): ~ $282 (USD 200 + tax where applicable)
Provider: Google Cloud
Best for: Data Engineers, Analytics Engineers on GCP

Databricks Data Analyst (Associate)

Databricks certifications are valuable where lakehouse architectures and Spark-based pipelines are core. It’s particularly useful for enterprise data teams and consulting environments.

Cost (AUD): ~ $282 (USD 200, Databricks states all certification exams cost 200 USD)
Provider: Databricks
Best for: Data Engineers in Databricks and Spark stacks

AWS Certified Developer – Associate

While not strictly “data”, this helps candidates moving into data-platform build work, serverless pipelines, and event-driven architectures on AWS, especially where code is part of the role.

Cost (AUD): ~ $211 (USD 150)
Provider: AWS
Best for: Data platform engineers, serverless-heavy teams

Microsoft Certified: Power BI Data Analyst Associate

Power BI is widely used across Australian organisations for reporting and business intelligence. This certification validates your ability to model data, build dashboards, and deliver insights using Power BI and Microsoft’s analytics ecosystem. It is particularly valuable for analytics roles where business stakeholders rely heavily on visual reporting.

Cost (AUD): ~ $230 (USD 165)
Provider: Microsoft
Best for: Data Analysts, BI Analysts, Reporting Specialists

Microsoft Fabric Data Engineer

Microsoft Fabric is rapidly gaining adoption as a unified analytics platform combining data engineering, data science, and business intelligence. This certification demonstrates your ability to build pipelines, manage data infrastructure, and support analytics workloads in the Fabric ecosystem.

Cost (AUD): ~ $230 (USD 165)
Provider: Microsoft
Best for: Data Engineers, Analytics Engineers working in Microsoft data stacks

Digital & Product Certifications

PRINCE2 7 Foundation (Self-paced)

PRINCE2 is recognised in Australia across government and enterprise. It’s useful for delivery environments that still run structured governance and formal project controls.

Cost (AUD): $1,259.50 inc GST (includes exam voucher)
Provider: Multiple (e.g. PeopleCert via Lumify, DDLS)
Best for: Project delivery, BA, digital delivery roles

ITIL 4 Foundation

For digital teams working close to operations, ITIL helps bridge the “build to run” expectations, especially where service transition and support models matter.

Cost (AUD): $1,259.50 inc GST (includes exam voucher)
Provider: Multiple (e.g. PeopleCert via Lumify, DDLS)
Best for: Product ops, digital teams working with ITSM

Google Cloud Digital Leader

This is a good “cloud literacy” credential for product, digital, and stakeholder-facing roles that work alongside engineering teams but don’t need deep technical exams first.

Cost (AUD): ~ $139 (USD 99 + tax where applicable)
Provider: Google Cloud
Best for: Product, digital, BA, tech-adjacent roles

Infrastructure & Support Certifications

Cisco Certified Network Associate (CCNA)

CCNA has strong recognition and is often preferred over vendor-neutral alternatives for network-heavy roles, because it maps to real-world enterprise network tasks.

Cost (AUD): ~ $450 AUD ($300 USD)
Provider: Cisco
Best for: Network Admin, Network Engineer, Infra teams

CompTIA Network+

Network+ remains a strong entry point when you need breadth and practical fundamentals before you specialise into Cisco, security, or cloud networking.

Cost (AUD): $600-700 (exam voucher)
Provider: CompTIA
Best for: Support, junior infrastructure, operations

CompTIA Linux+

Linux skills are still a hiring lever in Australia, especially when you’re dealing with servers, automation, cloud, and security tooling. Linux+ is a recognised way to formalise that foundation.

Cost (AUD): $600-700 (exam voucher)
Provider: CompTIA
Best for: System Admin, cloud support, infra roles

Microsoft Certified: Windows Server Hybrid Administrator Associate

Focuses on managing hybrid Windows Server environments including Active Directory, virtual machines, storage, and high availability.

Cost (AUD): ~ $230 per exam
Provider: Microsoft
Best for: Infrastructure engineers, hybrid environment specialists

CompTIA Server+

Covers server installation, configuration, and troubleshooting across on-prem and hybrid environments.

Cost (AUD): $600–700
Provider: CompTIA
Best for: I nfrastructure engineers, data centre roles

VMware Certified Professional – Data Center Virtualization (VCP-DCV)

A leading certification for virtualisation, covering vSphere environments, networking, and storage.

Cost (AUD): Varies
Provider: VMware
Best for: Virtualisation engineers, enterprise infrastructure teams

Red Hat Certified System Administrator (RHCSA)

A highly respected certification for Linux system administration in enterprise environments, particularly where open-source infrastructure is used.

Cost (AUD): Varies
Provider: Red Hat
Best for: Linux administrators, DevOps engineers

NetApp Certified Data Administrator (NCDA)

Focuses on managing enterprise storage systems and hybrid data environments.

Cost (AUD): Varies
Provider: NetApp
Best for: Storage engineers, enterprise infrastructure roles

HPE ASE Server Solutions

Covers HPE server technologies, storage, and hybrid infrastructure environments.

Cost (AUD): Varies
Provider: HPE
Best for: On-prem infrastructure specialists, hardware-focused roles

Project Services Certifications

PRINCE2 Practitioner

PRINCE2 remains a reliable credential for structured delivery environments, particularly where governance and reporting matter as much as the work itself.

Cost (AUD): $1,259.50 inc GST
Provider: Multiple (e.g. PeopleCert via Lumify, DDLS)
Best for: Senior project roles, government projects, delivery-focused BAs

PRINCE2 Agile Practitioner

Combines PRINCE2 governance with agile delivery approaches, useful for hybrid project environments.

Cost (AUD): Varies
Provider: Multiple (e.g. PeopleCert)
Best for: Agile delivery in structured environments

ITIL 4 Foundation

For project services professionals working in IT environments, ITIL helps you speak the language of change, incident impact, and service lifecycle, which shows up constantly in AU job descriptions.

Cost (AUD): Sold in bundles (course + voucher), check provider details
Provider: Multiple (e.g. PeopleCert via Lumify, DDLS)
Best for: Change, service transition, ops-heavy delivery

Cloud Digital Leader

For delivery roles supporting cloud programs, this is a quick credibility boost that shows you can contribute to cloud conversations without pretending to be an engineer.

Cost (AUD): ~ $139 (USD 99)
Provider: Google Cloud
Best for: Delivery, PMO, program support in cloud transformations

PMP (Project Management Professional)

A globally recognised certification covering predictive, agile, and hybrid project delivery. It is consistently in demand across Australian enterprise environments.

Cost (AUD): Premium pricing
Provider: PMI
Best for: Senior project managers

PMI-ACP (Agile Certified Practitioner)

Focused on agile delivery approaches, including Scrum and Kanban, widely used in software and IT environments, this one is critical for IT/software PMs in Australia.

Cost (AUD): Varies
Provider: PMI
Best for: Agile project environments

CRISC (Certified in Risk and Information Systems Control)

Focuses on identifying and managing IT and cyber risk within projects and organisations.

Cost (AUD): Varies
Provider: ISACA
Best for: Risk-focused project roles, compliance-heavy environments

Cyber Security for Project Professionals

Focuses on integrating security practices into project delivery. Particularly relevant in Australia for regulated industries and government work.

Cost (AUD): Varies
Provider: Multiple (e.g. APMG / PM-Partners)
Best for: Project managers working on cyber or regulated programs

Software Development Certifications

AWS Certified Developer – Associate

This is one of the most directly employable certs for devs building on AWS. It signals you can work with AWS services in practice, not just describe them.

Cost (AUD): ~ $211 (USD 150)
Provider: AWS
Best for: Backend devs, cloud-native teams

Microsoft Azure Developer Associate

Azure is heavily used across Australian enterprise and government environments, so this certification provides strong credibility for developers working with Azure-based applications and services. It validates skills in building, testing, and maintaining cloud applications within the Azure ecosystem.

Cost (AUD): ~ $230 (USD 165)
Provider: Microsoft
Best for: Backend Developers, Full-stack Developers, Cloud-focused engineering teams

HashiCorp Terraform Associate

Even for software engineers, Terraform knowledge is increasingly relevant where developers ship infrastructure changes alongside code. It’s especially useful in platform-aware dev roles.

Cost (AUD): $110 (USD 70.50 USD)
Provider: HashiCorp
Best for: Devs in DevOps, platform-oriented engineering teams

Linux Foundation CKA

If you’re working in microservices environments, Kubernetes competence often moves you up the shortlist. CKA is most valuable when paired with evidence of shipping and operating workloads.

Cost (AUD): ~ $627 (USD 445)
Provider: Linux Foundation
Best for: Cloud-native software teams, SRE-adjacent dev roles

Need extra support?

The right IT certification depends entirely on your career direction, experience level, and the type of organisation you want to work for. Government and enterprise environments often require specific security and project credentials.

At Emanate Technology , we regularly advise candidates on how certifications align with current hiring demand across the IT market. If you are considering investing time and money into a certification, speak with a specialist recruiter who understands the Australian market. A short career discussion can help you choose a pathway that strengthens your profile, supports your long-term growth, and positions you competitively for your next move.

Looking for your next role? View IT jobs here .

10 Years in Tech Recruitment: A Conversation with Our CEO. What Has Changed, What Hasn’t, and What Comes Next

Fri, 27 Feb 2026 01:50:23 GMT

Work from home, AI adoption, and the gig economy; a lot has changed since Emanate Technology opened its doors 10 years ago. Although the tech industry—and employment in general—looks very different today, we remain passionate about the impact we make.

We’re reflecting on the past 10 years in recruitment as tech and IT specialists. With current insights from Emanate’s Founder and CEO, Joel Hides , we’re discussing what’s changed, what remains the same, and what to expect in the future.

From then to now: the evolution of tech recruitment

Recruitment, specifically in tech, has come a long way in the past decade. Apart from the fact that the skill sets being recruited have changed with tech over the past 10 years, I feel the approach to sourcing talent has evolved as well. Back then, there was more reliance on job boards. Recruiters today need to demonstrate their value through their knowledge base, search capabilities and network depth, getting involved in the communities through user group meetings and events.”

Fortunately for our clients and candidates, this is where Emanate stands out. As true industry leaders, our deep specialisation is, and always has been, our key differentiator. According to Joel, saying that you’re a 'technology specialist recruiter' doesn't add much punch. “Tech is too broad to claim that as a specialism.”

Instead, our recruitment consultants work in specific tech specialisations , including Cloud, DevOps, Data, Analytics, Digital, Product, Infrastructure, Software and more. This specialised approach enables us to confidently consult on the market and help our clients and candidates find the best solution. We’re a prominent contributor to the tech communities and even have our in-house events person to execute on our strategy of engaging differently with the tech world.”

Clearing up assumptions

At Emanate, we’re well aware of the bad rap that often gets thrown the recruitment industry’s way. But according to Joel, it’s often rightly so. “Without sounding arrogant, there’s a lot of mediocrity in our industry, and recruiters are just aiming for a bum on a seat,” he says. “When it comes to screening candidates, all they do is ask their rate and availability, and whether they can send their details off to Company X.”

Emanate does things differently, and we’re passionate about how we do it. Taking the opportunity to perform above our peers, we challenge and exceed expectations. With deep industry knowledge of all specialisations of the IT and tech industries, collaboration with our clients and candidates, and a transparent and ethical approach to recruitment, you’ll notice the difference.

“We want to make sure everyone who entrusts us to support their recruitment process feels the value we add,” Joel says. “Everything we do is to help our clients and candidates achieve their business or career goals.”

Tech skills the market wants today

It’s not just recruitment practices that have changed in Emanate’s past 10 years — in-demand skills have, too. As industry experts, we must stay ahead of hiring trends to offer the best solutions to our clients and candidates. In 2026, they include:

Cloud Engineering and DevOps

“Nearly all infrastructure-related jobs we work on now require some sort of cloud exposure,” Joel says. Compared to earlier days when it was still a specialism, it’s now a prerequisite.

Full-stack developers

There was once a time in tech when people were either back-end or front-end developers. Today, full-stack developers are in greater demand for their adaptability and broader skill set.

Cyber security

According to Jobs and Skills Australia , employment for these specialists is projected to grow by 14.2% through 2029, twice the national average. Cybersecurity experts protect business, government, and not-for-profit organisations, making them largely in demand.

Agile delivery

In-demand expertise in software development methodologies is also changing. “We see agile delivery in all forms, replacing the traditional Waterfall SDLC method,” Joel says.

AI

“In the past 12 months especially, we've seen the emergence of AI-focused roles that are fresh to market,” Joel says. Emanate’s recent roles in this specialty include Senior AI Engineer and Automation Engineer.

Management and leadership

The Australian Government’s Employment Predictions 2025 report states that employment growth for IT managers will rise by 25.5% over the next decade. So, if your goal is to find a qualified leader for your team, you’re entering a competitive market.

In addition to changes in skill demands, Joel also notes differences in how contractors operate. “The smart contractors really understand that they're running their own business,” he says. “If they invest in keeping their skills and certifications up to date, and see quality recruitment agents as a partner rather than a necessary evil, they have an advantage.”

Trusted recruitment practices that Emanate still believes in, 10 years on

For all the advancements Emanate has seen in tech recruitment, some things never change. Here are a few things we know to be true about tech recruitment that will guide us going forward.

Human judgment first, always

Sure, there are many benefits recruitment tech offers for candidate search and screening. But it can’t make decisions for you. Tech can’t read body language, notice pauses in language that give something away, or listen to a referee for hints on behavioural trends.

“An experienced and quality recruitment partner will really get to know a candidate and a specific talent pool throughout a recruitment process, " Joel says. “It’s this insight that can be invaluable when you’re advising a client about an important hiring decision.

Aligning on expectations

Our clients, candidates, and recruitment specialists must align on expectations for a smooth, successful process. It’s easy to miss an opportunity when you’re not on the same page about compensation, availability of certain skills, or role requirements.

Knowing what you need

Clients who understand exactly what they need and the type of person they’re looking for are the ones who get better outcomes. “When you don’t invest time in providing a quality brief, it creates a trial-and-error type of process, which slows things down,” Joel says.

Staying competitive

Serious about hiring top-tier talent? Be ready to pitch your value proposition and move along at the right pace without complacency. “Tech is competitive, so you need to compete,” Joel says. “A lot of the people our clients want to hire are already happy in a role and not active in the market, so you need to make a play to secure them.”

Look to the future with Emanate

We’re in the midst of an unprecedented period of rapid technological change and as a business, the Emanate Technology Group including our other brands e2 Cyber and Zaleo Consulting , are focused on aligning ourselves to the growth areas of the tech industry. We’ll be doubling down on building capability in high growth segments of the market to better assist our clients navigate the unchartered waters that lay ahead.

“Through authentic, face-to-face engagement, consulting on careers and the technology market in general, and adding value in every step of the process, we’ll continue to make a genuine impact for our clients and candidates,” Joel says.

To experience the difference a true industry specialist can make, speak to the team at Emanate today.

What Are Tech Salaries Like in 2026? (Statistics & Trends)

Mon, 02 Feb 2026 07:21:24 GMT

The tech market in Australia has changed significantly over the last 5 years. With more businesses investing in digital and a growing demand for skilled professionals, there’s never been a better time to be in IT. But with so many opportunities, it can be tough to know what you’re truly worth. We recently published our FY25/26 IT Salary Guide , which breaks down all of Australia’s current tech salary data. In this article, we summarise the key highlights from our market research and insider data.

Highest-Paying IT Roles in Australia

Let’s get straight into the most asked question when it comes to salaries- ‘What tech job pays the most?’ According to the Emanate Technology salary guide , these are the roles currently commanding top dollar (all salaries exclude super):

Cloud Solutions Architect ($160K – $220K)

A Cloud Solutions Architect designs and implements cloud-based solutions for businesses. They bridge the gap between technical possibilities and business needs, ensuring that cloud strategies align with organisational goals. Key responsibilities include designing scalable and secure cloud architectures, evaluating and selecting appropriate cloud technologies, and overseeing the implementation and migration of systems to the cloud.

Agile Coach ($150K – $220K)

An Agile Coach helps tech teams implement and optimise Agile methodologies. They provide training and coaching on Agile frameworks like Scrum and Kanban, facilitate meetings and workshops, and guide teams in adopting Agile practices such as daily stand-ups, sprint planning, and retrospectives. They also work with organisations to improve their Agile processes and ensure effective collaboration across departments.

Solution Architect ($150K – $230K)

A Solution Architect designs and oversees the implementation of technology solutions that meet business needs. They have a broad understanding of their specialisation, allowing them to create integrated solutions that are scalable, reliable, and cost-effective. Key responsibilities include analysing business requirements, designing technical architectures, evaluating and selecting appropriate technologies, and collaborating with development teams to ensure successful implementation.

Principal Engineer ($130K – $240K)

A Principal Engineer plays a critical role in guiding and mentoring software development teams. They possess deep technical knowledge and experience, enabling them to provide architectural guidance, solve complex technical challenges, and ensure the quality and performance of software products. Key responsibilities include leading technical design reviews, establishing coding standards and best practices, and collaborating with other engineers to deliver high-quality software solutions.

Information Technology Security Advisor (ITSA) ($180K – $250K)

An Information Technology Security Advisor facilitates the protection of organisations’ sensitive data and systems from cyber threats. They assess vulnerabilities, implement security measures, and develop incident response plans to mitigate risks. Key responsibilities include conducting security audits, providing cybersecurity awareness training, and staying up-to-date on the latest cyber threats and vulnerabilities to advise on appropriate security controls.

Chief Information Security Officer (CISO) ($250K+)

A Chief Information Security Officer (CISO) is responsible for establishing and maintaining the vision, strategy, and program to ensure information assets and technologies are adequately protected. The CISO directs staff in identifying, developing, implementing, and maintaining processes across the enterprise to reduce information and information technology (IT) risks. They respond to incidents, establish appropriate standards and controls, manage security technologies, and direct the establishment and implementation of policies and procedures. View all Cyber Security Jobs here.

Delivery Manager ($140K – $200K)

A Delivery Manager spearheads project execution, ensuring that technology initiatives are delivered on time, within budget, and to the required standards. They coordinate resources, manage risks, and keep stakeholders informed every step of the way. Key responsibilities include leading project teams, tracking progress, and ensuring successful project completion that meets business objectives.

Enterprise Architect ($150K – $260K)

An Enterprise Architect manages a company’s entire technology system, ensuring that all the software systems and applications work together harmoniously. They’re big-picture thinkers, aligning technology strategies with business goals and creating a roadmap for future development. Key responsibilities include designing and implementing software architecture frameworks, evaluating new technologies, and ensuring that software solutions are scalable, secure, and aligned with overall business objectives.

Program Manager ($160K – $260K)

An IT Program Manager oversees a portfolio of IT projects, ensuring they align with an organisation’s strategic objectives. They manage interdependencies between projects, allocate resources effectively, and mitigate risks to ensure successful delivery. Key responsibilities include defining program scope, managing budgets, tracking progress, and communicating with stakeholders to ensure projects are completed on time and within budget.

Engineering (GM, VP, Director) ($160K – $385K)

An Engineering GM, VP, or Director in software development leads and oversees the engineering department, driving technical strategy and innovation. They are responsible for managing engineering teams, establishing a culture of excellence, and ensuring the successful delivery of software products. Key responsibilities include setting technical direction, overseeing resource allocation, managing budgets, and collaborating with other departments to align engineering efforts with business objectives.

It’s clear that specialised roles and leadership positions are where the real money is at in 2025. These high-demand roles often require unique, niche skills and experience, leading to a competitive salary landscape .

Location, Location, Location: Salary Variations Across Australia

Is there a difference in salary between locations? The Emanate Technology salary guide revealed significant salary variations across different cities and states.

Adelaide & Brisbane

Adelaide and Brisbane, while experiencing growth in their technology sectors, generally have the lowest salary ranges among the five cities in the salary guide. For instance, a Cloud Engineer in Adelaide and Brisbane earns between $120K and $170K per year, compared to $150K to $180K in Sydney. This difference is likely due to a lower cost of living, less competition for talent, and a smaller concentration of major technology companies. However, both cities offer attractive lifestyles and emerging opportunities for tech professionals.

Canberra

As Australia’s capital city, Canberra boasts a stable economy and a significant presence of government agencies and technology companies. Salaries in Canberra often fall between those offered in Sydney and Melbourne and those in Adelaide and Brisbane. A Project Manager in Canberra can expect to earn between $140K and $180K per year, an example of the city’s demand for skilled tech professionals.

Sydney

As the financial and technological hub of Australia, Sydney consistently commands the highest salaries across the board. For example, a Software Engineering Manager in Sydney can expect to earn between $220K and $275K per year, significantly higher than their counterparts in other cities. This premium is likely attributed to the high concentration of major companies, intense competition for talent, and a higher cost of living.

Melbourne

Melbourne, a cultural hub with a thriving startup scene , generally offers the second-highest salaries in the country. That’s not to say that Melbourne doesn’t compete with Sydney. For example, the average salary for a Data Scientist in Melbourne ranges from $145K to $190K, reflecting the city’s strong focus on data analytics and innovation. So, while salaries in Melbourne are generally slightly lower than in Sydney, they remain competitive and attractive to skilled professionals.

If you’re open to relocating, it’s worth considering which cities offer the most competitive salaries for your skillset. For example, the guide shows that while Sydney might offer slightly higher salaries overall, the lower cost of living in Brisbane could make it a more attractive option for some.

Experience Matters

While it’s not uncommon knowledge, it’s important to note that experience plays a significant role in determining remuneration potential. Here are some examples of roles and salaries across different experience levels.

Junior/Entry-Level

Web Developer: $75K – $100K
ICT Operations Support: $55K – $60K
SOC Analyst: $60K – $80K
Cloud Admin: $90K – $100K

At entry level, the focus is on building foundational skills and gaining practical experience. Salaries are lower, but there’s significant room for growth with increased experience and skill development.

Mid-Level

Full-Stack Developer: $130K – $180K
Project Manager: $135K – $180K
Infrastructure Engineer: $130K – $140K
UI/UX Designer: $130K – $140K

Mid-level professionals typically have a deeper understanding of their specialisation and can handle more complex tasks with greater autonomy. This translates to higher earning potential and increased responsibility.

Senior/Lead

Chief Information Security Officer (CISO): $250K+
Principal Engineer: $210K – $240K
Engineering GM: $350K – $385K
Tech Lead: $200K – $240K

Senior and lead roles often involve leadership responsibilities, strategic decision-making, and mentoring junior staff. These positions command the highest salaries due to the wealth of experience and expertise required.

So, whether you’re just starting your career or have a decade under your belt, it’s important to keep gaining valuable experience and building expertise, as our salary research indicates that each year of experience can lead to a significant salary bump, especially in those early years.

Where To Next?

For a detailed breakdown of salaries and contract rates in the Australian tech market, you can download our free 2026 Salary and Rate Guide here .

If you want to connect with a tech recruiter to discuss potential opportunities, don’t hesitate to reach out to our team . Or browse our current opportunities here .

How to Source Qualified and Security-Cleared Tech Talent in the 2026 Market

Fri, 30 Jan 2026 01:11:19 GMT

In any organisation or department, having trustworthy employees is crucial to the success of your operations. To ensure this, prioritising security-cleared and qualified tech recruitment should be top of mind when you hire new talent.

Although security clearances are common requirements for government jobs, and increasingly for private-sector roles, sourcing security-cleared tech talent can be challenging. With lengthy approval periods and sponsorship requirements, many of our clients need candidates already cleared and ready for work.

With years of experience in tech and IT recruiting, Emanate Technology understands the nuances of security clearances and has a network of professionals who hold them. In this article, we speak to ACT Consultant Paul Michelin about the market today and how to source cleared staff who are ready to hit the ground running.

How important is a security clearance in today’s job market?

Under the Australian Government Protective Security Policy Framework (PSPF) , the security clearance and vetting process ensures that anyone with access to the government’s classified resources or information is deemed trustworthy enough to hold that access. In the private sector, IT and tech professionals who handle highly classified information, protect security assets, or work with sensitive data might also need clearance.

According to a recent report by the Australian Government Security Vetting Agency (AGSVA) , the 2023–24 financial year saw a record 82,331 security clearances completed. Compared to the previous financial year, this was a 29% increase—the largest since 2010, when the AGSVA launched.

“There’s certainly been a marked shift in the number of agencies that require an NV1 or above security clearance, and in many ways, the NV1 has become the new norm for most agencies, with Baseline clearance roles becoming rarer,” Paul says. “The demand for higher clearances has also become stronger with a shortage of suitable candidates at the NV2 and TSPV levels.”

In defence and government IT recruitment, more requests are coming through for vetted candidates, with this demand sometimes extending to the private sector. For our clients, it means immediate access to cleared, qualified people is imperative.

Where to find qualified tech professionals with security clearances

In Australia, candidates can only obtain a security clearance through the Australian Government Security Vetting Agency (AGSVA) . Additionally, all security clearances must be sponsored by a government or business entity, such as a private company that is a listed member of the Defence Industry Security Panel (DISP) , so an individual can’t request one on their own.

Even with sponsorship, the approval process can take up to 18 months. So, being able to access qualified, cleared IT professionals is essential to an efficient recruitment process.

“Since there’s no publicly available source of information when it comes to cleared talent, it can be hard to find the people you’re looking for,” Paul says. As experts in the tech and IT markets, Emanate has a network of qualified, vetted, and cleared professionals available whenever you need them.

What else is important for security-cleared tech recruitment?

As a prerequisite for many jobs that handle sensitive, secure or confidential data, candidates with a security clearance is a top priority for our clients. And although important, it’s not the only requirement when hiring someone. Keep these in mind when you’re searching for new tech talent in 2026.

Additional technical certifications

“More and more Agencies are looking for candidates who have the required technical certifications, on top of the experience”, Paul says. “For example, an AWS Cloud Engineer would be expected to have the AWS Certified Cloud Practitioner certification.” When you envision the role they’ll cover, get specific about what’s required now and in the future.

Security framework knowledge

In addition to certifications, Paul suggests that some basic knowledge of security frameworks is required. “Many of our clients expect that most candidates will know Essential 8, PSPF and ISM, the Australian Government security frameworks.” Think about the knowledge base you want a candidate to bring to the table.

Specialists vs. generalist roles

As government budgets tighten, there’s less to spend on skilled and cleared people. “We’re seeing more merging of multiple roles into one person, and fewer specialist roles than we did in the past,” Paul says. Whether you choose to hire a generalist or specialist, you need to make sure your budget aligns with their desired salary. Unsure where to start? Emanate’s Salary Guide can help.

Although an official clearance is mandatory for many roles, taking a holistic approach to hiring tech talent ensures you get it right. As experts in IT and tech recruitment with a thorough understanding of security clearances , Emanate knows how to source qualified talent that ticks all your boxes.

How to hire security-cleared IT professionals

Wondering where to find qualified tech professionals who are already vetted and cleared? Emanate can connect you with a network of candidates that can hit the ground running. In the meantime, these strategies ensure you’re ready for the right candidate when they come along.

Get to know the market

“Understanding the Government market and which departments or businesses usually require a clearance and at what level is a great start”, Paul says. In IT and tech, roles span many departments, and include Solution Engineer, DevOps Engineer, Senior Solution Architect, Change Manager, and Infrastructure Consultant.

Act quickly on qualified people

“There’s a lot of competition at the moment for good, cleared talent, and most candidates have two or three job opportunities on the go at once”, Paul says. “Having a quick and defined recruitment process will deliver the best results and make sure you don’t miss out on the perfect hire.”

Consider other skills and attributes the role requires

A candidate should fit culturally, align with your organisation’s values and goals, and share similar growth plans. Take a holistic approach to hiring new team members, including their clearance level.

Emanate Technology knows security-cleared tech recruitment, and we’re a trusted partner of various government agencies. We can shortlist qualified candidates, manage the interview and offer process, and support you and your new team member once the role begins.

Your link to role-ready and cleared talent

Emanate has a network of cleared and qualified professionals ready to add value to your department or agency. Whether in the private or public sector, our team of tech recruitment specialists simplify the hiring process. Learn what it’s like to work with Emanate or chat to our consultants today .

How to Write a Resignation Letter Correctly (With Template & AI Prompts)

Thu, 29 Jan 2026 01:23:14 GMT

Resigning from your job is a big professional milestone, whether you are moving to a new role, changing industries, or taking a break. Knowing how to write a resignation letter properly helps you leave on good terms, protect your reputation, and keep future references intact.

This guide covers what to include in a resignation letter, the best way to resign professionally, plus a ready-to-use resignation letter template, examples, and AI prompts you can use to tailor your message.

What Is a Resignation Letter?

A resignation letter is a formal written notice that informs your employer you are leaving your role. In Australia, it is usually provided after a verbal resignation and forms part of your employment record.

According to the Fair Work Ombudsman , employees are generally required to give notice in line with their award, enterprise agreement, or employment contract, which is why documenting your resignation in writing is considered best practice. A clear, professional resignation letter helps avoid misunderstandings and supports a smooth transition for both parties.

A professional resignation letter should be:

Clear and concise
Polite and respectful
Free from complaints or emotional language
Aligned with your employment contract notice period

What to Include in a Resignation Letter

If you are wondering what to include in a resignation letter, these elements are essential:

A clear statement of resignation. State that you are resigning from your position.
Your final working day. Confirm your last day based on your notice period.
A brief expression of thanks. Keep it professional, even if the role was challenging.
An offer to assist with the transition. This reinforces goodwill and professionalism.
Your name and role. Especially important if submitting via email.

Avoid explaining why you are leaving in detail. Your resignation letter is not the place for feedback or grievances.

Resignation Letter Template (Australia)

Here is a simple and professional resignation letter template suitable for Australian workplaces:

Resignation Letter Template

Dear [Manager’s Name],

Please accept this letter as formal notice of my resignation from my position as [Your Job Title] at [Company Name]. In line with my notice period, my final working day will be [Last Working Day].

I would like to thank you for the opportunity to work with the team and for the experience I have gained during my time here.

I am committed to supporting a smooth transition and will assist where possible during my notice period.

Kind regards,
[Your Full Name]

This format works for most industries and seniority levels and is considered a professional resignation letter sample.

Email Resignation Letter Format

If you are resigning via email, the structure remains the same. The main difference is the subject line and sign-off.

Email subject line: Resignation - [Your Full Name]

Use the same wording as the template above, then include your contact details in your email signature. This is the most widely accepted email resignation letter format in Australia.

Best Way to Resign Professionally

The best way to resign professionally is a two-step approach:

Resign verbally first. Request a private meeting with your manager and communicate your decision calmly.
Follow up in writing. Send your resignation letter or email shortly after the conversation.

This approach demonstrates respect and reduces the risk of miscommunication.

Short Resignation Letter Example

If you prefer something more concise, here is a short resignation letter example:

Dear [Manager’s Name],

I am writing to formally resign from my role as [Job Title], with my last working day being [Date].

Thank you for the opportunity to work at [Company Name]. I appreciate the experience and support provided during my time here.

Kind regards,
[Your Name]

AI Prompts to Write Your Resignation Letter

If you want help tailoring your resignation letter, these AI prompts work the best:

“Write a professional resignation letter for an Australian workplace with a two-week notice period.”
“Create a polite resignation email for a corporate role, formal tone, no explanation for leaving.”
“Rewrite this resignation letter to sound more professional and concise: [paste draft].”
“Write a formal resignation letter for my role as [Job Title] in the [Job Industry] industry”
“Generate a resignation letter template suitable for senior management roles.”

Always review and personalise the final version before sending!

Chat to the Tech Career Experts

Knowing how to resign from your job professionally is just as important as starting well. A clear, respectful resignation letter helps preserve relationships, supports a smooth transition, and reflects positively on you long after you leave.

If you’re planning your next move in tech, speaking with experienced recruiters can make the process clearer and more strategic. Browse current tech job openings or chat to us at Emanate Technology for guidance on roles, market demand, and long-term career growth in the Australian IT industry.

How to Build a Tech Workforce Strategy That Scales with Business Growth in 2026

Fri, 02 Jan 2026 22:57:03 GMT

As the new year begins, progression is on the mind of most business owners. But when it comes to developing a tech workforce strategy that scales alongside business growth, there are specific steps to success.

Emanate Technology are the experts in IT and tech recruitment, and in this article, we offer practical advice on when and how to scale your tech team. Gain valuable insights from our Associate Director in Software Development, Testing, and Data and Analytics markets, Morgan Bell , and learn how to build a scalable tech team that leads to business growth in 2026.

When should you consider scaling tech teams?

Taking a leap and growing your tech team can feel daunting, but it’s a necessary step for your business. Here are a few signs that it’s time to consider a more effective tech workforce strategy that aligns with your goals for the new year.

Your staff are struggling, and people are burnt out, working long hours with little support. Your senior members are spread too thin, spending time on coding and testing, rather than future-proofing the business with new designs.
You don’t have the skills in your existing team to meet demands. Customers and clients require services and skills that your business doesn’t provide, and you no longer align with market demands or competitor offerings.
You have no time left for innovation. When a single person makes minor decisions, or no one has time for strategy and growth discussions, it creates a bottleneck to innovation.

If you’re still unsure when to scale, a specialist recruitment agency like Emanate Technology can offer expert guidance. Our day-to-day work with growing businesses gives us a clear understanding of when building a tech team makes strategic sense.

In Australia, tech companies are expanding like never before. According to Deloitte’s Tech Fast 50 Awards , the average rate of growth among 2025’s winners was 739%. So, having a dedicated IT hiring strategy for business growth is essential.

How to build a scalable tech team: 5 steps to success

Building your tech team requires a balancing act of supporting realistic, responsible growth and recruiting people who align with your business’s vision and goals. Here are five simple strategies that ensure you create an IT hiring strategy that achieves growth and adds value.

1. Assess your current team structure

What are your business’s strengths and weaknesses? Are there skill gaps preventing you from delivering on your company’s goals and vision? What does the market demand? By answering these questions, you’ll get a clearer picture of what your tech workforce strategy needs.

“I recommend beginning with a review of where the backlog is currently blocked or slowed,” Morgan says. “For example, if a project has a hard delivery line, and you’ve spent too much time on design and strategy, you need to hire Developers rather than Architects or Business Analysts. If your senior staff are spending 60+ hours working on solutions and others are experiencing burnout, it’s time to hire support.”

A solid long-term recruitment strategy should align with the market, including considerations such as the growing dominance of AI in tech . Ask yourself whether the niche that grew your business is still relevant, and whether you need to expand into technical skillsets that the market demands.

2. Create a framework for how you’ll handle growth

As your business grows, and your tech team with it, you’ll need a framework in place that determines how you deal with recruitment. At the early stages, as you grow from 10 to 100 staff, having a flexible framework is key. Once you pass the 100-employee mark, you can lock down more formal processes.

In this technology workforce planning framework, consider things like:

How you’ll measure people and team performance, including KPIs and reviews.
What you’ll offer for compensation, and how to determine salary and other benefits (Check out Emanate’s latest Technology Salary and Rates Guide for help).
Your business vision and values, and how new hires will align with these.
What your people managers will do, and which teams they’ll be responsible for.
Your leadership and delivery model, as well as different iterations for the next five years, depending on growth.

Working with an experienced recruitment agency like Emanate can help bring this framework to life. By combining market insight with a deep understanding of how tech teams scale, a recruitment agency can help you define realistic growth pathways, align role design with business objectives, and ensure your technology workforce planning remains flexible as your organisation evolves.

3. Quality over quantity

As operations ramp up and your tech needs become urgent, it’s common for businesses to hire as many people as quickly as possible to help. However, Morgan advises against this approach.

“Growth and reputation will always prevail over speed, so allocate your recruitment budget to the quality of staff rather than quantity,” he says. “More doesn't equal faster in tech teams. If your staff are capable, they usually require less management, reducing the need to spend more in this area.”

Likewise, the first senior hires you make will shape your business's culture for years to come. So, consider how valuable they can be for growth.

4. Hire for adaptability, not just skills

In tech, things move fast. You want a team that can adapt and grow as your business does. Hard skills are obviously necessary, but in this industry, people who are curious and resilient are even more crucial.

“It’s important not to put all your eggs in one basket,” Morgan says. “Grow around your niche and product, but be flexible to what the market offers.” As part of your tech workforce strategy, offer training and development benefits to all your staff so they continue to grow and evolve with the tech industry.

5. Create a long-term tech recruitment strategy

It’s common to build a tech team based on current demands. But you must also consider the future of your business. Although it’s impossible to avoid reactive hiring in tech, you don’t want to make all of your recruitment decisions based on urgency alone.

“I recommend hiring one step ahead of your workload, rather than three to five steps ahead, which is a common mistake in tech,” Morgan says. “Businesses hire too many good people who end up on the bench, leading to an irreversible culture hit.” When you only hire with a plan that the business will grow, things can sour if the market turns for the worse.

Partnering with a specialist recruitment agency like Emanate can help bring structure to your planning. With deep experience supporting businesses through different stages of growth, recruitment partners can help shape a long-term tech recruitment strategy that aligns with your commercial goals, market conditions, and internal capability, ensuring each hire supports sustainable growth rather than short-term pressure.

Need to build a scalable tech team?

With the right tech team in place, you’ll provide better solutions, gain a more supportive and adaptable team, have room to innovate, and prime your business for whatever comes next.

Emanate Technology understands the nuances of our industry and how to build a long-term tech recruitment strategy. Contact us to scale your tech team and achieve business growth in 2026.

Career Planning for Tech Professionals: A Practical Framework for 2026 and Beyond

Thu, 01 Jan 2026 07:09:08 GMT

Career planning in the technology sector has changed significantly over the past few years. Rapid shifts in technology, the rise of AI-enabled tools, hybrid work models, and ongoing skills shortages mean that careers no longer follow neat, linear paths. For many tech professionals, the challenge is now direction.

In 2026, successful career planning is less about setting a single annual goal and more about building a sustainable system that helps you stay employable, visible, and in demand over time. Whether you are actively looking for a new role or simply want to future-proof your career, a structured and evidence-based approach makes the difference.

This guide outlines a practical career planning framework designed specifically for tech professionals in Australia, supported by trusted government and education sources.

Why Career Planning Looks Different in 2026

The Australian technology labour market continues to evolve. Demand for skills in cloud, cyber security, data, digital product, and software development remains strong, but competition for senior and specialist roles has increased. Employers are placing greater emphasis on demonstrable outcomes, transferable skills, and adaptability rather than job titles alone.

According to workforce data published by Australian Bureau of Statistics , employment growth patterns now vary significantly across occupations, even within the broader technology sector. This means relying on intuition or outdated assumptions about “safe” career paths is increasingly risky.

Career planning in 2026 requires:

Evidence-based decision making
Ongoing skills alignment with market demand
Clear professional signalling to recruiters and employers

A Sustainable Career Planning Framework for Tech Professionals

Rather than approaching career planning as a once-a-year exercise, this framework is designed to be revisited regularly. It is adapted from established employability and workforce development models used across Australian universities and government career services.

The Reflect > Align > Signal Framework

This three-step framework helps you plan your career in a way that is realistic, adaptable, and visible to the market.

Step 1: Reflect on What You Have Actually Built

Effective career planning starts with real evidence. Before looking ahead, take time to review the past 12 to 24 months of your work. Many tech professionals underestimate their value because they focus on responsibilities rather than outcomes.

Key areas to reflect on include:

Major projects delivered
Problems solved at scale
Systems improved or stabilised
Revenue protected or efficiency gained
Teams mentored or processes improved

For example:

A cloud engineer might document how they designed infrastructure that supported significant traffic growth during a critical release.
A data professional could highlight how dashboards or analytics models influenced decision making and operational performance.

Documenting achievements is for creating a factual record that becomes the foundation of your CV, LinkedIn profile, and future career decisions. Many Australian universities recommend this reflective approach as part of ongoing employability development, encouraging professionals to treat their careers as evolving portfolios rather than static job histories.

Step 2: Align Your Skills With the Australian Tech Market

Once you have clarity on your experience, the next step is alignment. Career growth rarely comes from constant reinvention. It comes from skill adjacency, building on what you already do well while responding to where the market is heading.

To do this effectively:

Compare your current skill set with in-demand capabilities
Identify gaps that are realistic to close
Focus on skills that compound over time

Government labour and skills data can help remove guesswork from this process. Resources published by Australian government employment and skills bodies provide insights into:

Occupations experiencing skills shortages
Emerging technical capabilities
Long-term workforce trends

Using this data allows you to prioritise development efforts that improve employability, rather than chasing every new tool or trend.

For example:

A project professional may deepen experience in delivery frameworks commonly used across government and enterprise environments.
A cyber security specialist might focus on certifications that reflect practical capability rather than theoretical knowledge alone.

Alignment ensures your career planning remains grounded in reality.

Step 3: Signal Your Value Clearly to the Market

Career planning only works if your value is visible. Recruiters and hiring managers form first impressions quickly, often based on LinkedIn profiles, CVs, and keyword relevance before any conversation takes place. Clear professional signalling is essential.

Optimising Your CV

Your CV should prioritise outcomes (not duties).

Lead with achievements, instead of task lists
Use metrics where possible
Tailor language to the roles you are targeting

Strengthening Your LinkedIn Profile

Your LinkedIn profile is often your primary discovery channel.

Key areas to optimise include:

A headline that reflects your role, specialisation, and core technologies
A summary that explains what you do, who you help, and the problems you solve
Experience descriptions focused on impact and delivery
A regularly updated skills and certifications section

This approach aligns with how recruiters search for and assess tech talent.

Keeping Skills Current Without Burning Out

Continuous learning is essential in technology, but it does not need to be exhausting. Many Australian education providers reference the 70:20:10 learning model , which suggests:

70 percent of learning happens through practical experience
20 percent through mentoring and collaboration
10 percent through formal education

This model reinforces an important point. Career development does not always require expensive courses or constant certification.

Practical ways to stay current include:

Taking on stretch projects
Learning from peers or mentors
Applying new tools within real environments
Completing targeted certifications only where they add credibility

Sustainable development is far more effective than reactive upskilling.

Turning Career Planning Into Opportunity

Not every career plan needs to result in an immediate job change. Many tech professionals benefit from market insight long before they are ready to move. Understanding how your skills are perceived, where demand is growing, and what opportunities exist allows you to plan proactively rather than reactively.

This is where conversations with specialist tech recruiters can add value. Recruiters with deep market knowledge can provide insight into:

Role availability and demand
Salary expectations and progression
Skills that improve long-term employability

At Emanate Technology , we work with tech professionals across Australia to support career planning at every stage, from early exploration to active job search. Our focus is on long-term career outcomes, not just short-term placements.

If you are thinking about your next move or simply want to understand where your skills sit in the current market, speaking with a specialist recruiter can help you plan with clarity and confidence.

Career planning in 2026 is about building a system that allows you to adapt, grow, and remain in demand as the market changes. By regularly reflecting on your achievements, aligning your skills with trusted labour data, and clearly signalling your value to the market, you create momentum that compounds over time.

Career success is rarely accidental. With the right framework in place, it becomes intentional.

If you would like guidance tailored to your specific role or specialisation, the team at Emanate Technology is here to help you navigate the next stage of your tech career. Chat to us today.

Tech Job Pros and Cons: What’s a Career in Tech Actually Like?

Fri, 28 Nov 2025 23:35:51 GMT

Technology is constantly advancing, and today, it’s a crucial partner to almost every other industry, including healthcare, retail, and education. For anyone considering a career change or a fresh start, working in tech places you in one of the fastest-growing, in-demand fields, filled with numerous opportunities.

But is tech a good career path for you? In this article, we weigh up tech job pros and cons, and gain valuable advice on joining the industry from Rebecca McCormick , Emanate Technology’s Principal Consultant for Data, Analytics, and AI. Read on to discover what it’s really like to work in this industry, and how you can use your existing skills and experience to take an exciting new career path.

Benefits of joining the tech industry

Transitioning to a new industry or starting a new career can be daunting. But if you’re looking for a sign to consider the tech industry, there’s plenty to feel excited about. These are just a handful of the benefits you can expect when you pursue a tech career in Australia.

You’ll join a booming industry

The tech market in Australia has grown by 80% in the past five years, so your expertise will be in high demand. “The current technology market is the strongest I’ve seen in the past two years,” Rebecca says. “Many organisations are investing heavily in digital transformation, data, and AI initiatives, and we’re seeing a noticeable increase in both contract and permanent hiring activity, particularly in Melbourne.”

You’ll get a global community of peers

“As cliché as it may sound, your network truly is your net worth ,” Rebecca says. This invaluable community is yours to join once you enter the industry. Stay engaged through coffee meetups, conferences, and networking events, or join online forums to share ideas and learn from others. “The connections you build can open doors to new opportunities and keep you inspired to keep growing.”

You’ll do meaningful work

All industries rely on technology, and almost every person in the world does too. You’ll get satisfaction knowing you’re doing innovative, impactful work. “Working in tech means being part of something dynamic and meaningful,” Rebecca says. “You’re not only solving complex problems but also contributing to solutions that make a genuine difference in people’s lives.”

You’ll access better salary and benefits

According to the Tech Council of Australia, people in the tech industry (including technical and non-technical roles) earn roughly 64% more per week than the rest of the workforce. So, many tech jobs are among some of the highest-paid in the Australian economy. Plus, since many tech roles are hybrid or remote, they offer greater work-life balance.

What to consider before joining tech

Want to make a move into the IT industry job market? Although it’s full of opportunities, weighing the pros and cons of working in tech also means considering potential downsides. Here are a few things to consider before taking the leap into a new career.

You must commit to continuous learning

You can’t stand still when you work in tech. It requires you to continually update your skills, learn new tools, and stay connected with others in the industry. “It’s easy to be left behind,” Rebecca says. “I recommend pursuing certifications, expanding your knowledge in emerging technologies like AI, data, cloud computing, and cyber security, and staying curious about new trends.”

You’re usually customer-facing

People often assume that working in tech means sitting alone at a computer all day. However, many others rely on your expertise, and you’ll usually provide technical support and services to employees, clients, and customers. Some in the industry find that this also occurs outside of work, as they become the unofficial (and unpaid) tech expert for family and friends.

You can feel stressed

In tech, you’re working to tight deadlines, collaborating on important projects, and solving all kinds of problems for clients and customers. So, expect high levels of stress in your day-to-day life. To manage it and take care of your mental health, you really need to prioritise your own wellbeing outside of work.

Possible pathways in the IT industry job market

As an industry with technical and non-technical roles available, you don’t always need direct experience to get into a tech career. According to Rebecca, the skills and insights you already have are a valuable asset. “Many tech companies look for people who bring a unique perspective and can bridge the gap between technology and real-world application,” she says.

Here are a few options for entry-level to senior roles in the tech market in Australia that allow you to leverage your existing skill set or interests.

Support Desk

As the first point of contact for individuals seeking technical assistance with hardware, software, and network issues, your problem-solving and customer service skills will be invaluable in a Support Desk role. All you need is a basic understanding of helpdesk software and troubleshooting; once you gain some experience, you’ll get opportunities to explore other roles within IT.

Junior Software Engineer

These entry-level roles typically require an undergraduate degree in software engineering or a related field, such as computer science. However, they’re the starting point to many more rewarding careers in the IT industry. You’ll write and test code, assist with developing software features, and fix bugs, all in a standard day.

Data Analyst

Have a natural affinity for statistics and maths? With supporting qualifications at the Certificate level, you can use your existing critical thinking, problem-solving, and time management skills to succeed as a Data Analyst.

Change Manager

Guiding organisations through change is especially valuable in the tech industry, where change occurs frequently—and usually with significant impact. For existing Change Managers working in other sectors, your stakeholder engagement, communication, governance, and leadership skills can transfer to IT and tech.

Project Manager

As an experienced Project Manager, you already have everything required to succeed in this role in the IT industry. Your organisational and communication skills, coupled with commercial acumen and contract management experience, will help you lead large-scale IT projects, oversee governance, and deliver results on time.

Whether you’re transitioning from a different industry or starting from step one, there are so many opportunities in tech to explore, and we’re always here to support.

Take the next step today

Weighed up the tech job pros and cons and feel ready to make a move? As experts in tech recruitment, Emanate can help you identify the skills and experience you have that our clients are looking for. Get in touch with our team to discuss the possibilities.

What Recruitment Software and Tools Do We Use at Emanate Technology?

Fri, 31 Oct 2025 21:36:47 GMT

As tech recruitment professionals, our days are very busy. Therefore, the team at Emanate Technology wants to be sure we’re using every minute of our day as efficiently as possible. But for us, efficiency doesn’t just mean speed. It means using technology intelligently to enhance the quality of every interaction we have with clients, candidates, and contractors. To remain the best technology recruitment agency in Australia , this means investing in the best tools. But it also means investing just as much in building genuine human connections, which are so crucial in recruitment.

Ever wondered what tools and software we use at Emanate? Karl White , Emanate Technology’s Chief Operating Officer (COO), speaks about the role technology plays in recruitment.

Emanate’s approach: balancing people and tech

At Emanate, we have a selection of software and tools that help make our business run smoothly, but as always, with a people-first approach. Recruitment is all about making human connections, and the best way to make those connections is with genuine, face-to-face conversations. However, with everything a recruitment consultant has to do in an average day, it can be challenging to find time.

“When I came on board as Chief Operating Officer, I wanted to make sure we had scalable end-to-end systems, technology and processes to enable us to grow,” Karl says. “But more importantly, I wanted to make sure our processes were really serving the needs of our clients, candidates, and contractors.”

With the right selection of tools and software, the team at Emanate focuses on meeting our customers’ needs. The more effective the technology, the more time we have to spend with you.

Automation and AI in recruitment today

Most of us are no strangers to AI and automation these days. And it seems like every aspect of our lives is utilising tech in some way. According to McKinsey, AI use is increasing in most areas of business , including recruitment and tech talent, with 78% of companies using AI tools in the workplace.. Although AI has advantages, at Emanate Technology, we want to ensure that the majority of our tech recruitment approach is human-centric.

“We know people are becoming fatigued by AI and automation in the hiring process; even just getting a generic email from a bot,” Karl says. “The main way we use AI or automation currently is to free our staff up from repetitive and time-consuming tasks so that they have more time to provide outstanding service to our candidates, contractors and clients.”

To achieve this goal, our systems use intelligent automation to help us stay connected with our networks. This means reminders to check in with contractors, notifications when assignments are coming to an end, and automated communication flows that keep relationships active without losing the personal touch. Technology enhances how we work, but people remain at the heart of everything we do.

Turning Data Into Strategy

At Emanate Technology, we invest in leading technology, data systems, automation, and cybersecurity that keep our consultants, clients, and candidates ahead of the curve. We therefore hold ourselves to the same standards of innovation as the companies we partner with. This is especially important in specialist areas like cyber security, where informed, human-led cyber security recruitment relies on both strong market data and trusted relationships.

Market insights reports

Our market intelligence tools give our clients a clear, data-backed view of the wider talent landscape. Through detailed Talent Insights Reports, we help clients understand trends in skills, availability, remuneration, diversity, and competitor hiring activity. This transforms hiring from a reactive task into a proactive strategy, helping businesses plan for future workforce needs.

Our Talent Insights reports play a key role in improving hiring by giving our clients a clear, data-backed view of their workforce and the wider talent market. We use them to analyse trends such as talent flow, skills availability, and how a client’s employee value proposition compares with their competitors. This helps our clients make smarter, faster decisions about where to focus their recruitment efforts, how to shape their value proposition, and how to plan for future workforce needs.

Data and analytics

Using advanced analytics and reporting tools, we monitor recruitment metrics in real time across every stage of the process. This includes ratios like jobs to placements, candidate submissions to hires, and interview outcomes. By analysing this data, we can pinpoint exactly where delays or drop-offs occur, identify which approaches deliver the strongest results, and help clients optimise their own hiring strategies.

Other software and tools we use at Emanate

We’re always adapting our approach to tech in the recruitment process to continue delivering the best IT recruitment experience to our customers. We go beyond standard recruitment tech. Our systems are designed to give our consultants and clients smarter, data-driven insights that shape long-term hiring success. By combining real-time analytics, market intelligence, and automation, we’re redefining what “efficiency” looks like in recruitment.

Customer relationship management systems

These make it easier for us to nurture relationships with our candidates and clients. They track every interaction we have, manage marketing campaigns, and help us match great candidates with amazing clients. They help us gain insight into the candidates and clients and the type of tech jobs or talent they are looking for, so that we can deliver a highly personalised service every time.

These central databases support the workflow and logistics of the hiring process. Doing everything from creating job postings to organising candidate applications and scheduling interviews, they’re like a one-stop shop for managing recruitment tasks.

Workflow automation tools

Automation has come a long way in the past few years. We use this technology to automate tasks that can be done more quickly and accurately by a computer, while enabling our consultants

to work smarter and faster, with access to clean, up-to-date data and automated workflows that reduce admin and improve accuracy.

For our clients, this translates into quicker placements, better reporting, and a more personalised service. These tools also enable our business to scale easily and adapt to different client systems and requirements. Whether we’re managing a high-volume recruitment campaign or delivering tailored support to a single stakeholder, automation helps us stay organised, responsive, and ahead of the curve.

Timesheeting, payroll and invoicing software

Emanate Technology has highly effective payroll and invoicing systems and processes. Our technology allows our contractors to enter their hours worked online via mobile or desktop, and for their on-site supervisor to approve those hours online. Once approved, the hours are sent to our payroll system for payment at the next pay run. Similarly, the approved hours are used to raise invoices in our accounting software, which are sent directly to our individual clients for payment.

Emanate has contractors working across all aspects of tech, including cyber security, data, project services, and more. To manage everyone’s pay, timesheets, superannuation contributions, and tax, we use dedicated recruitment-industry-specific timesheeting and payroll software. Also, since we give our contractors the option of fortnightly or monthly pay , these tools make it easy to automate customer preferences.

The best technology recruitment agency with a human-first approach

Working in the tech space, we know how important having highly effective and state-of-the-art technology is to the successful running of a business. But as recruitment consultants, no technology can replace face-to-face conversations with our clients and candidates. So, rather than using automation and AI to spam your inbox, we use them to give our consultants more time to spend with you.

The future of recruitment software and tools is likely to become more AI-driven , and this type of automation certainly has its place. We’ll continue to invest in the best tools and resources to help our team, but our priority will always be building genuine connections and getting results for our candidates and clients.

Explore working with us

We want to continue our reputation as the best technology recruitment company in Australia. So, we’re always evolving the tools and software our team uses to deliver you the best service and results.

Get in touch with Emanate Technology to explore your next opportunity in tech or to find your next great hire.

How to Optimise Your LinkedIn Profile to Get Hired (Step-by-Step Guide for Tech Professionals)

Mon, 06 Oct 2025 23:03:34 GMT

Whether you’re actively looking for a new role or simply want to stay visible in the market, your LinkedIn profile plays a major role in shaping how employers and recruiters see you. It’s often the first place hiring managers go to verify experience, learn about your background, and understand how you present yourself professionally.

To help you make the most of it, we share what recruiters look for when reviewing candidate profiles and how you can make sure yours stands out.

Why does your LinkedIn profile matter in tech?

In today’s market, most job opportunities begin online. Recruiters use LinkedIn every day to find candidates with specific technical skills, industry experience, and certifications.

“Your LinkedIn profile is your digital first impression,” says Lucy Blumer , Emanate’s Cloud, DevOps and Infrastructure Consultant. “When we’re sourcing candidates, a strong headline and well-written About section make you immediately more discoverable. Even small changes can make a huge difference.”

With demand for tech professionals across areas like cyber security, data, and cloud at record highs, optimising your LinkedIn profile ensures you’re being found for the right opportunities. According to the National Careers Institute via Macquarie University , “a strong personal brand will highlight your uniqueness. This will impact your ability to get the right jobs, promotions, and increase your ability to attract talent and capital.” Even the NSW Government has stated that “even if you have little professional experience, creating and maintaining a LinkedIn profile can let you: show employers what benefits and personal traits you can offer, connect with like-minded people, find out about companies you may be interested in working for.”

These insights highlight just how powerful your online presence can be. In a market where first impressions increasingly happen online, your LinkedIn profile is a key part of how employers assess credibility, capability, and fit. Investing time into building a strong personal brand can open doors to roles you might not have otherwise discovered.

What are the key sections to optimise?

1. Headline

Use keywords that match your target roles. Instead of just listing your title, include your expertise, for example, Cloud Engineer | AWS | Infrastructure Automation .

2. About Section

This is your opportunity to tell your story. Keep it conversational, highlight what you do best, and include a few measurable achievements. We recommend a paragraph or two in this section.

3. Experience

Use bullet points to describe your work clearly. Focus on results and technologies used, not just duties. Recruiters often scan for specific tools and outcomes. Quantify as much as you can!

4. Skills & Endorsements

Keep this section current and prioritise relevant technical skills. Remove outdated ones to ensure clarity and focus. Your skills will help with profile visibility and matching your profile to the right roles, so ensure they’re all current. You can have up to 50 skills listed, we recommend utilising all that space.

5. Profile Photo & Banner

A professional, approachable photo and industry-relevant banner (e.g., data visualisation, coding screen, or digital abstract) help you stand out visually.

How can you make your profile stand out to recruiters?

Keep your headline and About section keyword-rich so recruiters find you easily.
Customise your LinkedIn URL to something simple like firstname-lastname (a clean URL looks professional and improves SEO) (This is so often overlooked).
Engage regularly! Comment on posts, share updates, and join relevant groups.
Ask for recommendations from peers or managers to build credibility.
Update your location and job preferences so you appear in more searches.

What are common mistakes to avoid?

Using “Actively looking for work” in your headline wastes valuable keyword space. That’s what the optional ‘Open to Work’ profile frame is for.
Copying your CV directly into LinkedIn. Instead, summarise key achievements and high-level details only.
Leaving sections blank, especially About or Skills.
Forgetting to check your visibility settings makes sure recruiters can find you.

Quick Fix Checklist: Optimise Your LinkedIn Profile

All you need to do is work through this checklist, one by one, for a fully optimised profile for the tech industry.

Professional headshot (well-lit, neutral background)
Clear headline with keywords that match your ideal role
The About section that tells your professional story and includes key achievements
Up-to-date experience section with measurable outcomes
Skills and endorsements relevant to your tech specialisation
Custom LinkedIn URL
Industry-appropriate banner image
Two to three recommendations from colleagues or managers
Consistent activity (liking, commenting, or sharing industry insights weekly)
Open to Work setting visible to recruiters

Final Tip from Emanate Technology

Your LinkedIn profile is an ongoing reflection of your professional brand. Keep it current, showcase your strengths, and don’t be afraid to let a bit of personality come through.

And if you’d like more tailored advice or want to explore new opportunities in Australia’s growing tech sector, connect with Emanate Technology . Our consultants specialise in your tech vertical and can help you present your best self online and in the market. Apply for your next tech role today.

The Ultimate Interview Guide for Tech Professionals

Wed, 01 Oct 2025 09:23:06 GMT

Preparing for a tech interview can feel daunting, no matter your experience level. Whether you’re an entry-level candidate, mid-career professional, or C-suite executive, interviews in the technology sector often demand a mix of technical knowledge, strategic thinking, and strong interpersonal skills.

This guide brings together everything you need to know to confidently approach your next opportunity, from the types of interviews you might encounter to video interview preparation and smart questions to ask employers.

What to Expect in a Tech Interview?

Tech roles are known for their structured and often multi-stage interview processes. Employers use these to evaluate not just what you know, but how you think, collaborate, and approach challenges.

Typically, interviews assess three key areas:

Your technical or functional expertise relevant to the role
Your soft skills, such as communication, leadership, and teamwork
Your fit with the company culture and values

Depending on the role and seniority, you might encounter a combination of the following interview types.

Phone Interviews

A phone interview is often your first introduction to a prospective employer. It helps them verify the basics (your experience, motivations, and communication style) before deciding whether to progress you further.

Keep your tone professional and upbeat. Speak clearly, listen actively, and answer questions concisely. Prepare by reviewing your CV and key achievements so you can discuss them confidently without sounding rehearsed.

Panel Interviews

Panel interviews are common across many tech disciplines, from software engineering to IT leadership and project management. They allow multiple stakeholders to assess your skills, ensuring a balanced and fair evaluation.

One interviewer typically leads the discussion while others focus on specific areas, such as technical depth, leadership qualities, or team fit. To prepare, research the company’s team structure and, if possible, the panel members. Engage with each person equally, maintain eye contact, and show curiosity through well-considered questions.

Case Interviews

Some organisations include case-style interviews to assess how you approach real-world challenges. These might involve analysing a business scenario, designing a solution, or outlining a process improvement.

Case interviews are less about finding one “right” answer and more about revealing your thought process, logic, and creativity. Talk through your reasoning clearly and ask clarifying questions where appropriate.

If you’re in a senior or strategic role, you may be asked to discuss leadership decisions, change management, or stakeholder alignment instead of hands-on technical work.

Technical or Task-Based Interviews

Some (but not all) tech interviews include a practical component designed to evaluate your domain-specific skills. For developers, this might involve coding challenges; for data professionals, a case study or dashboard task; and for non-technical roles, perhaps a presentation, problem-solving exercise, or scenario simulation.

Treat these as an opportunity to demonstrate how you think. Explain your process out loud, even if you’re unsure of the final answer. If a coding task is involved, focus on clarity, documentation, and logical reasoning over speed.

For leadership and management roles, the “technical” component may instead involve discussing strategy, resource allocation, or technology adoption decisions.

Competency & Behavioural Interviews

Every candidate, regardless of technical expertise, will likely face behavioural questions. These assess how you communicate, collaborate, and handle challenges.

Expect prompts such as:

“Tell me about a time you led a project under pressure.”
“Describe a situation where you had to manage conflicting priorities.”
“How do you handle feedback or conflict within a team?”

Employers use these to predict how you’ll perform in real work environments. The best way to respond is by using the STAR framework.

What is the STAR Method?

The STAR method helps you structure job interview answers clearly and concisely:

Situation: Describe the context or challenge.

Task: Explain your objective or responsibility.

Action: Outline what you did and why.

Result: Share the outcome, ideally with measurable impact.

For example: “When leading a cloud migration project (Situation), I was responsible for managing a cross-functional team and ensuring zero downtime (Task). I established a phased rollout plan and weekly check-ins (Action), which resulted in successful delivery ahead of schedule and reduced operational costs by 15% (Result).”

To feel confident using the STAR method, preparation is key. Here’s how we suggest prepping:

Start by listing 4–6 key career moments that highlight different skills, for example, leadership, problem-solving, communication, innovation, or stakeholder management.
Then, for each example, write out short notes under each STAR heading: what was the Situation, what were your Tasks, what Actions did you take, and what was the Result.
Practise saying these out loud until they sound natural rather than memorised. You can also record yourself on video to check tone and pacing or ask a friend, recruiter, or mentor to do a mock interview.

The goal isn’t to recite word-for-word answers but to have a bank of structured stories ready that you can adapt to different behavioural questions confidently and clearly.

How to Prepare for a Video Interview

Video interviews have become standard across the tech industry, offering flexibility for both employers and candidates. While convenient, they can introduce new challenges, so preparation is key.

Check Your Tech

Ensure your technology supports a smooth experience. You’ll need:

A reliable laptop, tablet, or smartphone
A working webcam and microphone
A stable internet connection
Access to the chosen platform (Zoom, Teams, or Google Meet)

Run a quick test call to confirm everything is functioning properly. Poor audio or video can distract from what you’re saying, and that’s what should shine through.

Set Up Your Space

Choose a quiet, tidy location with minimal background noise or distractions. Sit facing natural light, or use a lamp if needed, and avoid sitting with a bright window behind you.

Keep water, your CV, and a notepad close by, but avoid reading from notes during the conversation. Your aim is to appear prepared, not scripted.

Dress Professionally

Even if the company has a casual culture, dress on the side of professionalism. Dressing as you would for an in-person meeting helps you feel more confident and signals respect for the process.

Communicate Effectively

Look directly at the camera when speaking to simulate eye contact. Pause briefly after each question to account for any audio lag, and nod or smile to show engagement. Remember that enthusiasm and clarity often leave a stronger impression than perfectly worded answers.

Smart Questions to Ask in Your Interview

Interviews are a two-way opportunity to determine mutual fit. Asking thoughtful questions helps you gather valuable insight while showing genuine curiosity and confidence.

Strategic Questions

What are the company’s top priorities over the next 12 months?

Understand where the business is heading and how your role fits into that vision.

What challenges is the team currently focused on solving?

Demonstrates your strategic mindset and readiness to contribute meaningfully.

How does this role contribute to the company’s long-term goals?

Helps you identify whether the position offers stability and growth potential.

Culture & Leadership Questions

How would you describe the company culture, particularly for remote or hybrid teams?

Culture plays a huge role in satisfaction and retention; this gives you insight into how collaboration works day-to-day.

What professional development or upskilling opportunities are available?

Shows your commitment to learning and staying relevant in a fast-changing industry.

How does the company support communication and collaboration across different locations or time zones?

A great question for distributed teams or national organisations.

You Can Do This!

Whether you’re preparing for your first junior interview or stepping into an executive leadership role, the principles of a great tech interview remain the same: preparation, professionalism, and authenticity.

Take time to understand the company, practise articulating your experiences, and approach each conversation as a two-way discussion, one that helps you determine whether the opportunity aligns with your goals and values.

At Emanate Technology, we work closely with Australia’s leading tech employers to connect talented professionals with roles that fit both their skills and ambitions. Our teams in Adelaide , Brisbane , Canberra , and Melbourne are here to guide you through every stage of your career journey, from interview prep to placement and beyond.

If you’re ready to explore your next opportunity, browse our current tech opportunities or get in touch with Emanate Technology today.

Navigating a New Job: Tips for Your First Day, Week, and Month

Tue, 30 Sep 2025 05:44:19 GMT

You aced the interview and got the job, now it’s all smooth sailing, right? For some people, knowing what to do on the first day at a new job can be even more daunting than the hiring process. After all, meeting people, logging into various systems, and navigating an entirely new work environment can be a lot in a day.

As recruitment specialists, Emanate Technology understand how overwhelming these first days can be. So, we spoke with our expert Cloud, DevOps and Infrastructure Consultant, Lucy Blumer , to help you overcome your nerves and make a lasting impact. Plus, we’ll go over what to expect in your first day, week, and month of starting a new job, so there are fewer surprises on your journey.

The first day at your new job

With three-quarters of Australians agreeing that now is a good time to change jobs, there are plenty of new beginnings on the horizon. However, on your first day, rather than delivering results, you’ll likely spend your time settling in. So, what to do on the first day of a new job?

Here are a few things to expect:

Onboarding and general admin, including payroll and superannuation if you’re a permanent employee
Acquiring logins and access for the programs and software that you’ll work with
A tour of the office, including lunch rooms and work areas
Introductions with the people in your team

Remember, it’s completely normal to feel nervous on your first day, so be gentle with yourself. Instead, spend this time adapting to your new work environment and getting to know your coworkers.

First day new job tips

Emanate Technology’s Lucy Blumer has helped many candidates through their first day on the job.

Here’s her advice for helping it go as smoothly as possible.

Say hello: Introduce yourself to as many people as possible on your first day. “It’s important to build relationships and understand who everyone is in the office, so you know who to go to,” Lucy says.
Consider your first impression: This is your only chance for a lasting first impression, so make the most of it. “Even if you’re not in a client-facing role, simple things like wearing a clean shirt and making eye contact when someone’s talking to you will go a long way.”
Have a first-day coffee: Onboarding can get busy on your first day, and you might not always have time to meet everyone. Lucy's advice? “Kill two birds with one stone and grab someone for a morning brew if you’re short on time to make introductions."

The first week at your new job

With the first day over, you’ll start learning more and feel more capable of delivering on the role they hired you for. And if you’re a temporary contractor expected to hit the ground running, you might even begin delivering work sooner.

Either way, this is usually what your first week will entail:

An orientation session, whether informal or formal, with general information relating to the organisation, HR, and workplace health and safety
An explainer of your role and your team’s role within the organisation
Calendar invites to various meetings, including direct reports and company-wide meetings
Introductions with people outside of your team

In your first week, it's unlikely your employer is expecting you to deliver outstanding results or know everything that’s going on. But as the days pass, you should start to feel more comfortable in your new role and workplace, and be prepared to demonstrate your strengths.

First week new job tips

At this point, you’re still learning as much as you can and getting comfortable in the role.

Lucy has some great advice to make it easier.

Ask questions: “Working in the infrastructure environment especially means you need to know how different parts of the role might overlap and require communication with different teams,” Lucy says. Communicate clearly and ask questions to help you understand everyone's function.
Prepare the night before: Lucy recommends packing your lunch and laying out your clothes the night before. “You’ll limit your decision-making and free up your brain for everything you’re learning.”

The first month at your new job

After your first week, you’ll probably feel more confident about what you bring to the table and have a good idea of what your role entails. After the initial onboarding and pleasantries of meeting everyone, the work typically begins.

In your first month at a new job, these are some of the things you’ll likely do:

Begin working on projects and producing deliverables relevant to your job
Attend regular meetings, including with your direct manager, team, and broader organisation
Understand the structure of the business, along with your place in it
Understand your KPIs and goals, including your team’s and the business’s, and how you’ll work towards them
Check-ins with your manager to see how you're doing (and Emanate’s Contractor Care Manager , if you’re on a contract)

Once your first month is over, you should have a sense of the job’s pace and a clear understanding of your role. From here, you’ll only feel more competent.

First month new job tips

After you settle your nerves in the first week, you can start to make a genuine impact.

Here are Lucy’s tips for how to make the most of the first month.

Show up in person: “A big point of difference for contractors is turning up in person on site for the first four weeks,” Lucy says. “This gives you the chance to meet everyone and really learn all the tools and procedures.” Once you learn the rhythm and how your team works, you can begin working from home, if allowed.
Ditch the imposter syndrome: It’s normal to have some self-doubt about your abilities as a newcomer, with a recent review finding that up to 82% of Australian workers have experienced imposter syndrome . “Remind yourself why you were hired to begin with,” Lucy says. “Trust your skill and knowledge, and what you can contribute to your new team.”

Your first chance for a big impact

Whether you’re a tech contractor or venturing into a new permanent role, Emanate Technology is there to support you on your first day and beyond. With regular progress check-ins, payroll options that suit you, and access to tech training courses to keep your skills up to date, we provide you with everything you need.

Ready for your first day in a role that excites you? Check out our tech job board or get in touch today , and we’ll help you find it.

How To Effectively Lead A Hybrid Or Remote Tech Team

Mon, 01 Sep 2025 08:00:48 GMT

Hybrid and remote work are no longer temporary solutions. They’re now standard practice across Australia’s tech industry, from federal government jobs to high-growth scale-ups. For leaders, this shift brings both opportunities and challenges: how do you build trust, foster collaboration, and maintain performance when your team isn’t always in the same room?

The truth is, leading hybrid and remote tech teams requires a different skillset than managing a co-located workforce. It demands clarity, empathy, and a focus on outcomes rather than hours. Done well, it can increase productivity, strengthen retention, and open access to talent well beyond your immediate geography.

Start with clear expectations

Every high-performing hybrid team starts with clarity. Employees need to understand what’s expected of them, how success will be measured, and how communication flows between office and remote settings. Setting consistent standards across the team helps avoid the perception that office-based staff are more visible or more valued.

This is especially important in government environments, where projects are often complex, involve multiple stakeholders, and operate under strict compliance requirements. By focusing on outcomes and measurable objectives, leaders can keep accountability fair and consistent, regardless of where people are working.

Build connection intentionally

One of the risks of hybrid and remote work is cultural isolation. Without water cooler conversations or casual office interactions, relationships can weaken and silos can form. Leaders must actively create opportunities for connection. That might mean scheduling regular team check-ins, encouraging informal catch-ups, or using collaboration tools to keep conversations flowing.

Connection also extends to visibility. Remote employees need to feel included in decision-making, not just updated afterwards. Hybrid leaders who foster open communication and ensure everyone has access to the same information will build stronger, more cohesive teams.

Balance culture with capability

Hiring the right people for a hybrid or remote team is about more than technical skills. Self-motivation, communication style, and adaptability are critical traits that influence long-term success. Recruitment partners like Emanate Technology help organisations assess for both culture and capability, ensuring new hires align with business values while bringing diversity of thought and skills.

Candidates considering roles in the public sector should also be aware of additional requirements, such as security clearances . For government teams, trust and compliance are non-negotiable, and leaders must be prepared to integrate these processes into their onboarding strategies.

Lead with agility

The pace of technological change means leaders can’t afford to be rigid. Legacy systems, new digital platforms, and evolving cyber risks all require teams to adapt quickly. Agile leadership means staying flexible, listening to feedback, and adjusting strategies when needed. It’s about being proactive rather than reactive.

Leaders in government and enterprise environments often manage large programs of work where delays can have wide-reaching impacts. In these settings, agility also means being prepared to reprioritise projects, redeploy talent, and keep momentum even when external factors shift.

Use data to guide decisions

Hybrid work creates new dynamics around productivity and performance. Rather than focusing on time at desks, effective leaders track measurable outcomes. This could include delivery milestones, system performance, client satisfaction, or adoption metrics for new platforms.

For example, Emanate’s salary and market insights show that roles in cloud engineering, cyber security, and data analytics continue to command strong demand across the government and private sectors. Leaders who understand these market shifts can anticipate skills gaps within their teams and plan accordingly. Learn more about our specialised cloud and devops recruitment and our cyber security recruitment .

Partner with the right support

Managing hybrid teams is complex, but you don’t have to do it alone. Specialist recruiters, alongside experienced tech consulting services , can provide market advice, facilitate candidate matching, and handle the operational elements of hiring, such as contracts, compliance, and onboarding. For public sector clients in particular, working with a partner who understands the nuances of government recruitment can save time, reduce risk, and improve hiring outcomes.

At Emanate Technology, we work across eight core specialisations in tech and have deep networks in both government and commercial markets. Our role is to act as a true partner, helping you attract, assess, and retain the best talent for hybrid and remote teams. You can learn more about how we work with clients here .

The future of hybrid leadership

Hybrid and remote work are not just trends. They represent a long-term change in how technology teams operate. For leaders, success lies in being clear, connected, adaptable, and strategic. By combining cultural alignment with technical capability, and by leaning on trusted partners where needed, organisations can unlock the full potential of their teams.

If your business is building or scaling a hybrid tech team, now is the time to get the right support. Explore our public sector recruitment expertise or speak to our consultants today to find out how Emanate Technology can help you lead effectively in a flexible, future-focused world.

Managing Contractors Effectively: How to Get the Best Results from Your Contractors

Mon, 01 Sep 2025 05:23:42 GMT

Under the new realities of today’s market, contractors are making up a growing proportion of the workforce, over 1 million to be exact . This means that employers are facing the mounting challenge of ensuring these workers continue to meet expectations and deliver excellent results for the duration of their engagement. This shift means that organisations across Australia are now placing greater focus on managing contractors effectively, developing stronger contractor management best practices, and refining their contractor onboarding processes so they can support a blended workforce with ease.

Contractors who feel isolated from (or less important than) the rest of the team are often less motivated, which can impact their job satisfaction, productivity and quality of work. Most employers are aware of the rudimentary strategies for integrating contractors into the organisational culture, such as having a consistent onboarding process, sharing the company values and maintaining frequent communication. However, cultivating the genuine sense of ownership, inclusion and purpose that will get the most from your workforce is more complex than that. Many organisations underestimate how significantly structured onboarding, clear expectations, and an open communication culture influence contractor performance and engagement.

So, what can you do to maximise the productivity and performance of your contractors? And how can you ensure your business is engaging contractors in Australia in a way that is compliant, consistent and culturally aligned?

Prioritise Cultural Fit When Hiring Contractors

Getting the most out of your contractors begins with hiring the right people to start with. This can help to improve collaboration, reduce costs and minimise onboarding and training time, particularly for organisations looking to cultivate a pool of contractors they work with regularly.

Contract workers who are a good cultural fit tend to have a more positive experience, work better with the rest of the team and are often more motivated. Ensuring cultural fit is now considered one of the most effective contractor management best practices, especially in industries such as IT, where project teams shift frequently, and delivery timelines are tight.

When recruiting contractors for your organisation, look for people with the right skills and attitude who understand your company values. There are a number of ways to determine fit during the hiring process, including video Q&As, online assessments, behavioural interviews, reference checking, arranging for the contractor to meet with the existing team and getting advice on the person’s fit from your recruitment consultant . Adding structure to this stage helps establish a repeatable contractor engagement process and sets expectations clearly from the beginning.

Beyond that, many employers are now building contractor talent pools, documenting preferred capability areas, and working closely with their recruitment partners to streamline the process of engaging quality contractors for future work.

Leverage the Right Tools and Technology to Support the Culture

No matter where your contractors are based, having the right tools and technology available is vital for enabling leaders to speak directly with the team and team members with each other. Not only can it support communication and connectivity, but it can help people feel heard and understood – an important aspect of making contract workers feel like they are really “part of the team.” Organisations that take a technology-first approach to managing contractors often find they reduce onboarding times and improve productivity, because tools are integrated into the contractor’s workflow from day one.

For example, employee survey platforms such as 15Five and Culture Amp give leaders instant feedback about the employee experience, whilst collaboration tools such as Asana, Microsoft Teams and Zoom help people work together, track and manage their tasks, share ideas, distribute up-to-the-minute information and analyse data in real time. These platforms are now considered essential for managing contractors effectively, particularly in hybrid or distributed teams across Australia.

Where possible, it can be beneficial to give everyone in the team access to at least some of the same tools, regardless of whether they are contract or permanent. This helps create an even playing field and ensures everyone has the opportunity to interact and contribute to the business. Many organisations also find that when the contractor onboarding process includes early access to these tools, contractors become productive faster and feel more aligned with existing workflows.

Err on the Side of Inclusion

Inclusivity is a vital element of keeping contractors motivated and engaged. Whenever possible, avoid things that separate contractors from permanent employees or make them feel less important, such as different email signatures or benefits. Obviously, there may be some information and privileges that cannot extend to contract workers, but making an effort to include them as much as you can will have a big impact on their sense of belonging.

Consider inviting them to whole-team meetings, bringing them to team events, keeping them informed about any new projects or procedures and forwarding them company updates and newsletters. Take the time to have regular catch-ups and ask for feedback to show that you value their input. Your recruitment agency will also check in regularly with both you and the contractor to obtain and share impartial feedback to improve your working relationship.

Inclusivity is one of the most impactful elements of contractor management best practices, because contractors who feel connected to the organisation’s purpose are more likely to deliver strong results, stay engaged throughout the full contract length and represent your business positively in the market.

It’s a good idea to have strong team-building practices in place, which can help contractors and permanent employees connect on a more personal level and build relationships (a particularly valuable activity for those who will be working closely together on projects over an extended period).

Aim for consistent, low-key activities that allow everyone to be included, such as:

Regular team lunches or drinks
Virtual “pub quizzes” held over video
Team competitions and recognition
Informal meetings to encourage idea sharing

These simple practices help avoid “us vs them” dynamics and create a more unified, engaged team environment.

Build Teams that Allow People to Play to Their Strengths

To ensure contractors and permanent employees can work together harmoniously, it’s helpful to create an environment that allows everyone to use their strengths and add value to the organisation. After all, contractors are typically brought on to supply a specific skill set, and many of them choose to contract because they want to expose themselves to new projects and environments (in addition to maximising their earning potential). This means you have an opportunity to leverage their expertise to your advantage.

Where circumstances allow, try to be strategic about assembling project teams, selecting complementary skill sets from across the permanent and contract workforce, exploring relevant IT consulting options , and clearly allocating responsibilities to minimise conflict. This will not only ensure you have the best possible talent to drive the project, but will reinforce your culture by showing that you value the unique qualities and perspectives that different team members bring.

Managers have an important part to play in this. They should lead by example in encouraging everyone to recognise contractors as complementary to the team, as well as taking on the majority share of the onboarding and support necessary to bring them up to speed. A strong contractor onboarding process led by engaged managers significantly reduces delays, improves clarity and sets contractors up for success.

FAQ: Managing Contractors in Australia

1. What is the most important part of managing contractors effectively?

Clear expectations and strong communication. Setting clear timelines, deliverables, check-in points, and cultural expectations from day one helps contractors stay aligned with business priorities.

2. What should be included in a contractor onboarding process?

Access to systems, an overview of the company’s values, introductions to key team members, clarity on responsibilities and tools, and guidance on communication channels. A structured onboarding process supports faster productivity.

3. How do I ensure contractors feel included without blurring compliance boundaries?

Invite them to team meetings, share relevant updates and provide access to collaboration tools. You can include contractors socially and professionally without extending employee-only benefits.

4. How can I engage contractors in Australia long-term?

Offer consistent work when possible, provide feedback, recognise contributions and build strong relationships with your recruitment partner so you can re-engage top performers for future projects.

5. What are the benefits of prioritising culture fit when engaging contractors?

Improved collaboration, reduced onboarding time, and stronger motivation. Contractors who align with your values integrate faster and contribute more effectively to projects.

Closing Thoughts

It’s important to remember that each contractor is likely to experience the workplace differently, and there is no one-size-fits-all strategy for getting the best from these workers. But by actively identifying ways to make contractors feel valued and included in your team, you can help to bring out the full potential of your workforce whilst driving successes internally. Organisations that invest in managing contractors effectively typically see stronger project outcomes, improved retention throughout the contract duration, and greater continuity across long-term initiatives.

If you’re looking to add skilled IT contractors to your team, contact the tech recruitment specialists at Emanate Technology to find out about the high-calibre talent we place across Adelaide , Brisbane , Canberra and Melbourne .

Working with Emanate Technology (Everything You Need to Know)

Tue, 26 Aug 2025 03:00:50 GMT

Australia's tech workforce continues to grow , and even non-tech-related industries, such as mining and banking, have a high demand for these experts . So, in an era where almost every industry requires a tech professional, there's a need for tech recruitment specialists—like our team at Emanate.

As experts in supporting candidates and clients with tech-related recruitment needs, we understand precisely what businesses and employees are looking for, and we have the passion and expertise to make it happen.

Whether you're looking for a new career in tech or your business needs experienced professionals to support your operations, Emanate can help. Read on to find out how.

What we do at Emanate

Emanate Technology is an expert in recruitment for the technology industry. So, we help tech professionals find meaningful employment, and employers in the tech and related industries find the right people to work with them.

We understand the reputation some recruitment agencies have, and we are committed to doing better on behalf of the industry. Emanate operates with integrity and values , tailoring the process to the needs of our clients and candidates, and treating everyone as an individual.

Our recruitment experts span eight core specialisations, including Digital and Product , Infrastructure and Support , Technology Sales , and Cloud and DevOps . Although we can't code, we have a deep understanding of the industry and a passion for recruitment, which enables us to identify the best opportunities for our candidates and clients.

How the recruitment process works

Brand new to the world of recruitment agencies? The process is fairly simple. When you hire the team at Emanate Technology to help with your recruitment needs, here's what to expect:

Step 1: We get to know you

We pride ourselves on building genuine relationships with our clients and candidates, and that's where we'll start with you. By taking the time to get to know who you are and your expectations, we can better understand how to serve you. We strive to be the best technology recruitment agency, and we achieve it by truly knowing our clients and candidates.

Step 2: We help you find the best fit

From candidates looking for new opportunities to businesses with a specific skillset or position to fill, we help you find your ideal match. Using our screening processes and assessments, we find the best candidates for employers, and vice versa, taking into account factors like workplace culture , professional goals, and skills.

Step 3: We support the hiring process

The recruitment process can be hefty, so we handle the heavy lifting. Emanate coordinates interviews, assists with offers and negotiations regarding salary and other benefits, and organises onboarding. For temporary contracts, we'll also take care of payroll, tax, and superannuation requirements, as well as any other necessary arrangements.

Step 4: We continue to build our relationship with you

Once we help you successfully fill the role, we stay in touch with regular check-ins. You're now part of the Emanate Technology community, joining our growing network of professionals and businesses. And if you need our recruitment expertise in the future, we'll be ready.

Why our clients keep working with us

We pride ourselves on consistent and honest communication, and we're proactive, so you'll never have to chase us for an update. By digging deep and staying informed about the market we operate in, we gain a better understanding of our clients’ needs. But most importantly, we're incredibly easy to work with.

Here are a few things our clients had to say about working with Emanate Technology that demonstrate our standard:

"They were proactive in understanding the specific needs of the role to ensure that the most applicable candidates were put forward for consideration.”
“They were quick to respond to our requirements with excellent, quality candidates.
“Excellent communicators, thorough and organised, and made the process really easy.”

The best technology recruitment company isn't one that solely focuses on serving its clients. That's why we put just as much value into making our candidates happy as well.

Why our candidates love working with Emanate

Rather than treat you like a number, we take the time to get to know you and build a genuine, ongoing relationship to help you achieve your career goals. Starting at your very first enquiry with us, through to interview support and onboarding at your new job, we individualise the process for you.

Here's what some of our candidates said about working with us :

“They were awesome throughout the whole process and kept me up to date with everything.”
“They were proactive in offering assistance through every stage and gave me lots of good advice.”
“They helped wherever they could and were always pleasant to deal with.”

By taking the time to understand your abilities, expectations, and goals, we can help you find a position and employer that suits you.

What sets us apart from other recruitment agencies

Still unsure if we're the best IT recruitment agency for you? Emanate prides itself on doing things differently to create opportunities for our clients and candidates. Here's how:

Our well-established network and trusted relationships within the tech industry provide us with access to opportunities that others may not have.
As an industry-specific recruiter, we use our market expertise to connect you with the best opportunities.
Thorough, quality back office processes to support onboarding for permanent and contract roles.
A preference for building relationships, rather than making money. We take the time to get to know our clients and candidates.
We operate across all of Australia, with tech hubs located throughout the country. Not only are we on the ground in the places we service, but we also understand the nuances of the locations where we work.
We recognise the value of diversity and inclusion in hiring practices, specifically how they can benefit the tech industry.

Even better, we've got the proof to back up what we do. This year alone, we took home five awards and two national titles at the 2025 Sourcr Awards , including Agency of the Year and Recruiter of the Year in IT/Telecommunications. Why not see what we can do for you?

Your next opportunity awaits

Considering working with Emanate Technology? We'd love to hear from you. As an industry-specific recruiter, we strive to deliver the best service for our clients and candidates alike, and we're passionate about the market we work in. Speak to our team today to discover your next opportunity.

Emanate Technology 2025 Sourcr Recruitment Award Winners

Thu, 07 Aug 2025 03:28:13 GMT

Five Awards. One Team. A Big Win for Emanate Technology at the 2025 Sourcr Awards

At Emanate Technology, we see recruitment as more than just matching people to roles. It’s about trust, consistency, and building long-term relationships across the tech industry. We’re proud to share that this approach has been recognised in the 2025 Sourcr Awards, where Emanate received five major honours, including two national wins and three individual consultant awards.

These acknowledgements reflect something bigger than metrics or growth targets. They speak to how we show up for clients, how we advocate for our candidates, and how we uphold our values, especially in complex sectors like tech, digital, and government recruitment.

What We Won

Based on verified feedback from both clients and candidates over the past 12 months, we’re honoured to have received the following awards:

IT Agency of the Year: Australia
Best IT Agency: South Australia
IT Recruiter of the Year: Australia ( Mal Konfu )
Best IT Recruiter: NSW/ACT (Mal Konfu)
Best IT Recruiter: South Australia ( Regan Fathers )

We’re especially proud that these awards are grounded in genuine reviews, not applications, nominations, or internal industry voting. That’s what makes Sourcr unique, and what makes this recognition so meaningful.

Why These Awards Matter

The recruitment sector is filled with benchmarks. But the ones that matter most to us are the human ones. Every review that led to these awards came from someone we worked with: a hiring manager balancing business needs or a jobseeker navigating their next step. Each award represents dozens of conversations, decisions, adjustments, and commitments.

In our world, where timelines are tight, expectations are high, and sectors like government technology recruitment are always evolving, these moments compound into something powerful: trust.

These awards reflect how we partner with clients across:

They also reflect how we treat people. Not just as candidates, clients or hiring managers, but as humans. And that’s a value we’re proud to be known for.

Mal Konfu: IT Recruiter of the Year, Australia and NSW/ACT

Mal Konfu, based in our technology recruitment Canberra team, was awarded both IT Recruiter of the Year for Australia and Best IT Recruiter: NSW/ACT. That’s a remarkable achievement in any context, but especially so considering Mal is early in her recruitment career.

As a Talent Consultant specialising in Software Development, Data & Analytics, Mal works with clients and candidates across high-impact areas such as developer recruitment, analytics roles, BI, and data engineering. Her style is thoughtful, consistent, and quietly powerful. Her candidates trust her, and her clients know she delivers.

She also contributes generously to Emanate’s DEI Working Group, where she brings insight and commitment to inclusive workplace strategy . Her approach reflects future leadership qualities, rooted in professionalism, integrity, and care. These awards are a reflection of that work.

Regan Fathers: Best IT Recruiter, South Australia

In our technology recruitment Adelaide team, Regan Fathers took out Best IT Recruiter: South Australia. Regan works across Infrastructure, Cloud, and Support, areas that require clarity, technical literacy, and an eye for long-term team fit. His work spans everything from IT operations recruitment and network engineering to critical cloud support roles for public and private sector clients.

Regan is known internally and externally for his grounded, steady presence. He simplifies complexity for clients and supports candidates through big decisions with calm confidence. Like Mal, he is also an active member of our DEI Working Group and is valued for the thoughtful, constructive way he engages in shaping our inclusive hiring practices .

While Mal and Regan work in different states, their values align closely. They have both grown into their roles in ways that speak to their individual strengths and shared commitment to doing recruitment well and embracing the Emanate values at the core of everything we do.

Agency Wins Reflecting Collective Strength

While we’re proud of Mal and Regan’s success, the IT Agency of the Year: Australia and Best IT Agency: South Australia, wins are about more than individuals. These are collective achievements, won off the back of team effort, shared standards, and strong collaboration throughout Emanate’s front and back office.

They reflect how our teams work across all the key technical areas that service: Australian federal and state government departments, tech scale ups, large global IT vendors, professional & managed service consultancies, the financial sector and everything in between. They reflect our commitment to working with values and integrity.

We are structured to work in specialist verticals, but united in how we approach our work: with clarity, empathy, and commitment to quality in all aspects.

What’s Next in Technology Recruitment

We’re not taking these wins as a sign to slow down. The tech landscape continues to evolve, and we know that trust is something we earn continuously, not once a year.

But for now, we do want to acknowledge the people who made this possible.

To our clients and candidates: thank you. Your feedback shaped these awards, and more importantly, it shapes how we grow and improve.
To Mal and Regan: your achievements are deeply deserved.
To our entire Emanate team: these are your wins to own.

And finally, congratulations to the other outstanding agencies and individuals recognised this year. It’s encouraging to see high standards across our industry being celebrated. You can view the full list of 2025 Sourcr Award winners here .

Why Proactively Building a Professional Network (Still) Benefits Your Career

Fri, 01 Aug 2025 10:55:12 GMT

Navigating the complex and competitive market for tech jobs in Australia requires more than just an impressive CV or a slew of applications. Developing a strategy for building a robust professional network is just as important as your job application. In a time where employers are more selective about whom they hire, proactively cultivating your connections through platforms like LinkedIn and in-person can significantly enhance your job-hunting prospects.

Navigating the Tech Job Market in Australia

The tech job market can be highly competitive, even in the midst of skills shortages. Employers often receive countless applications for a single position, so having a strong professional network can give you more avenues to find new roles.

Connections within the industry can give you tips about job openings before they are publicly advertised. They can also provide you with recommendations and endorsements that can boost your credibility.

Further, networking can expose you to industry trends and advancements, keeping you informed and adaptable.

How to Use LinkedIn to Network for New Job Opportunities

LinkedIn and other online platforms are now a staple of job hunting, but there are savvy ways to make them work beyond just responding to job ads. Regularly engaging with posts, joining relevant groups, and participating in discussions can enhance your LinkedIn presence and highlight your expertise. These platforms also allow you to follow industry leaders and companies and keep you informed about the latest trends and job openings.

A key tip on how to use LinkedIn: Before you start engaging with people on the site, remember to update your profile to highlight your most recent work experience and qualifications.

In-Person Networking Opportunities

While online platforms are useful, in-person networking holds irreplaceable benefits. Attending industry conferences, workshops, and meetups allows you to build deeper, more meaningful connections. Face-to-face interactions can help you convey your passion and expertise in an authentic way. In-person events also give you the chance to participate in discussions, ask questions directly, and gain immediate feedback. This personal touch can make you more memorable to potential employers and collaborators.

Additionally, these events often feature guest speakers and panels, providing insights from industry leaders that can broaden your knowledge and perspective. Networking in person can also help you establish a local support system of peers.

Engaging in a mix of online and in-person networking opportunities is a solid approach to building a strong professional network.

Using Technology Recruitment Agencies

Technology recruitment agencies – like us – have deep connections within the tech industry. We often sponsor and host networking events that bring together employers and individuals from one or more industries or disciplines, creating a supportive environment for finding new job opportunities.

We can introduce you to future hiring managers, and even if a meeting doesn’t land you a role immediately, it may do so further down the track. Networking is a game of patience after all, so it helps to take the long view and aim for consistency.

Tips for Working with Recruiters

Be Clear About Your Goals – Clearly communicate your career goals and the types of connections you’re interested in making.

Stay Professional – Treat all interactions with recruiters as professional opportunities. This will help you leave a positive impression.

Be Responsive – Respond to their communications promptly. This will demonstrate your enthusiasm and reliability.

Connect, Engage, and Elevate Your Career with Emanate

In any type of job market, the importance of a well-cultivated professional network cannot be overstated.

Using platforms like LinkedIn to maintain connections can open doors to ICT jobs that may not be available through a traditional search. Establishing a relationship with a technology recruitment agency with a wide network in Australia will further enhance your job hunt, by expanding the network of employers you can reach.

Emanate Technology is pivotal to broadening your professional network and unlocking new career opportunities . By connecting with us, you gain access to a community of like-minded professionals, exclusive job listings , and expert advice tailored to your career aspirations. Take the next step in your professional growth – contact our team today!

Why Hiring for Culture Fit Is Important

Thu, 31 Jul 2025 01:10:57 GMT

Regardless of the industry or business you operate in, it’s the people who work there that make the biggest impact. So, it should come as no surprise that hiring a person who complements your company culture—aka a ‘culture fit’—is a wise decision.

But what does hiring for culture fit actually mean? And is it more important to have someone who aligns with your company’s values and working style, or someone who ticks the boxes in terms of skills and experience? As recruitment specialists, Emanate Technology has years of experience matching clients and candidates in the fast-paced tech industry, so we understand the importance of a cultural fit.

In this article, we explore why culture fit is important, what it means, and how you can hire someone who will complement your business, with expert insights from Emanate Technology’s Victoria Director, Jon-Paul Hoey .

What is culture fit? And what is it not?

In the past, you’d probably never find the word ‘culture’ on a job ad. These days, though, companies are realising more and more why culture fit matters. However, a culture fit isn’t someone who looks, thinks, and acts the same as everyone else on your team. Instead, it’s about finding someone who aligns with your values and behaviours, and adds a whole lot more, too.

“I prefer the term culture add, rather than culture fit,” Jon-Paul says. “Fit implies we’re looking for somebody to slot neatly into an existing mould, as if there’s only one right shape to complete the puzzle. As you know, culture isn’t static. It evolves.”

When companies hire a cultural match, the rewards are immediate. And they’re even greater when hiring for culture fit is balanced with a diverse team that’s passionate about its work. An inclusive team is 10 times more likely to innovate and 8 times more likely to be satisfied with their job , compared to non-inclusive teams. In tech, especially, the benefits are countless.

Why culture fit is important in the tech industry

Every business and industry can benefit from hiring for cultural fit, but it’s particularly valuable in the tech sector. “In technology, the industry itself and formations of teams evolve fast,” Jon-Paul says.

“Being open and adaptable are key indicators for success in candidates, but they must be complemented by what actually matters to the individual. So, I dig into their ability to shape a business as much as their skill set.”

In the world of tech, teams rely on collaboration, communication, and shared ownership. Unlike technical skills, these are hard to teach. When you add a good culture fit to your team, they bring their own skillset and an ability to:

Reduce turnover and improve retention
Boost productivity
Improve employee satisfaction
Reduce onboarding time

On the other hand, hiring only for cultural sameness can lead to problems. A lack of innovation, missed opportunities to build well-rounded teams, and overlooked skills. And with Australian businesses recently under the spotlight for exclusionary hiring practices, it’s more important than ever to consider all candidates.

How to hire for culture fit

The first step towards hiring for culture fit is understanding your company’s culture. After all, without knowing the cultural values that matter to you, you can’t find the right team members to bring them on board.

According to Jon-Paul, when businesses know who they are, they can begin to tell a genuine and compelling story about their culture. “Ask yourself: what are the behaviours that we reward and value? What are the non-negotiables, especially under pressure? And most importantly, what do we need more of?”

Typically, the interview stage is the best time to feel out whether a candidate is a good cultural fit. So, what are culture fit questions you can ask? Here are a few:

What kind of environment helps you do your best work?
How do you handle feedback or team conflict?
What does your ideal company culture look like?

You should also include information about your company’s culture and values in the job advertisement. To ensure you attract the best candidates, a recruitment partner can help with the process.

How your recruitment partner can help

At Emanate Technology, our expert recruiters know precisely how to assess candidates for culture fit. Our role is to find someone who complements your business, rather than copying what you already have.

“The main things I look for when bringing someone on as a culture fit are how they operate, what drives them, and how they interact with others,” Jon-Paul says. “The most important ones for me are self-awareness about their strengths and blind spots, a willingness to learn and evolve with the business, and whether they communicate openly. In technology, these traits are especially important.”

When you partner with us, we look beyond skills and qualifications to help you find candidates who align with your company’s mindset and values. You can utilise our insights and expertise to mitigate hiring bias, comprehend the nuances of hiring for the tech industry, and better understand your own company culture.

How can candidates assess culture fit?

Just as employers want to hire and retain the best people , candidates also want to ensure they’re working for an organisation that’s a solid culture fit. As a job seeker, you should feel empowered to assess companies to see whether their values align with yours. To do so, ask questions about:

Team dynamics
Work environments
Flexibility
Decision-making processes
Leadership style
Conflict resolution

Even if a role isn’t a good culture fit, it can help you figure out what you want from an employer and a workplace. So, it’s worth asking the questions to learn more about your own requirements.

Making culture fit a part of your hiring process

“Culture isn’t a line on your careers' page,” Jon-Paul says. “It’s how decisions are made, how businesses operate, how feedback is given, and how people behave. When you figure out the formula to hire for culture fit in a fair and inclusive way, your team and organisation will reap the rewards.”

Ready to add value to your team? Emanate Technology understands the nuances of tech recruitment, and we’ve been matching clients with their ideal candidates for years. Speak to our team today about how we can help you.

Melbourne Tech Hiring in FY25-26: “Precision Over Pace”

Mon, 30 Jun 2025 23:15:19 GMT

The Melbourne FY25-26 tech hiring landscape is sharper and more strategic than it has been in years.

Jon-Paul Hoey , Director at Emanate Technology in Melbourne, has worked across the tech recruitment space for close to a decade and says he has never seen a market quite like this. "Hiring may have slowed in volume," he notes, "but it has accelerated in intent." That sentiment is now widely echoed across businesses navigating the new rhythm of talent acquisition.

The Melbourne tech market bottomed out in mid-2024, SEEK data showed tech job ads were down by nearly 30% year on year, and applications surged as opportunities dried up. Businesses are moving away from headcount expansion and towards roles with measurable impact. AI, cyber security, cloud engineering and platform modernisation are leading the charge.

Job design has also evolved.

Principal-level individual contributors are being asked to stretch further, combining engineering depth with architectural oversight and delivery accountability. (From a government perspective, here's everything you need to know about working in government IT ).

Leadership hiring is making a return too.

But much of it is happening quietly. After several years of turbulence, many organisations are taking a discreet approach.

In parallel, the AI market has taken hold.

Although not without its growing pains. Demand for skilled ML engineers, AI developers and product managers is back, but so is the hype.

On the candidate side, the influence of generative AI is being felt in a different way. Hiring managers are seeing more CVs than ever that read well but feel oddly indistinct. GenAI tools have made it easier to write a polished application, but often at the expense of personality.

The lesson from all of this is clear.

The Victorian businesses that will thrive in 2025 and beyond are not scaling for the sake of it. They are solving problems with intent. They are building teams with clarity. And they are hiring people who bring value, not just skills.

As Jon-Paul puts it, the shift from passive to active hiring can happen overnight. But the companies winning right now are the ones who saw it coming and planned accordingly. Read Jon-Paul’s full assessment below

What Does a Recruitment Agency Do for Candidates?

Mon, 30 Jun 2025 04:18:36 GMT

The job market is tough, and for anyone entering it for the first time or seeking out a new opportunity, it can be downright overwhelming. Imagine, then, having support and guidance from someone with existing industry relationships and a genuine understanding of the employers and roles that best suit you. Well, you’ve just described a recruitment consultant.

So, what does a recruitment agency do for candidates? And how does it all work when you sign up with a consultant to help you look for a job? This guide answers all your questions and shows you the benefits to expect when you partner with Emanate Technology.

What is a recruitment agency?

Recruitment agencies are no new invention, and for decades, they’ve been helping people find work. Simply put, a recruitment agency and its recruiters (consultants) help people (candidates) find work with employers (clients).

Using our expertise and knowledge of the job market and specific industries, we work with both employers and potential employees to create the ideal match. So, whether you're seeking a permanent role or a temporary contract, have specific career goals in mind, or want to use your existing skills and expertise, we're here to make it happen.

With an estimated 2 million more people entering the workforce by 2033, the support and guidance of a recruitment agency can be invaluable. And as the job market only becomes more competitive , having your very own consultant on your side is a must.

What does a recruitment agency do: the process

So, what does a recruitment agency do for candidates? And what can you expect when you sign up with one? Although the process varies slightly between agencies and consultants, here’s a brief rundown of our process.

1. Initial contact

Some candidates apply directly to our job postings , and others reach out to us directly. Either way, one of our consultants will usually arrange a phone call to learn more about your experience, career goals and what you’re looking for in your next role. We’ll also have you send through your latest resume. Feeling unsure about your skills or still have questions? We can help with that, too.

2. Market insights

During our initial conversation, we typically provide you with insight into current market conditions, including the types of roles available, the industries that are hiring, and realistic expectations regarding salary and other conditions.

3. Job matching

Using our existing network of employers, organisations, job boards and industry connections, we match you with roles that suit your experience, goals and preferences.

4. Screening and interviews

Before you go forward for a role, we meet with you face-to-face, whether that’s in person or by a video call. We chat about expectations, provide support, and might verify your qualifications and security clearances . We also facilitate conversations with your potential employer to assess the role and cultural fit for both sides.

5. Reference checks

We'll then carry out reference checks with your previous employers to confirm your experience and performance.

6. Ongoing support

Once you're hired, we'll be there to manage the whole process, including start dates, salary negotiations, and any other requirements. If you're on a temporary contract, we'll also handle your payroll.

Our goal is to make your job search and new employment go as smoothly as possible for you and our clients. But that’s not the only perk to expect when you partner with Emanate.

The benefits of aligning with a recruitment agency

In today’s job market, venturing out to find a new role on your own can feel overwhelming. But it doesn’t have to be. You can expect these benefits when you get help from a recruitment agency like Emanate Technology.

Our help and support is always free

We’re here to help our candidates find work, and we don’t charge you for it. For employees like yourself, our services are 100% free, including support with your resume, interview, and matching you with suitable employers and roles.

Use our job market and industry knowledge

“We pride ourselves on our inch-wide mile-deep knowledge of our vertical markets,” says Emanate Technology’s Managing Director, Rob Millington. “Being dedicated specialists gives us an unequalled industry purview and expertise that can be invaluable for candidates”. We're experts in each tech specialisation like cloud and devops recruitment , through to project services recruitment .

In addition to this, you can also access our free and helpful tools, like the Permanent Salary Tool and Contractor Calculator .

Gain access to industry connections and relationships

Emanate has a broad reach across most industries and sectors, including technology, which gives our candidates unique opportunities. "We develop and direct relationships with hiring managers and decision-makers, so we're working as truly invested long-term partners," Rob says. Working with us, you'll also gain access to these partnerships.

They match you with your ideal employer

A recruitment consultant knows how to match candidates and clients that are right for each other. Your consultant works with you to understand your skills, experience, and expectations to find opportunities that suit you best.

Receive guidance and support through your job search

From the moment you send through your resume to checking in to see how you’re settling into your new role, you’ll have your recruitment agency by your side. And that can make the nerves and stress that come with job hunting and new employment a whole lot easier to manage.

They advocate for you with new employers

You know your worth, but sometimes it can feel uncomfortable selling yourself to a new employer. Thankfully, it’s what we love to do. Partnering with a recruitment agency like Emanate Technology means we’ll advocate for you, help you earn what you’re worth, and find a role you deserve.

Your secret weapon in today’s job market

Navigating the job market is challenging enough, so why not let Emanate Technology lend a hand? Our recruitment experts are here to understand you and your professional goals so you can find a role that ticks all your boxes. Reach out to our team today .

How to Ask About Hybrid Working in a Job Interview?

Tue, 17 Jun 2025 10:24:46 GMT

Are you keen to avoid returning to the office full-time but not sure about going fully remote? A hybrid working arrangement could be a great option for you – and they’re becoming increasingly popular.

A recent study of Australian workers found that 44% of people are now doing some form of hybrid work. In the tech space, some of the world’s biggest names have moved in the same direction. Atlassian announced its global workforce of 7,500 can work wherever they please , as part of its Team Anywhere policy. Google CEO Sundar Pichai has also signalled a pivot to hybrid work , with employees now expected to work in the office just three days per week.

But a hybrid working arrangement isn’t exactly guaranteed for each role. So, when you’re job hunting, how do you find out if hybrid work is an option?

Do Some Research

The idea of permanently avoiding the Monday commute might be tempting, but the first thing to do is realistically assess how much of your job can be done remotely in the long term.

Some technology roles will retain a core component of onsite work, including those in cloud and network administration and cybersecurity. While hybrid is still possible for these positions, you may have less choice about when you get to work from home.

Take note of which jobs are advertised as hybrid roles in your speciality – what common characteristics do you see? How many job ads mention the specific work arrangements available, e.g., fully remote, hybrid or onsite only?

When you’ve lined up a job interview, be prepared beforehand by reading through the company’s website and searching for employee reviews on job sites and social media platforms.

It’s also wise to consider an employer’s point of view – how viable would it be for a particular company to manage you in a hybrid role? Consider factors such as service delivery, team collaboration and compliance.

Know That You Can Make it Work

Before you raise the topic of hybrid work in a job interview, consider the overall benefits a hybrid arrangement could make to the business –not just how convenient it will be for you.

Wanting more work/life balance is a perfectly valid reason. Research shows people perform better in their roles when they can balance their personal life with the demands of working life. But you will make an even stronger case if you can demonstrate with data how well you will perform in a hybrid or remote environment.

Like many technology professionals, you’re likely to already have experience with working remotely, so you could reflect on what you’ve achieved while working away from the office. Perhaps you raised the bar on a certain metric, smashed a revenue target, successfully launched a new product or made a breakthrough on a complex data project. Note your accomplishments so you can show employers you have the proven ability to work remotely. If a Hiring Manager asks you about your own hybrid work preferences first, being armed with proof of your performance is also useful.

Specific Questions to Ask in the Job Interview

Most Hiring Managers generally finish job interviews by asking the candidate if they have any questions of their own. This is your chance, and a tip is to ask open-ended questions to gauge the employer’s attitude to alternative working arrangements.

To begin with, you could ask the Hiring Manager about how the company has managed or is managing the return to the office. Asking this can help uncover important details about the company’s current approach.

For a clearer answer about where they stand on the issue, ask questions like, ‘How do you view hybrid work?’ or ‘What is your policy on remote work?’. You could also ask what types of roles are allowed to be hybrid at the current time.

Be prepared to find a cue earlier in the conversation where you can mention how you’ve successfully worked in a remote or hybrid position. For example, you could say, ‘I found I achieved a lot more while working from home as I had more focus. What is your company’s position on hybrid work?’

Do avoid presenting your questions as a demand – instead, treat the issue as one you’ll likely have to negotiate. It’s also best to avoid bringing up the subject of hybrid work too early in the conversation. If you progress to a second interview, you will have more leeway to openly discuss the subject and negotiate a trial period of hybrid working.

Summary

Hybrid work is here to stay for many companies, so there are ample opportunities to enjoy the best of both worlds with a combination of working remotely and going to the office.

While more employers are open to offering hybrid roles, it’s best to explore this question without making it sound like a demand or expectation. Be armed with data to show you can make it work.

Knowing the job market and how hybrid work can fit within a job’s requirements will help you approach this conversation with employers effectively. Working with a recruitment agency can give you the ultimate advantage in your search for a hybrid role. Recruiters have insider knowledge of how employers operate and can help you find a position with the flexibility you want.

At Emanate Technology, our team of technology and digital recruitment specialists are experts in connecting IT professionals with the best employers and hybrid tech jobs in Australia. To find out more about how we can help you, get in touch with our teams in Adelaide, Brisbane, Canberra or Melbourne.

EOFY Budget Planning: Tips to Maximise Your Recruitment Budget

Fri, 09 May 2025 00:36:48 GMT

With many companies feeling the financial pinch these days, the recruitment budget is often one of the first to be tightened. However, without good people at the helm, your business lacks the capacity to function and improve, putting it in a tricky position.

Thankfully, with careful planning, you can stretch your recruitment budget further. And with the end of the financial year (EOFY) approaching, it’s the ideal time to strengthen your case for hiring for those much-needed roles.

Emanate Technology works closely with businesses to ensure their recruitment planning is efficient and future-focused. In this article, we’ll walk through practical ways to maximise your hiring allocation and how to strengthen your case for the talent your business needs to thrive.

Why EOFY is the Best Time to Assess Your Recruitment Budget

In addition to serving as a financial checkpoint for your business, the EOFY is a critical time for organisational planning. More specifically, it’s the ideal time to assess your teams to determine where you’re under-resourced or if a new capability is needed.

In 2024, 28% of employers recruited for new positions , indicating that quality candidates are in high demand. So, pre-planning your recruitment budget for the year ahead is essential for both permanent and temporary staff. Doing it ahead of the new year can save you money and time.

When hiring permanent employees, you want to be sure you’ve secured the right long-term skill sets that align with your business goals and initiatives. Likewise, having the recruitment budget available for temporary and contract staff means you can prepare for busy periods or when project demand spikes, rather than only hiring reactively.

Curious how to maximise your allocation for hiring the right people and roles? With EOFY planning in Australia just around the corner, the time to learn is now.

Common Roadblocks to a Bigger Recruitment Budget

Although a necessity for any business, it can sometimes be a struggle to know how to justify recruitment budget or how to ask for more budget. Even with a valid request, it’s how you present your hiring case that impacts your chance of approval. At Emanate Technology, these are some common missteps we see businesses make.

No Data to Back Up Hiring Requests

Go beyond the fact that you need to fill this role, and provide more information to solidify your case. Why do you need to fill it? What costs does the business incur if it remains unfilled? And what outcomes can this employee help drive? Use data from salary benchmarks , market insights, and internal performance to bolster your case, and let the facts speak for themselves.

Lack of Alignment With the Business’s Goals

Determine the business goals this employee or role will directly contribute to, and mention them in your request. What roles do you need to fill, not want to fill (for example, cyber security jobs )? Be specific, including revenue goals, customer outcomes, or compliance obligations that they can help achieve.

Unclear Role Definition

To the people assessing your request for a bigger recruitment budget, a lack of clarity about the role’s purpose or what it entails is the quickest way to have it denied. Clarify this employee’s responsibilities and daily tasks, as well as the direct achievements they can help the business with.

No Value for Money Proposition

Like any solid business case, you should be able to demonstrate the value for money that this position will deliver. And specifically, why is planning to increase your recruitment budget at EOFY going to save you money down the line?

Underestimating the Value of a Recruitment Partner

Emanate Technology supports our clients by providing labour market insights, candidate profiles, and expert advice that help you demonstrate the true value of a hire. If your goal is to hire efficiently and within budget, we can tailor our approach to suit, including engaging tech consulting where additional strategic support is needed.

Tips to Stretch Your Hiring Budget Further

As the end of financial year HR planning approaches, you need a strategy in place to optimise your hiring budget. Emanate’s experience in recruiting for the technology sector means we understand the nuances of contract and permanent hiring, including how to stretch your allocation while placing the right people into the right roles.

Here’s how we can help:

Provide up-to-date salary and market data that informs your budget and helps you plan ahead accurately.
Help you determine the positions that increase revenue, support innovation, or improve customer outcomes, and focus on hiring for these roles.
Articulate the business value of each hire, using our expert insights into recruitment and the tech sector.
Support a flexible workforce, including a balance of permanent and temporary staff, so you’re only employing the roles you need, when you need them.
Optimise the recruitment process to save your business time, reduce costs, and help you hire the best people for the role. With Australian employment set to increase by over 6% in the next five years , we can help you source those in-demand candidates who tick all your boxes.

EOFY is much more than a tax deadline; it's a chance to plan your workforce, cut costs, and set your team up for a year of success. With a few simple strategies to stretch your recruitment budget further, you'll have all the resources you need to reach your business goals.

Plan on Expanding in the New Financial Year?

Get in touch with the Emanate Technology team today and discover how we can help you plan smarter and hire better.

Understanding Security Clearances in Australia

Wed, 23 Apr 2025 01:34:56 GMT

Securing a role within the Australian government is a career goal for many tech professionals. However, as government agencies often deal with classified resources and information, their employees must adhere to security requirements and operate with integrity. A government security clearance is the most effective way to demonstrate your commitment and integrity as an employee, and give you access where required.

If you’re considering a government role, understanding the basics of security clearances and how to apply for one is essential. This article answers commonly asked questions about security clearances in Australia and the application process, taking you one step closer to your dream public sector role. For more detailed information and career support, visit our comprehensive guide to security clearances .

What is a security clearance and why do I need one?

A security clearance, or vetting, is an official status granted to individuals working with the Australian government and other private entities. After completing a thorough assessment, your clearance permits you to access classified information and resources that might be part of your job.

The Australian Government Security Vetting Agency (AGSVA) is responsible for conducting security clearance assessments for federal, state and territory agencies. Depending on your public sector position and the agency you work for, there are specific levels of security clearances available.

The AGSVA performs security clearances to ensure that employees demonstrate integrity, honesty, maturity, resilience, and loyalty. It also solidifies your commitment to adhering to any security requirements of the role and protecting the department or agency you work for. For any agency dealing with sensitive or classified information, it’s an essential checkpoint that all employees must pass.

Which roles require a security clearance?

Not all public sector roles require a security clearance, so it’s best to confirm these requirements in job postings and position descriptions before you apply. If a role requires clearance, this stipulation applies to all employees, including those directly employed by the government and others employed by consulting organisations and recruitment agencies.

To assist our candidates and simplify the recruitment process, Emanate Technology will always specify in our job listings if an active security clearance is required and at what level. If you’re unsure, our expert recruiters are always here to help.

The different levels of security clearances in Australia

There are four categories of security clearances in Australia, depending on the requirements of your role and the agency you work in. Each clearance category dictates the level of information and resources you’re permitted to access, ranging from Protected to Top Secret. They include:

● Baseline Clearance: Ongoing access to classified resources up to and including ‘Protected’.

● Negative Vetting 1 (NV1 clearance): Ongoing access to classified resources up to and including ‘Secret’. It can also grant you temporary access to ‘Top Secret’ classified resources in some circumstances.

● Negative Vetting 2 (NV2 clearance): Ongoing access to classified resources up to and including ‘Top Secret’.

● Positive Vetting (PV): Ongoing access to classified resources up to and including ‘Top Secret’, including some caveated resources.

How to get a security clearance in Australia

Considering applying for a government role but want to have your security clearance ready first? Unfortunately, it’s not that simple. To apply, you’ll need the Australian federal, state or territory government agency you plan on working for to sponsor your application, or have an active AGSVA clearance already. Here’s what’s involved:

1. Get sponsorship

As individuals can’t apply for clearance, you’ll need the agency you plan to work for to sponsor your application. They will then put you in contact with a security officer to start the process.

2. Complete the security package

Your department’s security officer will send you the relevant information and requests in a security package. You’ll be expected to submit an online security questionnaire through AGSVA and provide supporting documents such as ID and employment history. According to AGSVA, 50% of packages contain errors that hold up the process, so take your time to complete this thoroughly.

3. Undergo background checks

Depending on the clearance level you’re applying for, the complexity of the checks will vary. Usually, though, they include financial background, references, police searches, and psychometric testing, among others.

4. Receive your clearance

After AGSVA reviews your information and deems you suitable, your security clearance will be granted.

5. Maintain and renew your clearance

To stay up-to-date, you’ll need to revalidate and renew your security clearance after a specific time. The validity of a clearance depends on its level, including up to 15 years for baseline clearance and 10 years for NV1 clearance.

FAQs about government security clearances

Attaining a security clearance can seem like a tricky process at first, but armed with the proper knowledge, it’s a lot simpler to navigate. As experienced and trusted recruiters for the Australian government, Emanate Technology has answers to some commonly asked questions.

What do you need to be eligible for clearance?

To begin the security clearance assessment process and be eligible for clearance, you must be an Australian citizen. Applicants must also have a checkable background that allows assessors to access enough of their history and information to judge their character and experience.

What’s the waiting period for my security clearance?

Many factors can influence how long it takes to approve your government security clearance, including the clearance level, how long it took to complete your application, the availability of referees, and additional information required. Typically, a baseline clearance takes up to 20 business days, and a positive vetting takes up to 180 business days.

How much does it cost to apply?

If you’re applying for a role that requires a security clearance, the agency sponsoring your application is responsible for paying the fees, so there’s no cost to you. The fees range from $800 to $15,000, depending on the clearance level and whether you’re applying for an upgrade, renewal, or cancellation. Once you have your clearance, there’s no ongoing fee to maintain it.

Where can I find more information on security clearances in Australia?

AGSVA’s Security Clearance Applicant Guide Book is a free, online resource that answers any questions you might have about the process. Their official website also features helpful information for clearance holders and applicants, and provides access to the myClearance portal. If you're partnering with a recruitment agency , you can also chat to your consultant.

What’s the difference between NV1 and NV2 security clearance?

An NV1 clearance permits employees ongoing access up to Secret, and, in some cases, temporary access to Top Secret classified resources. An NV2 clearance, on the other hand, permits ongoing access up to and including Top Secret resources.

Helping you secure your next role

Interested in pursuing a government role in tech but still have questions about security clearances? Emanate Technology can assist. With years of experience helping our candidates find government roles to suit their expertise, we can support you through the process. Contact our recruitment experts today . For more detailed information on security clearances, check out our expert guide to security clearances .

How to Write a Stand-Out Tech CV (With AI Prompts & Examples)

Wed, 29 Jan 2025 09:06:55 GMT

The demand for technology specialists in Australia is high with the tech workforce surpassing one million in 2024, with a massive 60% growth since 2014 ( source ). But with this growth comes fierce competition. To stand out in the market, you need to know how to write a CV to stand out from the others and land the best job opportunities .

We’re technology recruitment experts and have been ingrained in the Australian tech market since 2016, so we know a thing or two about tech resumes. We’re going to share with you the best way to structure your CV, as well as AI prompts you can use to help write the content. And at the end of this article, we share a downloadable, free resume template, designed specifically for the IT industry.

But First, What is a Tech Resume?

Before we give a breakdown of how to write a tech resume, let’s define what sets it apart. In the tech market, it’s not just about what you know, but how you apply that knowledge. A tech resume needs to go beyond the standard list of jobs and duties format. Here’s why:

Tech is Results-Oriented: We’re not just coding for fun (though that’s a bonus!). Tech is about solving problems, building solutions, and making an impact. Your resume needs to showcase those achievements, using metrics whenever possible. Like: “Increased website traffic by 20%,” or “Reduced server downtime by 15%.”
Skills are Essential: The tech industry is changing rapidly. New languages, frameworks, and tools emerge constantly. Your resume needs to highlight your knowledge of these skills, making it easy for recruiters to see you have the right tech stack for the job.
Projects Speak Louder Than Words: In tech, we love to build! Whether it’s a personal project, an open-source contribution, or a complex work project, these experiences demonstrate your abilities and passion.

Want to stand out from the crowd and land that dream tech job with the salary you deserve? You need a CV that screams ‘hire me!’ Whether you’re aiming for a pay rise in your current role or looking to make a strategic career move, a great CV is your secret weapon.

So, let’s get started.

Structure: Building a Solid Foundation

You need a resume that suits the job role you are applying for. It must be straightforward, backed with evidence, and easy to read. Even if you have all the skills for the role, if your resume isn’t in the right format, you will probably end up in the recruiter’s “no” pile.

Here’s how to structure your tech resume:

1. Start with a Professional Introduction: Your introductory profile is your first impression. It should be about 1-3 sentences and concisely showcase how you’re suited to the role. Focus on your core experience and strengths, and tailor it to the specific role you’re targeting.

For Example: “Highly motivated and results-driven Cloud Engineer with 10+ years of experience designing, implementing, and managing cloud solutions for large-scale enterprises.”

To help write your professional summary, try this AI prompt:

Copy this: Write a concise and impactful CV professional summary for a [insert desired role, e.g., Senior Software Engineer] with [insert number] years of experience in [insert relevant industry].

2. Showcase Your Skills: In some other industries, it’s not necessary to include a “shopping list” of skills, but in the tech industry, it’s a great place to showcase your proficiencies and suitability for the role.

For Example: “Proficient in Java, C++, and Python. Extensive experience with AWS, Azure, and GCP cloud platforms. Strong expertise in DevOps and CI/CD pipelines.”

3. Highlight Your Achievements: Careful, this is where most applicants go wrong! As a highlight, or just In your experience section, ensure to detail the contributions you made such as process improvements or successful projects. The key here is to quantify the results to provide context to the hiring manager.

Example: “Led the development and implementation of a new cloud-based infrastructure, resulting in a 20% reduction in operational costs and a 30% improvement in system performance.”

Pro Tip: Avoid the temptation to simply copy and paste from your job descriptions. Instead, focus on your unique contributions and the impact you made.

Need inspiration to articulate your achievements? Try this AI prompt:

Copy this: Generate 3 impactful bullet points for my CV describing my achievements as a [previous role] where I [briefly describe a key accomplishment].

Tailor Your Resume for the Role

Now don’t hit “submit” yet, take the time to customise your CV for the specific role you’re applying for. Consider the job description, skills, and requirements and ensure your resume is aligned with what they’re looking for. Remember, recruiters are looking for solutions to their problems. Position yourself as that solution by showcasing how your skills and experience align with their needs.

Need help tailoring your CV? Use this AI prompt to reword your bullet points to align with the role:

Copy this: Rephrase this CV bullet point to emphasise [key skills/keywords from the job description]: [Insert your current bullet point].

You can highlight your strengths by explaining how you have used your skills in past and current projects. Providing real-life examples and concrete results will give your resume the best chance of standing out.

For example, saying “Within six months increased the software development team’s throughput by 70%,” is going to be a lot more effective on a CV than simply saying “Demonstrated strong time-management and problem-solving skills.”

CV Formatting Best Practices

Now that the basics are covered, let’s take a look at what makes a great CV format. There are several best practices to follow to ensure that your resume passes Applicant Tracking Systems (ATS).

Font Choice: Stick to professional and easy-to-read fonts like Arial, Calibri, or Times New Roman in a size between 10 and 12 points.
Spacing: Use consistent spacing and clear headings to guide the reader’s eye.
Visual Hierarchy: Use bolding, italics, and bullet points strategically to highlight key information.
ATS-Friendly Formatting: Keep it simple. We recommend a Word or Google document with a simple layout. Avoid excessive tables, columns, or images, as these can confuse the ATS.

For a deeper dive into ATS optimisation, JobScan provides a comprehensive guide .

ATS Keywords for a Tech Resume

To be ATS-friendly, you must incorporate relevant keywords that recruiters and ATS systems are looking for. Here are some in-demand tech skills and keywords you can include on your resume:

Programming Languages: Python, Java, JavaScript, C++, C#, SQL, Go, Swift, Kotlin
Cloud Computing: AWS, Azure, GCP, Cloud Security, DevOps
Data Science & Analytics: Machine Learning, Data Analysis, Data Visualisation, Big Data, SQL, R, Python
Cybersecurity: Network Security, Ethical Hacking, Penetration Testing, Security Auditing, Incident Response
Software Development: Agile, Scrum, DevOps, CI/CD, Testing, Debugging

Read our article for a deeper dive into the most in-demand skill sets in the tech market .

You could also use AI to help to generate keywords related to your role:

Copy this: Generate a list of 20 keywords for a [your target role] resume in Australia.

Copy this: Generate a list of 20 ATS-optimised keywords for this job: [copy/paste job description].

Technical skills are essential but don’t underestimate the power of soft skills. In today’s collaborative tech environment, employers seek candidates who can communicate effectively, work in teams, and solve problems creatively.

Showcase your soft skills by providing concrete examples of how you’ve demonstrated leadership, communication, or problem-solving, for example, in your previous roles.

Need help showcasing your soft skills? Try this prompt:

Copy this: Give me 3 examples of how to demonstrate [soft skill, e.g., leadership] on a CV using the STAR method (Situation, Task, Action, Result).

It’s Not All About IT

When writing a tech CV, it is essential to remember that in today’s market, recruiters and hiring managers are looking for candidates who can demonstrate more than just technical expertise. Highlighting soft skills is increasingly important for tech candidates wanting their CVs to stand out, particularly when applying for management roles.

Provide definite examples of times when you engaged in stakeholder management, demonstrated strong leadership skills or used problem-solving to fix a difficult workplace situation. Additionally, a bit of enthusiasm goes a long way in a job application, so don’t forget to highlight your passion for tech by noting any relevant hobbies, personal projects or professional development you have pursued outside of work.

For example, instead of just saying ‘strong communication skills,’ demonstrate it: ‘Led cross-functional team meetings to successfully deliver project X on time and under budget, effectively communicating technical details to both technical and non-technical stakeholders.’

Your Tech Resume Final Checklist

Use this checklist to review your resume before submitting any tech role application:

Proofread meticulously for any errors.
Use a professional and consistent format.
Tailor your CV to each job application.
Highlight your achievements and quantify your results.
Showcase your soft skills alongside your technical expertise.

Free Resume Template

Your CV is your first and most significant opportunity to make a lasting impression on a prospective employer. By following our tips for writing a tech CV, you are sure to create an exceptional resume that stands out from other applicants and increases the likelihood you will progress in the hiring process.

Want expert guidance on crafting the perfect tech CV? Download our free CV template and contact Emanate Technology today for a free consultation with our experienced tech recruiters. We’re here to help you land your dream role!

How to Appropriately Ask for a Pay Increase? Your Recruitment Questions Answered

Wed, 18 Dec 2024 10:33:41 GMT

Asking for a pay rise can be an intimidating process for some, however, it’s an appropriate step in progressing your career. We often get the questions: ‘How do I go about asking for a pay raise?’ and ‘When should I bring it up?’. This guide will prepare you for the discussion by enabling you to present a powerfully structured argument to your manager. We will cover researching the relevant market and communicating your value to your employer in 2025 and beyond.

To gain all the insights from navigating this conversation, we’ve also included expert advice from Eleanor Carter , our Senior Consultant (Project Services) in South Australia.

How to Prepare

Proper preparation is important for a successful salary negotiation. Before approaching your manager, you should understand your current market value and build a strong case for your request.

Begin with extensive market research. Market research is usually conducted in the marketing industry as a way of finding valuable insights into customers, competitors, and products or services ( source ). However, in this instance, you will be identifying the right pay increase with the help of various online salary resources such as Glassdoor, Indeed, or Emanate Technology to determine the market rate for professionals with experience and skills similar to you (and in your location).

In addition to market research, carefully look at your past performance. Here are 5 tips, to get you started, on how to show value to your employer . Make note of your key achievements, results, and contributions to the company’s success. Try and get as much quantifiable data as possible- you should be able to back up why you deserve a pay rise. This could include exceeding sales targets, streamlining processes, improving customer satisfaction, or successfully launching new projects on time and within budget.

It’s also important to assess and consider the company’s overall financial health to identify the right time to ask. According to Eleanor, an annual pay rise is reasonable so long as you are, “mindful of business conditions when you do have that conversation. No one wants to be that person who asks for a pay rise if the business is struggling. Look at the bigger picture, if you plan to stay long-term and always be realistic in what you expect.” Review company results, industry news, and the financial landscape to understand the company’s current standing; and its ability to give you a rise and have growth in the long term.

By conducting thorough research on your market value, documenting your achievements, and understanding the company’s financial position, you’re ready for the pay rise conversation.

The Conversation

So, how do you go about asking for a pay rise? Eleanor explains how to start the process, “book in some time with your management, make a clear list of accomplishments and how you have been successfully delivering and creating a positive impact for the business.”

Timing is crucial when it comes to this type of discussion with your manager. Choose a time when your manager is likely to be receptive and able to give your request the attention it deserves. Avoid bringing up the topic during a busy period or during a time of high stress within the company. Eleanor shares, “I tend to find there are a few really good times to ask for a pay rise. After the delivery of a successful project – this is the perfect opportunity as you have shown your capabilities and value to the business”.

Schedule this meeting at a time that is convenient for both you and your manager. Alternatively, you could wait until your next performance review. “You have the opportunity to discuss a potential increase in a timeframe where your manager can see your positive impact on the business and your achievements,” Eleanor suggests.

Careful preparation is essential for a successful meeting. Consider creating a concise presentation with key data points and quantifiable achievements that demonstrate your value to the company. This could include specific examples of your contributions, such as increased sales, improved efficiency, cost savings, or successful project completions. Support your claims with data, such as performance reviews, client feedback, and industry benchmarks. Also considering researching current salary data (learn more about current Australian technology salaries). In the meeting, Eleanor says to “ask the question, state your case and allow the business to take the time to think about this. Be mindful that you may not get what you ask for, be prepared that it may be rejected.” Be mindful that some salary increases may be beyond your employer’s control and if you’re unable to secure the pay rise you want, remember to stay professional and calm.

If you’re working with a Recruiter, you can always ask them for help. As Eleanor mentions, “As a recruiter, we can help you with your pay rise request by coaching and mentoring you through the process. We can give you an impartial ear on how you structure your conversation around your raise, and the confidence to act. We can also offer hints and tips to sway the negotiation to a win/win.”

After the Meeting

After the meeting, it is important to put verbal agreements into writing, if any, these should be regarding your pay raise, including the amount, effective date, and any other relevant terms and conditions. Documenting the agreed-upon terms in writing, such as through a follow-up email, provides a clear record and ensures no misunderstandings moving forward.

What Next?

Negotiating a pay raise may seem intimidating but if you do your homework, you can approach your salary negotiation confidently and ask for what you deserve. Remember that every case is different and to remain adaptable to whatever the outcome may be.

If you have any questions about your career, reach out to our friendly team today .

A Partnership for the Lifetime of Your Career: The Value of Working with a Technology Recruitment Agency

Wed, 04 Dec 2024 08:21:48 GMT

A career is not just a series of jobs—it’s a journey, full of growth, transitions, and new opportunities. One of the most powerful ways to ensure you navigate this journey successfully is by building a long-term partnership with a technology recruitment agency. Unlike a one-off interaction, working with an agency can evolve into an ongoing relationship that supports you throughout your entire career, from your first job to your next big leap.

A good IT recruitment agency is not just there to help you land your next role; they’re invested in your long-term success. They take the time to get to know you, understand your career aspirations, and offer advice and insights to help you make informed decisions as you progress through different stages of your professional life. Whether you’re exploring new opportunities, seeking career growth, or managing a transition, having a trusted recruitment partner means you always have an expert in your corner—someone who can help you navigate the complexities of the job market and position you for success.

Moreover, agencies with strong industry connections can open doors to opportunities that might not be accessible through traditional job searches. Their deep understanding of tech market trends, salary benchmarks, and role expectations helps you make strategic decisions that align with your long-term goals. With a recruiter by your side, you don’t just have an advocate for today—you have a partner for the entirety of your career, helping you make the right moves at every stage.

Building this kind of relationship is valuable because it ensures you’re not just another candidate—they become a trusted ally, helping you evolve, grow, and thrive in your career over the long haul.

To illustrate this, we interviewed Emanate candidates Laila and Alenka who have shared their own recruitment journeys and have added their insights to my own.

Why Applying for a Tech Job on Your Own Is Different (and Harder)

Navigating the job search independently often feels like entering a maze without a map. When applying for a role on your own, you’re left to rely solely on your résumé, which only tells part of the story. While it highlights technical skills, it often falls short in showcasing soft skills, personality, and the unique qualities that set you apart.

Emanate candidate Laila shares, “When you apply for a role on your own, you’re essentially going in blind. You’re left to navigate the process with just your résumé, which only tells part of the story. This is where a recruitment agency adds real value. A good recruiter can market you from a neutral standpoint, promoting not just your qualifications but also the intangible qualities that make you a great fit for the team.”

Recruiters also provide access to opportunities that may not be publicly advertised. As Emanate Candidate Alenka notes, “They can provide insights into company culture and help tailor applications to meet specific requirements. The level of advocacy and guidance provided by recruiters ultimately enhances my chances of finding the right fit and ensuring companies understand my worth as an employee.”

This ability to advocate for candidates and bridge the gap between their skills and a company’s needs is what sets recruitment agencies apart.

How a Recruitment Partner Can Add Value to Your Career Journey

The right recruiter becomes more than a connector—they’re your career partner. Laila reflects on her journey, saying, “When I made the decision to transition into a new career, partnering with a recruiter proved to be one of the most valuable steps I took. My recruiter, Heidi, played a pivotal role in helping me secure the position I wanted by first taking the time to understand my skills, soft qualities, and career aspirations.”

Alenka highlights the same sentiment: “Partnering with a recruiter has been instrumental in my career journey. They not only provided me with exclusive opportunities but also offered invaluable insights into industry trends and expectations.”

Recruiters also act as advocates, providing honest feedback, preparing you for interviews, and ensuring your profile is presented holistically. Their guidance throughout the hiring process can make the difference between simply applying and actually landing the role.

What Sets a Recruitment Agency Apart: The Key Factors

What makes a great recruitment agency? Laila identifies honest feedback, strong connections, and a seamless recruitment process as critical. She says, “In my case, I transitioned to a new career, and Emanate assisted me in breaking into the market by promoting me honestly and having the right connections. Their honest feedback and market knowledge ensured I positioned myself correctly.”

Alenka values the personalised approach, saying, “My relationship with Emanate has been incredibly enriching. They took the time to understand my aspirations and skill set, allowing them to match me with roles that align with my goals.”

Both perspectives underscore the importance of working with an agency that prioritises your growth and takes a long-term view of your career. When it comes to advancing your career, choosing the right tech recruiter is just as important as choosing the right job. But with so many tech agencies and recruiters out there, how do you pick the best one to partner with?

Here are some key factors to consider when choosing a recruiter who will best support your career goals:

Specialisation and Industry Knowledge

Partner with a tech recruiter who specialises in your field or industry. They will have a deeper understanding of the job market, in-demand skills, and the types of companies that are hiring. Their industry knowledge will allow them to present you with more relevant opportunities and provide insights into the types of roles and companies that align with your experience and goals and also position you correctly in regards to the market rate for that role.

Reputation and Track Record

Reputation speaks volumes about the quality of service your recruiter provides. A reputable recruiter will have strong relationships with both clients and candidates, which means they’re more likely to understand your needs and advocate for you effectively. Research online reviews, ask for recommendations from peers, and check the recruiter’s social media presence to get a sense of their reputation in the market. Sourcr , the “Google Review” platform for recruitment showcases feedback on both the tech recruiter you’re looking to partner with and the agency they work for, like Emanate Technology’s page . Industry awards linked to the agency will be visible on the recruiters profile also.

The ”Care Factor”

You want to work with a tech recruiter who takes the time to understand you—not just your qualifications, but your career aspirations, values, and preferences. You should feel like the recruiter actually cares about you. The best recruiters build a personal connection with their candidates and invest time in learning about their motivations and long-term goals. Assess how well they listen to you and whether they ask thoughtful questions – communication should feel open, honest, and respectful, with regular updates on the status of your applications.

Transparency and Honesty

Look for a tech recruiter who provides clear and honest feedback. Transparency is key when it comes to understanding what clients are really looking for so it’s important to know both your strengths and how you can improve your chances of landing an interview. A good recruiter will be upfront about market conditions, salary expectations, and the challenges of a particular role, helping you make well-informed decisions.

Strong Networks and Client Relationships

A tech recruiter with a broad and trusted network can open doors to opportunities that you might not find on your own. Strong relationships with clients mean they can advocate for you directly, giving you an edge over other candidates. Ask your recruiter about the types of companies they work with and whether they have connections at organisations you’re interested in. An agency with strong client relationships is more likely to be able to position you for success. A tech recruiter who specialises in both public and commercial sectors can also offer invaluable insights into different markets, helping you understand how your skills translate across these varied landscapes.

Support Beyond the Tech Job Search

The best tech recruiters don’t just help you find a job—they help you through the entire process. From preparing for interviews to negotiating salary, a top recruiter offers ongoing support and when it comes to securing the role, on-going contract care for contract roles and management of the engagement. They should be there to guide you through the challenges, provide feedback, and offer advice as you move through the hiring process and into the role. The best recruiters will also stay in touch after you’ve landed the job to ensure the placement is a good fit and that you’re succeeding in your new role.

Your Career With a Long-Term Lens

Finally, a great recruiter views the relationship as a long-term partnership. They aren’t just interested in placing you in any role—they want to help you find the right role for your career growth. The best recruiters will take a long-term view, helping you with career transitions, skill development, and opportunities for advancement. They’ll become your ally, not just during the job search, but throughout your entire career. Choosing the right recruiter is an investment in your future. They provide not just opportunities but also insight, advocacy, and long-term support. By partnering with a recruitment agency, you gain a career ally who will be there to help you grow, adapt, and succeed—every step of the way. If you’re ready to partner with knowledgeable and transparent tech recruitment specialists for your next tech job , or looking to add to your team , get in touch with the Emanate Technology team for a chat.

A Comprehensive Guide to Contract Recruitment: What it is and How it Works

Thu, 28 Nov 2024 04:36:31 GMT

Whether you’re looking for your next role or hiring your next employee, you might have considered contract recruitment as an option. With over 1 million contractors in Australia ( source ), it’s a popular way of working. So, what does it involve and how is it different from other working arrangements?

This comprehensive guide will go into all the details of contract recruitment; its benefits, challenges, and best practices. We’ll cover everything you need to know before contracting or before hiring and managing contractors. We also speak to Amy Watson , Senior Consultant – Project Services in Brisbane, to get further insights into contract recruitment in the current market.

What is Contract Recruitment?

Contract recruitment is a hiring process where individuals are hired for a specific period or project. Unlike permanent roles, contract workers are not full-time employees and are engaged as independent contractors. Simply put, contractors are self-employed and sell their services to clients ( source ).

This arrangement offers numerous benefits for both employers and contractors. Contractors have flexibility in how they work and can take on multiple clients, and they are responsible for their own taxes, superannuation, and insurance. From a hiring perspective, employers have more flexibility, scalability, and adaptability working with contractors.

Key Differences Between Contract and Permanent Recruitment

Contract and permanent recruitment are two completely different ways of hiring. Contract recruitment involves hiring individuals for a specific period or project, while permanent recruitment focuses on hiring employees for long-term positions within an organisation. huhjnm

The Benefits of Contract Recruitment

As we’ve already touched on, there are so many benefits to contract recruitment for both contractors and employers.

From a contractor’s perspective, Senior Consultant at Emanate Technology, Amy Watson, shared that, “if you don’t require the security of a permanent role then contracting is amazing. It offers flexibility, variety and the ability to work on a whole range of projects with a lot of different people. It’s a great way to stay up-to-date with new technologies and as a bonus – also has higher earning potential”.

As Amy highlights, the key benefits to contracting include; flexible working (and can involve multiple concurrent projects), less long-term commitments, and generally higher pay when compared to permanent contracts. Some companies also offer additional benefits to contractors, for example, Emanate Technology have a rewards program, ‘ Emanate Rewards ’, which gives contractors access to discounts of up to 15% at over 500 retailers within Australia.

The key benefit to hiring contractors is also the flexibility. As Amy stated, “contractors bring specialised, current skills to a role and can often get started a lot quicker than permanent employees. It’s a great way to bring in expertise that you might not have in house especially when you need to get a project completed ASAP.” Further to this, when you recruit contractors, you generally reduce overhead costs and minimise risk as there is less investment required.

If you choose to recruit a contractor, you can gain access to specialised talent and skilled experts for specific projects. However, most companies find sourcing and recruitment challenging in the current market. Amy suggested that those companies should consider working with a recruitment agency because, “agencies streamline [the hiring] process by managing the time-consuming tasks of sourcing, vetting and finding candidates that fill the gaps in a project. Agencies also handle all of the administrative tasks like payroll, contracts and compliance allowing our clients to focus on the project at hand. Plus, agencies know what the market is like and can find the right person faster so that they can hit the ground running.” Whether you decide to hire a contractor internally or partner with a recruitment agency to support, there are clearly many benefits to contract recruitment.

How to Hire a Contractor

There are two primary ways to hire a contractor: in-house or through a recruitment agency. In-house recruitment involves sourcing and screening candidates, conducting interviews, and managing the hiring process internally. This approach offers greater control but can be time-consuming. Alternatively, you can partner with a recruitment agency that specialises in contract recruitment in your industry. Recruitment agencies have access to a wider pool of talent, can handle the entire recruitment process, and can provide insights into market trends and candidate availability.

The Contract Recruitment Process

Here’s an overview of the complete recruitment process, from beginning to end:

Identifying business needs: Pinpointing the specific roles that require contractors.
Advertising and sourcing: Developing clear and concise job descriptions, highlighting the contract nature of the role, then promoting the role (generally via online channels and job boards). Further utilising those channels and existing networks to source qualified candidates.
Candidate screening: Reviewing resumes and conducting initial screening interviews to find suitable candidates.
Candidate interviews: Conducting in-depth interviews to assess candidates’ skills, experience, and cultural fit.
Contract negotiation: Negotiating contract terms, including compensation, benefits, and duration.
Onboarding: Providing necessary information and support to ensure a smooth onboarding process.
Ongoing administration: Staying updated with relevant employment laws and regulations to ensure compliance. Also, ensuring timely and accurate payment processing, including invoicing and expense reimbursement.
Performance monitoring: Monitoring the performance of contract workers and providing feedback.
Contract Termination: Ending the contract professionally and handling any necessary paperwork. If applicable, managing contract renewals and extensions.

How to Work as a Contractor

To establish a successful career as a contractor, you must first build a strong professional network. Attend industry events, connect with professionals on LinkedIn, and participate in relevant online communities. Identify potential clients in your industry and pitch your services, highlighting your skills and value proposition.

Amy provided further advice to those wanting to start contracting, “building a strong professional network is critical. It also helps to have a niche. If you can specialise in something that is in demand like cloud, data or cyber – you will stand out. Work on getting some solid certifications and target clients and recruiters active in that market”.

While some contractors are great at pitching themselves to clients, others prefer to work with recruitment agencies to access a wider range of projects they wouldn’t normally attain on their own. Contractors also like working with a recruitment agency because of the various pay options and the additional support and benefits you can receive. Amy shared that, “our contractors are working on some exciting projects. From healthcare to transport to elections and biosecurity, we constantly see their contracts getting extended, adding value and continuously being amazing. One of my favourite parts of this role is connecting clients and candidates who love what they do!”.

Once you secure contract work, it’s also important to manage your finances responsibly. Set up a separate business bank account, track your income and expenses, and consider hiring an accountant for tax and financial advice.

Choosing the Right Contract Recruitment Agency

When selecting a contract recruitment agency , consider several factors to ensure a successful partnership. Firstly, look for an agency with a proven track record in contract recruitment. It’s also ideal to choose an agency with deep knowledge of your specific industry to guarantee a better understanding of your unique needs. Effective communication is also crucial, so look for an agency that can maintain open and transparent communication throughout the recruitment process. Lastly, find out if you get a dedicated account manager or recruiter, as they can provide personalised support and guidance, making the process smoother and more efficient.

By understanding the nuances of contract recruitment and by working with a reputable agency, you can effectively meet your business needs. If you are looking to hire tech contractors in the future and want to speak to the experts first, contact us today . Alternatively, if you’re looking for work as a tech contractor, you can learn more here .

Adelaide’s Booming Technology and Recruitment Market: Defence, AI, and Big Opportunities Ahead

Tue, 26 Nov 2024 05:52:14 GMT

Adelaide’s tech market is buzzing, and with just a few weeks left in the year, we’re seeing high demand for talent, especially in defence and AI. The AUKUS deal is fuelling much of this demand, and while we expect the typical holiday slowdown, things are expected to pick up speed again around mid-January. Here’s a look at what’s driving the demand and what’s ahead for the Adelaide tech market for 2025.

Small Startups, Big Support: Adelaide’s Tech Ecosystem Thrives

Adelaide’s collaborative tech community is a major asset and drawing professionals into the tech world, with small startups finding success thanks to strong government support and local partnerships. The collaborative environment helps these companies scale quickly and attract top talent, creating an innovative and rapidly growing tech ecosystem.

Permanent Tech Jobs on the Rise

We are seeing an interesting shift happening in the Adelaide job market: more companies are moving away from contract roles, opting instead for permanent positions in software, IT infrastructure, and even project services. In October there was a 14% increase for Information & Communication Technology job ads in South Australia. For professionals seeking stability, this trend means more long-term, secure options across the tech sector.

Digital Transformation Led by the Big Players

Salesforce, SAP, and Microsoft Dynamics are leading Adelaide’s digital transformation projects across both private and public sector . This is driving demand for experts in these platforms as organisations work to manage data better and improve efficiency. This focus on digital transformation creates valuable opportunities for professionals who hold skills in system integration, data analytics, and workflow automation, as companies seek to stay competitive and responsive. The push for digital transformation not only boosts demand for technical specialists but also fosters a vibrant environment for career growth and innovation across Adelaide.

Defence, AUKUS, and AI: What’s Driving the Growth?

The AUKUS defence pact has brought a wave of tech projects to Adelaide , not only on the future subs program, but to train and retain skills in South Australia for one of the nation’s greatest industrial undertakings. Multiple partnerships between Australia and international defence organisations are being established and cemented, focusing on areas like cyber security , AI, electronic warfare, and advanced satellite and radar defence tech. This is driving huge demand for professionals skilled in these fields. Even with the upcoming holiday break, this surge is expected to continue through 2025 and beyond as major multi-year defence projects commence their 1st phase (cut metal) in 2025.

The Challenge: Defence Clearances and the Risk of Losing Projects

With Adelaide’s defence industry booming, finding enough defence-cleared professionals is a real challenge. When you explore government jobs in IT across Australia, you will see that the majority of roles require security clearances. The security clearance process can take months, and without enough cleared candidates, there’s a risk of losing projects to other states or even overseas. This would be a major missed opportunity for the local economy.

How Can Adelaide Stay Competitive?

Here are some ways Adelaide could address these challenges and keep up with rising demand:

Speeding up clearance processes would help companies hire the people they need to meet project timelines.
Hiring suitable candidates in advance of project kick-offs, and putting them through the clearance process will ensure that the overall talent pool of cleared resources in Adelaide increases year-on-year to meet the upcoming demand.
Partnering with specialist recruitment suppliers that have deep networks in the Defence industry in other states and that can advocate for Adelaide as an attractive location for their families and their careers.
Supplementing the permanent workforce with defence cleared contractors can alleviate pressure and buy time while more permanent resources are sourced.
Investing in upskilling with more programs to train local talent in AI, cybersecurity, and defence tech could widen the pool of qualified candidates.
Strengthening local partnerships by working closely with universities to prepare graduates for defence and AI jobs could create a steady stream of job-ready talent.

What do Businesses Care About in Today’s Technology Landscape?

These are 5 main areas that businesses are currently focused on to enhance their technology landscape:

Efficiency and Cost Savings: With advancements in Cloud, Software Development and DevOps , businesses can streamline their operations, reduce overhead costs, and increase productivity. Serverless architecture can significantly reduce the time and resources required for software development and deployment.
Data-Driven Decision Making: Innovations in Data & Analytics , such as Augmented Analytics and Edge Analytics, will enable businesses to leverage their data more effectively. This can lead to more informed decision-making, improved business strategies, and better customer understanding.
Improved Security: The focus on cyber security in Cloud Software Development and TechOps Managed Services will help businesses protect their valuable data and digital assets, thereby reducing the risk of cyber threats.
Innovation and Competitive Advantage: The adoption of these advanced technologies can foster innovation, providing businesses with a competitive edge in the market. It can also enhance the customer experience, leading to increased customer satisfaction and loyalty.
Scalability: Cloud computing offers businesses the flexibility to scale their operations up or down based on demand, leading to optimal resource utilisation.

By investing in these areas, businesses are setting themselves up for success in 2025 and beyond, agility to move with fluctuations in the market, and sustained innovation.

It’s a Bright 2025 for Adelaide’s Tech Market

Adelaide has what it takes to be a leading tech and defence hub. With collaboration, government support, and a strong talent pool, the city is well-positioned to take on new challenges and opportunities in 2025. Though things may slow a bit before the year’s end, Adelaide is ready to ramp up as we head into the new year, solidifying its role in Australia’s tech future.

If you’re interested in talking through the Adelaide tech market in more detail, looking to add to your team or ready to secure a new tech job in the new year, get in touch with the Adelaide team for a chat.

Staying Ahead in the Ever-Evolving Canberra Tech Market

Mon, 04 Nov 2024 06:31:35 GMT

The technology market in both Canberra and nationally is constantly advancing. With innovations like AI, blockchain, cloud computing, and more, the digital landscape is ever evolving. Staying relevant in this dynamic environment is essential – not only for career growth but to remain relevant in the tech job market. Without keeping pace, you risk becoming obsolete in a world that values agility and cutting-edge skills. This is especially evident in the Canberra tech market, where the majority of work is within the Federal Government – notorious for large complex systems using older technologies, where you can easily be pigeonholed into legacy technologies without even realising it. To ensure this doesn’t occur, we’ve put together some steps and mindsets to stay relevant in the market.

What are the Tech Trends? What is Relevant in the Canberra Market?

With the rapid pace of technological advancement, it can be difficult to keep track of what is relevant in the market. There is also a clear distinction between what it means to stay relevant in technology and what it means to stay relevant to Federal Government technology. If you need to learn more about IT jobs in government, see: public sector recruitment in Australia explained .

A report done by McKinsey and Company on tech trends , outlines the 15 major trends based on investment and adoption. These trends include innovation such as generative & applied AI, industrialising machine learning, digital trust and cybersecurity and immersive-reality technologies.

Whilst there is always a benefit to setting aside time to upskill in the most cutting-edge technology, particularly if there is an appetite to work in startups or innovative companies, staying relevant in the Canberra market can actually be simpler. The Federal Government’s adoption of innovation can be slower than that of other markets, so staying relevant in the market should align with priorities and technologies that are in use within large programs of work.

As an ICT professional working within the Software and Data domains, depending on your profession, staying updated in various modern(ish) technologies such as modern JavaScript frameworks, recently updated programming languages such as .NET 8 and Java SE 23 , Cloud technologies ( AWS & Azure ), Azure data technologies such as Data factory and data bricks, containerisation technologies such as docker & Kubernetes and AI technologies are all examples where you can stay up to date with Fed Gov technology trends.

Be Prepared for Change and Embrace It

The first step to remaining relevant in tech is adopting the right mindset. The nature of technology is constantly evolving, so being resistant to change can hinder your career growth. Embrace the mindset that learning is a lifelong process. Be comfortable with stepping outside your comfort zone and acquiring new skills, or even changing industries. Adopting a growth mindset will allow you to adapt and thrive in the face of technological advancements, something critical in a fast-evolving market like Canberra’s.

Develop a Training Plan and Set Specific Learning Goals

To stay competitive, continuous education is essential. Crafting a clear training plan with specific goals will help you stay on track. Identify skills that are in demand locally and those that align with your long-term career aspirations. Many companies, including Emanate, have partnered with educational platforms and certifying bodies to offer specialised training that can fast-track you’re learning. Certifications from industry leaders like AWS, Microsoft, and Google are great ways to demonstrate your expertise. By having a targeted learning plan, you’ll make the most of your time and resources, ensuring you’re equipped for the next wave of innovation and technologies relevant to Canberra’s tech industry.

Stay Close to Tech Market Trends and Innovations

Keeping up with market trends is crucial. This means not only following industry news but also engaging with those around you. This includes stay close to recruiters who have their fingers on the pulse of the Canberra job market, particularly those that specialise in the tech vertical you work in such at the Emanate Technology specialist model . Regular discussions with colleagues can also reveal insights into emerging technologies or shifting demands within your field, as well as reading up on trends and networking at relevant events to ensure you remain informed, making it easier to anticipate and adapt to changes.

Don’t Be Afraid to Specialise While Broadening Skills

Specialising in a niche technology can lead to better remuneration and a deeper understanding of a particular field. However, it’s important to stay adaptable. Specialisation can sometimes narrow your career opportunities, especially when the market shifts. It’s essential to be open to acquiring new skills and diversifying your expertise. Having a solid foundation in one area while remaining flexible will give you a competitive edge, allowing you to pivot as required.

Staying relevant in the tech industry requires a proactive approach to learning, adaptability, and awareness of market trends. By embracing change, developing a focused training plan, and maintaining flexibility in your skills, you can position yourself for success in Canberra’s evolving technology landscape. And if you’re interested in having a more detailed conversation about the market, or your tech career specifically, reach out for a chat .

How to Look for a Job While Still Employed

Fri, 01 Nov 2024 06:51:13 GMT

In today’s more challenging tech market, skilled talent remains extremely valuable and in demand, but opportunities are more competitive, making it essential for professionals to stand out across technical verticals.

Employers tend to prefer candidates who are already employed (they appear more desirable, are more likely to be current on industry practices and have an obvious track record), but looking for a new job while working full time can be complicated. So, what should you be doing to find a new role without raising any red flags at your current job? Here are our top tips on how to look for a job while still employed.

1. Be Discreet

As you can probably imagine, it’s best to be discreet whenever searching for a job whilst still employed to avoid any awkwardness or the chance your current employer might find out before you’re ready. That means going about your daily business in the same professional manner you always do while looking for new work on the side.

Fast tips for being discreet:

Keep it to yourself for now – It may be tempting to tell your co-workers about your plans, but it’s best to keep it to yourself. The more people you tell, the more you risk that word will spread and eventually come back to your employer.
Don’t search with company computers – It would be unprofessional to look for new work using a company computer on company time, and especially so if you message recruiters and hiring managers using your work email address. Consider confining your job search to your spare time at home instead.
Bonus tip: If your email address is not very professional, you could consider making a new account for this purpose.
Ask prospective employers to also be discreet – Job searching while employed is very common, so don’t be afraid to mention this to recruiters and hiring managers and ask that they keep it quiet.
Be aware of your network – Gaining employment through your professional network can be an effective way to secure a new role, but accessing this network runs the risk that word will spread. Be careful who you choose to talk to about your job search, and ask for caution if you are ever worried about news spreading.
Update social media (discreetly) – Prospective employers are probably going to look at your LinkedIn profile if you have one, so it will need to be up to date. That said, if it’s been a while since you addressed your profile then it may require an overhaul that could be broadcast to your network. To avoid anyone asking why you’re making so many spontaneous updates, consider turning off these public notifications for now. Even better, make a note to update your LinkedIn profile regularly over time, so there’s never a need to make big changes all at once.

How do I find references when I’m still employed?

For obvious reasons, you probably don’t want to use your current employer as a reference. So, that leaves you with a few alternatives:

Employers from past jobs
Previous team leaders or supervisors
Current peers whom you’re confident won’t share the news

Again, with all three, there’s nothing wrong with asking them to stay quiet about your job search to anyone other than the recruiter.

One other thing to note is that you may find some job offers are conditional on receiving a final reference from your current employer. In this case, you will, of course, have to confess to your boss about your new opportunity. To avoid any awkwardness or hard feelings, remember to be polite, respectful and transparent when requesting the reference (i.e. speak highly of your time with that employer and show your gratitude to keep the relationship positive).

2. Schedule Interviews Strategically

If you’re competing for a new role then you’re more than likely going to need to go in for an interview at some stage. Given that you already have somewhere to be during work hours, what can you do?

Ultimately, you’ll need to think strategically about how and when you book interviews to ensure you can attend them discreetly and avoid interrupting your current work too much.

Fast tips for attending interviews while employed:

Consider taking leave – You may wish to take a day or half-day of annual leave. Not only will this mean you aren’t missed at work if you vanish, but you also don’t have to be so discreet on the day and can take time to prepare yourself. This may not be suitable for those of you who must give reasonable notice before requesting leave, as interviews can be scheduled quite spontaneously.
Schedule them outside of work hours – If it is at all possible, try to schedule your interviews outside of working hours. Perhaps you could go in early in the morning or after work at night. It’s not uncommon for interviews to take place just outside the typical 9-5, with 8 a.m. and 5:30-6 p.m. often being perfectly acceptable.
Consider if lunchtime is an option – For those of you looking for a new role in a company that is located close by, you might be able to pop in during your lunch break.
Bring a change of clothes – To ace your job interview, you’ll want to dress to impress. But often, ‘interview clothes’ are more formal than regular casual office attire. If you turn up to work wearing clothing that you wouldn’t normally wear, people will ask questions. We recommend bringing your interview outfit in a bag so that you can change when required.

What not to do:

Don’t rush: If you need to rush your interview, you may not be able to show off your best self. Cramming an interview into a small space of free time (like a short lunch break) could be more harmful than helpful. Need extra time? Try requesting an extended lunch break or take the day as annual leave.
Don’t fake an illness: To get around your annual leave notice period, it may be tempting to fake a sick day. But aside from being unprofessional, this could also cause complications – your team may still try to schedule you into a meeting from home or ask you questions about how you’re feeling. Lying is a slippery slope and is best to be avoided.

3. Keep Giving Your Best in Your Current Role

It may be tempting, especially if you feel burnt out or unsatisfied in your current job, to start relaxing your typical work ethic as you begin to see what life could be like elsewhere. However, it is always smart to keep working hard and maintain your standards even as you search because it could help you in future.

Your colleagues, team leaders and managers are all potential references for future job searches and they’re also the people who hold part of your reputation in their hands. If they have a negative experience with you, it could harm your standing in the job market, and if they have a positive experience, it could boost it.

Fast tips for maintaining your relationship in your current job:

Don’t act prematurely – You don’t have a new job until you’ve accepted an offer and signed the paperwork. Until that point, try not to act in a manner that assumes you have the role. Stay discreet, stay professional and continue to work hard – just in case.
Try not to burn bridges – You don’t have to like someone to maintain a business relationship. Continue to act professionally while at your current job – you never know when you might need these contacts!
Maintain a good relationship with your employer – If you have a good rapport with your current employer, chances are they will be happy to be one of your references in future. Even if they’re not pleased you’re leaving, they’ll know it’s just a part of business. Keep your relationship with them strong and don’t be afraid to ask them for their contact details to put on your CV.
Meet your obligations – Your contract will likely describe a number of obligations you have to the company when you are resigning. Ensure you’ve read them all thoroughly and meet each one. If you can’t meet one or more, don’t leave it until the last minute – talk to your employer as soon as you can (after accepting your new role) to try and pre-empt the problem.
Be gracious as you leave – When it comes to your last day, be gracious. Thank people, tell them you enjoyed working with them and stay friendly. Again, this all helps to maintain your relationships.

Summary

There’s nothing wrong with looking for a new job while working in your current place of employment (in fact, it’s often preferable). Some people might be sad that you want to leave, but changing roles is just a part of life. However, to maintain your business relationships when it comes time to search, it pays to be discreet and stay professional at all times. Furthermore, being aware of current tech salary trends ensures you’re well-prepared for negotiations and can confidently assess job offers.

If you need more advice on how to find a new job while employed and are struggling to job search while maintaining a full-time work schedule, we’re here to help. Speak to our team of Technology recruitment specialists across Adelaide, Brisbane, Canberra or Melbourne and let’s see what we can do for your career.

Working With Multigenerational Tech Teams

Fri, 11 Oct 2024 05:01:42 GMT

From our perspective in tech recruitment, we see age diversity increasing within organisations with the rise of multi-generational teams, creating both challenges and opportunities for effective collaboration, engagement and workplace culture.

Today’s multi-generational teams now have Baby Boomers (born between 1955 and 1964), Generation X (born between 1965 and 1980), Millennials (born between 1981 and 1996), and Generation Z (born between 1997 and 2012) working together. And with Generation Alpha set to finish high school, the number of age cohorts will continue to grow.

In Australia, 52% of tech workers are under 40, compared to 49% in other industries, while 22% are over 50, compared to 30% in other sectors. Research by the Adaptavist Group also shows that 51% of businesses employ three or more generations.

This mix of ages highlights the importance of managing multi-generational teams effectively and understanding how to work with colleagues from different generations.

Fight Stereotypes

Battling stereotypes, bias and discrimination is one of the major challenges of working in and managing multi-generational teams. As Australian researchers found, both older and younger employees are susceptible to feeling stereotyped based on their age at work – although older workers tend to bear the most negative impacts of these stereotypes.

Each generation brings its own experiences, values, and communication styles to work, which can fuel stereotypes and misperceptions. Not all Gen Z employees are unreliable and not all Boomers are resistant to change! Such traits can be found in any employee, regardless of their age.

Whether as a manager or an employee, it’s important to speak up when you encounter age-based assumptions, like ‘older workers can’t keep up with new tech’ or ‘younger employees have a poor work ethic’. Working well within a multi-generational tech team means highlighting the value each individual brings to work.

As a manager, recognising the signs of generational bias allows you to address underlying issues before they escalate, ensuring all employees feel valued and respected. Identifying bias is just as important in technology recruitment processes, where candidates should be assessed based on skill, rather than assumptions based on their age group.

Understand Communication Differences

Differences in communication styles and preferences are a common concern for age-diverse teams. As Adaptavist Group’s research found, 90% of teams have encountered generational conflict over digital tools used at work.

Whilst it is necessary to maintain standards around communication in line with your organisation’s policy, it’s also sensible to look for ways to communicate with team members in their preferred way. As Griffith University research highlights, different generations will prefer varying communication methods, so successful workplaces use multiple channels like email, face-to-face, social media, and digital tools to engage everyone with their preferred method.

Do keep in mind that any assumptions you make about communication preferences and styles can create more bias. Research by McCrindle shows that workers across the generational divide actually rank face-to-face interaction as their preferred mode of communication at work. This suggests that certain stereotypes, like that of Gen Z workers hiding behind messaging apps, don’t necessarily hold water. If you’re in doubt about whether your colleagues prefer phone calls or emails, just ask them!

As a colleague or manager leading multi-generational teams, being aware of differences in language – such as expressions, idioms and slang – is also important. Each generation has its own way of speaking or referencing pop culture, and what resonates with one group might confuse or alienate another. By being aware of these nuances, you can help bridge potential communication gaps and avoid misunderstandings.

Create Cross-Mentoring Opportunities

To build the type of learning-focused work environment that keeps your organisation agile and adaptable to change , an ongoing transfer of knowledge is key. If you are leading multi-generational teams, it makes sense to facilitate this knowledge transfer with mentoring opportunities.

Having your more experienced employees mentor and guide their younger counterparts enables your organisation to pass on the practical know-how and institutional knowledge that often takes years to accumulate to the next generation of talent.

However, mentoring is best thought of as a two-way street. Pairing your senior and junior team for ‘reverse mentorships’ where younger employees mentor their senior colleagues, can also improve the dynamics within your multi-generational team.

Cross-mentoring shouldn’t just be a management initiative – it’s a mindset as well. Just as younger employees can learn a great deal from their older colleagues, mature team members can also acquire plenty of new knowledge and unique perspectives from their junior counterparts. Being receptive to learning from your colleagues can yield interesting results!

Encourage Social Moments

Another way to bridge generational gaps at work is to get social. Encouraging team members (and yourself) to step out of their comfort zone and make connections with colleagues from different age groups can lead to surprisingly rewarding relationships.

When you are managing a multi-generational team, prioritise creating opportunities for employees to connect outside their usual teams or social circles. Anything from a lunch or team-building events off-site to cross-departmental projects can create new synergies across the generations – and make for a more enjoyable workplace.

Multi-generational Teams are an Asset

Ultimately, multi-generational teams are an asset to the tech industry and make for a fertile learning environment for tech professionals, no matter your age.

When people from different generations come together, they bring a diverse mix of perspectives, skills and experiences to the table. Seasoned professionals offer wisdom and a depth of industry knowledge, whilst younger team members bring fresh ideas and a native understanding of emerging technologies.

Get Tailored Tech Recruitment Expertise

At Emanate Technology, we understand the power of diverse, multi-generational teams in driving innovation and success within the tech industry. Whether you’re looking to build a team that combines experience with fresh thinking or seeking the next step in your own tech career, we’re here to help. Our expertise in technology recruitment allows us to connect you with top talent or exciting tech job opportunities.

Let our teams in Canberra, Melbourne, Brisbane or Adelaide support you in shaping a future-ready workforce – contact us today.

Queensland Tech Watch: What’s Trending Now?

Sun, 15 Sep 2024 10:21:17 GMT

Since our last Queensland tech market update in March, we continue to see activity driven by initiatives such as the Olympic committee which has launched with its core team, infrastructure developments including a record $107 billion allocated to capital works over the next four years and the ANZ acquisition of Suncorp, which came into effect on August 1 ^st , and who are expecting to hire or place 700 people into the new major tech hub in Brisbane over the next five-years.

So, what are the key trends, challenges, and opportunities that are shaping the market as we head towards the final quarter of the year?

Government Sector: A Focus on Legacy Systems and Upcoming Election

The government sector continues to generate activity in the tech market, with increased career opportunities in government IT roles , driven by several significant projects and the impending October 26 ^th election . One of the most notable developments is the formation of a core team by the Olympics committee, signalling the start of preparations for the much-anticipated event. This initiative highlights the government’s commitment to large-scale, long-term projects that require substantial investment in technology and resources.

There is a current air of anticipation and uncertainty. Elections often bring about changes in government priorities and policies, which can lead to a reprioritisation of projects. However, certain projects that are fully funded are expected to continue unabated. These projects, particularly those involving legacy systems, present significant opportunities for tech professionals.

Many government departments are grappling with outdated legacy systems that need to be modernised to keep pace with current technology standards. The Department of Children, Youth Justice and Multicultural Affairs (DCYJMA) is a prime example, as it fast approaches it first go-live for the “ Unify Program ,” aimed at rewriting its legacy systems. Similar initiatives are likely to generate a substantial demand for tech talent across various skill sets, particularly those with expertise in system development and integration, data migration and management and public-facing technologies. This will also generate significant demand for Business Analysts, Change Managers and Trainers.

Private Sector: Addressing Legacy Tech Debt and Operational Efficiency

In the private sector, companies are also increasingly focused on addressing legacy tech debt as a prerequisite for broader digital transformation efforts. Many organisations are under pressure from executives to modernise their foundational technologies before embarking on more ambitious projects. This has led to a surge in demand for professionals with the expertise to assess, update, and optimise legacy systems.

Conversations with private sector organisations reveal a growing emphasis on reviewing operating models. This is driven by economic pressures and the need to operate more efficiently. Companies are challenging themselves to be more competitive by questioning whether their current practices are the best way forward. This introspection is leading to a wave of restructuring and reengineering efforts, aimed at enhancing operational efficiency, introducing new Ways of Working and staying ahead of the competition.

The Recruitment Market: A Tale of Two Halves

The recruitment market has seen some interesting trends over the last six months. There has been a significant demand for contract resources in the first half of the year, while permanent hiring has been relatively slow by comparison. This disparity is unusual and reflects the broader economic uncertainties and global instability. As businesses navigated these challenges, they were opting for the flexibility that contract hires offer, allowing them to scale up or down quickly in response to changing conditions. July 1st saw new financial year budgets take effect and the appetite for permanent headcount growth has returned strongly across the private sector.

For candidates in the tech market, the current environment presents both opportunities and challenges. Certain areas, such as cloud computing , data and analytics , and cyber security , continue to see high demand. Professionals with these in-demand skills are well-positioned to command top salaries or day rates and enjoy multiple job offers. However, for roles in project services such as project managers and change managers, the competition is fierce. There is an oversupply of candidates in these areas, making it crucial for individuals to stand out in a crowded market and remain competitive with salary or rate expectations.

Positioning Yourself in a Competitive Job Market

For candidates looking to navigate this competitive tech market, partnering with industry or vertical specialists such as Emanate Technology can be a game-changer. Tech recruitment specialists have deep insights into specific markets and can present candidates in the best possible light. They understand the nuances of the industry and can provide valuable feedback on resumes, ensuring that they highlight the right skills, achievements, and deliverables.

In the current market, it’s more important than ever for candidates to tailor their resumes for each job application. This involves listing relevant skills, quantifying achievements, and providing context for previous roles. A well-crafted resume that clearly communicates the impact a candidate has made in their previous roles can significantly increase their chances of landing a job.

The Role of Cover Letters: Are They Still Relevant?

Are cover letters still relevant in today’s tech job market? While it’s true that some employers no longer require them, cover letters can still play a crucial role in the application process, especially when they are specifically requested by the employer. A well-written cover letter provides an opportunity to explain your motivations for applying, demonstrate your understanding of the company, and highlight why you’re the right fit for the role.

When writing a cover letter, it’s important to keep it concise—ideally no more than one page. Focus on 2-3 key reasons why you’re suited for the role and be sure to address the company and contact person by name if that information is available. A personalised, well-crafted cover letter can set you apart from other candidates and give you an edge in the hiring process.

What to Expect in the Next Quarter and End of 2024

Looking ahead to the next quarter and the end of the 2024 calendar year, the tech market is expected to remain positive, with a shift towards increased permanent hiring. As mentioned, there has been a notable uptick in requirements from clients in Queensland for both permanent and contract roles. This suggests growing confidence among employers as they prepare for the second half of the year.

The end of 2023 saw a period of fatigue and introspection for many businesses, but the sentiment now is one of renewed energy and focus. As companies reprioritise, the demand for talent is expected to rise, particularly in areas like digital transformation, cloud computing, cyber security and data analytics.

For employers, it’s crucial to run a concise and efficient recruitment process. Good candidates are often considering multiple opportunities simultaneously, so it’s important to keep them engaged throughout the process. Once a decision has been made, extending a formal offer within 24-48 hours can help secure the candidate and reflect positively on the organisation’s agility and operational efficiency.

The Queensland Tech Market is Full of Opportunities

The tech and recruitment markets are in a state of flux, influenced by both macroeconomic factors and industry-specific trends. For tech professionals and businesses alike, the key to success lies in adaptability and staying ahead of the curve. Whether it’s modernising legacy systems in the public sector or addressing tech debt in the private sector, there are significant opportunities for those who are prepared to seize them.

As we move into the final quarter of 2024, the market looks promising, with increased hiring activity and a renewed focus on efficiency and competitiveness. By staying informed, connecting the tech recruitment specialists like us, and strategically positioning themselves, both candidates and employers can navigate this dynamic landscape and thrive in the months ahead.

Employee Benefits – How To Compete For Top Talent With More Than Just Salary

Thu, 12 Sep 2024 09:32:57 GMT

Salary packages are a key attraction tool in technology recruitment, however securing top talent isn’t only all about pay. And sometimes you don't have any more wiggle room in the budget (see: tips to maximise your recruitment budget ). Understanding a candidate’s motivations to change roles can help you package benefits with a salary that are genuinely aligned with their motivations and career goals.

When preparing an employment offer, here are strategies to help your organisation secure talent with more than just salary.

The Groundwork of Building a Salary Package

Before deciding on how to set a salary and benefits package for a new employee, take these steps to ensure what you are offering is fair and has approvals from the organisation’s relevant decision makers.

Passionate

The word “passionate” is often referred to as a buzzword and is found in the CVs of many applicants. However, the term is too broad to have enough substance. With everyone using it, including it in your technology CV may not help you stand out.

Conduct Pay Benchmarking

Before considering non-salary benefits, hiring managers need to understand the base salary or pay rate for a role. Benchmarking, with the help of a technology recruitment professional who can give you the latest market data on salaries, is the most accurate way to do this. (We can help !)

Consult HR and Finance Teams

Collaborate with HR and finance to ensure the salary base and package is viable. Having the green light for a salary budget is critical before you start recruiting for the role.

Understand the Candidate’s Priorities

Having gained the necessary approvals for a salary budget, the next most important stage is customising the package on offer to the candidate.

The aim is to create a remuneration package that is tailored to the candidate’s wants and needs, without offering one-size-fits-all benefits. Some candidates might prefer flexible or hybrid working arrangements, while others might be more enticed by a learning and development package. The only way to find out is to ask!

During interviews, gauge what is most important to the candidate aside from salary. If you are working with a technology recruitment specialist , we have this conversation with candidates before the interview stage as part of our screening process.

Key Non-Salary Benefits

Here’s a guide to the various non-salary benefits organisations can offer. Using the steps above, you will need to consider how to combine these benefits effectively when making a job offer to a candidate.

Salary Sacrifice Options

Commonly available for positions in public service and not-for-profit organisations, salary sacrifice is also a great option for employees in the private sector. Expenses that can be salary sacrificed include work-related expenses such as mobiles, laptops, vehicle and travel allowances, relocation allowances or self-education costs. Salary sacrifice options also include additional super contributions above the compulsory Superannuation Guarantee (currently 11.5% of an employee’s ordinary earnings).

Paid Parental Leave

The proportion of employers stepping up to offer paid parental leave beyond the government scheme is 63%, according to the latest WGEA data. Offering this family-friendly perk is a great way to set your organisation apart from those not providing it!

Bonus and Incentive Schemes

Performance-based bonuses, profit-sharing, or stock options can be powerful incentives for candidates and rewards for employees.

Additional Leave Entitlements

Extra annual leave, study leave or paid time off for volunteering have become more popular in recent years. One Australian survey indicates as many as 49% of employees under 30 years old and 48% of 31 to 50-year-olds want additional paid leave.

Health Insurance

With more than half of all Australians covered by private health insurance, subsidising all or part of employee’s premiums is an increasingly desirable non-salary benefit.

Childcare

With the rising costs of childcare, providing access to on-site childcare facilities or subsidised childcare services can be especially attractive for working parents.

Professional Development

Access to training, certifications, workshops, or the chance to attend industry conferences can help employees grow their skills and advance their careers. Helping employees build skills makes them even more valuable to your organisation, as well as making your workplace more attractive. Benefits could include providing a clear annual budget towards learning and development, plus paid “Study Leave” days to complete assignments. Professional development could also include providing clear pathways for promotion, mentorships, or cross-training opportunities.

Other Discounts and Perks

You could also offer access to discounts on company products or services, corporate discounts on external products (like travel, technology, or retail), and other perks like free or subsidised meals.

Non-Monetary Employee Benefits

Non-salary benefits also extend to perks that are not based on a monetary reward. These can be just as popular as monetary benefits. In fact, we recommend employers incorporate these benefits into their overall offering to candidates as standard.

Flexible Working Arrangements

Options such as remote and hybrid working, flexible hours, compressed work weeks and part-time opportunities have more currency for candidates than ever. They also present multiple benefits to employers. As one AHRI survey of employers notes, hybrid working offers better work-life balance (77%), higher employee retention rates (62%) and a greater ability to attract candidates (61%) – all excellent reasons to prioritise flexible working.

Employee Recognition and Awards

Celebrating your team members’ efforts – with an employee of the month award, quarterly prizes or team social events, are all low-cost ways to make employees feel appreciated. You can also use these efforts to highlight your positive workplace culture on social media channels and your company website, which helps with talent attraction.

Volunteer Leave Day

Offering volunteering leave days demonstrates your organisation’s commitment to social responsibility while promoting work-life balance. Offering paid time off specifically for volunteering in their communities can boost morale, foster a sense of purpose, and enhance employee engagement. This perk not only benefits local causes but also helps build a positive company culture that values giving back. By encouraging employees to participate in meaningful volunteer activities, organisations can strengthen team bonds, improve overall job satisfaction, and enhance your reputation as socially conscious employer.

These non-monetary incentives can be highly effective in attracting and retaining talent, especially when aligned with your organisation’s goals and values, and with employees’ needs.

Get Tailored Employee Package Advice from Our Technology Recruitment Specialists

For tailored advice on non-salary benefits as a talent attraction tool, how to set a salary for a role , or with help in building your team , Emanate Technology has the expertise to guide you. Get in touch with our knowledgeable technology recruitment specialists in Canberra, Melbourne, Brisbane or Adelaide today.

How to Build an Agile Tech Workforce

Thu, 04 Jul 2024 10:45:35 GMT

Agile’ means more than just the methodology used to deliver projects. There is, in fact, a broader application of agile, which includes recruiting the right people when you need them.

Hiring managers can often assume building an agile and resilient workforce requires lots of trial and error – and a few costs along the way. But that doesn’t have to be the case.

Is it possible to build and nurture teams without having to start from scratch every time a team member resigns, a new client is onboarded, or when a new product feature is planned? Absolutely – and here are a few strategies to achieve it.

Commit to Regular Workforce Planning

Every organisation needs a workforce that can adapt to new tech, shifts in customer preferences, changes in regulatory requirements, and the odd black swan event. Nobody can predict the future with 100% accuracy, but workforce planning is the sensible way to bridge the gap between the known and the unknown.

Set aside time at suitable intervals (quarterly, bi-annually or annually) to identify your organisational strategy and goals, identifying any skills gaps and which resources may be best to fill them (such as hiring tech contractors or permanent employees).

From there, you can outline a working budget for employee headcount and then build an action plan for hiring people against specific timelines. Workforce planning is iterative, so you can continually monitor and revise plans as priorities and circumstances change. Most companies plan their workforce during EOFY (see: tips to maximise your recruitment budget ).

Partnering with a technology recruitment agency , like us, or working alongside Zaleo Consulting , can provide you with essential intelligence on skills availability, pay expectations and other market forces – essential for workforce planning. This is particularly valuable for high-risk, in-demand roles such as cyber security, where specialist cyber security recruitment ensures workforce plans are grounded in real-time market conditions rather than assumptions.

Prioritise Skills Development

Following a workforce planning session, the next step is to address any skills gaps within your team, department or the organisation at large. Here’s a breakdown of what a skills strategy could look like:

Identifying emerging skills

Research industry trends and survey your customers or other stakeholders and identify the skills required to meet their current and future needs. Evaluate whether these needs can be met from within the organisation or whether they must be sourced externally, such as graduates or contractors.

Offering reskilling programs

Provide opportunities for your team members to upskill or transition to new roles within the organisation. This could involve offering training programs, tuition support, mentorships and secondments. The key is to encourage employees to take ownership of their professional development and provide them with support for ongoing learning.

Cultivating Fresh Talent

A host of tech companies have developed apprenticeship programs for young tech talent as part of a workforce agility strategy. By investing in the development of young professionals, you can build a future workforce that is more loyal and engaged.

Encourage Adaptability

Workforce agility is difficult to muster without the right attitudes amongst your team members. Hiring people with an adaptability mindset will always make it easier for a business to pivot quickly when necessary.

But adaptability is also something to cultivate with existing employees. This could be in the form of equipping them with the skills to adapt to changing circumstances. It could also involve streamlining decision-making processes and empowering teams to take calculated risks and experiment with new approaches.

An adaptability mindset ultimately flows down from the senior leadership team. As a manager, you lead by example, modelling the behaviours you wish to see in an agile workforce, such as transparency in communication. By keeping your teams informed about organisational changes and the reasons behind them, it’s easier to build trust and confidence.

Additionally, recognising and rewarding people for demonstrating an adaptability mindset can be a powerful way to build an agile workplace culture.

Champion Diversity

Diverse and inclusive workplaces are better equipped to handle new challenges. The advantages of a diverse workforce – including varied cultural experiences and perspectives – can lend themselves to more creativity and innovation, which are vital for organisational agility, along with better financial performance, as McKinsey research suggests.

Using diversity-focused recruitment practices , along with championing diversity and inclusion principles within the workplace can help leaders build a supportive workplace culture that remains flexible in the face of change.

Tap into a Wider Talent Pool

Building an agile, responsive and resilient workforce is possible with a holistic strategy, one that emphasises hiring for and cultivating the required traits. It’s not an overnight undertaking but is made easier with a knowledgeable and consultative talent partner. Whether you’re hiring tech contractors ahead of a major project or building out a new team , Emanate Technology can support you every step of the way. Get in touch with our knowledgeable technology recruitment specialists in Canberra, Melbourne, Brisbane or Adelaide to get started now.

Tech Contracting Engagement Options – What’s Best for You?

Mon, 01 Jul 2024 10:51:25 GMT

In my role as a specialist tech recruitment consultant in Canberra, I talk to many candidates throughout the week who are exploring their employment options, understanding what the right move is for them and their career. With this comes a constant battle of contract vs permanent tech roles. Following trends and changes in the tech market of late, I have found myself having more detailed conversations about what it means to contract – different to consulting – including how to become a contractor, how it works specifically for the individual and how it differs from a permanent opportunity. Stepping into the contracting market can be a daunting experience, there are so many questions to ask – how do you ensure you are being looked after? How do you make the most of your tech contract role to elevate your career? The biggest question I find I’m answering is “how do I get paid?”. The answer is that there are many options available when it comes to how you get paid as a contractor, depending on your needs and preferences.

At Emanate Technology we offer three ways to set up your contracting engagement which will impact how you receive your pay. Each option has its own benefits and considerations, so you’ll need to consider your personal circumstances and preferences, and it is essential that you seek financial advice when choosing the best method for you.

PAYG (Pay As You Go)

As a PAYG contractor you essentially become a casual employee of Emanate Technology. A simple and straightforward option, this is ideal if you prefer a hassle-free arrangement where you get paid your contracting fee and all the administrative and compliance tasks are managed for you including:

Superannuation
PI/PL Insurance
Workers Compensation Insurance
PAYG Tax

PAYG contracting has the additional benefit of salary packaging options you may take up, such as voluntary superannuation contributions, computer software, income protection and professional development expenses. And while we don’t charge you for the above administrative services, we do offer novated leases for vehicles for a small admin fee.

PTY Through a Payroll Company

As a PTY contractor through a payroll company, you are engaged by a third-party payroll company for your contract. This option is suitable if you want to maintain the benefits of being an independent contractor while outsourcing administrative tasks. For a fee, typically around 2-3% of your earnings, the payroll company will manage your superannuation, tax payments, and other payroll-related tasks to ensure you are compliant with all relevant regulations. By setting up this engagement, there may be tax advantages however as everyone’s tax situation is different, we recommend seeking advice from a qualified accountant.

Independent Contractor Through your Own Pty Ltd Company

For those who prefer complete control, you can operate under your own Australian Company Number (ACN). This option is best for contractors who are comfortable with managing their own finances and want the maximum control over their business affairs.

Payment would be made direct to your Pty Ltd company via Recipient Created Tax Invoices (RCTI) and your company would receive a remittance advice after each payment had been made. You would then be responsible for managing your own superannuation, PI/PL insurances, workers compensation insurance, tax payments, and other business-related tasks. There are also additional fees associated with setting up and maintaining a Pty Ltd company. We strongly recommended consulting with a financial advisor or accountant who specialises in this area to ensure compliance and so you can optimise your financial management.

Selecting the Right Agency to Contract Through

In addition to payment questions, we also get asked about how to select the right agency to ensure a successful contracting career. How do you know you are being looked after, are you working with the right agency for your skillset and how will they find me roles I’m interested in?!

Finding the right tech recruitment consultant – and agency – is very important in your job search process. You want to ensure that the consultant/s you are working with have:

Your best interest in mind
Are connected and engaging with relevant hiring teams related to your skillset
Understand your skill background and where you want to take your career.

Contracting can be a big change for people, so the support from your consultant and the agency is essential to ensure a smooth process and enjoy the change.

Keeping your Skills Updated and Relevant

When you’re employed by a company in a permanent role, there are often opportunities for upskilling, either on the job, by internal learning and development teams or by external training providers. These can be part of your salary package with the company paying for both the actual training and your time to participate in the program. As a contractor, upskilling becomes your own responsibility. You will need to invest both your time and money to ensure your skills stay up to date and relevant to keep you competitive in the tech contract market.

Some recruitment agencies such as ours offer contracting benefits that include discounts to training platforms. You want to ensure the training platform offers relevant tech courses that align with your career goals. At Emanate Technology we have partnered with Lumify Work who are accredited by leading tech vendors, partners and industry bodies to provide world-class training and certifications delivered both virtually and in the classroom across Australia.

Ultimately the decision with how you set up your contract sits with you and comes down to your personal circumstances and how you want to manage the administrative and compliance requirements linked to being employed. And don’t forget to discuss this employment change with your partner too. While there are many benefits to contracting, it’s not permanent ongoing employment which may impact your household when you’re between contracts or for things like home loan applications.

If you’re looking to make the change into the contracting market, want to discuss your options or are looking for your next tech role reach out to us for a chat. We have offices in Adelaide, Brisbane, Canberra and Melbourne and are well connected in the tech market!

How to Make Your Job Applications Shine After a Career Break

Mon, 27 May 2024 06:59:39 GMT

If the prospect of re-entering the tech workforce after a career break has left you feeling apprehensive, you’re not alone. As many as 62% of employees have taken a break at some point in their professional career and it’s becoming increasingly common across a range of industries and job types, including tech.

Employment gaps can happen for a number of reasons – including health issues, family responsibilities, career transitions and relocation. It’s important to remember that, when addressed well, these are not a disadvantage to your career.

Wondering how to make your job application stand out and reach your dream employer after an employment gap? Look no further – we’ve put together 4 key tips to help.

1. Refresh Your Skills

When preparing to re-enter the workforce, the first step is to get acquainted (or re-acquainted) with the industry landscape and evaluate how your current skillset stacks up. Engaging in thorough research on emerging technologies, market trends and job openings will instil you with the confidence needed to commence your job hunt.

Given the rapidly changing nature of tech jobs, it’s likely you’ll need to upskill to make your job application stand out. Consider what skills gaps you may have, whether you’re transitioning from another field or re-entering the workforce. Engaging in courses, personal projects and industry events is an excellent way to refine both your technical and interpersonal skills in the tech field. Plus, it demonstrates a proactive approach that can help you impress potential employers!

2. Update Your CV to Address Your Career Break

Since you’ve been away from the workforce, your CV most likely needs updating. Before sending it off with your next application, it’s important to address your career break on your resume – especially when it’s been a significant amount of time since your last role (three months or more).

When formatting your resume, you could include a brief description of your employment gap as if it were a job of its own. For example:

Full-time caregiver, Brisbane, QLD, 2020-2023

Took time off from career to care for and support a family member with special needs.

Aside from directly addressing your career gap, ensure that you highlight any additional projects undertaken during your downtime (i.e. personal coding projects), new accreditations and skills gained. Whether you pursued further education, volunteered, or freelanced, emphasise how these activities have equipped you with valuable skills relevant to the position you’re applying for.

Outlining what you did during a career break is also important when writing your cover letter. Here’s an example of a cover letter for a DevOps Engineer position that reflects on a career gap, highlighting both a personal project and accreditation:

As a dedicated caregiver to a family member for the past two years, I honed invaluable skills in problem-solving, time management and adaptability, which I believe are directly transferable to the dynamic environment of DevOps. During this period, I also engaged in a personal project in which I implemented continuous integration and deployment pipelines using Jenkins and Docker. Additionally, I completed an advanced course in cloud computing with AWS, which solidified my proficiency in the tools and technologies essential to this role.

3. Seek Support From Your Network

When planning a return to the workforce, the support of your professional network can be invaluable. Here are a few ways you could ask former colleagues, mentors and industry contacts for assistance in your tech job hunt:

Resume feedback: Ask for feedback on your resume and cover letter to ensure they effectively highlight your skills and experiences.
Job leads: Your network can only help if they know you’re on the lookout for a new position – so let them know what you’re after! Inquire about any job openings or opportunities within their organisations/networks that would suit your unique skillset and career goals.
Interview preparation : Jumping back into the interview game can be daunting, especially after a career break. Your network can also be a great support here, providing tips on answering common interview questions and discussing your career break. For more on this, see here for our guide to the most common interview mistakes (and how to avoid them)!
Professional references : You may also like to ask if they would be willing to serve as a professional reference or provide testimonials to support your applications – as these go a long way.

4. Reach Out to a Technology Recruitment Agency

Enlisting the help of a specialised tech recruiter can be particularly beneficial for people coming out of a career break. As we work with a wide network of employers and candidates, we have the most up to date insights on the current job market, with a wealth of tech job opportunities to connect you with. We can review your resume and give you advice on how to refine it for your job search, along with helping you prepare for job interviews and negotiating offers.

Take Your Next Career Step with Emanate Technology

As a specialist technology recruitment agency, we understand what hiring managers are looking for in their next candidate. Whether you’re looking for your next dream role or need assistance crafting a CV that addresses your career gap, we’re here to help – contact us today to get started.

6 Steps for Onboarding Your New Hire

Thu, 25 Apr 2024 06:05:35 GMT

Many professionals will decide to change jobs if the first few days or weeks in a new role doesn’t feel right. Considering the money and time spent recruiting for a vacant position, it’s important to ensure that your new hires experience an organised, professional, and positive introduction to your business.

Structuring the onboarding process with a clear plan will enable your new employees and contractors to get off to the best possible start. We’ve put together onboarding best practices we recommend to ensure new employees feel informed, valued and welcome from day one.

1. Be Communicative

Once the contract has been signed and a commencement date agreed, the real work starts. Although your new team member may be busy working through their notice period, this is still a vital time for building your future working relationship.

Check-in with your new starter regularly throughout this period, either by phone or email, to keep them engaged and pave the way for a smooth transition. You can offer to share important updates on the projects they’ll be working on, or simply invite them to a social event such as a team lunch.

This will help them to feel part of the team before they join and can alleviate any first-day anxiety or nerves. It will also help them hit the ground running, now equipped with some background knowledge of the team and their work.

2. Remove Logistical Barriers

When your new employee walks through the door on their first day, there should be no confusion about where they go or who they meet.

As a hiring manager juggling your core duties alongside an onboarding process, you might delegate the setup of passwords, workstations, and security access to a team member. If you do, don’t forget to confirm these tasks are done before the new hire starts.

New hires should also receive company protocols and policies on the first day, or even via email in advance. This can cover information such as start and finish times, breaks, rules for internet use and specific emergency procedures.

3. Introduce New Faces

As a manager, it’s your job to create a welcoming work environment. We suggest you start by having a meeting with the entire team well before your new employee starts to give them some background on their new colleague.

On day one, organise a team meeting or morning tea to formally introduce them to their colleagues. We also recommend introducing new employees to a buddy or mentor to whom they can direct their questions during their transition period.

If your new hire is at managerial level, it’s likely you’ll brief other senior staff or board members of the appointment and share details of their work history in the form of a brief bio. And don’t forget to inform external stakeholders including clients and suppliers.

Remember, your new employee may feel overwhelmed by so many new names and faces, so also providing them with an org chart would be helpful. This will make the process of learning names and titles easier, and it is something they can do in their own time.

4. Highlight the Big Picture

Regardless of skill, role type or previous experience, all new staff should go through an orientation process in their first week. This is an important step for the individual to understand where they fit into the broader organisation and establish them firmly in the company’s unique culture.

Orientations should focus on the company’s purpose and vision, providing a better understanding of the organisation and how their role will contribute to the bigger picture. Make sure they know the key people leading the business, such as the CEO or Board members.

Remember that the first week can be daunting and often an information overload, so help them prioritise what they need to focus on first. Encourage them to come to you or their buddy with questions and queries as they arise.

5. Check-In Regularly and Set Goals

Scheduling daily catch-ups with new employees will give you an indication of how they are transitioning into their new role and team. Whether you take them out for a coffee or have a quick chat each morning, these frequent meetings will help you promptly address any red flags, doubts, or queries. Use these check-ins to set goals for them for their first days, weeks, and months.

6. Remote Workers Need Onboarding, Too

Remote working is nothing new, but organisations can still get tripped up by a poor onboarding process for remote teams.

Here are the key considerations when devising a remote onboarding process: 

Prepare thoroughly in advance . Have the usual welcome collateral as well as any logins or hardware provided to the candidate before their start date.
Keep it manageable . Day one is the start of a new journey for both employer and employee, with that energy and eagerness to get started, there can be a temptation to pack the schedule from the get-go. Information overload can occur very easily within a remote context, so limit your day-one video sessions to the essentials and plan regular breaks.
Maximise facetime with new colleagues . Remote workers can miss out on the incidental and ad-hoc encounters that are a feature of office life. To compensate, ensure you carve out time for new team members to get acquainted with everyone via video. Try to make it more social than a formal meeting.

The Importance of Onboarding Best Practices

A new employee will typically make a judgment call during their first week whether they made the right choice to take the new job. Not putting enough time into your onboarding processes may cost you a new and valuable employee. On the flip side, getting the first few weeks right can pave the way for a long and successful time together!

Create a checklist using our onboarding steps above and you will do much to instil confidence in your new employee – and help them get productive sooner

Get Onboarding Right with a Technology Recruitment Agency

As a technology recruitment agency that regularly onboards multiple contractors and permanent hire s into new positions. Emanate Technology has a rigorous onboarding process to ensure nothing is overlooked.

For help with securing top talent for your team, accompanied by supportive onboarding, contact us today. We’d love to help.

Hiring IT Talent: The Debate Over Attitude, Aptitude and Technical Skills

Mon, 22 Apr 2024 10:05:17 GMT

A unique talent dynamic has emerged in Australia’s technology job market, shaped by a confluence of forces that make hiring particularly complicated.

As an example, both Federal and State Government department requirements for citizenship and security clearances exclude skilled technology professionals from working in government because of their permanent resident or visa holder status. These individuals happen to make up a significant chunk of available candidates across our major cities.

With an ever-increasing number of Government departments requiring high-level security clearances and employment screening it can blow out hiring and onboarding time by as much as six to nine months. We feel for Project Managers battling with a sliding schedule and an increasingly lengthy hiring process.

The scarcity of specialised tech talent doesn’t just stem from these restrictions, however. The rapid evolution of technology (such as AI) and the increasingly progressive mindset of CIOs means plenty of modernisation initiatives are underway.

From our perspective as a technology recruitment agency working closely with public and private sector employers, we’re observing the technology landscape is emerging from a period of relative quiet. There is definitely more excitement now than there has been for some years. Good times! But what does this mean for the state of hiring for tech jobs?

Skills Expectations Are Unrealistic for Many Tech Jobs

These market forces are resulting in somewhat unrealistic expectations from employers about the technology skills currently available in the market. Certain tech skills simply aren’t prevalent in the market, given they’ve only just come off the shelf.

The fact is that you can’t expect someone to have three years of experience with hyper-converged storage solutions, or various software-defined data centre technologies, as they’re only new to the market.

Hiring people with core technical skills and a proven ability to pick up new technologies quickly would expand the talent pool greatly, even for work that involves more mainstream tech.

Just because someone has had an opportunity to get their hands on the latest ‘technology X’, that doesn’t mean they’re particularly good at it or are better than someone who is able to learn it quickly.

Learning from Past Periods of Skills Transition

Many markers throughout the average technologist’s career prove their ability to pick up new and emerging technologies. If they haven’t, they’re unlikely to be still sitting in a corner doing the same thing they were 10 years prior.

Consider the progression from VB & Access programming to .Net & SQL development. When .Net arrived, employers were simply forced to give their old VB coders an opportunity to upskill, whether they were permanent or contract employees. This is an instructive example of a sweeping shift in the skill makeup of the tech market.

We can certainly learn from this. As new tech quickly upends job responsibilities and eventually job titles, it’s fair to consider a different approach to building the repository of technical skills within an organisation.

Hiring for Attitude to Overcome Skills Shortages

Whether in Canberra, Melbourne, Brisbane, Adelaide or elsewhere, hiring managers should stay attuned to the realities of the candidate market. If you are like the many tech managers we speak to who are struggling to hire a certain skill set, then perhaps you need to think about which aspects of the job description you can compromise on.

Employers can benefit by prioritising attitude and aptitude in candidates, by recognising that technical skills can be acquired with the right support and environment. It might be sensible to avoid quickly scanning resumes for a certain buzzword and automatically disqualifying candidates – a jibe often aimed at us recruiters.

If you’re working with a tech recruitment agency that you trust and know has fully screened the ‘softer skills’ of your candidates, test their opinion – allow them to help you take a chance on a candidate with the right attitude and aptitude for learning.

Everyone in the tech industry started somewhere and the skills they have now are not the ones they began with After all, it’s considerably easier to train an individual in a technology or process, assuming they have the aptitude to learn, than to alter a candidate’s personality!

Partner With an Expert Technology Recruitment Agency

We hope the perspectives outlined in this article provide food for thought. While there’s no instant solution to the shortage of certain specific tech skills, shifting perspectives on what defines an ideal candidate is a crucial stride forward. Building a robust workforce that can adapt to changing tech and processes will simply become more difficult if employers remain unwilling to look beyond a fixed list of hard and technical skills.

Investing in skills development is a proven strategy that has previously enabled employers to adapt to changing innovation and economic cycles. Combining training and development with a more expansive recruitment strategy can help employers build a powerhouse workforce that is ready to meet the future.

Here at Emanate Technology, we’re not one of those run-of-the-mill contract recruitment agencies that work transactionally. We take talent acquisition very seriously and have built our reputation on helping employers in Canberra, Melbourne, Brisbane and Adelaide make strategic hiring decisions. Contact us today to uncover talent that helps your organisation activate its true potential.

Adelaide’s Tech Job Market: Opportunity Propelled By Transformations

Tue, 16 Apr 2024 07:17:22 GMT

In the aftermath of significant South Australian Royal Commission inquiries, Adelaide’s tech job market is experiencing an increase in roles as government departments are being set up to address pressing societal issues such as renewable energy , climate change , early education , aged care , and disability care . These initiatives are not only reshaping the types of roles available, they are also altering hiring practices and employer priorities, creating opportunities within Adelaide’s tech job market.

Rise of Roles Stemming from the Commissions

Adelaide’s tech job market is witnessing a notable uptick in positions spurred by recent inquiries and commissions. Initiatives addressing renewable energy and climate change, aged and disability care, and bushfire prevention have sparked demand for skilled professionals to drive innovation and implement solutions. As an example, there’s a growing need for software developers specialising in mapping technologies to identify high-risk areas for bushfires, as well as business analysts to ensure projects align with funding objectives.

Shifts Towards Training and Cultural Fit in the Tech Job Market

A notable trend in Adelaide’s tech job market is the increasing emphasis on internal training and cultural fit. Companies are investing in “train your own” programs, seeking candidates who align with their culture and exhibit a willingness to learn and adapt. Rather than hiring more experienced or senior candidates who might impact their culture, organisations are opting to cultivate talent internally, fostering a sense of loyalty and alignment with company values. For job seekers early in their career, this presents an opportunity to secure roles they may not initially feel qualified for based on experience alone but can excel through cultural alignment and an eagerness and willingness to learn and grow within the business.

Opportunities for Skilled Migrants

With skilled migrant visas flowing steadily, employers in Adelaide’s tech sector are encouraged to consider candidates from diverse backgrounds. Skilled migrants bring valuable expertise and fresh perspectives, often from larger companies overseas. Employers can leverage this pool of talent to enrich their teams and drive innovation. By conducting thorough research on candidates’ previous employers, synergies can be identified both within their experience and similarities in industries or business models. As in all hiring processes, we recommend full transparency early on around salary and package offerings to ensure all parties are clear on expectations.

Growing Demand in Specific Tech Jobs

Certain tech roles are witnessing a surge in demand within Adelaide’s job market. Business Analysts are particularly sought after as organisations review and assess spending for projects leading up to the end of the financial year. Similarly, in the defence sector, System Engineers, their equivalent of a Technical BA, play a crucial role in scoping the development of future submarines and defence technologies. Additionally, roles in IT infrastructure , particularly Cloud and Cyber Security , are in high demand, with a trend towards amalgamating these functions within organisations. The Software Development space is also picking up with good growth across web services companies as well as more traditional software engineering related to the mining sector, defence and automotive industry.

Global Talent Influx and Unbundled Hiring Services

Adelaide is experiencing a significant influx of international candidates seeking opportunities within its tech industry. This increase in applications underscores the city’s growing reputation as a tech hub with promising career prospects. To help organisations navigate this influx, and to ensure you are finding candidates with the right cultural fit, unbundled hiring services are becoming increasingly popular. At Emanate we offer tailored solutions to support hiring needs, including longlisting or shortlisting candidates to help organisations filter through applications appropriately and ensure they are securing the right cultural fit for the organisation in addition to the skills required.

How to Navigate Opportunities in Adelaide’s Tech Job Market

Adelaide’s tech job market is undergoing a period of transformation, driven by inquiries, evolving hiring practices, and a growing pool of global talent. Employers and job seekers alike have a unique opportunity to capitalise on this shift, whether by embracing internal training and cultural fit, tapping into skilled migrant talent, or leveraging specialised tech roles in high demand. With the right strategies in place, Adelaide’s tech sector is poised for continued growth and innovation. At Emanate Technology, we are here to support the careers and hiring needs of the Adelaide tech community across the full spectrum of technology requirements. Reach out for a chat about how my team and I can assist!

Tackling Gender Diversity Challenges in Tech

Tue, 27 Feb 2024 10:42:18 GMT

Australian workplaces overall have made significant strides towards equality. For employers in technology industries, however, challenges in improving gender diversity persist.

These challenges involve not just tech recruitment practices, but also the retention of women professionals in the tech industry, along with gender-based pay gaps in many organisations.

A survey by Women Rising found almost half of women in tech jobs in Australia have considered leaving the industry in the past 18 months, while women made up just 29% of the overall tech industry workforce in 2022, marking the first decline in nine years, according to Australian Computer Society research. There is clearly more work to be done to support women in tech and encourage them to stay in the field.

If you’re dedicated to improving gender diversity in tech like we are, here are a few areas you can look at to start tackling gender diversity challenges in your organisation.

Set Gender Equality KPIs

Don’t underestimate the power of targets when it comes to improving the diversity of your workforce. For an organisation, setting specific and measurable goals for diversity enables everyone to be on the same page regarding recruitment and people strategy.

For example, you may have a technical team that has no female employees. In this scenario, it could be beneficial to set a target of 40% of female employees in that team, to be achieved within 18 months. That provides an actionable goal for which you can measure progress.

Setting gender targets is often a long-term project for organisations, with the work involved in achieving those targets depending on many variables, including company size, the existing gender mix of the workforce, and the composition of teams and business units. As the Workplace Gender Equality Agency recommends in its comprehensive guide on setting gender targets , it’s wise to focus on specific areas of the business instead of setting an overall organisational target.

Focus on Female Employee Retention

Relying on tech recruitment strategies to support women in tech can only get organisations so far. Hiring practices play a foundational role in supporting gender diversity in technology sectors, but it’s just as important to have a workplace culture that encourages women employees to stay for the long term.

As Women Rising’s research shows, 33% of women who recently quit their jobs in the tech industry did so due to a lack of flexibility, while 24% resigned due to a lack of career advancement opportunities. It’s sensible to regularly review company policies to ensure they support women’s work-life balance and career progression.

Identify and Address the Gender Pay Gap in Tech

As a gender pay gap in tech persists, this is another area where employers can focus on to make progress towards gender equality. Official figures show the pay gap in Professional, Scientific and Technical Services, which encompasses many types of tech jobs, currently sits at 22.7% – up from 21.2% in 2022.

Adopting these practices and policies can help your organisation address the gender pay gap in tech:

Collect and Analyse Pay Data : Start by collecting data on salaries, bonuses, and other forms of compensation across genders within your organisation. Break down this data by job level, department, and other relevant factors. Analyse the data to identify any disparities between male and female employees.
Conduct Pay Audits : Perform a thorough pay audit to identify any systemic biases or discrepancies in your remuneration strategies. For example, this may involve comparing the salaries of male and female employees who hold similar roles and have similar levels of experience and performance.
Review Hiring and Promotion Practices : Examine your organisation’s hiring and promotion processes to ensure they are fair and transparent. Address any biases or barriers that may be preventing women from advancing in their careers and earning equal pay.
Promote Salary Transparency : Take a proactive approach to increasing transparency around salary and compensation practices within your organisation. This can help identify and address disparities more effectively and demonstrate the organisation’s commitment to addressing the gender pay gap in tech.

From the end of February 2024, the WGEA will be publishing gender pay gap data for every Australian employer with more than 100 employees – another incentive to address pay gaps within your organisation and address them as a priority.

Use Opportunities to Inspire Women in Tech

Using role models and highlighting women employees in your business can be powerful ways to attract female candidates and motivate current employees. Here are a couple of strategies for inspiring women leaders and professionals of all stripes to work for your organisation and stay for the long term:

Offering mentorships: By identifying strong female role models within your company and cultivating them as mentors for new female team members, you lay the groundwork for a more inclusive environment. If there isn’t anyone available to be a mentor, consider offering junior female employees the opportunity to participate in external mentoring programs.

Celebrate milestones and achievements: Promote and showcase female accomplishments within your organisation. Use your company website, LinkedIn page and other public channels to highlight the innovative projects and wins that female employees have been involved in. Showcasing your actual employees is much more authentic than relying on stock photos or cliché slogans about diversity. Internally, it’s also important to regularly recognise the achievements of female employees during meetings or company-wide events.

Get Support for Diversity Strategies in Tech Recruitment

No quick fix exists to improve gender diversity in tech, but it’s certainly possible to make genuine progress with the right amount of commitment and targeted strategies.

Connecting with tech recruitment specialists who understand the nuances of the Australian tech employment market and are proactive in hiring can help your organisation reach these goals. Contact our friendly team today for tailored support of your diversity hiring goals and growing your team – we’d love to help.

Teeing Up Success in the Melbourne Tech Job Market

Mon, 29 Jan 2024 10:04:45 GMT

The tech job market and employment landscape in Melbourne, and to some extent, Australia at large, has undergone a significant transformation in the last year, reshaping the way businesses approach recruitment. The aftermath of the COVID-19 pandemic, marked by a surge in salary and rates, has now stabilised, paving the way for a more balanced and resilient job market.

The unprecedented events of the pandemic triggered a boom in tech jobs and a candidate shortage, a trend that extended across global stage. In 2023, the United States experienced a shift in the market, with major tech giants like Salesforce, Google,and Amazon implementing labour cuts, sending ripples through the tech market worldwide.

Employers responded by reclaiming the narrative, not only in terms of salary negotiations but also in shaping the recruitment process and defining working arrangements. This included decisions on work from home policies and the structuring of hybrid work weeks. While the pandemic initially compelled employees to work from home, there is now a palpable shift towards a return to the office. Employers are eager to resurrect office culture and foster an environment conducive to learning and development. As clients pivot towards a return to the office, they are also redefining their approach to attract top talent. Departing from business-as-usual, companies that are engaging in tech or transformation projects are positioned as employers of choice.

Candidates, on the other hand, are seeking more than just a job; they crave sustainable environments with ample training and development opportunities . Flexibility within the work week has become a non-negotiable for many.

Certain sectors have emerged as pillars of strength in the current job market, notably defence, education, government, retail, and energy.

Being Positioned as a Tech Employer of Choice

For clients aiming to stand out in the competitive job market, fostering a collaborative environment is paramount. A crucial shift in focus towards learning and development is evident, with employees increasingly seeking access to cutting-edge technology such as AI, data analytics, and involvement in innovative projects.

Navigating the Tech Landscape

Success in the current tech landscape requires candidates to be clear about their preferences and expectations. When it comes to flexibility, candidates must articulate what it specifically means for them, understanding the mutual give-and-take necessary for a successful flexible work arrangement.

Candidate upskilling within their tech domain is a strategic move to strengthen their position in the job market. Aligning salary and rate expectations with the current market temperature is equally vital, as figures that soared during the height of the pandemic have now stabilised or, in some sectors, even declined.

The 2024 Melbourne Tech Market

Looking ahead for the year, we observe green shoots of growth, particularly within contract roles. However, a softening is evident in permanent opportunities. Key sectors to monitor include defence, education, and retail, with financial services emerging as a rising player. The tech industry is poised for positive growth, signalling opportunities for both clients and candidates willing to adapt to the evolving landscape.

Melbourne’s job market in 2024 is set to be a dynamic arena where adaptability, collaboration, and a commitment to staying at the forefront of technological advancements are the keys to success for both employers and job seekers. If you’re looking to partner with a specialist tech recruitment team who have their finger on the pulse and extensive experience in the market, chat to us !

Strategic Tips for Mid-Career Tech Professionals

Tue, 02 Jan 2024 10:34:49 GMT

A tech professional’s journey is often a tale of milestones met, challenges faced, and continuous learning undertaken. For mid to senior-level tech professionals with over seven years in the same field, it’s not uncommon to be struck with the urge to re-evaluate your career direction. This is perfectly normal – and an opportunity for growth, transformation and pursuit of new goals.

Opportunities abound for all types of career paths, regardless of economic headwinds. With the Tech Council of Australia estimating that 1.2 million people will be working in both direct and indirect tech disciplines by 2030, now is an excellent time to review your career and chart your course for a change in direction.

We’ve applied our knowledge of the current IT recruitment market to inform this series of strategic tips for redefining your career path, whether it involves stepping into a leadership role, mentoring others, or exploring emerging IT jobs in Australia .

Define Your Goals

Define your goals clearly before embarking on any career transition. Ask yourself: What do you want to achieve in your career’s next phase? Whether moving into a management position, becoming a mentor, or acquiring new skills, having a clear vision provides a roadmap for your journey. This clarity motivates you and helps you make informed decisions aligned with your aspirations.

Embrace a Growth Mindset

Adopting a growth mindset enables you to embrace challenges as opportunities to learn, adapt and grow. Understand that setbacks are part of the journey, and each experience, whether successful or not, contributes to your professional development. A growth mindset fosters resilience and a positive outlook, essential to navigating the complexities of a career transition.

Assess Your Skill Set

Take stock of your existing skill set and identify areas that need enhancement. For example, leadership and communication skills become paramount if you’re considering a move into management. If mentoring is in your sights, your ability to guide, inspire and share knowledge takes precedence. If venturing into a new skills area, evaluate the technical competencies required and start bridging the gap through training.

Own Your Weaknesses

Acknowledging and owning your weaknesses is a crucial aspect of personal and professional growth. Embracing your flaws or lesser strengths is a sign of self-awareness and maturity. Test yourself to identify areas where you may be less proficient or lack experience. Whether a technical skill, a soft skill, or a gap in knowledge, owning these weaknesses allows you to take the initiative in addressing them.

Build a Professional Network

Networking is a powerful tool that can open doors to friendships, alliances and job opportunities. Be proactive in connecting with professionals in your desired field, attend industry events and engage in online communities. A robust network not only provides support and guidance, but it also exposes you to diverse perspectives, which are crucial for your professional development.

Give Attention to Your Online Profile

As a mid-career professional, it might be time to give your online presence some attention, especially if you’ve been too busy focusing on your work. Invest time in updating your LinkedIn profile, ensuring it accurately reflects your current skills, achievements and career aspirations.

Share insights, articles, and updates relevant to your field to showcase your expertise and stay connected with industry trends. Actively engage in discussions within online communities or forums related to your profession, demonstrating your commitment to continuous learning and collaboration.

Seek or Offer Mentorship

Seek guidance from experienced professionals who have successfully navigated a mid-career phase. Their insights can inspire you, help shape your strategy and avoid common pitfalls. Simultaneously, now is the time to consider mentoring others. By mentoring, not only can your valuable experience be used to develop the next generation of tech talent, but it can also start positioning you for leadership roles.

Invest in Continuous Learning

Professionals in IT jobs tend to be well informed on the latest trends within their field. Perhaps you’ve read about emerging or early-phase tech that interests you as a potential career option, or you’ve identified an industry growth wave you want to be part of. Upskilling can help you make the leap.

Invest time in continuous learning through courses, workshops and certifications relevant to your career goals; this enhances your skill set and demonstrates a commitment to professional growth – a quality highly valued in any role.

Consider a Parallel Move

If the prospect of an abrupt career transition seems daunting, consider making a parallel move. This involves taking on responsibilities or projects related to your desired career path within your current role.

For instance, if you’re eyeing a management role, express your interest in leading a project or managing a small team. This gradual shift allows you to gain experience and confidence whilst minimising the risks associated with a sudden change.

Diversify Your Experience

To add a unique dimension to your career and keep yourself engaged, consider diversifying your experience. Working on cross-functional projects, collaborating with teams from different departments, or exploring opportunities in other industries are all ways to do this.

Carve Out A Path to New Opportunities

For mid to senior-level tech professionals, the decision to re-evaluate your career can help you find new ways to be engaged and excited by your professional life.

Remember, your mid-career journey is not a destination, but a dynamic path leading to new horizons and opportunities.

Engaging an IT recruitment professional is a valuable part of career planning, and Emanate’s team can offer expert guidance to help set your wheels in motion. Contact us today .

How to Make AI Work for Your Business

Mon, 04 Dec 2023 09:44:37 GMT

In this increasingly digital era, Artificial Intelligence (AI) has emerged as a transformative force that can revolutionise how businesses operate and compete in the marketplace. With its ability to process vast amounts of data, recognise patterns and make intelligent decisions, AI offers unprecedented opportunities for businesses to streamline operations, enhance customer experiences and drive growth.

It’s true that much is still unknown about AI, the limits of its capabilities and how we will share our future with it. What we do know currently is that using AI for business yields countless short and long-term benefits and is changing the face of business daily.

With your finger on the AI pulse, your company can unlock the bounty of positive ways to use AI, energising your business and setting it apart from the competition.

Benefits of Using AI

Data-Driven Decision-Making:

AI algorithms can identify trends and patterns in large datasets that humans cannot perceive at the same speed. Its ability to quickly trawl through complex data to uncover hidden trends in market activity, operational processes and consumer feedback offers ample scope for improving efficiency.

Enhanced Customer Experiences:

AI can significantly enhance customer experiences through personalised recommendations, efficient query handling and 24/7 availability. AI-powered Chatbots and virtual assistants offer quick and accurate responses, improving customer satisfaction and loyalty.

Automation of Repetitive Tasks:

AI-driven automation frees up human resources from mundane and repetitive tasks, allowing employees to focus on higher-value strategic initiatives. This leads to improved productivity and innovation within the organisation.

Predictive Capabilities:

AI’s predictive capabilities aid in identifying market trends, potential risks, and growth opportunities. Businesses can use AI-generated insights to adapt their strategies proactively and gain a competitive edge in the market.

Cost Savings:

AI-driven automation in various functions reduces operational costs by minimising errors, optimising processes and streamlining workflows. This allows businesses to allocate resources more efficiently.

Utilising AI Across Various Business Functions

AI in Marketing

Marketing technology is among the vanguard of AI innovations and its impact is profound. More tools are available than ever for analysing consumer behaviour and preferences to create hyper-targeted marketing campaigns.

Machine learning algorithms process customer data to predict purchasing patterns, enabling businesses to tailor promotions and offers that resonate with individual preferences. With the growing use of AI-powered chatbots to provide instant customer support and personalised recommendations, companies are able to drive higher conversion rates.

AI is also optimising advertising efforts by identifying the most effective channels and times for ad placements, leading to improved ROI.

AI in Customer Service

As AI continues to advance and ‘learn’ from its interactions, AI-driven chatbots and virtual assistants can better handle routine enquiries, troubleshoot issues and provide real-time 24/7 support.

According to the University of Queensland (UQ) Business School’s Research Hub , by 2050, AI technology will read emotions to personalise each customer experience, and everyday interactions will be a mix of humans, AI-enabled machines and hybrids.

Improvements in natural language processing (NLP) capabilities are enabling AI to better understand and communicate with customers in a human-like manner, improving customer satisfaction. Moreover, AI can aid service improvement by analysing customer interactions to identify persistent pain points.

AI in Finance

Financial operations are ripe for AI integration. AI’s ability to analyse financial data with speed and accuracy is already facilitating fraud detection, risk assessment and compliance monitoring.

By automating routine financial tasks such as invoice processing and expense tracking, AI allows finance professionals to focus on strategic financial planning and decision-making. Additionally, AI-powered robo-advisors are transforming the investment landscape by offering personalised investment recommendations based on individual goals and risk tolerance.

AI in Human Resources

AI is reshaping the HR landscape by streamlining talent acquisition, employee engagement and performance management. AI-powered tools can analyse resumes and match candidates with job descriptions, saving time and ensuring better-fit hires.

Predictive analytics help identify potential turnover risks, enabling proactive retention strategies. AI-driven platforms facilitate personalised employee training and development plans, enhancing workforce skills and job satisfaction.

AI in Governance

Governance is one of the many positive ways to use AI, as it helps businesses to cultivate a stronger sense of corporate responsibility, build trust with stakeholders and contribute to a more efficient and well-regulated business environment.

Through AI-powered data analytics, businesses can proactively monitor their compliance with industry regulations and governmental standards, ensuring that their operations adhere to legal and ethical frameworks.

Additionally, AI-driven insights can assist businesses in identifying potential risks and opportunities within the regulatory landscape, allowing them to make informed decisions that benefit their bottom line and align with broader societal goals.

The (UQ) Business School’s Research Hub predicts that by 2035, organisations will be required to provide transparent reports on how they govern and assure their ethical use of AI and data.

Harnessing the Capabilities of AI is the Future of Business

As demonstrated above, using AI for business offers broad scope to drive efficiency, enhance customer experience and unlock opportunities for growth – on all levels of budget.

By embracing AI and harnessing its power, businesses can position themselves at the forefront of technological innovation and claim a competitive edge in the dynamic and ever-evolving global marketplace. As AI advances, those who seize its potential and adapt it to their unique needs will be poised for future success.

Partner with a Technology Recruitment Agency

Are you looking to take the leap and embrace AI’s capabilities within your business but need the expertise to execute the delivery? Talk to us today. Emanate is your leading technology recruitment agency that knows top tech talent when we see it, and we’re ready to connect you with them.

Why Proactive Tech Hiring Gets the Best Results

Fri, 01 Dec 2023 09:22:44 GMT

Hiring the right people when they’re needed is integral to every organisation’s success. Yet many companies rely on a reactive approach to recruitment, initiating a search for candidates only when a vacancy suddenly opens up.

The problem with this reactive approach, however, is that it can often result in hurried hiring decisions, lower-quality hires, and even increased employee turnover — all of which can make recruitment more expensive.

To address these challenges, transitioning from reactive to proactive recruitment can allow hiring managers to act more strategically and reduce disruptions to productivity.

Here we’ll explain the logic of proactive recruitment and how you can make it work for your organisation.

The Significance of Proactive Hiring

Proactive hiring is a strategy that involves actively seeking, engaging and nurturing potential candidates, even when there are no immediate job openings. Instead of filling specific technology jobs as vacancies arise, managers zoom out to consider the big picture, factoring in future workforce needs, and planning ahead accordingly.

In the fiercely competitive industries, there are several reasons why proactive hiring enables employers to be more agile:

Overcoming Talent Scarcity

In the face of persistent talent shortages, it makes good business sense to be ‘recruitment ready’ when you need to move fast on good candidates. Proactive hiring allows you to have a pool of qualified candidates ready to engage when needed. This approach is particularly effective in specialist areas like cyber security, where proactive talent pooling and expert cyber security recruitment can significantly reduce hiring delays when demand spikes.

Fostering Long-Term Relationships

Proactive hiring is not just about identifying candidates; it’s about building relationships with them. You can develop a strong rapport with regular communications, making them more likely to consider your company when ready for a career change.

Reducing Time-to-Hire

When you need to fill a specific role urgently, a reactive recruitment approach can take longer than expected. By cultivating a talent pool you can dramatically reduce the time it takes to hire a new employee, as you already have a list of pre-qualified candidates who are a good fit for your company.

Promoting a Positive Brand Image

Demonstrating that your company is committed to nurturing talent, even with no immediate openings, can enhance your employer brand . It showcases your organisation as forward-thinking, which can be a strong pull factor for ambitious tech professionals.

Proactive Recruitment in Action

To build an effective proactive hiring strategy, we suggest incorporating as many of the practices below as your resources will allow. In doing so, your business will be better prepared to act quickly and decisively when new vacancies arise.

Network

Networking is the underlying principle of all talent pool strategies. Savvy tech companies use various avenues, online and offline, to market themselves as employers and build a matrix of people who may be interested in working for them.

For hiring managers, it’s worthwhile participating in industry conferences, meetups and online forums; this allows them to meet potential candidates in a more relaxed environment.

Maintain a Robust Applicant Tracking System (ATS)

Connecting with potential talent and staying in touch is difficult without tech to streamline it all. Using a quality ATS can help you manage your talent pool efficiently. ATS tools can help you keep track of candidate contacts, profiles and interactions, making it easier to find and engage with potential candidates when the time comes.

Build an Engaging Careers Page

Your company’s careers page is often the first place potential candidates visit to learn more about your company. Ensure the website and career pages are informative, up-to-date and offers insights into your company culture, values and mission. Include a section where people can express their interest in future positions, so they can receive updates.

Engage in Regular Outreach

Keep the lines of communication open with potential candidates in your talent pool. Send regular newsletters and company updates and share industry news to keep them engaged. This way, you’re nurturing the relationship without being overly aggressive.

Leverage Social Media

Social media platforms can be goldmines for finding potential tech talent, if used intentionally. Actively engage with professionals in your field, share industry news and participate in discussions; this can help organisations gain visibility among potential candidates.

Encourage Employee Referrals

Encourage your current employees to refer potential candidates. Your team members often have connections with like-minded professionals, and their recommendations can be invaluable. Create a process for employee referrals and provide incentives to make it more appealing.

Establish Educational Initiatives

Partner with local universities, coding boot camps, or online learning platforms to offer educational initiatives; this can involve workshops, webinars, or mentorship programmes. You contribute to the tech community’s growth and position your company as a leader in the field by investing in education.

Invest in Your Company’s Future

Adopting a proactive approach to technology recruitment is not just an advantage; it’s a necessity for moving in sync with a dynamic technology jobs market. Building talent pools can help ensure your business is well-prepared for rapid growth, unforeseen talent gaps, or specialised skill requirements.

At Emanate, we help employers fill permanent and contract jobs in Australia daily, all thanks to our knowledgeable team of tech recruitment specialists. Could your business benefit from our industry-specific recruitment support? Contact us today.

CV Cliches to Avoid

Wed, 29 Nov 2023 09:10:44 GMT

Australia’s technology industry is booming and providing a wealth of career opportunities for tech candidates. According to the Tech Council of Australia , there are currently 861,000 people employed in tech jobs across Australia and technology is the seventh-largest employing sector in the country.

To capture the attention of Hiring Managers, it’s important to have a well-crafted resume that can stand out from the rest. You want to highlight your skills and achievements to demonstrate why you’re the best applicant for the job (read our guide on how to write a CV in Australia). But simply including a CV cliché like “detail-oriented” may not help you get to the front of the pack. In fact, it could do the opposite if your resume is full of cliches that have no depth.

In today’s article, we’re looking at some of the cliches to avoid when writing a technology-focused CV.

Detail-Oriented

We mentioned this one earlier, as it’s one of the most commonly used CV cliches in the book. Attention to detail is essential in most roles, but it’s an attribute that’s much more effective to ‘show’ rather than ‘tell.’ As recruitment experts, one of our top tips for writing a CV is to thoroughly proofread it and ensure it’s error-free before sending your application. If a candidate claims to be detail-oriented but has a CV riddled with misspelled words and typos, it could even make the Hiring Manager question the sincerity of the resume as a whole.

Passionate

Instead of claiming to be passionate about the industry, try to provide a concrete example of how you demonstrate that passion. For instance, include information regarding affiliations with professional industry organisations, past volunteer work, and other opportunities you’ve taken to sharpen your skills beyond the immediate technology roles.

Innovative

Rather than just saying you’re innovative, it’s much more effective to include examples of how you’ve displayed innovation. The key is in expanding on the words you are using and framing the phrase into a concrete answer that an employer can relate to. Just having the words ‘I am innovative’ doesn’t really mean much!

Perhaps you played a key role in creating a prototype or found a new way to streamline communications. These tangible examples demonstrate your ability to innovate, which will be far more impressive to most Hiring Managers.

Team Player or Works Well Independently

As more technology businesses look to create a positive team culture that nurtures connection and growth, it’s important that workers can collaborate towards mutual goals. On the other hand, in an industry as quickly moving as technology, it’s expected that any strong candidate can work independently. Both skills are critical in modern tech jobs, but there are better ways to demonstrate them when writing your CV.

Again, providing evidence is key. For instance, try “I have worked with internal Developers, Testers, Training and Marketing teams to implement the new companywide intranet for 3,000 salespeople” or “I independently designed and implemented the new companywide intranet for 3,000 salespeople.”

Excellent Communication Skills

The ability to communicate effectively will always be a sought-after attribute in any workplace, but the phrase “excellent communication skills” is a great example of one of the most overused CV cliches. These days it’s been used so much that it’s nearly lost all meaning – and it certainly won’t help you stand out.

It’s vague and it doesn’t help to paint a picture of who you are as a candidate. Someone with excellent communication skills could be referring to their ability to present to groups, create complex instruction manuals or chat with colleagues. Which is it that you’re trying to convey?

By being more specific and giving examples of instances you’ve used your communication skills effectively, you’ll be able to demonstrate your value to the hirers.

So, How Do I Avoid the Cliches?

You may have noticed by now that there’s a theme to avoiding these CV cliches: “Don’t tell them, show them.”

Rattling off a list of overused cliches throughout your CV makes it too easy for Recruiters to pass you over in favour of the next, more interesting resume.

Instead, if you want to stand out from the competition and make a lasting impression on the Recruiting Manager, try demonstrating your impact on the industry. Use persuasive and creative language to explain why you’re a great match for the technology role and include examples of your achievements.

Summary

If you’re considering applying for a new tech job, it might be time to review your resume and ensure it doesn’t include any CV cliches!

Working with a recruitment agency can be an excellent way to explore what is currently available in the industry and prepare for the application process.

Get in touch with the team of technology and digital recruitment specialists at Emanate Technology. Our team are experts in connecting Tech professionals with the best employers in Australia. To find out more about how we can help you, get in touch with our teams in Adelaide, Brisbane, Canberra, or Melbourne.

Consultant vs Contractor: What’s the Difference?

Fri, 24 Nov 2023 09:59:06 GMT

Contractors and consultants are integral to the success of many IT projects in Australia. As strong growth in IT services is forecasted for Australia in the coming years, with contracting also becoming more common , it’s worthwhile exploring how consultants and contractors are currently engaged by organisations.

Whilst both IT contractors and consultants provide specialised IT services to clients, they have a number of key differences across the work they carry out, the payment they receive and the expectations for what they can deliver.

In this blog, we’ll delve into the roles of contractors and consultants and highlight their similarities and differences in IT projects.

What is an IT Contractor?

IT contractors are professionals hired for a specific project or for a predetermined period. They provide specialised skills and expertise that an organisation doesn’t have in-house. We recently shared a guide about contracting .

The ‘contract’ of an IT contractor is usually full time, but only for a set period (i.e. 6 months) – however, a contract may also be extended if both parties agree.

IT contractors can be self-employed or work through an agency. This means they don’t have the same entitlements as a full-time employee might. However, this also carries the added benefit of having more control over their schedules, projects and contract negotiation.

Contracting in IT is often compensated on a project-based fee or daily rate, reflecting the temporary and project-oriented nature of their work engagements. This structure allows them to adapt to varying project requirements and align their compensation with the complexity and duration of the projects they undertake.

What is an IT Consultant?

An IT consultant is a highly skilled professional who provides specialised advice and expertise to organisations, offering insights, solutions, and recommendations to address specific challenges or improve the overall IT infrastructure within a company.

Unlike contractors, IT consultants are typically engaged on a project-by-project basis or for strategic initiatives rather than for a set period of time.

IT consultants may also operate as independent contractors, which is why the two types of roles can be sometimes confused with each other. Consultants, however, may also work through consulting agencies such as our sister company Zaleo Consulting , or within dedicated consulting departments of larger organisations. IT consultants can be compensated based on project fees, hourly rates, or a retainer.

Key Differences Between Contractors & Consultants

Now that we’ve covered the basics of what it means to be an IT contractor and consultant, let’s examine a few more key differences between the two roles. It’s important to note that consultants can operate as contractors — meaning they may have the same benefits and limitations of contracting. However, their role is ultimately more specialised than that which is necessitated by the term ‘contractor’.

1. Nature of Engagement

Contractors:

IT contractors are typically engaged for specific projects or predetermined durations, focusing on completing predefined tasks within a project’s scope. Their work is often project-centric and often involves a hands-on approach, aiming to meet established goals within their contract’s timeline.

Consultants:

IT consultants, on the other hand, engage in a more advisory role. Their involvement is not necessarily limited to a specific project or timeline. Instead, they provide expert guidance and recommendations to clients to help solve problems, improve processes, or achieve strategic IT objectives. Consultants work on a broader, more strategic level, addressing overall IT frameworks and business strategies.

2. Specialisation

Contractors:

Contractors possess specialised skills and expertise within a particular domain of IT, making them suitable for specific tasks or projects. Their specialisation allows them to more efficiently complete tasks within their area of expertise than an in-house employee may be able to, making contractors an attractive option to employers.

Consultants:

Consultants also possess specialised knowledge, however this is often at a broader level than an individual contracting in IT. They often have expertise in multiple IT domains, enabling them to provide comprehensive solutions that align with an organisation’s broader goals. Their work is not just confined to a specific task or domain, it also involves strategies for organisational optimisation.

3. Responsibilities & Focus

Contractors:

Contractors focus on delivering tangible outputs within a project’s defined scope. Their responsibilities centre around completing the tasks assigned to them, often with a specific end product or milestone in mind.

Consultants:

Consultants have a holistic focus on the client’s overall IT strategy and operations. Their responsibilities include understanding the client’s business, identifying areas for improvement, recommending appropriate solutions, and aiding in implementation. Ultimately, consultants are more concerned with the long-term success of an organisation than a contractor may be.

4. Duration & Flexibility

Contractors:

Contractors work on a temporary basis, often on a project-by-project or timed contract. Whilst contractors have the flexibility to choose projects and negotiate contracts, their engagements are typically more structured within the project’s timeline than a consultant’s may be.

Consultants:

Consulting engagements can vary in duration, often lasting longer than typical contracting roles. Consultants have greater flexibility in shaping the duration and terms of their engagements, allowing for ongoing or extended relationships with clients beyond a specific project.

5. Compensation

Contractors:

IT contractors are compensated based on a project basis or an hourly rate. Their payment is directly tied to the completion of specific tasks or deliverables within the project scope. Contractors’ pay often reflects the complexity and urgency of the project – they ultimately negotiate their rates based on their expertise and market demand. Many contractors choose to work with contract recruitment agencies that can provide them with steady stream of assignments to work on.

Consultants:

IT consultants typically charge clients on a project or retainer basis. They negotiate their fees considering the value they bring to the client’s organisation. This value encompasses their expertise, strategic guidance, and the potential impact their suggestions make on the client’s operations. The payment structure for consultants can vary greatly, often involving a blend of upfront fees, ongoing retainer fees, and performance-based bonuses tied to achieving predetermined goals or milestones.

Conclusion

Understanding the key differences between the role of an IT contractor and consultant can help you determine how to position yourself for project-based work, based on your skill level and experience.

Still wondering which position best suits you – or simply looking for your next contract /consultant gig? Our team at Emanate Technology, as one of Australia’s best IT-focused contract recruitment agencies, possess unparalleled knowledge of the IT job market. Likewise, our sister company Zaleo Consulting, providing end-to-end IT consulting services , offers consultants the first priority to work on some of the most exciting projects in the market, giving the chance to make an immediate impact while building tech expertise.We’re dedicated to understanding your unique talents, experiences, and career goals to match you with the best opportunities – so please don’t hesitate to contact us .

The Brisbane Tech Job Market: Finding Stability and Success

Wed, 25 Oct 2023 08:53:59 GMT

The Brisbane tech market landscape is witnessing a shift, with the frantic pace that characterised the early days of the post-COVID tech job market finally settling into a more stable “normal.”

The Queensland market is on an exciting upswing, with big investment fuelled by projects such as the Olympics , infrastructure upgrades , a renewed emphasis on cyber security , and transformations in state and government departments. Legacy system rewrites and technological advancements are generating promising opportunities. However, some of the commercial sector is grappling with challenges, leaning toward contract roles over permanent positions, and certain industries are more susceptible to market fluctuations, resulting in tech and banking redundancie s.

We are seeing a noticeable dynamic at play as workplace flexibility undergoes a transformation in the commercial sector, less so within government. While some companies opt to mandate specific office days, candidates embracing the hybrid work model increasingly prefer the freedom to select their office workdays, rather than having them prescribed. Experienced professionals across all tech streams still command top salaries, yet there’s a growing demand for candidates with 2-5 years of experience to expand their skill set and align with evolving salary expectations. Organisations are now displaying greater patience in their hiring processes, opting to take their time to secure the perfect fit in terms of both skillset and cultural alignment.

What’s Happening in the Brisbane Tech Market for Candidates:

Starting a Tech Career

Entry-level and junior candidates are increasingly encountering challenges when seeking positions that match their career aspirations. It’s important to consider the financial trade-off for investing in training and development to propel your career forward.

Contract Considerations

When it comes to contract roles, it’s crucial to evaluate factors such as contract duration, work pipeline, and schedule to ensure stability, which holds significant value on your resume.

Senior-Level Focus

Senior candidates should prioritise highlighting their recent accomplishments and being transparent about their expectations regarding opportunities and organisational culture. Effective communication with potential employers is vital for securing a long-term fit.

What’s Happening in the Brisbane Tech Market for Candidates:

Highlighting the Significance of EVP

In a stabilising job market, it is crucial for organisations to maintain a strong focus on promoting their Employee Value Proposition (EVP) as a means to consistently attract top-tier talent.

Enhancing Interview Training

Companies that invest in interview training for their hiring managers, especially those with limited prior experience in the hiring process, gain a competitive edge by ensuring more well-informed hiring decisions.

Cultivating Cultural Alignment

Hiring managers who possess a deep understanding of their organisation’s culture and confidently address relevant questions position themselves as highly desirable employers. Furthermore, establishing clarity in the interview process regarding the qualities of a successful hire, coupled with a dedicated focus on onboarding at 30/60/90 days, paves the way for sustained, long-term success.

The tech job market has now “normalised” after the tumultuous few years we’ve experienced. While there may be chatter about it “slowing down”, we view it simply as a natural recalibration following an extraordinary period of change. Adaptation and clear communication are the keys to success in this evolving landscape.

Partner with Local Tech Recruitment Experts:

A partnership with tech recruitment experts like us can significantly enhance your organisation’s ability to attract and retain top talent in the ever-evolving technology industry. At Emanate Technology, our value is in our specialist consultant model , resulting in very strong networks and depth of knowledge within each tech specialisation. Collaborating with us allows you to tap into our expertise, gain access to our extensive pool of qualified candidates, and streamline your hiring processes. Chat to us about how we can support you to build a high-performing tech team that aligns with your company’s goals and values.

10 Tips to Support & Promote Wellbeing at Work

Mon, 02 Oct 2023 10:13:07 GMT

The Technology industry is a fast-paced game with high stakes. Tight deadlines, diverse technical challenges and demanding projects are inherent to this competitive field, but they can also make it easy to neglect your own wellbeing.

The good news is that there are simple steps you can take to look after your workplace wellbeing. We’ve put together ten tips to look after your wellbeing at work.

What is Mental Health and Wellbeing?

The majority of working professionals spend about a third of their lives at work. It’s little wonder then that our work lives significantly impact our general mental health and wellbeing.

The Australian Government Department of Health defines mental health as a state of wellbeing that enables you to deal with what life throws at you. It’s about maintaining resilience, enjoying life and having the ability to engage with others.

In the context of mental health in the workplace, a reduced feeling of wellbeing may be caused by stress, challenging workplace culture, unexpected change, heavy workloads or a lack of support.

The Importance of Workplace Wellbeing

There’s no question that our mental health and wellbeing at work have a massive impact on every facet of our existence. Poor mental health can adversely affect relationships, performance, productivity and even physical health.

On the flip side, if you look after your mental health, you are more likely to be content, productive, happier, healthier and maintain a better work/life balance.

The British Interactive Media Association recently revealed that tech workers are five times more likely to suffer from a mental health problem compared to the wider population. In an industry where your greatest asset is your brain, it’s more important than ever to look after your workplace wellbeing.

10 Wellbeing Tips to Care for Your Mental Health in the Workplace

Don’t aimlessly struggle through each day, hoping things will improve. Start following these 10 wellbeing tips to look after your mental health and wellbeing in the workplace.

1. Break projects into manageable chunks

We all know that complex digital and tech projects can often appear overwhelming at first glance. It can be easy to lose hours to a task and still feel like you’ve barely made a dent – an all too familiar and frustrating scenario. Breaking big projects into manageable tasks can make them seem less daunting and give you a sense of achievement each time you tick something off.

2. Don’t compete with your teammates

Nothing good ever comes from comparing yourself to the other people in your team. Everyone has different circumstances, personalities and ways of coping – some may thrive under pressure and others may prefer to work at a steady pace. We’re all individuals, so rather than comparing and competing, begin to appreciate your growth, celebrate your achievements, and plan for your career growth.

3. Take note of your stress levels – and possible burnout

Stress is a normal part of daily life. Everyone experiences it (especially around the time of a tight deadline!), but ongoing and excessive stress can result in burnout . In 2022, BurnoutIndex by Yerbo – a platform that equips managers with insights and resources to protect team’s mental health at scale – surveyed over 30,000 tech professionals across 33 countries. They identified 2 out of 5 responders as showing a high right of burnout with 62% feeling physically and emotionally drained. Burnout results from striving for too long with too much effort and energy expenditure, so if you feel yourself on the path to burnout, you need to take steps to reverse the course. Check in with yourself regularly and be prepared to make changes before the situation worsens.

4. Maintain work/life balance

Being able to switch off at the end of the day allows your brain to recharge. Taking work home, logging in after-hours and answering endless office phone calls can be detrimental to your ability to properly rest. Let yourself have time to relax, do things you enjoy and spend time with your loved ones.

5. Take regular breaks at work

It’s all too easy to get lost in work and find that you’ve been sat at your computer for nine hours straight. While this might lead to increased output, it isn’t a healthy way to approach work. It’s important to take the odd break so you have the chance to clear your head and let your body and brain relax. Whether it’s grabbing some lunch or a coffee, taking a walk outdoors, or popping out to run an errand, taking a break will help you refocus once you’re back at the desk. Ultimately, it will support both your productivity and your wellbeing.

6. Implement time management

When things seem overwhelming, time management is essential. It’s all about prioritising and getting the most critical tasks done. However, sometimes time management requires outside assistance. If your workload is unmanageable and you’re being asked to deliver more than is possible, talk to your manager about how you can prioritise the most urgent tasks and possibly put some others on hold.

7. Work to a routine

A regular schedule can help us take control of life where we can. Simple habits like getting up at the same time, taking your lunch break, finishing work on time, or going to a daily gym session can all give us a feeling of control. A certain degree of flexibility is necessary for those last-minute meetings, but even having a regular lunch break can add to your overall sense of stability.

8. Maintain your physical health

There is an undeniable connection between physical health and mental health. Getting enough sleep, eating well and making time for physical exercise all contribute to our physical and mental wellbeing. Continually cutting corners on the basic cornerstones of good physical health (think skipping lunch or not moving for eight hours) has the potential to compromise your overall wellbeing.

9. Be kind to yourself

Sometimes we can be our own worst enemies. We set ourselves idealistic goals, expect unrealistic results and establish vicious cycles where we just can’t win. When things seem a struggle, don’t be too hard on yourself. Let yourself be human and acknowledge the emotions that come with the circumstance. If you feel it will help, talk to a trusted friend, your manager or a professional. Sharing our experiences and receiving support can often bring perspective to a situation.

10. Watch for warning signs

Despite our best efforts, there can still be times where we find our mental health and wellbeing slipping into unwanted territories. If you feel this happening, don’t be afraid to reach out for help. Common signs could be changes in your mood, withdrawal from work and colleagues, feeling overwhelmed, lacking motivation, insomnia, difficulty concentrating, fatigue or anxiety.

Summary

The impact of our workplace wellbeing on our overall quality of life is intrinsically linked. And in such a fast-paced and competitive industry, it’s more important than ever that you’re aware of how your work life might be affecting your mental health and wellbeing.

If you feel like you’re struggling and can’t ask for help at your workplace, please make sure you contact a professional support service or medical professional. A helpline, your GP or your organisation’s EAP are all great choices, and they’re there to help.

In situations where a change of scene may be in your best interests, we recommend reaching out to a Technology recruiter to discuss your options. They’ll be able to empower you to make the right decisions for your future – whether it’s at your current workplace or exploring new horizons.

If a change sounds like the right approach for improving your workplace wellbeing, speak to our team of Digital & Technology recruitment specialists at Emanate Technology. We’d love to help you find your next opportunity.

What’s Happening in the Adelaide Tech Market?

Wed, 06 Sep 2023 07:41:24 GMT

This year I was offered the opportunity to expand the Emanate Technology business and opened our doors in the Adelaide tech recruitment market. While Emanate was new to this space, I’ve been around for (cough) ‘a while’. It’s been exciting and challenging to set up this business in my hometown but the support I’ve received from clients, candidates and the top-notch systems and team at Emanate has made it very rewarding.

So, back to the topic at hand – what’s happening in the Adelaide tech market?

While there might be a decent amount of news of redundancies floating around, the overall feeling is one of opportunity and activity in the Adelaide tech industry, led mainly by government investment in defence & space tech with great examples such as these six local defence firms securing grants . The ever growing start-up culture of Adelaide is driving hiring and propelling the tech market forward.

Market Updates for Job Hunters

Thanks to the continued commitment to building defence technology and infrastructure in South Australia, primarily through the AUKUS deal, there are ongoing defence opportunities. Given the nature of work, candidates need to be security cleared for these opportunities. For those interested in a defence role who don’t hold a current clearance, it is important to be aware that we are seeing a delay on security clearances being approved at present, so if you are in the process of being sponsored, expect delays.

In 2022 it was all about space tech, but being the “ Space State ” is seemingly on pause with large funding cuts on government investment from the initial offering. However the start-up culture is strong with Lot Fourteen and the Tonsley Innovation District positioning itself as the significant benchmark for AI investment in Australia.

As some of the states along the eastern seaboard are seeing a shift towards short term contract or fixed term engagements, permanent opportunities continue to be the preference for our SA clients, with the assurance of longer-term resources and skillsets. The exception to this is state government where time-caps and project-based funding require contracts aligned to project deadlines. We are also seeing organisations with a more fast-outcome focus utilising contract or project-based engagements to be able to scale up faster and ensure on-time delivery.

Market Updates for Hiring Tech Talent

For organisations looking to hire tech talent, flexible working arrangements are the number one non-financial selling point, followed closely by training and development opportunities. Post covid, candidates have enjoyed the flexibility of being able to work from home and want the opportunity to be able to continue this. Traditionally not a possibility within the defence sector thanks to classified materials, we are now seeing the bulk of the defence industry declassifying some work to allow 2 days of working from home options. Across both public and private sectors, clients who are offering flexible working arrangements are positioning themselves as employers of choice in the tech industry.

Likewise, offering training and development opportunities are a close second to securing top talent. Given the fast-paced nature of the ever-changing tech industry, candidates are looking not just to be told training, development and upskilling opportunities are available, but to see an actual allocated annual budget included in their employment contract. And the interest is not necessarily for upskilling in technology directly related to their daily tasks, but to include a much wider range of technology certifications or skills.

Partnering with Tech Experts

If you’re an Adelaide local, or looking to either start fresh or return home to this beautiful city there’s some really exciting projects in the works to be part of. The Emanate Adelaide team are partnering with clients and candidates on opportunities in the Project Services , Digital & Applications and Data & Analytics to name a few of our core tech specilisations . We are able to support the careers and hiring needs of the tech community across the full spectrum of technology requirements.

And if you are thinking about that move back to Adelaide, you’ll be pleasantly surprised on what’s on offer both for career opportunities and lifestyle. We’re no longer just the “city of churches”. Reach out to myself and the team for a chat about your next exciting career move, or your next great tech hire!

How to Leverage Professional Development to Improve Employee Retention

Tue, 29 Aug 2023 06:41:14 GMT

When competition for technology talent intensifies, an employee retention strategy is one of the most effective tools available to employers. While bringing talent on board can often be the priority, companies can overlook implementing necessary approaches to retaining those employees . And that’s not even considering the fact that retention is much less expensive than hiring.

There are plenty of tactics for improving employee retention (such as flexible work policies, regular pay rises and various non-salary perks), but one of the most effective is professional development.

Research shows us that people who feel supported to grow and achieve more at work will feel more inclined to stay. More than half (69%) of Aussie workers changed jobs because of the limited career advancement opportunities in their previous role, with 16.5% citing a lack of development or training as their reason for leaving. That’s according to an Institute of Managers and Leaders 2021 survey of employees including those in technology roles.

Technology and digital recruitment are an “always-on” exercise and companies need a multifaceted strategy to ensure they stay ahead of their staffing needs. So, what steps can you take to make professional development front and centre for your workforce?

Think About the Long-Term

Before rolling out development policies and plans for employees, aim to align them with the organisation’s current and future goals. This will motivate employees because they will know how they are contributing to the bigger picture and help everyone achieve the best possible results.

Think about the current strengths and weaknesses of your teams and which areas should be addressed most urgently. Where are the opportunities for improving competitiveness? What new skills will your teams need if the company branches out with a new type of product or client?

Asking questions related to overall business goals will help you map out clear objectives and ways to measure progress.

Collaborate and Set a Plan

To get employees invested in their development, collaboration is essential. Professional development is ultimately a personal undertaking motivated by an individual’s aspirations.

Consult with team members one-on-one and ask them about their career goals and where they would like to improve. Discuss how they could make use of their strengths with new tasks, projects or even new areas of the business. Don’t forget to take notes of these discussions!

Development conversations do involve give-and-take between managers and employees, so ask about what you can do to support an employee’s development in a particular area. For example, do they need a few hours per week to learn a new language or platform? Approval for a future secondment?

After these discussions, you can write up a professional development plan for each employee with a timeline and specific milestones that should be reached along the way. Note that development plans are not static documents – they can and should be adjusted over time.

Combined with regular check-ins, which can range from fortnightly or monthly coffee catch-ups to annual reviews, a written plan keeps everyone accountable and motivated.

Be Hands-on in Your Approach

When most people hear “professional development”, they think of upskilling. Short courses, certification programs or other formal training can certainly be a valuable solution if you or an employee have identified a gap in skills for specific technology roles.

While training courses can be instrumental in development plans, there are other practical ways to help employees build on their skills and feel more engaged with their work. Some examples include:

Pitching new projects: Give people opportunities to float new ideas for projects that will deliver a benefit to the business.
Training new employees: Enlist a team member as a trainer for a new hire.
Coaching/mentoring: Assign an employee as a coach or mentor to a colleague or give employees access to a mentor for a specific purpose, such as taking on a leadership role.
Provide thought leadership: Experienced employees might have a wealth of knowledge to share with the industry. Give them opportunities to publish insights on specific topics to your company’s audience.
Elect customer champions: Employees who have an aptitude for communicating technical issues to a non-technical audience could act as brand ambassadors. This could involve hosting webinars or events for clients or customers.

These are just some examples of what you can include in strategies for retaining employees. Giving people new ways to add accomplishments to their resumes can have ongoing positive impacts on retention over time.

The scope of tech jobs will set the limits of what development strategies can be used, but personalisation for each employee is key to making it work well.

Provide Pathways for Promotion

Internal mobility is also a significant factor in employee retention. If your organisation is making efforts to provide professional development, it also makes sense to give people opportunities to get promoted!

Promoting current employees can save a fair amount of time and money, on recruitment, particularly in the highly competitive talent markets of Brisbane, Canberra and Melbourne.

Research by LinkedIn has found that companies with high levels of internal mobility can retain employees for an average of 5.4 years. For companies that struggle with mobility, the average retention span is 2.9 years – almost half as long.

The best approach will vary depending on factors such as company size and structure, the nature of projects carried out, services offered to clients and more. A possible starting point is to have an ‘internal first’ hiring policy where managers must scout (and advertise vacancies to) current employees for a role before looking for external candidates.

Summary

An employee retention strategy that emphasises professional development is a win-win scenario for both employees and employers. By giving people opportunities to continually build their CV while they’re in a role, you can drive up employee engagement and make your organisation a more attractive place to work.

Workers who have opportunities for career development tend to stay longer with a company, which can strengthen a workforce during acute talent shortages.

At Emanate Technology, our team of technology and digital recruitment specialists has a wealth of knowledge on how you can find and nurture the best talent for your business. Get in touch with our team to find the best tech talent in Adelaide, Brisbane, Canberra and Melbourne.

Why Become a Cybersecurity Specialist

Mon, 24 Jul 2023 11:19:58 GMT

In 2022, the global cybersecurity workforce gap reached 3.4 million people . And cybersecurity jobs demand is steadily rising – by 2026, almost 17,000 more cybersecurity workers will be needed in Australia, meaning now is a great time to become a Cybersecurity Specialist.

Cybersecurity Specialists work to “ plan and implement security measures to protect computer networks and systems from cyber-attacks and manage incident responses .” They require programming skills (often across various languages) and outstanding problem-solving skills.

With a range of challenges and opportunities to make a meaningful impact presented by the position, here are five reasons to consider becoming a Cybersecurity Specialist.

1. A Chance to Make an Impact

With data breaches on the rise , your position as a Cybersecurity Specialist will allow you to make a real impact by defending against cyber threats and safeguarding sensitive data. Individuals and organisations need professionals who can ensure the integrity and confidentiality of their personal information and data.

By dedicating your skills and knowledge to this field, you become a crucial line of defence and contribute to stability and security on multiple levels – from the individual to the organisation and society.

2. High Job Security & Demand

With the increasing prevalence of data breaches, organisations across a variety of industries are prioritising cybersecurity like never before. This surge in demand has led to a severe shortage of skilled cybersecurity professionals – meaning there are numerous job opportunities and excellent career prospects for Cybersecurity Specialists.

The demand for experts to fill cybersecurity is expected to continue growing exponentially, ensuring job security and providing a wide range of options in terms of industries, sectors and locations. By choosing a career in cybersecurity, you position yourself as an indispensable professional in a field that offers both stability and upward mobility.

3. Consistent Learning Opportunities

The cybersecurity industry constantly evolves, with new threats and technology advancing rapidly. This dynamic environment offers continuous learning opportunities for Cybersecurity Specialists, requiring them to stay updated with the latest trends, tools and techniques. Engaging in ongoing education will allow you to remain equipped with the necessary skills to tackle emerging threats effectively – meaning this is a perfect career if you love learning and evolving.

Beyond the ability to learn on the job as a Cybersecurity Specialist, the field boasts several education options for those looking to upskill. From in-person cybersecurity bootcamps to Google cybersecurity certificates , these range in length and specialism – but there’s bound to be one perfect for your career needs.

4. Versatility & Flexibility

As a Cybersecurity Specialist, your skills and expertise are in high demand across a wide range of sectors, making it possible to work in any industry that requires the protection of sensitive information and digital assets. From working for the Australian Space Discovery Centre to protecting big-name retailers from data breaches, working as a Cybersecurity Specialist means you won’t be bored – and you’ll have the chance to address industry-specific challenges and contribute to the security and resilience of various sectors.

This is particularly attractive if you have previous job experience in a specific sector or are simply interested in working in a certain area, whether it be healthcare, finance… or space discovery!

5. Competitive Salaries

In addition to the intrinsic rewards of becoming a Cybersecurity Specialist, from the ability to make an impact to growth and learning opportunities, it also offers excellent financial incentives. The high demand for Cybersecurity Specialists, coupled with the scarcity of qualified professionals, has led to competitive compensation packages and lucrative job opportunities. According to Jora, average salaries for Cybersecurity Specialists range from $110,000 to $140,000. However, this can vary based on several factors, such as the organisation, experience levels, and particular job demands.

With the right skills, you can expect to earn a generous salary and enjoy various benefits, making cybersecurity an appealing choice for those seeking financial stability and a comfortable lifestyle.

Conclusion

Cybersecurity Specialists enjoy a range of critical benefits – from protecting vulnerable groups from data breaches to an ability to work across a range of fields for a high salary.

If you’re on the hunt for Cybersecurity Specialist roles across Adelaide, Brisbane, Canberra and Melbourne and in other parts of Australia, please don’t hesitate to get in contact with one of our specialists here at Emanate Technology. As experts in tech recruitment, we’d love to help connect you with your dream Cybersecurity Specialist role!

Tech Salaries: Are You Paying Enough?

Mon, 10 Jul 2023 11:15:52 GMT

Pay remains a powerful force for tech retention rates and candidate attraction. Almost half of those searching for a new tech role cite a subpar salary as the primary reason. And with the news that the forecasted voluntary turnover rate hit a five-year high (19.5%) this year, it’s more important than ever that your salary offerings remain competitive.

How does yours measure up?

If you’re unsure, the following information will assist with key insights into current salaries in technology roles to ensure you’re effectively compensating your valued workforce. But first, we turn to signs indicating you may not be offering sufficient compensation and reasons why pay represents so much more than a monetary figure.

Signs You Aren’t Paying Enough

Let’s begin with what is seemingly the mildest sign your salaries aren’t up to par. You might find an increase in employee complaints about pay and benefits, whether directly or indirectly through rumblings amongst staff.

The next sign could be increased absenteeism coupled with a lack of motivation. If staff take more sick days and/or appear to have a marked decrease in motivation and engagement, this indicates that they aren’t happy. When employees feel undervalued – which is often a result of not being paid what they feel is fair – this is the likely result.

At the more impactful end of the scale is a decline in tech retention rates. High employee turnover usually correlates with inadequate pay, as those who feel underpaid will leave in search of better opportunities – and there are plenty right now! You lose important company knowledge and have to invest in the cost of finding and training new employees.

Another clear sign that your salary offerings aren’t competitive is if you struggle to attract top tech talent. Skilled tech professionals are in high demand and know their worth. If your competitors are offering better pay packages, you will naturally struggle to entice the best candidates to apply, the very ones who can really drive innovation and growth for your company.

This in turn harms your employer brand . Failing to offer a competitive salary can signal to potential employees that your business doesn’t value its workers, or that it’s not a serious player in the industry. If you’re noticing any of these signs amongst your workforce, it is a good time to review your current salary and benefits offerings to understand where you stand in the market clearly.

Current Salaries In Technology Roles

According to Payscale , salaries in the technology sector have significantly increased and we are seeing an alignment between regional and city salaries. While in the past, regional companies enjoyed the advantage of paying 10-20% lower salaries compared to those in major cities across Australia, primarily due to lower living costs and less competition for technology talent, the gap between regional and city in now much closer.

It seems that if you want to remain competitive or even exceed your competition, a salary rise is the minimum. But of course, that figure depends on your starting point, as it’s important to understand where you currently sit in the market.

Curating The Right Salary Package

As you can see, competitive pay is a key ingredient in attracting and retaining top technology talent. While it’s good to be aware of the signs that may indicate inadequate compensation, it’s even more vital to understand that fair pay means so much more than dollars and cents to your employees – it’s a reflection of their value to your business, which is a powerful motivating factor.

While staying informed about current salary rates is helpful, there are additional ways you can stay ahead of your competitors, and still show current and potential employees how much you respect and value them. This involves curating an overall salary and benefits package.

You have many options available to reward staff throughout the year, rather than just at the annual salary review and starting salary time. These include ongoing professional development budgets, extra annual leave, and one-off retention bonuses that can be delivered anytime.

Creating the right salary and benefits offerings to both attract new candidates and retain current employees is a multi-faceted task. It’s one that benefits from an expert’s touch.

Gain Insight with Our Help

Here at Emanate Technology, a key part of our recruitment specialist role is conducting regular salary survey market research to gain the most up-to-date information. We use this intel to help our clients set the right salary for each tech specialisation, whilst also assisting them to factor in other important variables based on our industry knowledge. Thinks like shortages for a particular role and the level of expertise needed.

If you would like further assistance in setting the right salaries for your open roles, please get in touch with one of our Adelaide, Brisbane, Canberra and Melbourne technology specialists. We’d love to support you in not only getting your salary packaging right, but with additional help in finding the best tech talent for your budget.

11 Common Job Interview Mistakes (and Tips for Avoiding Them)

Wed, 05 Jul 2023 03:29:22 GMT

The interview is a key hurdle in the recruitment process and an important chance to make a good impression on your potential new employer. However, this is also one of the stages that most often trips candidates up.

Don’t spoil your chances of landing that dream job – here’s our best interview advice on avoiding some of the most common interview mistakes so you can head into the process feeling confident and ready to shine.

1. Arriving Late

This may sound obvious, but not many things are going to make a worse impression than arriving late to your interview. It implies that you consider your time more valuable than your potential new employers, that you don’t take the process seriously or that you’re disorganised. None of these options are good! If you’re prone to running late, set your calendar appointment 15 minutes earlier – that way you’ll have time to find the office and mentally prepare yourself before you start.

2. Arriving Too Early

On the other hand, showing up much too early can be nearly as bad as being late, as it can annoy employers when they get a call from reception 20 minutes before the interview, particularly if they are busy with another appointment.

Our advice is that if you do arrive extra early, instead of going to reception right away, take the time to compose yourself, grab a drink of water or go for a short walk. The sweet spot is to turn up about five minutes beforehand!

3. Being Underprepared

Some quick and easy wins when interviewing for a position include knowing about the company, the person you’re meeting with and the role you’re applying for. It’s safe to expect that the interview might start with a question such as “Why do you want to work for us?” or “What do you think you can bring to the team?”, so it pays to be ready with a response.

On the day of your interview, do a final read-through of the company website and social media accounts. See if there are any recent media announcements or important initiatives launched and work that research into your answers. This will get you off to a great start and impress your interviewers.

4. Keeping Your Phone Visible

This interview should be your absolute priority and there are very few situations where someone can’t be away from their phone for an hour. We’re talking about a partner in labour or a family member with a medical emergency. If that’s your situation, explain it to the hiring manager in advance and perhaps reschedule the interview for a time when you can focus better. Otherwise, keep your phone in your bag or pocket and completely out of sight. Even having your phone on the table can be distracting to both you and the interviewer, and show a lack of respect for the process and the people meeting with you.

And don’t forget to set your phone to silent mode (or better yet, turn it off altogether) – it sounds obvious, but you’d be surprised how often we see interviews disrupted by an untimely call!

5. Not Dressing the Part

There’s an old saying – dress for the job you want, not the job you have. This is all about presenting yourself in a way that makes prospective employers take you seriously for more senior positions. If you’re applying for a job in a casual work environment, you don’t necessarily need to suit up for an interview. Just try to look your most professional and polished, with neatly presented clothes and tidy grooming that shows the interviewer you’re taking this process seriously.

6. Not Knowing Your CV

It can be difficult to remember all of your achievements throughout your career, so it’s worth having a brush up before you meet your prospective employers. If you really want to emphasise a shining example of a digital transformation project you worked on or a KPI you smashed, try to rehearse a mini case study with key facts included. It’s also worth reviewing your technical skills, along with the job description, so you can connect your tech expertise with the requirements for the role.

You can even bring a copy of your resume along to the interview so you’re working off the same document as they are – just don’t use it as a script.

7. Bluffing

Another common interview faux pas is trying to bluff your way through a response when you either haven’t understood the question or simply don’t know how to answer. If you’re ever not sure of what’s being asked, it’s always better to request that the interviewer repeat the question, or say it back to them in your own words to ensure you’ve fully understood it.

Take a few seconds to formulate your answer and be careful to respond to the entire question. Breaking it down can often help! And if you really don’t know how to respond, say so – honesty is better than being caught in a bluff.

8. Not Preparing Examples

One of the most important parts of your interview preparation is gathering specific examples to support your answers. This adds weight and authority to what you’re saying, and is a crucial opportunity to showcase your skills, achievements and professional growth.

Prior to the interview, take some time to reflect on your work history and come up with several scenarios that can be used to support various answers – that way, you’ll have something on hand when you need it.

9. Talking Too Much

It’s great to show your personality and engage with your interviewer, but it’s also important to provide short, succinct answers to their questions. Many interviewers will be marking you against a set criterion and the ideal scenario is to tick all the boxes for each question, without going on a tangent or over-explaining your examples.

Remember, if you aren’t clear on the question, you can ask for it to be repeated and even jot down a couple of key elements if it’s a multi-part question. This way, you can refer back to the key areas they want to know about and avoid waffling on about irrelevant information.

10. Badmouthing Previous Employers

No matter how you left things with your prior employer, it’s never a good look to say anything negative about them. This isn’t an opportunity to get things off your chest. Regardless of the situation, you risk coming across as someone who is difficult to work with – even if you were completely in the right. Instead, try to remain respectful when you speak about previous colleagues and find the positives in what you learned from the role.

11. Not Having Your Own Questions Ready

Finally, it’s always best to have a few questions of your own prepared for the end of the interview. However, take care that you don’t ask obvious questions or enquire about things the interviewer has already covered during the conversation, as this can make it seem as though you have not been paying attention.

Your best bet is to ask specific questions about the intricacies of the role or company – this helps to show that you’re genuinely interested in the role and are taking the opportunity seriously.

Summary

These a just some of the common interview mistakes we see candidates make. If you want to be as prepared as you can be and ensure you’re in the best possible position to secure a job offer, we can help.

Here at Emanate Technology, we are tech recruitment specialists with offices across Australia. We know your industry and your local market. To learn more top tips for job interviews and how to correct mistakes, get in touch with our team today.

Addressing Bias in the Recruitment Process: Promoting Fairness and Diversity

Wed, 21 Jun 2023 06:28:15 GMT

Bias, whether it be conscious or unconscious, can hinder the pursuit of fairness, diversity, and ultimately, finding the best candidates for a job.

Bias includes ageism, sexism, racism, ableism, and classism. To foster an inclusive and equitable workplace, it is essential to recognise and challenge these biases. We outline different types that can be observed in the recruitment process, and explore how to confront them head-on. We also share practical steps to mitigate bias and promote fair hiring practices.

Types of Bias in Recruitment

Halo and Horns Bias involves forming an overly positive or negative impression of a candidate based on initial observations or limited information.
Affinity Bias manifests when an individual favours the candidate who is similar to themselves or shares similar characteristics, backgrounds, or interests.
Confirmation Bias is when an individual actively seeks out evidence that supports their pre-existing viewpoints, reinforcing their opinions rather than objectively evaluating candidates.
Social Comparison Bias emerges when individuals feel threatened or competitive toward candidates they perceive to be more competent or accomplished.
Stereotype Threat occurs when a candidate fear they are being judged or assessed based on negative stereotypes associated with their demographic background.
Gender Bias occurs when individuals are unfairly judged based on their gender, leading to assumptions about their competence, protectiveness, or dominance.

The Need to Challenge Bias

Fairness, diversity, legal compliance, and reputation are the key reasons to addressing bias in the recruitment process.

Fairness: Every candidate deserves a fair opportunity to be considered for a job based on their qualifications, skills, and experience. Bias can impede this fairness and prevent the selection of the most suitable candidates.

Diversity: Bias hampers the creation of diverse workforces, limiting the variety of perspectives, experiences, and talents that can contribute to better decision-making, creativity, and innovation within organisations.

Legal Implications: Discrimination based on protected characteristics such as race, gender, age, or disability is illegal and exposes both organisations and individuals to potential legal consequences.

Reputation: Companies known for discriminatory practices may face negative publicity and damage to their brand image, making it challenging to attract and retain top talent.

Practical Steps for a Fair and Inclusive Hiring Process

To mitigate bias in the recruitment process, it is crucial to understand and recognise the triggers that can lead to this unfair decision-making. By taking proactive measures, we can promote fairness and inclusivity. Here are some practical steps:

Challenge Gut Feelings:

When faced with ambiguous evidence or a “gut feeling” that something is off, take a step back and critically assess the situation. Seek objective information before drawing conclusions.

Manage Cognitive Overload:

Stress, anger, and frustration can impair decision-making. Take breaks, practice self-care, and engage in stress-reducing activities to maintain a clear and unbiased mindset.

Address Emotional Overload:

Overwhelming emotions can cloud judgment. Employ techniques such as mindfulness or seeking support to manage emotional overload and ensure objective evaluation of candidates.

Combat Decision-Making Depletion:

Fatigue or mental exhaustion can hinder fair decision-making. Prioritise self-care, maintain a healthy work-life balance, and ensure adequate rest to avoid depletion.

Allocate Sufficient Time:

Time constraints can lead to rushed decisions and shortcuts. Plan and organise recruitment processes to allow ample time for each stage, ensuring comprehensive evaluation of candidates.

Bias in the recruitment process poses significant challenges to fairness, diversity, and legal compliance. By understanding the various types of bias and the importance of addressing them, we can work towards creating inclusive workplaces where the best candidates have equal opportunities. Taking practical steps to mitigate this will help organisations maintain their reputation, attract diverse talent, and foster an environment that values fairness, diversity, and equal opportunity.

At Emanate, we work together to combat bias in our industry. We run internal staff training, facilitate in-depth conversations to support our Consultants, and provide guidance to our clients during the interview process to challenge any perceived bias. Get in touch with us to understand how we can support your inclusive hiring practices. Together, we can strive for a recruitment process that embraces and celebrates the strengths and potential of all candidates.

What’s Happening in the Project Services Canberra Market?

Fri, 05 May 2023 09:31:32 GMT

Just days away from the release of the 2023 budget, we discuss what’s changed in the Canberra market for Project Services and what can we expect to see from the release of the upcoming budget.

In the past 12 months there has been substantial change across Federal Government with a drive to bolster the APS and reduce labour hire costs. So, what are we seeing for those in the world of contracting? Now more than ever candidates need to make themselves attractive with a standout CV and a partnership with a recruiter that will advocate on their behalf. We are seeing very competitive processes at play with highly skilled talent on the market, no longer spoilt for choice on opportunities. Some of our clients are receiving 100+ applications for each RFQ.

Be the Needle in the CV Stack

What does a standout CV look like? It has a strong structure, outlining your core skills and strengths and clearly demonstrates your achievements using the STAR method. It’s also tailored to the job you’re applying for. The generic “off the shelf” CV that doesn’t speak directly to the role you’re applying for is ending up at the bottom of the pile.
A sure way to truly stand out is by partnering with a Recruiter such as Emanate. When we submit your application to our client, the CV you’ve written will be accompanied with our detailed interview summary. Emanate’s policy is to interview every single candidate we put forward to our clients, either face to face or via video when an in-person interview is not possible. Like your tailored CV, our interview summary highlights your core skills the client is seeking, and outlines the previous experience and achievements you have which would benefit and support the needs of our client.

With an abundance of highly active candidates in the current market, especially in the lead up to EOFY, the relationship you have with your Recruiter, in particular one that holds a good relationship with the client, places you ahead of the crowd.

With Change Comes Opportunity

Change across the Federal Government in the past year has also impacted rates. We have seen a shift particularly at the top end of the market with PM’s, Program Managers, Senior Business Analysts and Tech Leads. While rates may be impacted, the positive news is that there are still many large digital transformation and modernisation programs that need to be delivered across the government causing a need to resource up with skills gaps across the organisation. These are the roles you want to be positioning yourself for within the public services sector.

At Emanate we are fortunate to be partnering with some great clients who are delivering some of these exciting transformations. From Large Application Modernisations to major uplift of platforms as well as large Digital transformations we are supporting some really exciting opportunities in the current market. If you’re keen to find out more about these projects, reach out to our Project Services team to get the insider knowledge!

A Budget in the Face of Uncertainty

The budget that will be handed down on May 9th is expected to be heavy in key areas including defence, aged care, health care, electricity bill relief as well as changes to the superannuation system. This is the second budget Labour has delivered in nearly a decade and it is being pitched as a family focused budget, which will help those in hard times and in the face of uncertainty with the rising costs of living combined with higher interest rates. All indicators suggest the budget will be focused on cheaper childcare, paid parental leave, cheaper medicine, housing affordability and wage growth, however, there are significant opportunities in areas such as energy transition, digitisation and defence which will benefit Australia’s economic prosperity and resilience. The Treasurer, Jim Chalmers, has pointed to the fact that there is a need to restrain on-going spend to repair the budget and ensure inflation eases.

Get Support From Team Emanate

While we wait and watch it all unfold, our Projects Services team are here to support with tips and advice to ensure you maximise your chance to be on these exciting new transformations, such as how to create that standout resume, and prepping for an interview. Or to discuss your next career move, please get in touch with us.

How to Set Realistic Recruitment Goals

Mon, 01 May 2023 07:45:01 GMT

From fintech to health tech to clean tech, it’s fair to say Australia’s tech industry is booming. As a Manager working in this space, you should be keenly aware of the massive shortfall between the demand for and supply of quality tech professionals.

In this climate a focus on your recruitment efforts is paramount. A great place to start is to set your recruitment goals for FY23-24, as these are the foundation of an optimum recruitment strategy. Below, we cover some advice for setting recruitment goals, alongside a few examples to help you kickstart the process.

Audit Your Current Recruitment Process

Developing a recruitment strategy begins with an audit of where you currently sit. It reveals what is and isn’t working, and allows you to form technology recruitment goals based on data, rather than conjecture.

Consider reviewing some or all the following key recruitment KPIs:

Cost-per-hire
Time-to-fill
Number of qualified candidates
Interview-to-offer ratio
One-year turnover rate
Offer acceptance rate
Sourcing channel efficiency

Note: should you need assistance in collating and analysing this data, our Technology and Digital recruitment team are very familiar with the task!

This data exposes you to an exorbitant amount of detail about how well (or not) your current recruitment processes are functioning. For instance, you may find your time-to-hire and interview-to-offer ratios are high, equating to a long recruitment process. In this current environment where top tech talent often has a pick of open roles, you can’t afford a lengthy recruitment cycle.

Conversely, you may find your screening and interviewing processes work well right up until the offer stage, but you have an undesirable offer acceptance rate. In conjunction with your recruitment data analysis, consider sitting down with your C-suite to also discuss the following:

What are we looking to achieve in 2023?
Are there any significant business changes (predicted and otherwise) that will impact our staffing requirements this year?
What tech roles do we need to recruit for?
What specific skill sets do we need for these roles?
How do we measure success in these roles?
What is our budget and time limit to hire?

Set Your Recruitment Goals For 2023

Based on your KPI data and answers to the aforementioned questions, you can now set recruitment goals to fill your technology roles.

Broadly speaking, these can slot into two categories – recruitment process goals, and awareness and engagement goals. The former relates to fine-tuning your entire recruitment experience, while the latter hones in on your company brand and reputation in an attempt to attract active and passive talent.

Every business is unique, so the goals you choose may be different to those of your competitors. However, in the following section, we have selected a few of the most common tech company recruitment goals, the rationale for why it’s so important to address them, and some suggestions to adjust your recruitment processes accordingly.

Revising Your Recruitment Processes to Align With Your Goals & KPI Data

Here are three common recruitment areas with an associated recruitment goal, plus advice about how to address any pain points you have in that space:

Recruitment Area: Candidate Profile

The goal here should be to develop a specific candidate profile for each tech role before beginning the recruitment campaign.

Why it’s Important:

A clear candidate profile gives your recruitment campaign a clear focus. If you work with a Technology and Digital recruitment agency, this helps them quickly select the best-matched candidates, thereby reducing your time-to-hire.

In developing a candidate profile, consider not just what technical competencies they need but the ideal mix of soft skills and values as well as how they will fit into their potential team.

Spend some time drawing up a ‘must-haves’ versus ‘nice-to-haves’ list, as well as being open to hiring for potential over experience.

Recruitment Area: Candidate Attraction

The goal here should be to ensure your recruitment campaigns are targeted at current candidate priorities by conducting industry research about what potential tech employees most desire in a role.

Why it’s Important

It is possible that during your recruitment audit, you discovered a pattern of failing to secure your top choice for a role. There are a number of reasons why this happens, from focusing on the wrong offerings in your role, to issues with your brand.

It’s clear that in 2023, the demand for top tech employees will remain, especially until the numbers of skilled migrants rises back to pre-pandemic levels, which may take 18+ months. In this environment, you really can’t afford to consistently lose out to a competitor.

Do your research about what current tech candidates really want in a new role, and then adjust your Employer Value Proposition (EVP) to match.

Recruitment Area: Candidate Experience

For this goal, you need to look at how to improve the quality of your candidate experience by shortening recruitment timeframes and enhancing the follow-up and feedback process.

Why it’s Important

As previously alluded to, taking too long to hire can mean you lose your first or even second candidate choice to another company.

A poor candidate experience can result from an inefficient process, which culminates in the loss of talent too early. It may be due to a lack of follow-up or clarity about progress in the recruitment pipeline, or too many interview stages.

You could use your KPI data to identify process bottlenecks and then look at ways of tweaking them. Engaging with a professional recruiter at this stage can be of real benefit, especially when it comes to utilising their best practice (read: fast) recruitment processes.

Connect With Us For More Help

We hope this blog has offered you valuable tips when it comes to reviewing your current hiring processes and setting recruitment goals for 2023.

With a team of Technology and Digital recruitment specialists working from offices across Australia, we’re well-placed to address any recruitment issues you may have, whether it’s advice about overhauling your processes, or taking the stress of hiring out of your hands entirely. Please get in touch for assistance.

Your Guide to the GenAI Jobs Market

Sat, 15 Apr 2023 10:27:30 GMT

Few technologies can rival the buzz surrounding Generative AI (GenAI), with 49% of the Australian population reporting they will use GenAI this year. Additionally, 67% of IT leaders in the same survey identified GenAI as a top priority for their businesses within the upcoming 18 months.

With growing reports of ChatGPT’s ability to produce code in just seconds, it’s natural to experience some anxiety considering the possible impact of GenAI on tech jobs. However, it’s clear we’re transitioning to a new era for tech that will create jobs we can’t even imagine yet.

This sentiment is echoed in World Economic Forum research, which indicates that 49% of organisations anticipate AI to be a key driver of job creation in the coming years. If you’re curious about the most sought-after skills and backgrounds for GenAI jobs in 2024, look no further.

In-Demand Skills for Generative AI Jobs

From data processing to ethical AI & bias mitigation, here are some of the most sought after skillsets for GenAI jobs:

Natural Language Processing (NLP)

According to IBM, NLP combines computational linguistics with “statistical and machine learning models to enable computers and digital devices to recognise, understand and generate text and speech.” Given the increasing popularity of text-based GenAI applications such as ChatGPT, proficiency in NLP is invaluable.

Skills in pre-processing techniques, sentiment analysis and language generation algorithms are sure to make you an in-demand asset for organisations working with conversational agents and text generators. Experts such as Research Engineers, Software Engineers and GenAI Engineers all require proficiency in NLP.

Data Processing & Visualisation

GenAI heavily relies on datasets, so the ability to pre-process, clean and manipulate data efficiently is key for any GenAI expert. Proficiency in data visualisation through libraries such as Bokeh, Ggplot2, Matplotlib and Plotly is also essential for comprehending the intricacies, patterns and characteristics of your datasets.

Model Tuning

Model tuning refers to the process of identifying, establishing and optimising various parameters and hyper parameters of AI models to achieve desired outcomes. These include improving accuracy, reducing errors or enhancing the quality of generated content. Model tuning requires a solid understanding of the underlying algorithms and techniques used in generative models, plus proficiency in machine learning. Jobs in this area include Machine Learning Engineers, Data Engineers, AI/Machine Learning Scientists, AI Consultants and Data Analysts.

Ethical AI & Bias Mitigation

With concerns around AI ethics and bias growing, individuals with skills in ethical AI practices and bias mitigation techniques are increasingly sought after. In fact, Salesforce survey respondents were almost unanimous (99%) in saying their business must take measures to ensure GenAI is used responsibly. Specialised AI jobs in this field include AI Ethics and Governance Analysts, AI Ethics Consultants and AI Ethicists.

Top Developer Tech for GenAI

Careers in artificial intelligence often require specialised knowledge of specific programming languages, libraries, chatbots and models. If you’re wondering how your current skillset fits into the GenAI landscape (and if you need to learn any new tools!), we’ve put together a list of the most commonly used technologies in the sector.

Python: With an extensive array of libraries and frameworks such as PyTorch, TensorFlow, Keras and GPT-3, Python provides the backbone for many GenAI models. Proficiency in Python is essential for pursuing a GenAI career – including Machine Learning Engineers, Software Engineers, Data Analysts and AI Consultants.
TensorFlow: Google’s, open-source deep learning software library is commonly used in GenAI projects. It’s used in advanced generative models for a wide range of applications, with a particular focus on the training of deep neural networks.
PyTorch : Another popular machine learning library developed by Meta AI. PyTorch is known for its flexibility, experimentation and quick editing capabilities for models.
ChatGPT : Now almost a household name, OpenAI’s natural language processing model is well-known for its conversational abilities. Mastery of ChatGPT is useful for professionals involved in text-based GenAI applications, enabling them to create engaging and human-like interactions in chatbots, virtual assistants and dialogue systems.

Transferable Skills for AI Job Opportunities

GenAI jobs are not limited to individuals with highly specialised experience in artificial intelligence or a PhD in computer science. Much of this field also requires people with mainstream tech skills, including:

Data science & analytics: Data processing, model tuning and data visualisation are three key skills for GenAI roles – meaning data science & analytics professionals’ skillsets complement these roles seamlessly! Analysts’ strong foundation in statistics, data manipulation and exploratory data analysis can give them a segue into roles such as Machine Learning Engineer & AI Data Engineer.
Software engineering: Software engineers’ expertise in the software development lifecycle, version control and debugging is essential for building scalable and maintainable GenAI systems. Programming languages such as Python and Java are also essential for developing and deploying generative models.
Domain knowledge: Expertise in specific industries such as healthcare, finance, or marketing makes candidates suitable for upskilling into careers in artificial intelligence within their domains. Having deep industry knowledge gives you the ability to collaborate with GenAI professionals to create solutions – an increasingly important skill in future development environments.

Get Connected with a Technology Recruitment Agency

Whether you’re a seasoned professional on the hunt for your next AI role or looking to transition from another domain, our expert team here at Emanate Technology has you covered. As a specialist Australian technology recruitment agency, we’re dedicated to connecting talented individuals with rewarding tech jobs. Contact us today to take the next step in your GenAI career journey!

How to Hire Women in Tech

Tue, 07 Mar 2023 05:50:12 GMT

The advantages of a diverse workforce have become more apparent in recent years as conversations about workplace equality have evolved. One important topic within this discussion is gender equality, especially within typically male-dominated sectors such as tech.

If you operate a business in the tech space, but you haven’t managed to recruit a balanced workforce in terms of gender, then it’s wise to begin resolving this!

The Benefits of a Diverse Workforce

Embracing diversity in the workplace isn’t only great for encouraging employees to be themselves, but also for the success of your business.

The most obvious benefit of a diverse workforce is the range of perspectives that will exist within teams. When a selection of people with different lived experiences collaborate on a project, then there’s much more potential for new ideas and creativity. Research into workplace diversity has highlighted that inclusive teams make better decisions up to 87% of the time.

Additional benefits of embracing diversity and inclusion include a wider talent pool, a broader range of problem-solving skills and more consistent employee performance.

So, how can you ensure you’re an inclusive employer and able to hire women into tech roles? The following tips will help you to reach this goal.

Address the Gender Pay Gap

One of the reasons that women may be put off working in the tech sector is that there’s an observable gender pay gap. Women working in tech in Australia are paid 9% less than men working in the same industry.

Addressing the gender pay gap with a statement on your company website is a great way to let women know that you’re committed to tackling the issue. Your statement can be accompanied by a pay report detailing pay by gender in your business.

If while undertaking this research you discover that men at your company are earning more than women, then you’ll still want to go ahead and publish the findings. This shows potential female employees that you’re aware of the problem and that you’re putting a plan in place to do better.

Providing meaningful mentorship and professional development opportunities for the women in your company can help to combat the gender pay gap. With more women promoted to senior leadership positions, the pay scales can become more balanced. Additionally, when women hold prominent positions within your company, then more women will be encouraged to pursue employment opportunities with you.

Ensure Your Job Ads are Inclusive

In Australia, it’s been illegal since 1984 to explicitly state a job is for a man or a woman, with a fine of up to $5,000 being handed out to businesses that disregard this law. Although we’ve come a long way since the 80’s regarding gender equality, job descriptions can still often be seen as gender coded.

Gender stereotyping and gendered language can – consciously or unconsciously – deter some people from applying for a job. With the tech industry being such a male-dominated space, job adverts can often inadvertently come across as being targeted towards men.

Words such as strong, competitive, expert and driven are often more appealing to male candidates and can put women off. Using gender-neutral language is the best way to appeal to a wider range of applicants so more people feel confident pursuing the role.

If you’ve never considered inclusivity in your tech job adverts before then this is something that you should implement moving forwards.

It’s also a good idea to express that you’re an equal opportunities employer and that you don’t discriminate on the grounds of gender, sexuality, age, race, disability or religion.

Actively Recruit Women for Open Roles

Waiting for candidates to come to you can mean you miss out on finding the best person to fill a role. Don’t be afraid to actively seek the right people and reach out to them directly. This is a fantastic way to engage women who might be interested to work for you but aren’t aware that you’re hiring.

If you don’t have an internal recruiter to undertake this task, then working with an external agency to find these candidates can be invaluable. You can also attend or host networking events to expand your reach and build relationships with potential new hires.

Recruiting Women in Tech

As you can see, there are several simple but powerful ways to recruit more women into tech roles.

Whether you’ve got open positions in Cyber Security, Cloud, DevOps & Infrastructure, Data and Analytics or any other area of the tech world, finding talented women to fill these roles can give a real boost to your business.

With a diverse workforce, you can look forward to a more inclusive culture, better performance and the knowledge that you’re part of the fight against gender inequality.

For help finding top talent across Australia to enhance your tech business, contact a member of our friendly team for a chat.

Top Tips for Staying Calm in an Interview

Thu, 02 Mar 2023 11:43:45 GMT

You’re starting a job interview for a tech role in five minutes but you feel like a nervous wreck – dry mouth and sweaty hands included. If you’ve ever found yourself in this position, you’re not alone!

Job interview nerves can strike at any career stage, whether you’re a Project Manager, a mid-career Engineer or just starting out as a Developer. Being under the spotlight for up to an hour while a stranger asks questions can push us out of our comfort zones.

It’s perfectly natural to feel a little nervous before a job interview, but there are effective ways to keep your jitters at bay and do your best. Read on for our practical job interview tips to make the experience a success.

Do Pre-Interview Homework

Adequate preparation before a job interview is the best way to increase your confidence and stay relaxed and focused. Research the company and confirm the names of the interviewees.

Digging a little to learn more about the business will help demonstrate your interest in the position. What can you glean from the employer’s online presence? What is the company culture like? What transformation projects are in play?

If you’ve signed up with a technology and digital recruitment agency, your recruiter can provide you with job interview tips tailored to the role.

Sleep Well and Breathe Easy

Being well-rested is a sometimes underrated but critical aspect of managing job interview nerves. Make sure to get a good night’s sleep before the interview, so you’re well-prepared physically and mentally. It can be tempting to stay up late to do last-minute preparation, but you’ll likely find prioritising sleep is more beneficial.

Deep breathing is another simple but effective way to calm the fight-or-flight response. Before the interview, take several slow, deep breaths to help slow your heart rate and reduce anxiety. If you find your voice ‘tightens’ when you’re nervous, taking deep breaths during the interview can help loosen your throat and chest muscles when speaking.

Don’t Forget Body Language

A few other ‘hacks’ can help you physically relax and make your body language reflect a calm mental state. Using body language to appear relaxed can also reduce the potential for distracting your interviewer.

To avoid fidgeting, aim to keep your hands and feet still. Pausing before you answer each question can help you to gather your thoughts and stay calm. Also, keeping a bottle of water nearby is a good way to help you pause for a moment by taking a sip.

Don’t forget to smile! In a stressful situation, smiling can help you lower your heart rate, as research has shown .

Give Yourself Buffer Time

Arriving early to the interview will help you feel calmer and in control. Give yourself plenty of time to get to the location so you’re not rushing and feeling flustered. Before the day of the interview, look up the employer’s location on a map and confirm the best route, allowing for potential traffic or public transport delays.

Arriving ten minutes before the scheduled time is sensible, but don’t arrive too early as a long wait could end up making you nervous!

Dress for Success

Dressing appropriately for the interview can help you feel more confident and professional, which can keep job interview nerves at bay. Make sure your outfit is clean, pressed, and appropriate for the job you’re applying for.

If you have any doubts about the dress code, contact the person who has organised your interview and ask them. You may feel a little out of place – and more nervous as a result – if you’re the only person wearing a suit while everyone else is wearing jeans and vice versa!

Staying Grounded and Positive

Remember that nerves are natural, and it’s okay to feel a little anxious before an interview. The key is to harness the adrenalin and use it to your advantage. Research, preparation and being mindful of your body and physical presence can help you feel grounded and make a positive impression.

Should an interview not be a success, don’t focus on the outcome. Instead, treat it as a learning experience that can help you do better next time. Job interviews are a fact of life for all professionals, so set continuous improvement as your main goal. By adopting a positive mindset, you can shift from viewing a job interview with anxiety to seeing it as a challenge you can rise to.

Tailored Job Interview Tips

For job interview tips tailored to you, contact our team of Technology and Digital recruitment specialists at Emanate Technology.

Our deep industry expertise enables us to offer tailored advice to candidates and connect them with the best IT jobs in Australia. Get in touch with our team in Adelaide, Brisbane, Canberra or Melbourne today.

E-Recruitment What Is It and How to Implement

Wed, 30 Nov 2022 09:52:12 GMT

If you’re currently recruiting for technologyroles in this candidate-focused market, it’s important to gain any advantage you can over your competitors. One smart way is to streamline and expedite your hiring process by utilising e-recruitment tools in your day-to-day hiring. Understanding what e-recruitment is, is the first step to using these new tools in your business!

What Is E-Recruitment?

E-recruitment refers to the use of cloud-based recruitment software and internet resources to support finding the best talent for your business. The best part is that specialist recruitment agencies are implementing most of these tech tools, so even if you don’t have the capacity to use them in-house, you won’t need to.

It can help to understand the types of tools that are out there, especially if you are relying on tech recruitment businesses to help you with your hiring. Some of the tools that they’ll use include:

Integration of ATS Software

The Technology and Digital recruitment industry has long-used Applicant Tracking System (ATS) software for CV parsing (i.e. automatically scanning candidate CVs to analyse their skills, experience and education).

The data is then used to create a candidate profile, which is added to a database that recruiters can search using keywords and phrases relevant to the open role, with the program then putting out a list of pertinent candidates. It is quite obviously a tremendous time saver when you consider the hours involved in manually reviewing CVs.

In recent years, ATS software has taken a technological leap forward. The best systems now take advantage of the wonders of AI and CRM integration to further optimise hiring and create an enhanced candidate experience. The best Australian ATS software programs also ensure your company complies with National Employment Standards and other applicable legislation.

Job Boards

Job boards are by far the most commonly used e-recruitment method. Over one in two Australian employers (56%) utilised them to find new talent in 2021. The results are almost identical when it comes to where candidates look for new roles.

Good ATS software programs can assist in speeding up your time to hire. They bypass the time-consuming task of posting to individual job boards by sharing your ad across multiple platforms in a few clicks. But it pays to be picky when it comes to the job boards you use.

Stack Overflow recently interviewed 550 developers about the obstacles they face when using job boards for new roles. They found that developers wanted to use ones that allowed them to find jobs by framework or languages used, location, years of experience, compensation and benefits. It is therefore highly beneficial to choose job boards that have the right functionality to enable candidates to find your role with ease.

Video Interviews

As speed is of the essence in Technology and Digital recruitment, there has been a big uptick in utilising video interviews, as well as online technical testing platforms that assess competency in coding languages, data visualisation tools and cloud platforms.

People are more likely to work remotely today, so using platforms such as Zoom or Microsoft Teams to video interview not only saves time, but it helps you to put a face to the people who are working remotely for your business.

Advantages of Using E-Recruitment Tools

There are numerous advantages to using e-recruitment methods. The most obvious benefit is a speedier hiring process – which is why most tech recruitment companies use it. With many of the time-consuming tasks automated, you arrive at your candidate shortlist that much quicker, allowing you to move faster to the all-important interview stage.

Using e-recruitment tools also exponentially enhances the candidate experience. As each applicant receives constant updates about where they are in the recruitment process, they’re no longer left waiting and wondering about their prospects of an interview, only to become frustrated and move on to the next opportunity.

In addition, a great candidate experience does wonders for your employer brand – a key way to help you stand out from your competition and become an employer of choice. Another advantage of using e-recruitment tools is the cost savings, particularly when you factor in the time it takes for your HR team to recruit the traditional way.

The Human Factor

TNot all businesses will be equipped to implement tech tools to ensure that they rely on e-recruitment to bring in the best candidates. Instead, you need that human element combined with the right tools to find and hire the best tech talent.

Here at Emanate, we use the latest e-recruitment software along with our recruitment knowledge and people skills to ensure that you are only ever provided with the best candidates.

We also have deep expertise when it comes to interviewing and understanding whether a candidate is the right cultural fit for our client. In using our professional services to source tech talent, you benefit from holistic recruitment that combines the best of AI and that essential human touch.

Please connect with one of our recruitment specialists in Brisbane, Canberra or Melbourne to find out more about how we can help you locate talent for your open Technology roles.

How to Identify Burnout in Tech

Fri, 07 Oct 2022 06:08:10 GMT

During the pandemic, IT teams around the world experienced an increase in workload. With an almost universal urgent need to shift work online, such teams found themselves under unprecedented pressure to perform, leading to an upswing in tech industry burnout.

A global Yerbo survey of over 33,000 employees in technology roles found an astronomical 62% felt physically and emotionally drained post-pandemic. Almost 43% had a high burnout risk, with two in five of those indicating they wanted to leave their company.

Burnout in tech presents some dire consequences for your business, including reduced productivity, absenteeism, low morale amongst staff picking up the slack, and employee attrition. Here you will find the key burnout signs to help you recognise them in your team. We’ve also provided some short and long-term solutions you can implement to address tech industry burnout.

Burnout – What, Why and The Signs

Burnout occurs when an employee experiences prolonged workplace stress and no longer has adequate resources to cope with it. It occurs for many reasons, from unrealistic time pressure and an unmanageable workload, to constantly shifting work expectations and/or a lack of management support.

While burnout is not considered a medical condition, the World Health Organisation recently re-classified it as an ‘occupational phenomenon’ to account for the fact that it specifically relates to stress in the workplace.

Burnout falls into three broad categories:

Energy depletion or exhaustion
Increased mental distance from your job, or negative feelings or cynicism about your job
Reduced professional efficacy (confidence that you can do your job)

Within these categories, there are several burnout signs. Here is a list of some of the most common (note – the list is not exhaustive and burnout signs vary amongst individuals):

Mental Health Changes

Short-tempered
Feeling down or depressed
Irritability
Detachment
Anger
Lack of motivation
Inability to relax (56% of IT professionals in the Yerbo survey said they can’t relax at the end of their workday)

Physical Health Changes

A change in sleeping, drinking or eating habits
Increased frequency of aches, pains or illness
Longer illness recovery time
Sheer exhaustion (62% of IT professionals in the Yerbo survey felt physically and emotionally drained)

Declining Work Performance

Difficulties concentrating
Excessive procrastination
Reduced productivity/output
Decline in work standard

Solutions for Burnout in Tech

There are many steps you can take right now to prevent burnout amongst your tech employees. Consider any (or all) of the following:

Prioritise Work-Life Balance

Stack Overflow recently delved into what makes developers happy in their role and 58% said a healthy work-life balance, coming in second to a fair salary (60%).

There are many ways to readdress this balance, but you can begin by prioritising leave. The first step is to encourage employees to take their annual leave, fostering an environment where employees can do so without feeling like they’re letting the team down. This often means ensuring you have adequate ‘cover’ for them. Others may have to temporarily step up but knowing it’s a reciprocal arrangement should alleviate any concerns.

Set Clear Expectations Around Working Conditions and Workload

Many tech employees work excessively long hours to the detriment of their personal lives. By shifting performance evaluation from hours or ‘visibility’ to impact, you can help staff right their balance.

In a similar vein, think about what you can do to ease staff workloads. For your current tech jobs, this might mean hiring new recruits, reconfiguring the team and/or redistributing responsibilities. If you need some assistance reviewing your current team and identifying the gaps you might have, consider connecting with specialist technology and digital recruitment agency.

Another strategy centres on setting clear expectations around work flexibility and hybrid working. Try to come to a consensus with your team when it comes to things like in-person and remote meetings. They prefer to do a full monthly in-office day, rather than coming in a few days each week. The key is being open to what works best for individual circumstances and coming to a compromise to allow for the mix you’ll inevitably have.

Hold Regular Check-In Meetings

With an understanding of the key burnout signs, it is easier to identify who is at risk within your team. However, as the signs manifest differently in individuals, it’s a good idea to schedule a well-being meeting with all team members.

This meeting will give you an opportunity to:

Ask them how they’re managing their workload and if they need any further support
Understand their stressors and if they’re at risk of burnout
Create an action plan to address their stress triggers and needs

An example could be in asking them to create and stick to a to-do list. Burnt-out employees spend a lot of time worrying about getting things done. Seeing their tasks written down and then prioritising and ticking them off as they go can assuage their stress levels.

Encourage Downtime After Work

Many digital employees find it difficult to switch off at the end of the day. You can assist with this by advising staff they’re not expected or encouraged to respond to emails, chat requests, etc after work. You could suggest that they separate their work devices from their personal ones.

Some employees may prefer to work in the evenings and take time off during the day for family time. If that’s the case, they might like to share their work hours with the rest of the team, followed up by a gentle reminder in their email signature.

Educate Your Managers

You may now have a better grip on tech industry burnout signs, but other managers may not. Consider some workplace training around how to recognise burnout, as well as proactive strategies you can put in place to prevent it.

On a personal level, maintain an open door policy and try to share your vulnerabilities with your employees. In opening, staff may feel a greater level of comfort sharing their true feelings, knowing they’ll have the right support to get through it.

Further Assistance in Recognising Burnout

Recognising the signs of burnout in your tech team is a vital first step in managing the stressors behind it. It can be a sensitive topic to deal with, one that requires the right mix of understanding, tact and kindness.

If you’d like some further support in this area, please feel free to get in touch with one of our recruitment specialists here at Emanate Technology. With offices in Adelaide, Brisbane, Canberra and Melbourne, our experts would be happy to assist you in supporting them to be at their best.

5 Ways to Improve Digital Communication in the Workplace

Wed, 06 Jul 2022 07:45:27 GMT

Hybrid working is here to stay. While it has a host of benefits for your tech team, there are some areas that have their challenges. In this climate, it’s vital for you as a technology leader to uncover ways to improve digital communication in the workplace to ensure that projects run smoothly.

The right digital communication tools and practices streamline daily tasks, ensuring the right information is conveyed to (and understood by) stakeholders, and preventing misunderstandings that can impact your project timeline. It’s also essential for creating a great employee experience, which is not only good for your current team members, but also for your ability to attract great tech talent.

In this article, we share some ideas to help you improve digital communication within your team.

Find Out Your Team’s Digital Communications Pain Points

The best way to begin to address a communication issue is to uncover its roots. What do your employees find most frustrating about communicating digitally? What do they like about it?

An anonymous survey will give you a baseline for the issues unique to your team. You may uncover a desire for fewer online meetings, or for a different format. Some employees enjoy constant connection, while others prefer space to deliberate. Knowing the makeup of your team’s needs and wishes will help you formulate a bespoke digital communication action plan.

These are five common employee communication pain areas, alongside some ideas to resolve them, from a recent Grammarly study to improve digital communication.

1. Responsiveness

The biggest employee communication pain point in the survey was getting timely responses. For tech employees, particularly Developers, a slow response is a major impediment to their work. It can sometimes be a total roadblock, leading to immense frustrations and resentments.

To allow for a free flow of work, consider setting explicit expectations around response times for project tasks using a collaborative approach with your team. Encourage staff to keep their online status updated so it’s easy to see when they are available. Noting down hours of work in email signatures is another handy tool, especially in a hybrid tech working environment where time zones differ, as do working hours.

2. Frequency

If you ask a Software Developer what gets in the way of them meeting deadlines, it’s likely you will receive a response of ‘too many emails, too many meetings.’

There are numerous ways to address this pain point. It might be blocking out times for synchronous and asynchronous work. Your team can work on those issues that you would normally email about during synchronous times, while the asynchronous hours are purely for coding, project management duties, or business development tasks.

When it comes to meetings, the organiser should share an agenda with relevant parties so each team member can decide if they need to attend. Record the meeting for those who would like to attend but aren’t able to. If you don’t already, take advantage of the benefits of virtual whiteboarding for collaboration.

3. Platform

With a plethora of communication tools on the market, some employees find it difficult to select the appropriate method for the task. If you have multiple systems in use within your digital team, the survey suggests establishing a ‘platform hierarchy’ by urgency.

Alternatively, you could consider communication add-ons that integrate into your company’s existing tools or better yet, reconsider your use of multiple systems. Can your team agree on one or two channels to streamline communication?

If you’re not sure whether it is worth the time investment, consider this: Adobe’s Future of Time Report 2022 surveyed 1400 employees and managers across large and small-to-medium businesses. They found 72% of employees and 88% of managers felt access to modern digital tools is a key factor when evaluating a new job.

4. Refining the Message

The employees surveyed by Grammarly said they also experienced difficulties communicating in a way that everyone understands, as well as understanding messages received from others.

The report provides a number of good suggestions to help your team members hone their messages, including the importance of providing the right context in your message and being clear about what you need recipients to do.

To ensure that the tone matches the message that you give to your employees, you should also re-read instructions to ensure that they cover the essential details and attempt to simplify the language in a way that people can understand easily. Once you have done this, read it aloud and check for typos.

5. Maintaining Connection

It’s important that your remote staff have many opportunities for social connection and developing team bonds – which is difficult but not impossible – in a hybrid working environment. However, there are numerous avenues you can take.

If you haven’t already, consider creating a range of social channels on your communications platform. Some options include:

Water-cooler channel – where groups can meet to chat freely
Coffee catch-up – a spot for colleagues to meet one-on-one to get to know each other
Co-worker calls – a channel where team members can congregate while working on independent tasks
Hobby channels – somewhere to speak about mutual interests
Thanks channel – a public place to share thanks for jobs well done
Pub quiz – a weekly trivia night

Each of these gives your team a way to bond and connect without just communicating over work-related issues.

Summary

We hope these suggestions have given you plenty to consider when it comes to improving the way your tech team communicates digitally. Hybrid working has become the new normal and with the tips above, you can ensure communication is effective, prevents misunderstandings, and allows projects to run as smoothly as possible.

If you’d like more support in this area or are looking to fill technology roles in Adelaide, Brisbane, Canberra, and Melbourne, please get in touch with one of our technology and digital recruitment specialists here at Emanate Technology.

Tips to Build a Successful Cyber Security Career

Fri, 17 Jun 2022 11:57:39 GMT

The cyber security market in Australia has grown exponentially in recent years. With a report from AustCyber predicting that there will be around $8 billion spent on cyber security from local and international providers and another 7,000 additional jobs in cyber security by 2024, there is plenty of opportunities to create a diverse and rewarding career in cyber security.

If you’re looking for your next big career move, below are my top tips for building a successful cyber security career that aligns with your needs and goals.

1. Create a Career Plan

The old saying “failure to plan is a plan to fail” is true for your cyber security career. If you are looking to work in cyber security, I believe a plan is integral to your success. This will help direct the education pathway to go down and help you make sure that the effort, education and development you put in are helping you to progress in your career plan.

Having a plan in place gives you a rough guide of where you want your career to go so you can see tangible results as you progress.

2. Seek Out Opportunities for Education

To start in any industry, there is generally an expectation that you have a base level of knowledge around the subject, work and required outcomes before starting in the field, and cyber security is no different.

You should develop skills in one or more key areas of cyber security – the best education pathway to pursue will depend on the area of the industry you are planning to work in.

As an example, positions focused on offensive cyber security typically require certification in an offensive tool. Alternatively, another option is the application of doing offensive security qualifications such as an Offensive Security Certified Professional (OSCP) certificate. In more consulting, strategic-style cyber roles (GRC), an education pathway is typically through university and then into methodology/framework-specific training.

3. Have Reasonable Expectations

Your previous background before entering a professional cyber field can influence where you start.

I know the media and rumours of high salaries, an unlimited number of jobs and the stability of a career in cyber are compelling, and they are also somewhat true. However, I do find that reality vs expectations of people entering or changing fields in cyber security can differ.

My advice is to seek the opinion or support of someone in a role where they can be honest and helpful, such as a recruitment specialist or a cyber security hiring manager. They will be able to give you an honest opinion of the industry and talk you through your expectations of working within it. You can also ask the opinion of a senior industry peer. Cyber security is a very inclusive and supportive industry, and I find that senior and experienced security folk enjoy helping, guiding and supporting people who are new or looking to join the industry.

4. Start Looking for Opportunities

Once you have done your research and achieved the required education, it’s time to start looking for a professional role. Finding a starting point is typically the hardest part, as it’s competitive for entry-level roles in cyber security.

There are generally high expectations to start (education, certificates, and background knowledge of technology) and this is where being persistent, not letting the process deter you and building a network by attending seminars, events and meeting people at local get-togethers can be invaluable.

I also strongly believe partnering with a cyber security recruitment agency will open more opportunities for you to consider as well.

5. Begin Your Career

Congratulations, you have landed your first role in cyber security! Now that you’ve achieved this milestone, it’s time to review the career plan that you wrote earlier and make any changes that you may need to.

Now that you have more experience in the cyber field, you have networked, learned, experienced and “been around”, you may decide to adjust your career plan to keep it aligned with your goals.

The development of new skills and experience will boost your employment options. Again, having sound advice from qualified people as well as trusting your judgement, following your career plan and being self-aware of WHY you do what you do on a professional level are important.

6. Never Stop Learning

In a world where technology is changing almost daily, it is paramount that you keep up to speed with trends, products, methodologies and frameworks in cyber. The most in-demand people I find are the ones who have always studied, learned and developed as the industry progresses. A general rule of thumb I see cyber professionals apply is to make sure they do one training course every six months and attend two major industry seminars a year.

Summary

The cyber security world is a wonderful place to be right now with all the projected growth in the Technology and Digital recruitment sector in Australia in the next few years. For more information on how you can get started in cyber security, contact us today . We can help to guide you through your career planning and get you on the right path to career satisfaction.

Tips for Surviving the Talent Shortage in 2022

Fri, 20 May 2022 11:44:09 GMT

Employers and job seekers alike have been on a bumpy ride since early 2020, especially as social distancing and economic uncertainty have impacted business-as-usual.

If you’ve heard the phrase ‘The Great Resignation’ of late, you might be familiar with warnings sounded in the business community about talent shortages reaching new peaks in the coming months. These warnings are supported by research: about 38% of Australian workers are likely to quit their job within the next 12 months, according to a recent survey by PwC Australia .

Coupled with the 13-year high in job advertisements reported by the government as businesses rebound from the COVID-19 downturn, the resignation trend presents both challenges and opportunities for employers.

Although the war for talent will continue to intensify, new factors have emerged that can help organisations gain an advantage. We’ll explore some of these in our tips for managing talent shortages below.

1. Review Salaries, Incentives and Benefits

In this highly competitive talent market, the best candidates are negotiating for the best salary and remuneration packages they can get, while current employees are more tempted to change roles for a better pay packet.

Since the pandemic began, salaries have notably increased for software architect and testing roles, reflecting the stiff competition for candidates in these specialisations. Research is, therefore, crucial – don’t assume your company is offering a competitive salary if you haven’t checked the latest remuneration trends.

Another way to access the most up-to-date information on tech salaries is to reach out to a recruiter, as they have daily exposure to salary negotiations across a range of companies and industry sectors.

Also, think about what non-salary incentives and benefits you’re offering (such as additional holidays, salary sacrifice or retail discounts) and how clearly you’re communicating these to candidates and employees.

2. Run an Inventory on Your ‘Known’ Talent

An organisation’s broader talent pool, which can consist of current employees, contractors and candidates who have previously applied for roles, is often an untapped resource. Gathering key information on your talent pool – individuals’ skills, experience, qualifications, and location – can help you spot possible candidates quickly when a vacancy arises.

Large organisations have started focusing more on internal mobility and reskilling programs in recent years, as tech talent shortages become more of a long-term challenge. Analysing your talent pool helps you identify current staff who have good potential for upskilling and reskilling.

Of course, hiring from within your organisation might not address all your recruitment needs, but understanding your internal talent landscape will make your external recruitment more efficient.

3. Boost Your Candidate Experience

All organisations have room for improving their candidate experience, but those who clearly do it better than others tend to be the companies that everyone wants to work for.

Improving the candidate experience is more than just making the application process easy – it encompasses everything from how you make an initial impression as an employer (e.g. your website, social media channels and job ads), all the way through to the application, selection and hiring stages.

A lack of follow-up is one of the most frequent complaints that candidates have about the recruitment process, so it’s worthwhile thinking about how you can automate some communications sent to job applicants.

4. Embrace Flexible Working

As the COVID-19 pandemic forced many companies to adopt remote and flexible working practices , candidates are increasingly expecting more flexibility from their employers around hours and location.

Just 17% of employees want to work from the office every day (compared to 44% of executives), according to Slack’s Future Forum Pulse survey of over 10,000 knowledge workers across the US, Australia, France, Germany, Japan and the UK. Further, more than half (54%) of workers would consider leaving their job post-COVID-19 pandemic if they’re unable to access some form of flexibility in where and when they work, EY’s 2021 Work Reimagined Employee Survey shows.

Does your company have a flexible working policy? Which roles could use more leeway around hours and location? Introducing more flexibility could boost your talent attraction efforts significantly. You could also tap into interstate or overseas talent pools, or reduce your overhead costs.

5. Focus on Values and Ethics

Candidates are increasingly factoring in environmental, social and corporate governance (ESG) issues into their career decisions, so companies that take ESG seriously are likely to have a competitive advantage for engaging and attracting employees.

Younger workers in particular are highly engaged with issues relating to protecting the environment, social justice and diversity. For example, almost half (48%) of Australians, including 71% of Gen Z and 52% of Millennials, would not work for a business that did not take action to address climate change, according to a recent study by Elmo Software .

If your organisation hasn’t focused much on ESG, it might be time to look at how the company could adopt some best practices. And, if your organisation is already striving for better ESG, think about how you’re communicating this to your employees and to the public.

Summary

To beat the tech talent shortage of 2022, being aware of candidates’ current career preferences and values will make your recruitment strategies more effective. That’s where we can help. As specialists in technology and digital recruitment, Emanate Technology works closely with clients by advising on hiring strategies and sourcing top tech talent. To learn more about what we can do for you, get in touch with our teams in Adelaide, Brisbane, Canberra and Melbourne.

4 Steps to Crafting a Strong Employee Value Proposition

Wed, 11 May 2022 06:06:05 GMT

In the talent-tight tech field, it can be a battle to secure a top-tier employee. When such candidates have their pick of job offers, you need something that helps you stand out from your competitors and entices those top candidates to consider your open role. And that something can be found in a perfectly coined Employee Value Proposition (EVP).

Here are a few reasons why your EVP really can make the difference in getting that ideal candidate to say yes, alongside some tips for crafting yours.

What is an EVP?

An EVP is often confused with an employer brand. An employer brand communicates to the greater public who you are as a company, the way you do business, as well as what it is like to work with you. An EVP is a smaller part of your bigger employer brand. It targets current and potential employees and the unique benefits you specifically offer them. Essentially it says, ‘this is what you get for the skills and talent you bring’.

The components of a strong Employee Value Proposition are heavily drawn from your company values, mission and culture. But it can also speak to the opportunities for professional learning, as well as the types of employee recognition and benefits you provide, such as flexibility.

When considering what makes a good EVP, the candidate should be able to accurately determine whether the way you operate as a company aligns with the way they like to work, as well as with their future career aspirations.

Why Your EVP is So Important

There are a number of reasons why your EVP is a core player in your recruitment process. If shaped in the right way, it will accurately communicate what it’s like is to work with you, naturally attracting only those candidates who feel they’re well-aligned. This is especially critical in highly competitive talent markets like cyber security, where a clearly defined EVP plays a major role in effective cyber security recruitment and long-term retention.

It is also a savvy way to differentiate yourself from your competitors, showcasing the unique qualities and working conditions you possess.

Lastly, you will reap retention rewards. Recent Gartner research shows organisations that deliver on their EVP promise can reduce annual employee turnover by just under 70%, while also increasing new hire commitment by close to 20%.

How to Define Your EVP

Defining your EVP is more than a marketing exercise – it requires genuine reflection on what you offer. This involves seeking feedback from multiple sources, reviewing that data and then carefully crafting your message.

As it is an important and involved process, engaging the services of a professional Technology and Digital recruitment agency can be of real benefit, like us here at Emanate Technology. With deep industry and candidate insights, we’re well placed to help you expertly define what makes your company so unique. This is what the process can look like:

Gather feedback

The first step on the road to shaping your EVP is to get an understanding of what your current employees enjoy about working with you, and why they stay.

Consider questions such as:

What attracts potential employees to the company?
What do existing employees value about working with you?
What do they feel is unique about you?
Why do they stay?
Why do employees leave?
Is there anything that would have made them stay?

You can obtain this information through face-to-face and anonymous employee surveys, feedback from previous job applicants and through exit interviews. Your recruitment agency can help you uncover intel from candidates who have applied to your roles.

Review the data

What you find from the above will help you understand the tangible and intangible benefits staff appreciate the most. It could be your hybrid working model, the opportunity to regularly upskill, your commitment to building strong team relationships or clear development pathways.

In collating this data, you should then be able to spot your unique selling points, as well as the company values employees feel are most important. This can form the basis for building your EVP.

Construct and test the message

We recommend distilling your EVP into a clear succinct message that easily shows top talent what your employees love about your organisation and why they should consider working with you.

Here are a few examples of some wonderfully written EVPs:

Google : “Build for everyone.”
SAP : “Bring Everything You Are. Become Everything You Want.”
Merck : “Invest. Impact. Inspire. A continuous cycle of invention, making an impact and using that to inspire internally and externally.”

After you come up with a few options, consider whether they:

Align with your company’s core values, vision and mission
Help you stand out from others in the same field
Offer a realistic view of working at your organisation
Are appealing and inspiring

You might like to consider testing your EVP with existing employees and/or an external focus group. Ask them if it accurately captures why someone would consider working with you.

Sell it

Once you have your EVP, consistently embed it throughout the company. This includes externally through your recruitment materials and company channels (website, social and professional networking profiles), as well as internally (onboarding, company communications, and incorporating it into strategic planning and reward/recognition programs).

But perhaps the most powerful conveyer of your EVP is your current employees. Getting your employees to articulate what makes working at your company so special holds great power, sometimes more than the words you say in an interview. You can showcase your EVP in action through employee video testimonials, or blog or LinkedIn pieces.

Rely on the Experts to Help Build Your EVP

The four steps above should give you a solid guide for crafting your EVP, but if you would like some extra support in this undertaking, please let us know .

As Technology and Digital recruitment specialists working throughout Australia, we have many years’ experience sourcing and placing elite candidates with their ideal company. And in doing so, many have shared with us the unique qualities that made them choose one business over another. We would be glad to leverage these valuable insights to help you create the right EVP that will attract and retain top talent.

What Employees Want: How to Attract the Best Tech Talent in the Tech Industry

Tue, 05 Apr 2022 11:32:37 GMT

In the age of “The Great Resignation” and talent shortages across the tech market, it’s never been a more important time for businesses to establish themselves as an employer of choice. While IT salaries are surging, with pay increases of 20-30% now common, it’s also essential to consider different mechanisms to reward employees.

In-demand talent who know their worth are also drawn to businesses offering benefits such as security, flexibility, strong leadership and work with purpose. This is in direct response to a period of isolation and burnout brought on by the pandemic and digital transformation projects that are already under-staffed.

We’ve devised some top tips around how you can become first choice for the best tech talent in the market.

1. Prioritise Flexibility

As remote and working from home (WFH) becomes the norm, more job seekers will expect to see companies offer a full range of flexible working options. It’s now accepted that top tech talent decided during the pandemic they wanted to prioritise their family and outside interests as well as careers.

A global study of office and IT professionals by Ivanti confirmed the importance of flexible working arrangements, with 71% of respondents saying they would pass up a promotion in return for being able to work from anywhere, at any time. Further, 87% of employees don’t want to work from the office full-time and 24% will quit their jobs if they are forced to return to the office full-time.

In response, businesses should reconsider the traditional definition of the “workplace” and think about workdays, work hours and work location. Recent research out of Iceland has shown the benefits of a shorter work week, while Belgium introduced a four-day work week earlier in 2022.

If your business is reluctant to introduce some measures, consider the idea of a pilot within a specific team or department. You can gather data and build a business case to roll out the policy across the rest of the organisation.

2. Increase Mental Health Support

Creating a culture that supports employee mental health and wellbeing can not only help retain existing staff but also be a key talent attraction strategy. A recent study by Yerbo with more than 63,000 IT workers across 33 countries found that two in five are currently at risk of burnout and 62% of IT professionals feel “physically and emotionally drained”.

The best place to start is by consulting with your employees to find out their views about the current workplace culture and what needs to be changed to help them feel better supported. Given the sensitive nature of the topic, you might wish to undertake an anonymous survey and then use these findings to inform new HR policies.

Some mental health and wellbeing policy ideas include:

• increasing the number of paid time off (PTO) or mental health days

• increasing the number and length of breaks during the day

• creating solid feedback loops between staff and their supervisors to identify stress and anxiety early

• educating all staff around mental health and wellbeing to address issues of stigma and discrimination

• creating a culture of mutual respect and trust

The Black Dog Institute has a Workplace Mental Health Toolkit containing practical suggestions and resources to help employees and businesses.

3. Create and Promote an Engaging Employer Brand

Introducing a flexible and supportive workplace culture will not only bring immense benefits to your business and employees. It can also help to build your positioning as an employer, which in turn can help you attract and retain top talent.

Just as building a brand is crucial to selling a product or service, being able to define what makes you an attractive destination to potential employees is crucial to securing them. Part of this appeal will rely on your Employee Value Proposition but building your brand as an employer requires thinking and communicating about more than just the direct benefits to employees.

As we mentioned earlier, candidates are not just looking for good salaries or generous benefits packages– they want jobs with purpose and meaning.

Focusing not just on what your business does but why you do it will help you define your purpose to candidates. It is also important to have strong, clear values that are evident in your operations. Candidates want to see meaningful actions not empty words and want to know that their employer is interested in more than just the bottom line.

Just as consumers are choosing to spend with businesses that do the right thing, top candidates are choosing employers that demonstrate a willingness and ability to make a difference If you can show that your organisation benefits those around it as well as those within it, you will be able to consistently attract the best employees.

Summary

As the nature of work continues to change, employers need to adjust their strategies in order to remain competitive. Candidates are now looking beyond traditional benefits such as salary and towards businesses who can demonstrate a shift in values and employee care.

By focusing on flexibility, supporting the mental health of your employees and building your EVP, you can become the top choice for talent in the tech market.

As experts in technology and digital recruitment and with offices in Adelaide, Brisbane, Canberra and Melbourne, we can support you on your journey. Give us a call today to talk through your hiring needs.

5 Must-Know Tips for Aspiring Female Leaders

Mon, 07 Mar 2022 05:01:53 GMT

Female executive representation in tech is woefully behind other sectors, with just 9% of functional executive roles held by women compared with a workforce average of 26%. This is despite studies showing women in leadership positions raise an organisation’s likelihood of outperforming in their sector on key profitability and performance metrics – not to mention that a female CEO leads to around a 5% increase in market value.

While support for female leadership in the workplace has increased with time, there is much more scope for improving gender equality in technology. Addressing structural issues around flexible working conditions, the gender pay gap, unconscious gender bias in recruitment, and paid paternity leave are essential.

However, there are also steps women can take in order to put themselves in the best possible trajectory for their careers. We’ve assembled some of the key tips for aspiring female leaders to prepare you for the journey.

1. Embrace Your Strengths

A recent study in the US of top tech leaders showed that throughout their careers they’d received feedback for being quick learners, adaptive and always looking for ways to improve what they or their team did. Both genders also cited “setting a vision” as the most important trait that helped their rise to the top of the corporate ladder. However, the data showed that men ranked higher on capabilities relating to envisoning the future, while women excelled in engaging and energising the organisation.

It may sometimes feel like the tech industry, particularly within startups, is a “bro culture” where one size fits all. But by identifying and capitalising on your strengths, you have the opportunity to stand out from the crowd – for all the right reasons. Overall, women in the workplace are considered better communicators and more likely to seek collaborative working arrangements. It’s important that you acknowledge and embrace your strengths rather than try to be something you’re not.

It’s also worth noting that in the technology sector, not all leaders come from a technical background. Women often doubt their technical capabilities more than men, and can underplay their achievements in interviews. Remember that in a leadership role, you need to be able to have conversations with software engineers or data analysts – not do their job for them.

2. Draw Up a Career Plan and Check It Regularly

Mapping out your future career trajectory, or the path you’re aspiring to, is an important navigational tool as a leader. Start by plotting out where you see yourself in the next two to five years, and then create regular milestones that you can hold yourself to. This may include thinking about what kind of leadership role you want – for example, overseeing a large team or operation compared with a more strategic role.

Career planning doesn’t stop once you’ve entered a management or executive role; it’s a practice that will serve you well throughout your working life. Leaders often find that once they’ve settled into a new role, their focus on immediate tasks and projects detracts from thinking about their long-term direction and why they took on the role in the first place.

Make sure you’re taking time to review your personal goals for a new position and, if necessary, re-examining your game plan periodically. Check in with yourself throughout the year to reflect on what you’ve accomplished so far and record the next steps you want to take. Formalising the process keeps you accountable and helps you track how your current situation aligns with your motives.

3. Perfect Your Leadership Skills

The ability to form networks and gain people’s trust are crucial leadership qualities, so honing your communication skills is a wise investment. Understanding your own communication style can also help determine how to improve and recognise the communication styles of your colleagues.

With the fast pace of changing technologies keeping organisations and leaders on their toes, disruption will only accelerate. That means that soft skills such as flexibility and resilience are also invaluable qualities to cultivate for women in tech.

One of the hallmarks of an effective leader is confidence in their own skills and ideas. Women leaders often struggle with confidence issues (particularly impostor syndrome) and can default to people-pleasing to avoid appearing harsh or domineering. Pay attention to verbal and non-verbal signals you might be giving to others that dilutes your power, e.g., prefacing statements with “I’m sorry, but…” or “This might sound silly, but…”, or waiting to offer your insights and ideas until everyone else has spoken.

The art of leadership includes being assertive while ensuring your team is on board with your vision. Developing a consultative but firm approach to leading people will help empower your colleagues and instil a sense of fairness among your team.

4. Seek Out Suitable Mentors

Mentors can provide immense value to aspiring leaders. Many women IT leaders report having had mentors during their careers, from whom they have received valuable support and education. The right mentor can support you through your job search, career transition, promotion, new project, personal issues or just be a sounding board who gives advice when needed.

A good mentor can be male or female and you can have more than one. Think about the people you look up to professionally and what wisdom they can share with you. Remember to show them gratitude and help them where you can in return.

5. Be Kind to Yourself

‘Self-care’ and self-compassion can fall by the wayside in leadership roles, but it gives you the necessary energy and perspective you need to be an effective leader. Self-care includes maintaining a healthy lifestyle, with regular breaks from work, exercise, and a nutritious diet. It’s also important to take time out for purely personal activities and spend time with loved ones.

Looking after your physical and mental wellbeing helps you manage the increased stress that comes with leadership roles and reduces the risk of burnout – remember, prevention is better than cure! Use mindfulness as part of your daily work practice to help you navigate challenging situations. And when you make a mistake, try not to focus on what went wrong but what you can learn from it.

Summary

Reaching the leadership level can be a challenge for women, but with self-belief and resilience there’s nothing that can get in your way. Women leaders have the chance to make a real change in IT from a cultural and technical perspective. And cultivating your strengths and seizing opportunities to become a leader in the industry can serve as vital inspiration and role modelling for other women.

At Emanate Technology, we’re passionate about supporting women IT professionals and helping them to grow their careers and become leaders. With years of experience in technology and digital recruitment, we can help you land your next leadership role. To find new opportunities, get in touch with our teams in Adelaide, Brisbane, Canberra or Melbourne.

How to Avoid Neurodiversity Bias in your Recruitment Process

Sun, 30 Jan 2022 05:01:25 GMT

The pursuit of diversity is now vital in Australian tech workplaces. Diversity takes on many forms: gender, religion, and sexuality – just to name a few. We know that a workplace that embraces inclusivity leads to a positive environment.

But what about embracing diverse ways of thinking and learning? Are employers embracing neurodiverse applicants?

In this blog, we’ll look at the meaning of neurodiversity and some tips to avoid bias in your recruitment process.

Defining Neurodiversity

Neurodiversity can be defined as ‘the diversity of human brains and minds’ – a variation of how the human brain processes and functions. It covers a range of conditions, some of which are well known and others less so.

Typically, these can be broken down into four categories:

Clinical neurominorities – including Autism and ADHD. These are conditions you are born with that impact behavioural skills.
Applied neurominorities – including Dyslexia and Dyspraxia. These are conditions that impact applied educational skills.
Acquired (Chronic) – neurominorities linked to brain injury or illness.
Acquired (Transient) – neurominorities that are linked to a response to a physical or mental health condition.

Neurodivergence in the Workforce

Every mind brings unique qualities to the table and in a perfect world, every great candidate would be given equal opportunity to secure a role – regardless of whether they identify as neurodivergent or neurotypical.

However, the conventional recruitment process isn’t always as inclusive as it could be. This often means that those who identify as neurodivergent don’t always have the opportunity to compete for roles where they could add immense value.

A study run by Autism Spectrum Australia estimated that 1 in 70 people in Australia are on the autism spectrum. However, only 38% currently participate in the workforce in comparison with 84.1% of people without disabilities.

An inclusive workforce celebrates the differences between employees. It does away with neurodiversity bias by recognising the benefit of balanced teams that include a diverse range of brilliant minds.

Addressing Neurodiversity Bias in Recruitment Processes

To accommodate neurodivergent workers in technology roles, organisations need to consider every facet of their employee and recruitment experience.

But where should you begin? How do you ensure you’re promoting diversity and inclusion and that your technology and digital recruitment process is fair and equal?

Leading tech giants like Microsoft and Dell have started to pave the way, working from the perspective that it’s the interview process that poses a stumbling block for neurodivergent people.

Let’s examine some of the obstacles and practical solutions to address the neurodiversity bias within the recruitment process.

Overhaul Your Job Adverts

Traditional job ads can be lengthy and difficult to read. Challenge yourself to read the advert with fresh eyes – does it need to be that long and is it written clearly and concisely? And most importantly, does it state that neurodiverse applicants are welcome to apply?

It’s also worthwhile examining how accessible your job adverts are. Do you have accessibility tags on PDF files so that those who require assistive technologies can read them? Is there an easy-to-follow table of contents?

Accessibility tags allow you to make reading job adverts easier on all devices and operating systems and they reflect positively on you as an inclusive business.

Adapting the Interview Process

The typical job interview process can be problematic for someone with Autism or ADHD. Interviews are stressful for most people but can be especially difficult for someone who identifies as neurodivergent.

There may be undue pressure for someone to present as neurotypical and if they struggle with verbal communication, the interview process is unlikely to go well. These traditional interviews tend to be more of a test of social competence than the ability to perform specific job tasks of a particular role. A few approaches you could consider using to help you to adapt the interview process could include:

Sending neurodiverse candidates the questions in advance of the interview
Instead of using a panel of interviewers, conduct a series of sequential interviews with one interviewer at a time
Consider asking the candidate to perform a task to demonstrate their skills to the interviewer
Ask direct questions with obvious connections to the technology roles. For example, rather than asking ‘What do you find the most challenging?’ try to be more specific and say, ‘Name the biggest technical challenge you had in your last role and what you did to solve it.’
Get creative! Work trials, short internships and practical assessments are all alternative avenues for neurodiverse candidates to demonstrate their talent.

Be Clear with Clear Communication for Preparation

Wherever possible, give your candidates all the information they need to prepare for the recruitment process. Provide clear communication about how to get to the venue and what to expect in the interview – including who they will meet, the length and the format of the interview. Select a quiet spot that is free from distractions and make sure they’ve been informed about any assessment tasks you’d like them to perform, along with any materials you would like them to bring.

Don’t Be Afraid to Ask for Help

To begin your journey towards embracing neurodiversity in your tech office, engage with the experts here at Emanate Technology. Hiring neurodivergent tech professionals has a positive effect on the entire workforce, bringing a whole pool of untapped talent into your organisation – but it can be hard to know where to begin when it comes to overhauling your recruitment process.

As stated in CIPD’s Neurodiversity at Work report , ‘Hiring processes, designed only with neurotypicals in mind, can have the effect of unintentionally excluding neurodiverse talent.’

Summary

Hiring more neurodiverse individuals is just one of the technology industry’s challenges in becoming more inclusive. But the stigma around neurodiverse conditions is fading and tech industry leaders are beginning to understand the benefits of having an inclusive workforce with a unique range of skillsets and experiences.

There is no ‘one size fits all’ approach when it comes to recruiting neurodiverse candidates, so a recruitment process that remains flexible and treats candidates as individuals is key. If you’re looking to begin your neurodiverse hiring journey in technology roles, talk to our team of experts today.

At Emanate Technology, our technology and digital recruitment specialists have a wealth of knowledge on how you can find and nurture the best talent for your business. Get in touch with our team to find the best tech talent in Adelaide, Brisbane, Canberra and Melbourne.

Holiday Hiring: Why December is the Best Time to Recruit

Thu, 09 Dec 2021 10:19:50 GMT

For many employers, the end of the year is a time for winding down, reflecting and planning, with recruitment often sitting very low on the priority list. However, December offers an unparalleled opportunity to get ahead of the competition and lock in talent before the new year rush.

So, why is hiring at the end of the year a great idea? Here are the top four reasons you should rethink your festive hiring freeze and use this time to snap up the people your teams need to jumpstart 2022.

1. Preparing for the New Year

In a market where the demand for certain skillsets remains fierce, ensuring you are adequately resourced often means allowing plenty of time to complete the recruitment and onboarding process so that you have the expertise you need when you need it. Amid the end-of-year festivities, it’s important to look ahead and stay focussed on hiring to ensure you have the people necessary to meet project deadlines and start the new year off with a bang. While your competitors are partying, you can be hiring, onboarding and training the new team members that are going to give your organisation an edge in 2022.

2. Getting in Ahead of the Competition

By the time we return to the office after a few weeks of chocolate, BBQs and other festive delights, the race for talent has well and truly begun. It’s no secret that January is peak hiring season, so why not get ahead of the game and grab the best talent while everyone else is focused on their Christmas plans? With less activity in the market, there will be less competition for top candidates, and since rival hiring managers are often not as active during this period, there is ample opportunity for proactive employers to secure prime people if they move quickly. Additionally, there will also be fewer job postings, meaning yours will have a chance for better exposure.

The same can be said about the contractor market. Many contracts are renewed around the beginning of the year, so leaving it until January means running the risk of missing out on the best contract talent. Get in early and you can have your pick of the top people on the market!

3. Embracing the Party Season

The holiday season is a busy one for parties and get-togethers, and company Christmas events are the perfect time to integrate new starters into the team. Why? First, it gives them the chance to get to know their new teammates in a relaxed environment outside the office. Second, with organisations often bringing people from around the country together to mark the year that’s been, it also means new hires have a chance to build relationships with colleagues they might otherwise only speak to on platforms such as MS Teams or Zoom.

Obviously, onboarding permanent staff during December does mean you’ll need to pay out public holidays. Hiring contractors is a great way to avoid this, while also allowing you to plug any skill gaps over the Christmas break.

4. Managing New Job Stress

If you think about it from a candidate’s perspective, starting a new job is up there with life’s most stressful challenges. While it may not be possible to prevent that stress entirely, hiring in the weeks leading up to Christmas is a great way of minimising it. With projects often winding down at this time of the year, onboarding someone in December will help to get any early jitters out of the way before things begin to ramp up in the new year, increasing the chances that they will hit the ground running in 2022.

Closing Thoughts

If you’re still planning on waiting it out until 2022, we’ll leave you with one final piece of advice: make sure all your key stakeholders are around. We often see new year hiring put on the backburner with decision-makers out of action for the first few weeks of January, so a bit of forward planning is vital.

If you’re looking to stay ahead of the rest and take care of your hiring before the madness of Christmas gets in the way, reach ou t to our team of IT & Digital recruitment specialists at Emanate Technology. We’re on hand to help you find the best talent in Brisbane and Canberra, both now and throughout the rest of the year.

4 Career Questions to Reflect on for the New Year

Thu, 09 Dec 2021 05:48:03 GMT

As a new year unfolds, it’s important to take the time to take stock of all that’s happened over the previous twelve months (as eventful as they were!), not just personally but also from the perspective of your career. Career reflection is the best thing you can do to get ready for the year ahead, allowing you to process your experiences and refocus your goals for the coming months.

Here are four big picture questions to reflect upon when setting your intentions for next year – we recommend being as honest as possible and writing down your answers so you can review them later.

1. How Would I Summarise This Year?

Looking back on all the ups and downs of this year is a great place to start your reflections. What are the notable experiences, events and milestones that stand out to you, whether positive or negative? Think about the key challenges you faced and where you did well.

In a year as testing as this year, it’s essential to focus not just on the difficulties but on how you overcame them. While everything may not have gone as planned, you can still use it as a learning experience to improve how you handle unforeseen circumstances in the future. Create a list of some of the specific lessons you learned – this will help you put the year into perspective and recognise how far you’ve come.

2. Did I Accomplish My Goals and Are They Still Relevant?

Reviewing your goals at the end of the year will help you improve your goal setting in the future by refining your priorities and establishing more realistic parameters. Did you achieve everything you wanted to in the past 12 months? And if not, what prevented you from doing so? Is a pay rise something you wanted and did you ask for it (learn how to ask for a pay rise)? In the areas you succeeded, determine how you accomplished this. What strategies can you take with you moving forward and what would you do differently?

Sometimes the goals we set don’t end up being as relevant as we expected. Remember not to get too attached to a particular objective if it no longer serves you – be prepared to let go of plans and pivot to something new if that’s what it takes to get where you want to go.

Tip: The best way to ensure your objectives remain pertinent is to set SMART goals – goals that are Specific, Measurable, Achievable, Relevant, and Time-bound.

3. Where Did I Drop the Ball?

For most of us, there is at least one area where we feel like we could have done better. Perhaps you didn’t master that new programming language the way you wanted to or struggled with managing the deadlines of a complex project.

By being honest with yourself about any performance issues or sticking points, you have the opportunity to try different approaches, get support where you need it and avoid falling into the same traps the next time around.

4. What Would a Successful Year Look Like?

The definition of success varies from person to person, so take the time to identify exactly what’s important to you and what you want to be working towards next year. This doesn’t just have to be about career advancement or reaching a new business milestone (though these are noble goals) – perhaps you want to improve your work/life balance, grow your professional network or develop your own web application in your free time.

Whatever a successful year means for you, don’t forget to write your vision down and display it somewhere to help keep you focused as you tackle the new year. You should also begin breaking your goal down into actionable steps – for example, if you’re aiming for the next step in your career, think about what training you might need to get there.

Summary

A new year can be filled with both possibilities and anxieties, but taking the time to reflect and reset will help you avoid becoming overwhelmed and be more intentional with your time and energy. Whether your year was a tough year or a successful one, reflecting on the questions above will give you the tools to plan your next steps and make a fresh start next year.

For support with reaching your business and career goals in the new year, speak to our team of Digital & Technology recruitment specialists at Emanate Technology. From securing the best tech talent for your organisation to finding your next opportunity in Adelaide, Brisbane, Canberra or Melbourne, we are here to help make next year your best year yet!

How to Secure Top Talent in a Competitive Market

Mon, 13 Sep 2021 07:33:03 GMT

Nobody wants to be haunted by the one that got away; that time when you had your dream candidate in front of you, only to see them slip through your fingers and accept another offer. But how does this happen and, more importantly, what can you do to prevent it from happening again?

Here at Emanate, we know how competitive the candidate market is right now, and we also know that quality candidates are being snapped up in the blink of an eye. To ensure you’re able to secure (and hold onto) the talent you need in this environment, we’ve put together the following strategies.

Be Clear on Your Requirements

When you identified the need to hire, you would have known the skills and experience required to do the job. Now it’s time to take this one step further and develop some solid criteria that will help you make the right decision at crunch time.

You can write up a candidate profile for your dream recruit, including a set of qualifications or experiences that you want them to bring to your team. Or, consider creating a list of essential and desirable qualities against which you can rank or qualify future candidates.

This will help you go into the hiring process with a clear understanding of who you’re looking for. Most importantly, it’s something you can share with the rest of the recruitment team so everyone is on the same page from the start.

Enhance Your Hiring Process

Provide Reassurance in the Interview

In the current environment, a lot of candidates are hesitant to move into new roles, preferring the apparent security and familiarity of their existing position. Concerns around the stability of the new company and uncertainty about job security can hold people back from making a change, so it’s important to provide reassurance during the interview process to help allay these fears and demonstrate that you would be a good option.

Some of the key ways to give candidates the confidence to move include:

Describing how your company has successfully responded to the challenges in the market
Explaining how the position in question will play an important role in the company’s long-term plans
Highlighting the professional development and advancement opportunities that will be available to the successful candidate

Seal the Deal as Soon as Possible

Once you’ve found a candidate who matches your criteria and have all participating recruitment panel members in agreement, don’t stop there – sprint across the finish line and extend the offer.

If you still haven’t heard back from referees, you can always make the offer contingent on positive reference checks. That means you’ll be able to lock in your preferred candidate as soon as possible after the final stage of the assessment process, effectively taking them off the market.

Make Retention a Priority

Finally, a crucial part of getting the talent you need in a competitive market is keeping them. We recommended making a concerted effort to retain your current employees, reducing the chances that you will have to fill unexpected gaps in your workforce.

Investing in your current team, providing training and professional development, and reassuring them of their value to your organisation will be important for keeping people engaged, as will considering pay rises, flexibility and other perks where possible and appropriate. When it comes to getting the talent you need, hiring is only half the battle – retention is what will allow you to succeed in the long run.

Summary

By implementing these simple strategies, you’ll be putting yourself in the best possible position to negate the challenges of a competitive talent market.

Our team at Emanate Technology have significant experience working in this field and are here to support your business with hiring expertise and wide-ranging recruitment advice. Reach out to one of our technology & digital recruitment specialists today for more top tips on how to improve your hiring process or support with finding great people for your organisation.

3 Ways to Make Your Hiring Process More Efficient

Mon, 06 Sep 2021 05:35:54 GMT

The success of a hiring process can be distilled into two key variables: the pool of available talent and the selection process. In recent years, the focus for many organisations has been on the former, candidate attraction, often at the expense of candidate selection.

Now, COVID-19 has triggered a seismic shift within the job market, and while attraction remains critical, the importance of an effective selection process has come to the fore. For some roles, the talent pool has expanded exponentially, while other positions will still be hard to fill, and both scenarios have escalated the challenges faced by organisations when recruiting. Regardless, the competition for the very best candidates remains fierce and the pressures in the current market have rendered many hiring processes ineffective, prolonged and costly.

If you want to capture top Technology & Digital candidates and stay ahead of your competitors, why not take this opportunity to find improved methods of candidate screening and increase recruitment efficiency? Continue reading for three effective ways to streamline your hiring process and secure the right people for your organisation, faster.

1. Develop a Specific and Authentic Candidate Profile

Having a clear, well thought-out profile of your ideal candidate will allow you to focus your recruitment process and identify suitable talent quickly. Furthermore, communicating this to your Technology recruitment agency from the beginning ensures they have the information they need to find the best matches for the role in less time.

Work together with your recruitment partner to define what you’re looking for in your perfect candidate, considering not just skills and experience but characteristics and cultural fit as well. When developing your candidate profile, ask questions around the criteria of the role: What technical competencies are required to perform the responsibilities? What is the nature of the team that this role fits into? What soft skills and personality traits are necessary for meeting your goals? What key values should the candidate align with? What sort of person would support the organisation’s overall vision and allow it to move forward?

By refining your answers into a summary of “must-haves” that are authentic to the role and organisation (rather than generic or templated), you can ensure a more targeted approach at every stage of the process.

2. Revise Your Recruitment Strategy

It’s easy for hiring to become a transactional undertaking aimed solely at filling a gap. However, to secure the best candidates in today’s employment market, organisations will need to engage people earlier, prioritise long-term value-add and put greater emphasis on what top candidates want in a role.

With all the complexities of hiring in the current climate, it’s easy to forget about the quality of the candidate experience. Candidates take notice when a job description is enticing and informative, when an application is easy to complete and when they receive timely responses at each stage. Concentrating on these fundamentals as part of your recruitment strategy will give you an edge over other employers.

Additionally, depending on the Technology job you are hiring for, it may be a good idea to not advertise the role on mainstream job boards. When you partner with a specialist recruitment agency, they will conduct the search on your behalf, ensuring you reach a more targeted pool of candidates that are a good fit for your requirements rather than being inundated with incompatible or lower-quality applications. The recruiter’s cultivated network of industry professionals is often to the best place to find great talent, including those who are currently off-market.

3. Address Process Bottlenecks

Often, recruitment procedures can grow to be ineffective as they change with each applicant and steps overlap, become redundant or no longer meet the needs of the organisation. This can mean incurring extra costs and potentially losing out on top candidates to competitors with faster, more streamlined methods. To address this, consider creating a workflow that compiles each stage and how to proceed, removing aspects that slow down your time to hire. You can this by:

Eliminating unnecessary steps – Do you require multiple rounds of interviews or interview a minimum number of people before you can extend an offer to your preferred candidate? This could be holding up your process.
Requesting references earlier – Instead of waiting until the interviews are complete, asking for candidates’ referee details when they submit their application ensures you can conduct reference checks as soon as you are ready.
Minimising the number of decision-makers – Ensure that only the people who are crucial to the process are involved so that decisions can be reached faster.

Again, remember to consult with your recruiter when identifying bottlenecks – they can help you formulate an efficient process that will allow you to secure your first choice as soon as possible.

Summary

In order to recruit the best candidates for your organisation, you need a hiring process that mirrors the realities of today’s landscape. Taking steps to refine your approach and cutting out the inefficiencies will help you capture the talent you need to grow through the challenges of this climate and strengthen your organisation for the long term.

Want to know more about how you can get the most out of your recruitment drive? Speak to our team of Technology recruitment specialists in Brisbane or Canberra to discuss how we can help you secure exceptional people.

Why You Should Hire for Potential in Today’s Market

Fri, 30 Jul 2021 05:01:31 GMT

In this competitive market, finding candidates who tick all the skill and experience boxes for a role can be a tough ask. However, being open to hiring candidates with transferable skills and a good attitude can go a long way towards overcoming skill shortages that might otherwise stop a recruitment process in its tracks.

Unlike hiring based on direct experience, hiring for potential gives you access to a new pool of quality people who, while they may not meet 100% of the role criteria at the time, still demonstrate traits that make them a great fit for the organisation. Although this may not be the best approach for highly technical or senior positions, there are still many IT roles in which a bit of flexibility will allow you to benefit from people who will grow with your business and become valuable assets in the long term.

Below, we break down the rewards of hiring for potential and share practical tips on how to conduct a recruitment process that will draw out the best talent for your company.

The Benefits of Hiring for Potential vs. Experience

Unlike days gone by, when employers focused almost solely on a job candidates’ direct work history, there is a growing body of evidence to suggest that there are benefits of hiring someone with less experience. This non-credential-based approach, widely referred to as ‘ hire for attitude and train for skill ’, can provide several major advantages, including:

Diverse viewpoints

Employees without experience in a similar role have no history to cloud their vision or create expectations about how things operate in their new organisation. Hiring people with diverse backgrounds and skill levels brings fresh perspectives to your organisation, allowing you to tap into innovative solutions and ideas. Furthermore, their growth-oriented mindsets often see high-potential hires being more likely to take calculated risks – risks that can pay off for the wider team.

Reduced employee turnover

While specific technical skills can be taught, work ethic and cultural fit cannot. Taking a chance on someone because of their experience alone could mean hiring someone who is not right for your team, which might result in costly employee turnover later down the line. A person who is coachable, motivated and whose values align with those of your company will be a much safer bet, even if they require a little extra training to get them up to speed.

Long-term loyalty

As opposed to highly experienced prospects who may have several job offers coming to them at once, candidates with fewer formal credentials will likely be grateful that you’ve given them a shot, despite their lack of experience.

While you may have to spend a little more time and effort training up your new team member, they are likely to value your investment in their development, and their longevity at the company will more than make up for it over time.

Steps for Hiring Candidates with Potential

When it comes to assessing experienced vs. inexperienced employees in the recruitment process, several things can assist in deciding who is suitable for the role.

1. Expand your search

When hiring with potential in mind, start by expanding your search parameters, whether that means considering people with different qualifications or those with relevant experience in other industries. This will widen the talent pool and open the role to candidates who may have previously been left out of recruitment efforts.

2. Know what to look for when assessing CVs

The CV alone often does not provide enough information for you to identify potential in candidates, however, there are several elements that can indicate whether the person fits the job description and company culture. For example, outside of formal education, what upskilling have they completed? Does their resume demonstrate instances where they have overcome challenges to succeed and contribute to team goals? What other jobs have they had, and what transferable skills are they bringing to the table?

3. Ask the right questions

When hiring candidates based on their potential, it is crucial to ask the right questions in the interview, as they can help you find out about a person’s ability to cope under pressure, along with their broader values, attitudes, goals and problem-solving skills. The way a candidate answers these types of questions will reveal a lot about how they will ultimately fit into the company culture.

Questions to consider include:

Where do you see yourself five years from now?
What have you done to develop your skills in the past year?
Describe a time when you encountered a difficult problem while on the job. What was the outcome, and would
you do anything differently next time?
Does one of our values resonate with you in particular, and why?

4. Utilise psychometric testing

Another valuable tool for assessing candidates’ potential is psychometric testing. Since interviews and references checks aren’t completely reliable on their own, this is a good way to verify the traits and tendencies an individual has demonstrated elsewhere in the hiring process, but keep in mind that it is best used in conjunction with other strategies.

By incorporating personality and ability tests into your hiring process, you can gain more insight into characteristics such as the candidate’s interpersonal style, task management preferences, problem-solving skills and their ability to tackle abstract concepts.

5. Get specific feedback from referees

If, at the end of the recruitment process, you are still unsure if a candidate is right for a role, taking detailed references is a fantastic way to learn more – particularly if it is a previous employer. It can be helpful to provide the referee with an overview of the candidate’s position and the future goals associated with it, so they can give specific feedback as to whether they think the candidate has the required potential and the challenges they might face.

Don’t forget to enquire about the person’s on-the-job attitude and resilience under pressure – no one will have better insight on this than a past manager or colleague.

Summary

In an increasingly competitive business landscape, hiring for potential will allow you to find people who will grow with your business and continue adding value in the long term. While identifying the right people for your business can be a challenge, the good news is that you don’t have to do it alone.

At Emanate Technology, we are technology recruitment specialists who know what it takes to spot potential in candidates. With offices in both Canberra and Brisbane, we have extensive talent networks and dedicated consultants across a range of technical verticals, meaning we have the reach to find you the very best talent for your needs. Don’t leave your next hire to chance – reach out to us today to learn more.

5 Things to Consider When Assessing a Job Offer

Mon, 05 Apr 2021 06:46:50 GMT

In the current job market, in both Canberra and Brisbane, it is very common for people to find themselves in situations where they have several job offers on the table. This is particularly true in the booming Tech industry, where skilled professionals are in high demand.

If you have the right match of skills and experience to find yourself in this position, or even if you’re simply trying to determine whether a specific role is a good fit for you, it can be a challenge evaluating a job offer.

Here, we explore the factors that will help inform your decision to ensure you’re able to identify the best job opportunity for your future.

The Entire Package

While the salary is obviously an important consideration when choosing a job, you really want to look at the overall package the company is offering. Take your time to look over the contract thoroughly and assess any bonuses on offer for achieving targets and KPIs. Evaluate the achievability of the proposed targets and their potential impact on your yearly salary.

Lastly, look at things that will affect your lifestyle, including paid leave, RDOs and elements not covered by the package, such as daily commute time. Remember that while an attractive salary package is important, it doesn’t need to come at the cost of a healthy work/life balance .

Work/Life Balance

When comparing job offers, the work/life balance on offer can often be the deciding factor. Flexible working hours and the option to work from home can be extremely enticing, particularly if you have a young family or other personal commitment.

Companies that prioritise work/life balance for their employees generally have increased productivity, reduced levels of workplace stress and a healthy company culture, so job offers that provide this are well worth considering.

Company Culture

Be sure to look at the potential employer’s company culture and whether you will find it an enjoyable, engaging place to work. Company culture is essentially the personality of a company, and like any good relationship, you want to make sure you are a good match.

An employer’s company culture encompasses a variety of elements, including the work environment, company mission and values, and expectations of employees. While some candidates may favour a structured, professional culture, others will prefer a more down-to-earth approach.

Think carefully about whether the culture you see will be one in which you can ultimately thrive. A great place to start is looking at the company’s social media and “ meet the team ” pages as well as read what others have to say on review sites such as Glassdoor and Trust Pilot .

On the day of the interview, try and get a gauge of the workplace culture by observing the office layout, the attitudes of the team members and the dress sense within the office. Remember to ask questions about the management style, level of collaboration between teams and work social events during the interview itself – this is a great way to get more insight into the culture straight from the source.

Will the Role Challenge You?

Determining if the role will challenge you can be a great indicator of whether the career opportunity will have longevity. Jobs that offer you opportunities to learn new technical skills and methodologies will ultimately keep you engaged, positive and allow you to grow both personally and professionally.

This is particularly important if you are ambitious and wish to grow and progress in your tech career. Companies that encourage upskilling and professional development are more likely to invest in their employees and support their ongoing growth.

Future Prospects

When weighing up various job opportunities, you should reflect upon where you see your career heading in the future. Having room to grow and progress within a role will keep you motivated and engaged, so this should be a key factor.

If you have strong career aspirations, be sure to express this to your potential employers during the interview – this will help you get a gauge of future opportunities and avoid getting stuck in a career rut. Don’t be afraid to ask questions about their internal promotions and hiring practices. Making sure there is space at the company for career progression will increase your likelihood of career satisfaction in the long-term.

Summary

While having several job offers on the table is a fantastic position to find yourself in, deciding on the ‘one’ can be a daunting process. Utilising the above checklist for assessing a job offer can help, however, if you are still uncertain we are always happy to lend our expertise (even if you haven’t secured the role/s through us!).

Three Ways to Build Personal Brand and Grow Your Tech Career

Fri, 26 Mar 2021 11:31:03 GMT

If you thought that managing your brand was something that only organisations needed to think about, then it’s time to think again. With the rise of social media, particularly across professional networking sites, you or shall we say; your brand, is always on view. Gone are the days of just crafting the perfect CV to impress potential employers – today, savvy tech professionals are flexing their brand muscle and reaping the dividends.

You don’t have to be an influencer, a leader or a household name either, cultivating your brand is about reaching the people that are important to you, engaging with them and, over time, developing a profile that will get you noticed. With that in mind, here are three quick personal branding tips to further your tech career.

YOU are your Brand

What do you want your clients, colleagues and professional contacts to think of when they hear your name? An expert? A specialist perhaps or maybe a voice for the tech industry? Whatever your end goal it’s important to be honest and ensure that the brand others see is a genuine reflection or who you are and what you value.

Set some realistic goals – it might be to increase your network, get a promotion or take a sideways step into another facet of the tech industry. Whatever it is, think about what you need to do to achieve it. Is it connecting with a particular group? Building a network in a different region? Or sharing a project with your peers.

Once you have an understanding of how you want to be regarded and what for, it’s time to promote your brand.

Harness the Power of Social

Engaging within your community is also key to getting the most out of personal branding, helping to get your foot in the door to new businesses and expand opportunities.

In the online world, every comment you make, every tweet you send, and every post you share – contributes to your own personal brand. Start with the easy wins:

Join and contribute to relevant LinkedIn Groups, comment on discussions and share relevant content with your network to start conversations with others in the industry.
Follow key influencers or organisations in the IT industry to stay in touch with what they are doing.

While an online brand is essential, what you do offline is just as important and will continue to shape how others perceive your brand. Attending industry events is a great way to get you in front of more of the right people, introduce yourself to others in your area of expertise and stay on top of trends and developments. Local meetups can be great too – especially if you’re looking for something a little more informal.

Network, Network, Network

Creating the right salary and benefits offerings to both attract new candidates and retain current employees is a multi-faceted task. It’s one that benefits from an expert’s touch.

Some Final Thoughts

Remember to be yourself, to be human and to engage with your audience in an authentic manner. Stay patient and keep at it – after all, nothing happens overnight. Building a personal brand is not simply a matter of set and forget, you’ll need to continually work to improve and promote it over time.

Whether you’re needing advice on boosting your personal brand or looking for the latest tech jobs, get in touch with us – we’d love to help you!

5 Sure-Fire Ways to Demonstrate Your Value to Your Employer

Wed, 03 Mar 2021 06:31:09 GMT

Understanding how to demonstrate your value to your employer is essential for developing your career, whether you are asking for a pay rise or asking for a promotion. Even more significantly, at a time when businesses are being forced to consider redundancies, restructures and cutbacks, being able to show that you are indispensable to your organisation has the potential to improve your job security. However, research shows that one in five employees feel undervalued at work, and 60% of employees feel that line managers lack the willingness or ability to objectively assess and differentiate performance.

So, how do you highlight the impact you make and position yourself as an asset to your company in the eyes of your employer?

1. Create Your Own Scorecard

Many roles come with established metrics that are used to measure performance. For example, a Developer may be expected to close a certain number of issues within a set period. These metrics have their benefits. but when it comes to demonstrating the full value you bring to the table, they are often insufficient. They do not account for things like taking on extra responsibilities, coming up with solutions to ad hoc issues, providing informal training to a peer or taking time to identify the best approach to a task.

Rather than relying solely on formal performance metrics to reflect your contributions, come up with your own scorecard by which to evaluate your impact. They should:

Be valuable and easy to measure
Align with the wider goals of the organisation
Be consistently built upon week-by-week

At the same time, make sure you keep track of your accomplishments. If you improve a process, come up with a solution that saves time or receive positive feedback from a client, record this. Your personal scorecard can also help you set goals and pinpoint new ways to deliver value, such as improving certain technical skills, volunteering to take on extra projects and looking for opportunities to go beyond your current role. Just be sure you are nailing the key deliverables already established for your role before looking for new ways to add value.

2. Quantify Your Results

Once you have a personal scorecard and a list of accomplishments and achievements, think of ways to quantify these successes. Regardless of the role you hold, numbers talk, and can help your employer to visualise precisely how you’ve benefitted the business. Look for concrete, meaningful ways to quantify your contributions at work, such as time savings, cost reductions and process improvements. These will also be indispensable additions to your CV and LinkedIn profile when it comes time to find a new opportunity .

3. Think About the Bigger Picture

It’s important to understand how your work directly impacts the bigger picture of your company. Focus on the activities that connect back to the bottom line – essentially, the ROI of you as an employee.

How do your resources, time and skills directly benefit the organisation’s vision and contribute to its profitability? This may tie in to how you quantify your achievements, or it may be something more difficult to calculate. For example, if you help secure repeat business through excellent service or found a way to get a delayed project back on track, you should take credit for that.

4. Contribute Ideas Confidently

Showing initiative and contributing ideas is a key part of becoming an asset to your organisation. When putting forth your views and suggestions, be enthusiastic, confident and open to receiving constructive criticism. Be sure to do solid research to support the viability of your concepts and demonstrate to management that you have thought through them carefully and can show how they will benefit the business. Don’t worry about the people who try to take credit for ideas – if you’re positive, honest and genuinely looking for ways to benefit the company, your contributions will be noticed.

5. Promote Yourself (Modestly)

Your work won’t always speak for itself – sometimes you need to do that. Make sure your employer understands the effort you put into your job and the results you deliver, take credit for what you’ve achieved and avoid the temptation to minimise your work.

Rather than waiting for a performance review, consider dropping a noteworthy accomplishment into an email and outlining the outcome. Just keep in mind that too much bragging can have a negative effect, so be discreet, keep it modest and always give credit to other team members where it is due.

Summary

At the end of the day, if you are good at your job, most of the time this will naturally shine through. However, the only person who will truly promote you is you, and sometimes it is easy to be taken for granted. If you feel you are bringing more to the table than originally agreed, requesting a review or having a discussion with your manager is perfectly acceptable. By quantifying your accomplishments and finding ways to contribute to the bigger picture of the organisation, you can demonstrate your true impact to your employer.

For more career tips or to discuss how we can help your find your next Tech job in Adelaide, Brisbane, Canberra or Melbourne, reach out to our team of Technology recruitment specialists.

New Year, New Company: 3 Lessons to Take from 2020 into 2021

Mon, 25 Jan 2021 10:11:08 GMT

2020 is finally over. We can breathe a collective sigh of relief, take a moment to congratulate ourselves on getting through it and, most importantly, reflect on what we learned so that we can make 2021 a far better year.

So what were the key lessons of 2020, and what can we take with us into 2021?

1. Contingency Planning is Not a Box to Tick

Before 2020, business continuity planning was often sidelined for other, more urgent tasks. It was often a set-and-forget task with analyses to be made, recommendations to be considered and, finally, boxes to be ticked. However, if there’s one thing COVID-19 taught us it’s that business continuity cannot be taken for granted.

As we roll into 2021, it’s time to revisit your business continuity plans and consider if they are fit for purpose. And, on top of that, to make sure they take into account all that you have learned from 2020.

To use an example, one of the most common problems in such plans previously is that they often focused too strongly on infrastructure and not so much on people. But, as we saw with COVID-19, it almost entirely impacted people. Roads were open, the internet still worked, nobody’s office had fallen down, but the people had all been sent home. For some organisations, this was devastating – but it didn’t have to be.

Questions to ask:

Does your business continuity plan take into account impacts on people, such as pandemics?
Is your organisation prepared to rapidly move to remote working in future?
How prepared are you to pivot your business model in the face of a major crisis?
Do you have a crisis management team that is trained and ready to act in the face of an emergency?
Has your plan been properly tested to ensure that it will function as intended?

2. Be Open to Digital Innovation – But Not Reckless

Digital transformation was one of the key themes of 2020. In order to continue functioning during tight lockdowns, organisations had to find new ways to keep employees productive – and that meant investing, rapidly, in technology.

For example, Cisco’s “A new perspective on the modern workplace” report noted that IT teams had at times implemented as much as a 4.7x increase in the level of staff working remotely, sometimes in just a matter of days, and 58% of respondents agreed they were now using technology that they had previously rejected/ignored. The leaders who urged this type of fast innovation and worked hard with their tech teams to keep systems running, employees working and products moving even when people could not come into physical contact were some of the most successful during the year.

However, it’s not 2020 anymore. Vaccines are rolling out across the world and, at some point, things will start to return to ‘normal’, whatever that now means. Rapid innovation is one thing, but reckless innovation can leave a company open to harm. Where rapid innovation turns to reckless innovation is when leaders don’t look back and reflect on the improvements made, the tools invested in, and make sure that they are appropriate for long-term use.

Questions to ask:

How well do your new vendors protect themselves, and therefore, their customers?
What control do you have over security access levels?
What support do these new tools offer?
Is the cost worth it, or can you find a better deal now that you have time to look?

3. The Wellbeing of Staff is the Wellbeing of the Company

COVID-19 had a profound impact on people’s health and wellbeing. Aside from the literal impact of the virus itself, there were the impacts on mental health from lockdowns, stress from knowing the virus was spreading, the lack of hospital support for conditions not related to the pandemic, and yet more.

As a result, according to Cisco, 73% of respondents claimed they found it hard to maintain staff morale, and 76% were struggling to balance life and work in the new normal, where work and home were the same location.

With 2021 underway, staff wellbeing cannot be an afterthought. As a leader, you have a fabulous opportunity to get ahead and to show your employees that you genuinely care about their wellbeing, that they matter. Your company can show itself to be the ‘good guy’ in people’s lives.

Even if you don’t have the budget for big employee assistance programmes or health initiatives, you can show your support in other ways. Organise social clubs, reflect on your company’s sick leave culture, promote how to be healthy in the workplace, and make sure your employees know that their leaders care about them.

Questions to ask:

Do people feel OK taking sick leave in your organisation?
Does your company promote a healthy work/life balance?
Do your employees spend time with each other socially?
Do you, as a leader, embody the culture you want to present to staff?

Closing Thoughts

In all crises there are lessons to be learned, and COVID-19 has been a once-in-a-lifetime opportunity to improve yourself as a leader, and bring your company into the modern age.

If you need help finding new talent to help you on this new journey, reach out to our team of IT & Digital recruitment specialists at Emanate Technology.

How to Get the Most Out of Your Contract Role

Thu, 05 Nov 2020 05:39:32 GMT

Alternative employment arrangements such as contract work have become increasingly popular in recent months as organisations strive to reshape their workforce and people look for creative ways to replace permanent roles, diversify their skills or supplement their incomes.

If you’ve been hired for a contract role, the organisation has brought you on for a specific purpose and a limited engagement. Yet despite the inherently temporary nature of contracting, there are potential career benefits that extend far beyond the immediate opportunity.

Whether your goal is to grow your career, secure another contract or land a full-time job, here is our advice on how to get the most out of your contract role.

Be Available and Responsive

Making yourself available is vital for setting yourself apart as a contractor. While you don’t have to be on-call 24/7, being willing to put in the extra time and work to get the job done when needed is a highly valuable trait in the eyes of an employer. It demonstrates your commitment to the job, even if it’s temporary in nature, and your dedication and reliability will put you in good stead for future opportunities.

Similarly, it’s important to be responsive and maintain a high level of communication throughout the contract, particularly if the role is remote. If you receive an email, aim to respond immediately, even if it’s just a brief message to let the person know you’re working on the request. Even better, make the effort to follow up with your manager over the phone/via video (or in person if possible) to build rapport and make it easier to clarify key details. You don’t have to have all the answers, but being approachable and proactive about your communication will help to reassure employers that you are a team player and have your tasks well in hand.

Focus on Building Relationships

As a contract worker, it’s easy to fall into the trap of not seeing yourself as a “real” team member and become isolated from the rest of the team. However, networking should be an integral part of your contract role, enabling you to make valuable connections within the IT industry – after all, you never know when a new opportunity will come up through your network. It can even help with moving from contract to permanent, as organisations look for people who mesh well with the existing team.

You don’t have to be best friends with your colleagues, but finding ways to build relationships is sure to work in your favour, even if it’s just small talk around the coffee machine or inquiring about their weekend at the start of the Monday morning Zoom meeting. Over the course of your contract, it’s likely that you’ll also have opportunities to network with people from outside the organisation, so take every chance you get to connect with clients, service providers, consultants and other professionals in your industry. These people will become prime resources when it comes to securing new work and growing your career.

Make Yourself Indispensable

Needless to say, being diligent and reliable is always among the most important contracting tips, but to truly get the most out of your contract role, you need to make yourself indispensable. While this is easier said than done, a good place to start is always ensuring you go above and beyond what is expected of you. For example, if you’re completing a report that is due by end of the day, try to get it in early with extra information included, or offer to take on additional tasks if you have capacity on top of your own workload.

For Technology & Digital contract roles, in particular, it’s likely the organisation hired you to provide specific technical skills they would not otherwise have access to, making your expertise and perspective a significant asset. This has led to the notion that contractors should be insular in their temporary workplaces, shielding their expertise from permanent staff to ensure that the company stays reliant on external know-how. In reality, this is a long way from the truth as employers see (and remember) the huge educational value a contractor can bring to the rest of the team. Far from putting you out of the job, respectfully sharing your knowledge can help you to build a fruitful long-term relationship. Whether you are demonstrating your value by streamlining tasks or suggesting process improvements, helping employers to envision how you can benefit the organisation more holistically is a win for all parties.

In this way, you ensure you’re in the best possible position when your contract ends, whether that means securing a contract extension, receiving a permanent job offer or enlisting a referee who can vouch for your past performance.

Summary

Working as a contractor has its challenges, but it also offers the freedom to explore different roles, diversify your income and create a career that’s right for you. By approaching contracting with an eye to the future, focusing on networking and putting your best foot forward, you can set yourself up nicely for long-term success.

Meeting the Needs of the Application Development Market in Brisbane

Tue, 14 Jul 2020 10:00:20 GMT

Software Development is an area where we have seen a lot of movement and potential in the last couple of years in Brisbane. As organisations transform their businesses through technological innovation, we are seeing demand for IT specialists to drive and support change. Below, I share insights on recent trends in the Software Development market and what lies ahead for employers and workers.

Key Market Trends

The most significant trend in the last 12-18 months has been the shift towards front-end, with organisations realising its value and how it can put them ahead of their competitors. We’ve also seen increased in the adoption of cloud services and have every reason to believe this will continue.

Despite the impact of COVID-19, we are still seeing demand from our clients for developers with experience in these areas, particularly from organisations with a large customer base in the insurance, super, finance, retail and government sectors. In these roles, candidates typically contract on large and specialised projects with average contracts running from six months to two years. Rolling contracts for skilled candidates are common, however, as employers seek to retain top talent.

A Range of Application Development Opportunities

Both we and our clients are aware that there is a shortage of IT specialists with the right combination of technical skills and commercial experience in Brisbane.

In our experience, projects are the key to attracting top talent. Large projects, such as rewrites, migrations and greenfield projects, are a major drawcard as they offer developers a chance to gain valuable experience, enhancing their skillset and CV.

For candidates with experience in app development and strong commercial exposure – especially in high demand specialisms – opportunities abound. We find that employers tend to look favourably on candidates who already have a base understanding of the technology and, ideally, some familiarity with it in the workplace. If you have the chance to volunteer on a project with a skill you might not have in your current role, we recommend you take it. The experience could provide you with a foot in the door for future opportunities.

Living in Brisbane

If you are thinking of making the move interstate, you’ll find that Brisbane is a welcoming city with a great climate and lifestyle. Salaries are slightly lower than other major Australian cities, such as Sydney and Melbourne, but you’ll get significantly more for your money. The local purchasing power is almost 18% higher in Brisbane than Sydney and more than 8.5% higher than in Melbourne. Rent and house prices are cheaper, groceries are more competitively priced, and you will even spend less on going to the gym.

There are plenty of things to see and do in Brisbane. The 20km Riverwalk is a great way to explore the south and north banks of the river on foot or by bike. The South Bank is home to a wonderful array of galleries and entertainment, and the city’s two stadiums host regular sporting events. In terms of eateries, there are restaurants, bars and cafés that cater to all tastes and some great nightlife options too. You will also find beautiful beaches and sandy spots, some just a short drive from the CBD. Our favourites include Tangalooma Beach, perfect for dolphin spotting, and Sandgate foreshore for dog walks and fish & chips.

Accommodation in and around Brisbane varies from small city-based apartments to large suburban family homes. From quiet leafy suburbs like Tingalpa and Chelmer to inner-city sanctuaries like Kangaroo Point, there is an area to suit everyone. According to Budget Direct, in December 2019, the average monthly rent for a one-bedroom apartment in Brisbane’s city centre was just under $1,678, more than $900 cheaper than in Sydney where tenants pay over $2,537 per month for a one-bedder. It’s also cheaper to buy real estate in Brisbane than in Sydney or Melbourne. In 2019, prospective homebuyers could expect to pay around $4,291 per square metre outside Brisbane’s city centre, compared with over $7,732 for locations outside Melbourne CBD. In Sydney, the cost per square metre outside the CBD was even higher at almost $8,651.

We know that relocation can be challenging, but if you are committed to making the move interstate, the Emanate team is here to support you every step of the way.

Future Outlook

Many projects have only recently started, and some are, at most, at the halfway mark. As we begin to come out of the COVID pandemic we are seeing essential projects pick back up. As organisations ramp up their commitment to technological innovation, it is likely that we’ll see more Development jobs and a greater need for skilled candidates. We believe that mobile development is going to be a big focus in the next couple of years, especially for organisations with a strong customer base. It has been slowly picking up in Brisbane. Cloud services will continue to expand too, both for basic use, such as data storage, and as clients prepare to enable next wave technologies.

Due to the uncertainty in the current job market resulting from COVID-19, we have seen several candidates with hard-to-find skills actively looking for new opportunities in the Development space. For organisations with projects underway or due to start shortly, now is the time to access talent that isn’t normally available.

If you are considering relocating to Brisbane for a Development role or you are looking for specialist tech talent to grow your team, get in touch today .

Is Relocating to Canberra for Government IT Roles the Right Choice for You?

Wed, 27 May 2020 09:28:16 GMT

Working in Federal Government in Canberra is an excellent option for IT professionals who possess in-demand skill sets. Multiple opportunities are available across departments and agencies, especially for experienced Project Managers, Change Managers, PMO and Business Analysts in the Project Services arena that I specialize in. It is not uncommon to see rolling contracts depending on project scope and discipline demand. Hourly/Daily rates are competitive to national market rates, with contractors having the potential to earn above our interstate/city counterparts. Add the attractive Canberra lifestyle into the mix and you have a valid case for relocating to the capital of Australia from interstate.

In early 2017, I relocated to Canberra from Singapore with my young family. I have not once regretted this decision. I work with a team of genuine professionals and have built a strong network of clients and candidates. Outside the office, the city has a lot to offer, including sport, culture, quality education, and a growing restaurant/entertainment scene. The outdoor lifestyle is the highlight for me and my family – there is plenty of space for the kids to run around and for me some quality biking and excellent golf courses.

I am regularly asked about the types of roles available in Federal Government, the application process, life in Canberra and relocation. So, alongside the other members of the Emanate team, we have put together this guide to provide you with an overview of what to expect. I hope you find it useful.

Download Our Guide To Moving To Canberra As A Technology Professional In 2020 Here:

For more information on applying for Federal Government jobs in Canberra, please contact the Emanate Technology team today.

The State of the Tech Job Market: Now and Looking Ahead

Mon, 25 May 2020 11:26:08 GMT

With the full economic impact of COVID-19 beginning to reveal itself, it seems that no industry is immune to the fallout – and Technology is no exception. Whilst there is still a lot of uncertainty around the outlook for the coming months, it’s also clear that Tech has not experienced the same challenges that many other sectors have and we are on the cusp of a (gradual) rebound.

So, as Australia pushes to kickstart the economy in the wake of COVID-19, how are the Technology job markets in Canberra and Brisbane shaping up, and what can jobseekers do to give themselves a much-needed edge in this unpredictable environment?

Market Insight: A Mixed Picture

With two offices serving two quite different markets, it’s hardly surprising that the current outlook is mixed.

Canberra is a tech town and we’ve hardly missed a beat where public sector jobs are concerned. Federal Government departments have responded swiftly to manage the impact of COVID-19 and it has been fantastic to see technology at the forefront of various initiatives, including the implementation of the JobKeeper Payment scheme by the ATO, and various initiatives across the Health and Human Services portfolios.

We’ve obviously seen a reprioritisation of some projects, but there is still a lot of new project activity and, unusually, very few contractors are moving to other opportunities, which is contributing to an ongoing increase in demand. In fact, departments have been proactive in organising extensions this year, so we are ahead of our game compared to 2019, but I’m sure we’ll feel the effects of the government deficit further down the track. In my view, however, that is still a year or two off and I don’t believe it will have major consequences for Technology.

Canberra’s private sector, meanwhile, has taken somewhat of a hit. We are finding that systems integrators are still recruiting, but our tech vendor clients, many of whom are global operators, are telling us that they’re feeling the pain of economic uncertainty.

In Queensland, we have seen a slowdown in terms of new requirements and an influx of IT professionals on the market from companies such as Virgin Australia and Flight Centre, but the tide is beginning to turn. The market is showing early signs of recovery and there has been noticeably more positivity in the last couple of weeks, including a significant number of vacancies registered just this week. Speaking with our Queensland Director, he is confident that this will continue to increase as restrictions ease and schools return.

Overall, it’s a strange employment market compared to other downturns, although there is no doubt less jobs available, candidates in roles are very cautious about leaving. Where you would expect organisations that are doing well to have their pick of talent, it’s interesting that candidates who are feeling anywhere near secure in current roles are reluctant to be making a change. If you’re in a hiring position it is imperative that you go the extra mile in terms of marketing yourself as a stable employer of choice, as candidates have more to consider when weighing up any move.

Finding a Job in Today’s Market

With unemployment expected to spike over the next few months and hiring activity not yet recovered to pre-COVID-19 levels, some areas of the Brisbane and Canberra job markets will be more competitive than ever, whilst others will continue to be tight as hiring managers with limited budgets are compelled to find someone that ticks every box.

If you have been unfortunate enough to lose your job during this time, here are some actionable steps you can take to position yourself for success during an unpredictable and challenging season:

Tailor your resume to a specific skill set or role. We find that our clients are after specialised skills sets so this will help you get a foot in the door.
Ensure you are active on social media, especially LinkedIn. If you haven’t already, brush up your profile to reflect your skills and experience and follow organisations you are interested in.
Actively engage with 3-4 recruitment agencies that specialise in roles in your chosen market. By building relationships with them, you’ll not only gain insights into the market, but you are also likely to spring to mind when a suitable opportunity comes in.
Market your soft skills as well as your technical ability. In Development roles, for example, we are seeing an increasing demand for people who are confident communicators and collaborative team players.

And remember, you don’t have to go it alone – our team are happy to give you advice on your next career step and help tailor your resume to specific opportunities.

Summary

Whilst there is uncertainty around the job market right now, especially in the private sector, Technology jobs are still available. And with the economy set to open over the next few months, I believe we will see more opportunities for qualified IT professionals in both Canberra and Brisbane. Those who spend this time networking, building a social presence and brushing up their resumes are likely to see their efforts rewarded sooner rather than later.

To talk about your next contract assignment or permanent role in Canberra or Brisbane, reach out to us to set up a time for a coffee – we’re here to help you navigate the challenges of this unprecedented period.

How to Lead a More Adaptable Team

Thu, 30 Apr 2020 06:32:58 GMT

COVID-19 has changed our world with astounding speed, ushering in business transformations that might have otherwise stayed comfortably on the backburner for the foreseeable future. And whilst we are in a period of unprecedented flux, change remains a constant feature of the modern business landscape in the long term.

In responding to change, organisations must do more than just move quickly – after all, without a clear path, this might just mean getting to the wrong place faster. The thing that allows companies to withstand uncertainty is being able to adapt, and adapting as a team.

So, as a leader, how can you build a more adaptable team culture that will see your organisation through the coming months?

1. Establish a Common Goal

A lack of clarity around the mission, objectives and metrics is one of the biggest hindrances to an adaptable team. If people don’t understand the bigger picture, how can they align their efforts and deliver results?

Communicating a clear objective (and relating it to the wider business vision) allows you to define what success looks like to the team and identify the strategies for getting there. By ensuring that everyone understands the expectations as well as their own responsibilities and role, you will see better decision-making and be able to hold them accountable.

2. Be Curious

Most people feel uncomfortable with ambiguous and uncertain details, but if you know how to adapt to a variety of circumstances, “different” doesn’t scare you – it makes you curious.

A culture of healthy curiosity supports creative thinking, experimentation and innovation. You must help people to understand the problem, urge them to consider different ways of solving it and allow room for failure. It isn’t only about major changes – encouraging smaller experiments can help remove the fear from the process and provide a valuable learning opportunity.

In doing so, teams can learn to be more comfortable with uncertainty and remain positive – and curious – in challenging situations.

3. Value Diverse Perspectives

To be truly adaptable, people need to be empowered to share their opinions and make their own decisions. Valuing diverse viewpoints supports greater transparency, knowledge sharing and collaboration within the team, which, in turn, makes adapting to change much easier.

Create an environment where people feel comfortable to share their ideas without fear of criticism, but which also encourages honest (yet respectful) discussion. As a leader, it’s important to model this by being open to feedback, truly listening to the views of team members and not being afraid to admit when you don’t know something.

4. Promote Continuous Learning

Change often forces us out of our comfort zones and stretches our abilities, but for adaptable teams, doing this needs to become a habit that is built into the working practices of the organisation. Seeking out the tools to respond to unexpected situations though learning and upskilling equips people to feel comfortable in uncomfortable situations.

By fostering a growth mentality, whether by providing personalised training to address individual employees’ needs or through regular stretch assignments, you can help people learn to be adaptable through experience and acquire the skills they need to thrive in the face of uncertainty.

5. Model the Right Mindset

When it comes to adaptability and resilience in a crisis, mindset is everything. Whilst it’s important to be sensitive to the issues people are facing, such as job uncertainty, reduced hours and financial hardship, the way you think about a situation is one of the most powerful tools you have to withstand it.

As a leader, make sure you’re modelling a mindset of optimistic realism by focussing on the factors you can control and giving your team the confidence that you will find a way through.

Summary

As the world scrambles to respond to the pandemic, leadership will be tested in unimaginable ways. However, by applying these strategies, leaders can create resilient teams that can effectively adapt to whatever the situation throws at them next.

If you’re looking for high-quality, adaptable talent for your business, speak to the Tech market specialists at Emanate Technology today.

4 Ways AI Is Making the World a Safer Place

Fri, 24 Apr 2020 06:14:21 GMT

Artificial intelligence (AI) is rapidly changing the world around us, and safety is one of the most promising areas of its application. From predicting and preventing diseases to fighting the spread of misinformation, AI is being used in innovative ways to make the world a safer place for everyone. Here are four examples of how AI is being used to enhance safety.

1. Predicting Diseases and Outbreaks

AI is being used to develop early warning systems for disease outbreaks. By analysing large datasets of health information, AI algorithms can identify patterns and predict potential outbreaks before they occur. This allows authorities to take proactive measures to prevent the spread of disease and protect public health.

One example of this is the AI-powered survey system developed by Israel’s Weizmann Institute of Science. This system analyses data from online surveys and social media to identify potential outbreaks of infectious diseases. By providing early warnings, this system can help authorities take swift action to contain outbreaks and minimise their impact.

2. Supporting Healthcare Systems

AI is also being used to support healthcare systems and improve patient care. AI-powered virtual assistants can help healthcare organisations manage the influx of calls and questions, freeing up human staff to focus on more critical tasks. These virtual assistants can provide patients with accurate and up-to-date information about their health concerns, helping them make informed decisions about their care.

For example, Hyro is a free COVID-19 virtual assistant that is being offered to healthcare organisations to help them manage the increased demand for information and support. Hyro can answer questions about COVID-19 symptoms, testing, and treatment, and can also help patients find reliable sources of information.

3. Fighting the Spread of Misinformation

The spread of misinformation online can have serious consequences, particularly during times of crisis. AI is being used to help combat the spread of misinformation by identifying and flagging false or misleading content. Social media platforms are increasingly relying on AI to moderate content and ensure that users are getting accurate information.

AI algorithms can analyse text, images, and videos to identify content that is likely to be false or misleading. This allows social media platforms to take action to remove or flag this content, helping to prevent the spread of misinformation and protect users from harm.

4. Identifying Sick Patients and Providing Remote Care

AI is also being used to identify sick patients and provide remote care. In China, a computer vision algorithm has been developed to scan temperatures in public locations and identify individuals who may be showing symptoms of illness. This allows for early detection and isolation of potentially infected individuals, helping to prevent the spread of disease.

In Washington state, robots have been used to provide remote treatment and communication to COVID-19 patients. This helps to protect healthcare workers from exposure to the virus and allows patients to receive care without having to leave their homes.

The Future of AI in Safety

These are just a few examples of how AI is being used to make the world a safer place. As AI technology continues to evolve, we can expect to see even more innovative applications of AI in safety in the years to come. From self-driving cars to smart homes, AI has the potential to transform many aspects of our lives and make the world a safer and more secure place for everyone.

Canberra Infrastructure, Cloud & Security Market Update

Tue, 07 Apr 2020 09:13:48 GMT

As COVID-19 has been reshaping the way we know the workforce to operate, I wanted to share what I have been seeing across the Canberra Infrastructure, Cloud & Security Market .

Almost all workers are now set up and working remotely across and government and private sector services / vendors. The one exception to this is where a project is being deployed and must be deployed to enable the business to operate remotely and also within the more secure pockets of the defence/intelligence space. Not surprisingly infrastructure, cloud and security skills have been crucial in mobilising the workforce which has resulted in me seeing an increase in the demand to hire.

My overall take is that there is still some great talent and opportunities available and it could be a great time to grow your workforce but to make sure you have a clear onboarding strategy and plan to support staff through this period of unknown.

If you’re at all in the market to hire, or considering your own career options, please get in touch for a virtual coffee and chat about what’s happening across town.

Speaking directly with a number of candidates, most people are generally open to discussion around their role/position. Some feel that contracting work may slow down and they will not be able to find their next gig as easily, and hence now are open to considering a permanent role. Permanent employees have also been looking to see how other companies have adapted to the current situation. The main questions/objections of candidates is how/what support processes have been put in place if they won’t be attending an “office” any more and also how the companies are expecting to be able to deliver onboarding/training as we move ahead.

With most organisations now working remotely, the uptake and usage of video conferencing and phone calls have been essential in moving forward. I have seen the best results around interviewing be through a video call as opposed to a phone call. Some organisations are doing a remote onboarding where there is screen sharing available to allow people the ability to ask questions and be comfortable before being expected to work on a new environment and system.

Canberra Technology Sales Market Update

Sat, 04 Apr 2020 09:31:40 GMT

Although challenging client engagement conditions, vendors and systems integrators are generally remaining optimistic throughout the early stages of this pandemic. The need to stay close to customers, be there for them, and play a key role in assisting them navigate the unexpected challenges of COVID-19, is crucial at the moment. In some ways, consultative Account Executives with strong networks across Federal Government will be more important than ever.

The reality is that most ICT sales professionals in Canberra have been operating in a fairly favourable market for many years. It is not uncommon for me to hear from my vendor clients that the Fed Gov territory contributes between 35 – 50% of their overall ANZ revenue. It could be said that a lot of the reps in town are ‘fair weather sailors’ and that they’ll have to step up their game to remain successful in what will be a tougher market.

Thankfully we’re in technology though and not experiencing the horrible carnage that many other sectors are at present. Over the past few weeks many government departments have come to a very sudden realisation that the need to be progressive with their technology strategy is paramount, particularly with cloud, security and end user computing. I’ve had vendors that are operating in those areas tell me that their phones have been ringing off the hook over the past few weeks. Some departments have been caught stuck in the mud, generally the larger and slower moving departments, still using physical tokens for remote access etc. Small to mid-sized departments have reacted quickly and swiftly mobilised their workforce, partly due to the fact they’re smaller and its easier, but largely due them often being more at the cusp of new tech.

Systems Integrators with strong existing managed services businesses seem to be doing well at the moment, with many opportunities to sell out of scope services.

As I said earlier, overall the market sentiment has been positive and pragmatic, however I have seen some software vendor clients slow their recruitment processes and in one case put a global hold on current requirements. In a market like this, candidates are more reluctant to move unless there are strong pull and push factors, making a candidate short market even tighter. Hiring managers are less likely to compromise on their wish lists when making hiring decisions and will only look to hire candidates that land completely on the spot.

Organisations that are brave and long term focused may have opportunities to gain more market share and pick up strong sales talent. Candidates want to see strong executive sponsorship and commitment to Canberra from HQ.

If you’re at all in the market to hire, or considering your own career options, please contact for a virtual coffee and chat about what’s happening across town.

5 Ways Your Organisation Can Encourage More Women into Tech

Wed, 26 Feb 2020 05:27:35 GMT

Whilst the tech industry in Australia continues to grow, attracting and retaining top female talent remains an ongoing challenge that employers are constantly battling. With women currently making up just 27.8 per cent of the IT workforce in Australia, there is no doubt that gender diversity remains an issue that it is important to address.

Recruiting and retaining women in tech has been shown to enhance diversity of thought, foster innovation amongst employees and above all, improve the bottom line. Though there is no magic formula that will shrink the gender gap, here are five proven ways your organisation can encourage more women into tech and create a workplace that fosters gender diversity.

Advertise with Purpose

Job advertisements represent the ‘face’ of your organisation and speak volumes about an organisation’s culture and values. This is where it begins – you want to speak to women in a way that encourages them to apply. This is because women and men interpret and take action on job adverts in different ways . Specifically, men are much more inclined to apply to a role if they loosely match the requirements whereas women more often will not apply unless they are a far closer match to the requirements.

Therefore, job advertisements have been shown to attract more female applicants when they:

Use inclusive, gender-neutral language;
Put forward a proposition that is meaningful to women;
Encourage applications that may not fit the exact criteria;
Are posted to female-centric media outlets. Consider posting to LinkedIn and Facebook groups for women who code.

Following on from these points, another positive change that can be made is to proactively speak to female applicants even if they don’t appear to be a perfect fit as there is a possibility that they may not have exaggerated their achievements to the same level as their male equivalents.

Gender Diverse Branding

Whilst targeting your job advertisements to women is a crucial step in increasing female applicants, it is equally important that your other marketing materials convey that your organisation values its female team members.

Conducting an inventory of your organisation’s current collateral to make sure both genders are represented, will mean that female candidates who come across your organisation are more likely to engage in the application process.

Some things you might consider when assessing marketing collateral include:

Offer Work/Life Balance

As the tech industry is still seen as a male domain, women are often deterred because they feel it won’t offer the flexibility to raise a family or pursue other interests. However, with technology now allowing people to work from anywhere, offering flexible work arrangements that allow for real work/life balance is now easier than ever.

By providing working options such as part-time schedules, job-sharing opportunities and the choice to work remotely, your organisation will not only encourage more women into tech, it will provide a workplace that encourages female employees to stay with the organisation in the long term.

Make Mentors a Priority

Identifying strong female role models within your organisation who can act as mentors for new female team members is a key factor when it comes to retaining women in tech. By establishing a strong mentoring programme, you’ll help people to feel valued and supported, create a more skilled workforce and increase retention rates.

Be sure to connect women with a mentor during the onboarding process and encourage dialogue around up-skilling, career development and shaping long term career goals.

Promote Female Achievements

Alongside the offering of a strong mentoring programme/career development opportunities, it is essential to ensure your female employees see their achievements are valued.

This could be as simple as interviewing one of your female developers to feature as a case study on your website or singling out someone for praise during a meeting. You could even go one step further by sponsoring an award that celebrates women in IT, such as the Women in Technology Awards based in Brisbane.

Closing Thoughts

Whilst attracting women in the IT industry is a challenge, there’s no reason why you can’t take a proactive attitude to doing your bit in this international movement toward inclusivity. By focusing on advertising and marketing with females in mind, along with offering genuine career advancement opportunities for women in IT, you will go a long way towards giving your organisation an edge in attracting and retaining top female tech talent.

To discuss how you can enhance your talent pool’s gender diversity, or for any other tech recruitment needs in Brisbane or Canberra, contact the team at Emanate Technology.

Employers: How to Ensure You Get the Best Results from Your Recruitment Relationship

Fri, 21 Feb 2020 09:42:46 GMT

As most employers in the IT industry know, good talent is at the core of business success and longevity. In today’s candidate-short market, however, securing the right people can be like finding a needle in a haystack. Whilst engaging with a recruiter is an easy way to gain access to the best IT talent available , not all recruiter relationships are equal. To really get to the best talent on the market with minimum fuss and maximum speed, there are several important considerations that should inform how you choose and engage a recruiter, as well as how you maintain the ongoing relationship.

Although a good IT recruiter will always try to ensure you get the most out of the relationship, here are a few key actions you can take that will help.

Prior to Engaging with a Recruiter

The average technology hiring manager gets significant numbers of calls from IT recruiters looking to work with their teams, making it essential to know how to screen these calls in order to find the most suitable recruitment partner for your requirements. Take the time to ascertain their reputation in the market and whether they can demonstrate successful past performance in their specialisation by asking questions such as:

What’s your track record?
What areas of the market to do you specialise in?
How do you work/what’s your methodology?
How long have you been recruiting for?

If they seem credible, it may be worthwhile to set up a meeting and find out more about their culture, processes and their full range of offerings.

It’s important to remember that a good recruiter will not solely focus on the role. As recruiter will consider a number of important factors at the outset to ascertain whether commercially it makes sense to spend time on a role, remembering in most cases recruiters only get paid when they get a result. Matters such as the hiring managers level of urgency, the marketability of the business and the availability of talent in the market are all determinant points. By understanding your organisation, your recruiter will be able to hone-in on the aspects of your requirement that they know will attract the best applicants.

When engaging with a recruiter, bear in mind that more doesn’t necessarily mean better. Generally, businesses should aim to have partnerships with three to five quality recruiters, rather than 20 they don’t know well, which would take up too much time and also not incentivise good recruiters to prioritise your requirements over more exclusive opportunities. In addition, clients should consider all methods of engagement, including working on a contingent, retained, exclusive or project basis. There may be an option that you hadn’t thought about, which could offer the right outcome, with less time involvement or even at a lower cost!

Tips for Working with a Recruiter Successfully

Getting the best possible outcome from your recruitment consultant begins with understanding the value provided and how you can partner with a recruiter in the process. Here are a few tips on working with a recruiter to keep in mind:

Be transparent

There is no doubt that honesty, integrity and openness are essential ingredients when it comes to your relationship with your recruiter. Be clear about the requirements and responsibilities of the vacant role, including salary expectations, and provide the consultant with information about the company, the team and projects as well as how they should market the organisation. This will allow them to fully utilise their expertise to identify the best talent for the role. In addition, if there are any issues or changes during the process, let them know straight away so contingencies can be put into place and no one is wasting their time.

Treat it as a two-way partnership

When an employer and an IT recruiter collaborate, it must be a win/win relationship, so it’s important to take an active role at each stage of the process. For example, giving the recruiter enough time to develop a solid understanding of the business will put you in good stead for success, as opposed to merely sending out a job description via email for a position. Investing your time and effort alongside the recruitment consultant will allow you to secure better talent, faster.

Move quickly

In a candidate – driven market, the speed of the hiring process will determine whether you’re able to secure the best talent or end up losing them to a competitor. Ensure you move steadily through each stage of the process, offer feedback quickly and conduct interviews in a timely fashion. This will keep candidates engaged and ensure you have the largest possible pool of talent to choose from.

Summary

Some of these points may seem obvious, however, throughout my 20-year recruitment career, I’ve observed many employers making their lives unnecessarily hard – and worse – missing out on the full benefits of working with a recruiter because they struggle to look through the commercial lens of a recruitment agency. The good news is that by understanding how to work with recruiters effectively, you will increase your chances of securing the technology talent your teams need to flourish.

If you’re looking to fill the IT talent gaps in your business with the best Tech talent on the market, don’t hesitate to get in touch .

Why Emanate Technology Should be Your Next Career Move

Tue, 03 Dec 2019 11:07:33 GMT

As a recruiter, I spend every day matching candidates with their dream roles. However, it wasn’t that long ago that I was on the other side of the hiring process, having been headhunted from my previous role as a recruiter for one of the biggest recruitment companies in the world. The shoe was on the other foot, and I was the candidate looking for the next career step.

During the process of looking for a new recruitment role, what struck me most was how similar all of the interviews were. I’d go in to meet teams and they would launch straight into a big pitch about the company what they could offer me in terms of earning capacity and client databases. When I met with Heath Adcock, our Queensland Director, the first question he asked me was about what I wanted. The interview was all about me – finding out what I was looking to achieve and what motivated me. And that really stood out.

I accepted the role at Emanate Technology and it was the best decision I’ve ever made. For anyone looking for a chance to really take control of their recruitment career and make the most of the many opportunities in the Brisbane tech recruitment market, you can’t do better than the Emanate Technology team.

A Different Perspective

Once I decided it was time for a change, one of the biggest things I was looking for in my next role was a really good mentor. In my previous company, I had learned the ins and outs of the role, the industry and the Brisbane market. What I wanted next was someone I could work really closely with and learn from.

When I met Heath I knew straight away that he would be that mentor. He has more than 20 years’ experience in the industry and a great reputation, so I was certain he could impart a lot of knowledge and help me to develop my skills in recruitment.

Another important factor in my job search was culture. Some of the recruitment agencies I met with had a real “work hard, party hard” culture which, while it may work for some, I felt was not the right fit for me. With Heath, it’s about getting the job done and working hard but also enjoying your time at work. There’s always time for a chat or a bit of banter, and at the same time, everyone is really focussed on bettering themselves.

KPIs also aren’t as big a focus at Emanate Technology as they are at other recruitment agencies. Yes, they are important in terms of delivering your targets but it’s more important to prioritise quality over quantity. This approach allows me to focus on building enduring relationships with my clients and candidates, while also putting in the time it takes to get the best result for all parties. At the end of the day, this means so much more than the numbers.

Exciting Challenges Ahead

It’s such a great time to be working in IT, in recruitment and in Brisbane. Brisbane is now the start-up capital of Australia and while the market still might not be as big as Sydney or Melbourne, it is really taking off. We regularly see clients come to us with projects to recruit 20-30 people as they build or grow their IT function. Business is constantly ramping up and there’s a real opportunity to make your mark here.

Additionally, as we continue to grow, so does our reputation. Having come from a large organisation with an established brand, working for a smaller company is a very different experience. However, we have a fantastic client base who trust our ability to deliver and appreciate how we work in partnership throughout the hiring process – which soon gets around in this close-knit market.

Summary

We are growing constantly and there are currently opportunities to join our team in Brisbane. If you are looking to work with a recruitment company who operate differently from the rest and puts people, not numbers, at the centre of their business, get in touch.

3 Reasons Why I Made the Move from Finance to Recruitment

Fri, 22 Nov 2019 05:19:07 GMT

After several years working in the fitness and banking industry, I was pretty sure I was ready for a career change, but I wasn’t sure what that would look like.

When I first heard about the recruitment role at Emanate Technology , I really had no idea about the recruitment industry, what a role as a recruitment consultant would look like on a day-to-day basis and if was actually the job for me. However, as I discovered more about the opportunities within the recruitment industry – with its potential for growth and attractive remuneration, I was soon convinced that a move from finance to recruitment was the perfect next step.

I know I’m not the only one who has suddenly arrived at a point in their career where they need a change. If you’re wondering if a career in the ever-expanding Australian Technology recruitment industry is for you, here are the top three reasons I’m glad I made the move, and why I will never look back.

A Great Company to Work For

Coming to the world of Tech recruitment with little to no experience, I did wonder if it would be the right fit for me. However, once I met Joel Hides, the founder and director of Emanate Technology, and learnt about the opportunities available in recruitment, I soon became excited by the prospect of the move. There are several things that really stand out about the company and make me genuinely love working here:

Onboarding

The onboarding experience began before I even stepped through the door – I was invited to meet the team weeks before I started, which made my first day so much easier and less daunting. I had never had this experience at any other company, and it really helped to ease any concerns I had about starting a new job.

Company Culture

The company culture at Emanate Technology and the way in which the business operations are structured have both contributed to making my career transition smooth and, while not without its challenges, very exciting. I have been supported every step of the way.

Mentoring/Support Programme

Similarly, the ongoing mentoring programme – where no question is too big or small – cultivates a supportive, fun workplace that encourages continued personal and professional growth.

Building on Existing Skills

I’ve found that despite the vast differences in the worlds of recruitment and finance, there are a number of transferable skills that have aided my journey to becoming a successful recruitment consultant, and it has been really rewarding to see the way my existing experience can benefit a new role.

My background in the finance industry includes a history of management and sales across national and multinational businesses. These positions enabled me to develop strong people skills and learn effective sales techniques, which are core skills for the often-competitive world of recruitment.

For me, recruitment is all about people and creating genuine relationships with candidates and employers.

If you are thinking about transitioning into recruitment, consider whether you have the following skills:

An outgoing nature and positive attitude

As a recruitment consultant, you will spend a lot of your time working with clients and candidates from a variety of backgrounds and getting to know what makes them tick. If you don’t consider yourself a people person, this might not be the role for you.

Drive and motivation

You need the drive to go the extra mile for your clients, candidates and company. A background in sales or marketing will stand you in good stead for a career as a recruiter.

Career Growth and Development

Transitioning from one sector to another will never be without its challenges. Understandably, taking up a recruitment job for the first time will come with a few hiccups, and you may initially feel anxious and a little uncomfortable. However, the company’s focus on providing a supportive team environment and ongoing training for their consultants, both internally and through outsourcing, has meant I’ve felt completely supported throughout the entire process and has made the transition such a smooth and positive experience.

If you are considering moving into recruitment, Emanate Technology is currently hiring for our Brisbane office. With a fantastic working environment and people-first culture, we offer first-class training and remuneration for the right candidates.

Job Interview Tips to Find the Perfect Candidates

Mon, 14 Oct 2019 09:38:07 GMT

Holding an effective interview can be the difference between finding that perfect person for the job and trying to salvage a hiring nightmare.

Preparation is key here. Having the right job interview questions prepared beforehand can ensure you tick every box, getting all the information you need around qualifications, experience and cultural fit from each applicant. But where should you start? Here is a selection of our top interview tips and some example questions to ask your candidates.

Interviewing Tech Candidates

Although it may seem obvious, determining exactly which skills are required for the specific role before interviewing is of vital importance; while there should have been some indication in the job ad, you need a clear understanding of what experience and abilities are your ‘must-haves’ for each applicant, and which skills are negotiable.

Let’s say you have a candidate come in to interview who has decent experience and some of the key skills you’re looking for but doesn’t fit the position entirely. However, they have a great attitude and you can see them getting on well with the existing team. Could you be open to upskilling or providing on-the-job training?

The truth is, most candidates will not fit the bill 100%, so knowing what is essential to the role – and where to be flexible – will make all the difference when comparing applicants.

The best way to determine if a candidate is worth investing in is through behavioural interview questions. These questions serve to expose their past behaviours throughout different situations and experiences – how they responded to certain things which may come up again in this role. Common sense tells us that the way they acted in the past is likely how they will act in the future, so these questions should form the bedrock of your interview.

Example Questions to Ask

Now that you know what you’re looking for, getting those ideas across effectively is the next step. Questions should be open-ended and invite discussion, while also being direct enough to ensure that you’re getting a fully considered and multi-layered answer. Here are some potential questions to get the ball rolling:

General Interview Questions

What are your greatest professional strengths?
How do you handle unexpected issues in your work or team?
Where do you see yourself in five years?

Example Behavioural Interview Questions

What is an example of a mistake you made during the job and how you resolved it? What did you take away from the experience?
Your CV mentioned [these successful projects]. Can you tell us the biggest challenges that came along with these achievements and how you overcame them?
Describe a time you received negative feedback and your response to this experience.
Tell us about a time that you contributed towards company processes and how that idea was put into action.

Questions like these are just the beginning. Don’t be afraid to dig deep; you always want to avoid topics that can be answered with a simple ‘yes’ or ‘no’, while being open to answering similar questions from the candidate. After all, an interview should be a dialogue, where the company is selling itself to the candidate as much as the candidate is selling themselves to the company.

Think about your own answers ahead of time in case these questions come up. If a candidate is engaged enough with the process to ask questions back, they’re probably worth giving further consideration.

Following Up Effectively

The stage that comes next is an integral part of the interview process is: following up. When the market is short of talent, candidates will have greater choice in jobs and companies will have to be competitive to snatch the best talent; keeping communication open is one way to hook them in and avoid losing out.

Being quick to follow up with a response keeps the candidate ‘warm’ and onboard – even just getting in touch to let them know where you are in the process if there’s been a delay will be greatly appreciated.

Many companies use email as their primary source of communication, but we always like to encourage using phone calls – or even video calls if the candidate has to travel in. These ways of communicating can be more personal and immediate, and really show a candidate that you’re invested in their future with the company.

Summary

Whatever job level you’re interviewing for, having a cohesive strategy and strong interview questions will help you find the top candidates every time.

One way to develop these tools is to speak to an expert recruiter. We can work with you to manage your tech recruitment process and put steps in place to achieve your ideal results. To get started, have a chat with one of our friendly team any time.

Working with a Recruiter as a Candidate

Thu, 10 Oct 2019 10:39:47 GMT

Navigating the job market can be a daunting task, especially if it’s been several years since you’ve applied for a position. Working with a recruiter has many benefits ranging from introductions to organisations through established networks, to negotiating salary and benefits during the offer stage. And using a recruitment agency can speed up the process for both the candidate and the employer, by matching the most qualified person to the position.

Here’s our guide for getting the most out of your relationship with your recruiter to secure your dream role and avoid any job search mistakes.

Meet your Recruiter in Person

This is an important relationship and works best if you get to know each other. Your recruiter is essentially acting as your representative, selling you to prospective employers. Ideally, they should have a strong understanding of what makes you tick, as well as your skills and experience. In return, you are placing a lot of trust in your recruiter so want to ensure they accurately reflect your voice and personal brand. Investing your time upfront in a face-to-face meeting with a recruiter will help build trust and rapport that will benefit you throughout the process.

Be Upfront and Transparent

There’s no point telling your recruiter what you think they want to hear. You will be working together throughout this process, so it’s essential to be upfront and honest from day one. Talk through your career history frankly, flagging any potential issues from previous roles that might cast you in a negative light. It’s best for your recruiter to know your “warts and all” history rather than getting surprised down the track.

Tell Them What You Want

Model Tuning

Also be open about what you are looking for in a new role, what you’d like to see in terms of a salary and other benefits, and what you consider deal-breakers (e.g. view cyber security jobs ). This doesn’t make you fussy – rather it helps your recruiter refine their search and put you forward for roles that meet your criteria. The last thing you want to do is waste everyone’s time (including your own) interviewing for a role you have no intention of accepting.

Keep an Open Mind

On the other side of the coin, it’s worth listening to advice and guidance from your recruiter. They are industry experts and have a good understanding of the current job market. It might be several years since you’ve applied for a role, and you might need to work on your resume or interviewing techniques before the process begins. If you build trust and stay open, they might be able to find a role that meets your requirements but with an organisation you’ve never considered before.

Welcome Feedback

Your recruiter can gain feedback from employers when your application is unsuccessful, putting you in a better position for the next position. Be sure to call them after your interview to talk through how it went from your perspective. Once the recruiter hears back from their client, you’ll have some feedback and tips which could prove valuable for your next interview.

Be Flexible

Be ready to make yourself available for interviews even if this means organising time away from the office during the day or your lunch break. Recruiters are the bridge between you and the employer, so you will be trying to manage two sets of expectations. It will go a long way – and make a good first impression – if you can be flexible with your time.

Summary

Working with a recruiter is like having a personal guide to the job market. They can help review your resume, prepare you for interviews and connect you with a wide range of organisations who haven’t necessarily even advertised their roles yet.

If you are ready to take the plunge or chat more about why to use a recruitment agency, contact our team today.

Tech Market Overview: Canberra Insights

Tue, 30 Jul 2019 11:10:09 GMT

The end of the 2018/19 financial year was a strange one for the Canberra tech scene. Right from mid-January (when most of us are still in Batemans Bay) through to late April, there was a flurry of spending activity with all and sundry rushing to get things done in anticipation of the slow down that a change of Government was sure to bring.

Tech recruiters tend to have good visibility of upcoming market fluctuations as hiring, or not hiring, is usually the first lever to be pulled, but we needn’t be Nostradamus to predict that the day the election was called, the brakes would be put on. With the removalists already booked in at The Lodge it was expected to be a lean start to the new financial year. As I was driving home from Bruce Stadium on May 18 ^th after watching my beloved Bunnies beat the Raiders, ABC radio was a buzz with one of the greatest election upsets (well at least according to Sportsbet) about to unfold. Suddenly, it was back to the buoyant BAU and Canberra IT contractors (and recruiters) selfishly breathed a sigh of relief.

In my opinion, although a change of power would have slowed things for a good few months, the limited supply of government security cleared technology talent would mean that the employment market would not be affected too far either way, particularly once newly implemented policy and legislation begins to drive tech systems change and transformation. Of course, the ASL cap would likely have risen and contractor numbers may have reduced, but someone must do the work and let’s be honest, options are slim here in the Capital, so supply and demand forces are on our side.

Looking to the Future

Given this, what can we expect over the next twelve months in the Canberra tech scene? Well apart from the continued overuse of the words journey, digital, transformation, agile and cloud in coffee shops from Belconnen to Tuggeranong, some of the bigger ticket trends you’re likely to see include:

Robotic Process Automation (RPA)

is gaining momentum and achieving some early wins within the Government. The potential efficiencies that RPA technologies could create for federal government are endless, with some impact already being seen in automating many manual processes within its HR and Finance shared service functions. Look for RPA to work its way into the high-volume transaction processing areas of government whilst vendors such as Blue Prism and Pega really focus on Canberra.

The power of data

is slowly being understood by government. Departments are getting serious about implementing tools to analyse and visualise the vast array of data they possess, enabling them to achieve better outcomes. The fact that Salesforce.com recently purchased big data firm Tableau Software for a whopping US$15+ billion is an indication of the potential they see in fighting Microsoft head on in the data and CRM markets.

The emergence of open stack and cloud technologies

in what has historically been quite a conservative government tech landscape is real. We’re seeing the more progressive CIOs exploring things such as containerisation and serverless architectures. Demand for skills with tools such as Kubernetes, Docker, OpenShift and Ansible is increasing. Unsurprisingly, the government cloud hosting market seems to be evolving into an inevitable two horse race between AWS and Azure… does anyone expect Google Cloud to make a push??

The bolstering of cyber capability

is hardly a major headline in 2019 but is the focus on security only just beginning to evolve? With the well-funded Australian Cyber Security Centre (ACSC) now running on its own steam and security uplift programs a plenty around town, expect the demand for talent and emerging technology in this space to sharply increase. It only takes one exposed threat or big headline and the spotlight drives spend in this area.

Is this the end of large-scale infrastructure managed service deals in Canberra?

Probably not, given history tells us that these things tend to work in cycles. However, at present, there is definitely a push towards a more fragmented approach to IT outsourcing with departments recently opting to break up the bigger deals with a more strategic ‘best fit’ for purpose view. This, along with cloud adoption, will require the typical Systems Integrators to remodel their service offering with a greater emphasis on specialist advisory and professional services, rather than managed services.

Closing Thoughts

As you can see, there’s a lot going on across the government technology sector. Canberra is becoming the tech hub of Australia, maybe not so much in terms of innovation, however, the appetite for tech services and products here rivals the bigger capital cities. Many tech product vendors that I speak to say that the federal government market represents roughly a third of their ANZ revenue base – not bad for the sleepy little bush capital!

If you’d like to discuss any of the trends and observations discussed in this overview, I’d love to chat. Leave a comment or get in touch with me directly .

Tech Market Overview: Brisbane Insights

Tue, 30 Jul 2019 10:56:43 GMT

Coming almost 18 months since we opened our shiny gold-plated doors in the CBD of Brisbane, here is Emanate Technology’s first six-month market review (for the last two quarters of FY 2018/19), as well as our predictions for the trends that are likely to impact Queensland’s tech market over the next 12 months. Before we get started, there are a few considerations to take into account. The first is that we only work with commercial and NFP organisations, not Government or Councils, so if you’re potentially sitting at 1 William Street reading this, thinking this guy has no idea, then you’ve probably got a valid reason to think that.

Also, in recent months, we marked our first full calendar year in operation. Whilst we can easily say the first six months of 2019 have been flat chat, this could be attributable to the work Emanate has been doing with businesses leading up to this point. While not all are specifically market conditions, based on what I am hearing and seeing, here are some of the factors contributing to why I believe this market is pretty hot right now.

What’s Been Happening in the Queensland Market?

We believe that there will to be a continuation of significant IT projects and programs around town, for at least the remainder or this year and into the first quarter of 2020. This will continue to give IT contractors, specifically, in the project services space, a big advantage in where they choose to work and the rates on offer. Companies that have persisted or looked to go down the fixed-term salary path, are either finding it hard to attract and retain quality employees, especially when it comes to project-related staff. Another sign that this area of the market is proving quite lucrative, has been the emergence of a number of new tech services/consulting companies providing project teams onsite on a staff augmentation basis. This rarely occurs when the tech market isn’t firing on all cylinders.

Financial Services Royal Commission

The banking, finance and superannuation sectors in Queensland, like the rest of the country, have had to bring on new staff for critical projects to deal with the aftermath of the Financial Services Royal Commission. This has proven to remove a lot of industry-aligned contractors from the market, and hourly/daily rates have been rising with this demand. As much as things like compliance, regulatory and process aren’t in the dreams of most project staff, the money on offer to come over to these projects can be quite enticing.

Large-Scale Business and Technology Transformations/Project Services

Significant programs requiring multiple project teams e.g. large-scale technology integrations (such as the big M&A taking place). On top of that, the replacement of legacy systems across multiple enterprise businesses, is having an effect on the quality of resources available for these organisations.

It’s a Candidate-Driven Market

There are distinguishable signs through our interactions with both clients and candidates as to who has more choice in a job market at any one time. With a client-driven market, organisations generally have the luxury of more time to select the right person, more choice, as well as the ability to be a lot more selective in the skills candidates are required to have. The current (and continuing) reality is that it is the candidates who are driving the market.

This is noticeable through the increase in candidates having multiple interviews and offers on the table at once. In addition, the salaries and contract rates demanded from candidates have continued to increase. The other noticeable aspect, has been the prevalence of counter offers that organisations have been making to keep resigning employees on board (and the utter joy we have felt when a candidate says they are taking it!).

One other contributing factor we have noticed, is the increase in career permanent employees enquiring about the state of the contract market and are willing to give it a go, because a.) the contracts are longer and b.) the hourly/daily rates prove lucrative enough to potentially work two thirds of the year and still earn more than a salary in a permanent role. Businesses need to understand that the onus is on them to provide an outstanding candidate experience (be it contract or permanent roles), as well as moving quickly to get these candidates.

A Sizzling Start-Up Scene

With the number of new technology businesses opening their doors in Queensland, we are continuing to hear more and more candidates, specifically with digital and development skills, interviewing with relatively new organisations that are being well funded by investors as confidence in this State continues to grow. An example of this growth was an article Emanate Technology shared recently , confirming that the latest data from Start-up Muster showing Queensland overtaking Victoria in terms of the percentage of new tech start-ups. Now sitting second after New South Wales, this growth in the start-up scene has proven fortunate for retail outlets selling black t-shirts, protein products and for tattoo artists, but for those in the shaving and razor industry the same can’t be said (and I won’t mention any specific marketing campaigns).

Data and Analytics

This is an area near and dear to my heart since filling my first Data Warehouse Consultant role before the Sydney Olympics. Local businesses are starting to come around to the obvious point that if you can effectively extract your oodles of information sufficiently (no mean feat in itself), that you can get definite advantages over your competitors and understand what your customers are really doing.

Going back only a couple of years ago, when the price of a barrel of oil was equivalent to a pint of double IPA in a pop up craft beer bar in the Valley, the mining and oil and gas industry now has a little more money and the spend on resources in Queensland’s data and analytics space has been significant. One business in particular has continued to grow its Data Scientist team, which has effectively driven contract and permanent salaries up. On top of that, businesses have restructured their data and analytics teams to be more centrally structured rather than spreading them throughout a number of areas such as finance, marketing and IT. This has continued to be a trend over the last half of this year.

In our experience, Microsoft has continued to stamp their authority on the market of late with a number of our larger clients adopting technologies around MS Dynamics, Azure and continued growth in the data world with Power BI.

If you’d like to discuss any of the trends and observations discussed in this overview, contact us .

How to Resign from Your Job Without Burning Bridges

Thu, 25 Jul 2019 07:26:39 GMT

Have you realised it’s time to move on from your current job? Whether you’re looking for a new challenge or you already have a new tech role lined up, there’s obviously one hurdle you’ll still need to face before taking the next step in your career: resigning. The good news is that although it can be intimidating, quitting a job doesn’t have to be as stressful as it’s often portrayed. In our step-by-step guide to handing in your resignation, we explain how you can make the transition as smooth as possible and also ensure you leave your current employer on good terms.

Five Key Steps to Resigning

1. Set up a time to meet your manager

We’ve all seen the dramatic and very public resignations on TV, however, a proper resignation should be done in private, such as in your manager’s office or a pre-booked meeting room. Think about timings. For example, breaking the news during a regular catchup is often preferable to having to call an ad-hoc meeting at short notice. Also remember you’ll need enough time to discuss everything, whilst giving them the opportunity to express their views too.

2. Plan what to say when resigning

You want to avert the risk of sounding like a nervous wreck, so make sure the key points you want covered are planned in advance. Before heading into the meeting, think about notice periods and when your last day will be, and any other details that may be relevant – so that your manager can begin preparations.

3. Discuss your role in the transition

Take this time to talk about the “next steps”. This includes announcing your resignation to the wider business. Who will be announcing it – yourself or your manager? How will it be done – via email or announced in person at a staff meeting? When will it be announced and how much information will be given to staff regarding your resignation?

This is also a great time to discuss the handover process and whether you’ll be involved in the hiring process/training your replacement.

4. Say “Thank You”

It’s always best to end your employment on the best possible terms. After resigning, focus on the positive aspects of the role, keeping the tone positive and thanking your manager for the valuable opportunity and experience that you’ve been given.

5. Confirm with an email after the meeting

After the meeting is done, follow up with an email to confirm the major details that were discussed, while also providing a written record for both parties (depending on your HR team, a traditional resignation letter may still be needed too).

Tips for a Smooth Transition

Regardless of how long you’ve been in a job, resigning can be difficult and comes with a lot of (often unnecessary) stress. So, to help reduce that anxiety and create a smooth transition, there are a few things to keep in mind.

Be considerate

Don’t fall victim to office gossip! Talk to your manager about your impending resignation before speaking to anyone else. The last thing you want is for your employer to find out about your resignation from someone else in the office or around the water cooler.

Before locking in your last day, refer back to your contract to see what your minimum notice period is. However, try and be flexible (if you are not yet committed to another start date), and speak to your manager about an end date that will work for both parties.

Stay positive

Aim to leave a good legacy. The way you handle your resignation, is the way you’ll be remembered (and could impact future references). There may be an array of reasons for resigning, and you may be very eager to move on, but try to keep calm, be positive and steer clear of any office conflict. Instead, put your focus on the positive experiences you’ve had and the valuable knowledge you’ve gained, which may have helped you land your new job.

Keep in touch

As much as you may want to move on and start fresh, it’s still important to nurture existing relationships. Instead of cutting off all contact, stay connected with colleagues and managers – it’s a small world sometimes and you never know when you may need them in future!

Be Prepared for Counter Offers

Before you resign, make sure you’re prepped for any counter offers that come your way. How would you respond? Consider what’s most important, and the reasons you decided to leave in the first place. On top of that, if you do receive a counter offer, does it address your original issues? Why has it taken your resignation to kick this into action? What are the pros and cons of staying at your job? Considering these questions will help you make your decision but, in the end, you need to make a decision that is best for you, and your career.

Summary

Regardless of the factors that led to your resignation, it is a process that can still feel awkward at times. Although, your reputation hinges on your ability to treat current colleagues and managers with the respect you’d expect if they were in your shoes. Above all else, remember that moving on is natural part of the job life cycle! If you’re looking for more support during the resignation process, or for help in find your next role, get in touch with us .

Working as an IT Contractor: Tips for a Successful Career

Thu, 20 Jun 2019 11:37:21 GMT

The market for tech contractors in Australia has shown significant growth in recent years, with demand increasing year-on-year. Typically, you’ll find the contracts longer in duration (sometimes even 12+ months) and usually pay 20-40% more than the average permanent role. Solid operators who have that all-important government security clearance will always be in demand. This isn’t to say that contracting in the IT industry works for everyone and there are definitely advantages to both contract and permanent IT jobs – however, if you’re looking at becoming a contractor , there are some important things to consider to ensure continuity and success in your career.

Market Yourself

As a contractor, you’re essentially running your own businesses – and like with any business, marketing is essential to its long-term viability. It’s important to go out of your way to develop strong networks and relationships, keep in touch with past colleagues and look out for fellow contractors by providing referrals, leads etc. Simply relying on Seek to stay employed is often not enough. (If you are actively on Seek, read our blog on how to write the best tech CV) .

It’s also very important to build up trusted relationships with a recruiter ; this guarantees a broad market coverage. Contact one that specialises in the same area so they can effectively market you – and, so they can provide relevant advice on the nuances of your domain. Always welcome conversations about the opportunities out there, while starting to seriously consider the options around two months from the end of your current contract.

Reputation

Reputation, reputation, reputation – it deserves to be repeated. One of the benefits of being a contractor is the freedom, but be mindful of the way you conduct yourself – particularly in smaller markets like Canberra and Brisbane.

The reality is that whenever your CV arrives on a hiring manager’s desk, it’s only a quick phone call to someone who can provide an informal reference – so keep that front of mind. Although all contracts will have a notice period, be cautious about leaving one prior to an end date. Those that leave contracts early and have a history of jumping every 6-9 months for an extra buck may find their reputation harmed in the long term.

Finances

Be careful when calculating contract rates; it’s certainly worth comparing what you receive to a permanent equivalent. For a general idea, we’d suggest multiplying your weekly contract pay by 46 to get an annual amount. This is a little conservative but allows for annual leave and public holidays.

It’s also very important to talk to an accountant about how the benefits of public sector superannuation should be considered when assessing and comparing contracts. Ask them about the options around reducing your taxable income via salary packaging, etc. If it’s your first contract, it’s a good idea to bank any extra income as a slush fund in case you’re out of work for a period in between.

If you’re looking to find out how much you can earn when contracting versus that of a permanent employee, visit our Contractor Calculator, here .

Training and Development

Just because contractors don’t have an HR Department pushing training courses, doesn’t mean you should be ignoring development opportunities. That doesn’t just have to mean training courses; contracting provides a unique opportunity to strengthen your insights, experience and skill set – as long as you are open to growth.

One of the great benefits of contracting is the chance to involve yourself in innovative projects, move into a new industry or even transition to a different role entirely. With many jobs having a focus on collaboration and partnerships, it’s also common to get a foot in the door to other exciting opportunities.

We’d recommend allocating a certain amount of time each year for training and development, whether that’s certifications, training courses, memberships or career coaching.

Understand Your Market

It can be very easy to just settle into your contract and put your blinkers on – but it’s always important to keep abreast of the broader market and its conditions. Know what technologies and methodologies are trending, what big projects are impacting the area and look ahead to any big market influences such as end of financial year or federal elections.

Summary

There is no doubt that contracting can be a very fruitful career option, but it requires a different mindset and expectation to that of a permanent career. For further contracting tips or information on contract IT jobs in the Adelaide, Brisbane, Canberra and Melbourne markets, get in touch with the team at Emanate Technology .

Finding Hidden Value in the Tech Employment Market: Overqualified Candidates

Fri, 01 Mar 2019 10:06:25 GMT

The flexibility, unpredictability and evolution of the modern employment market often mean that tech professionals are applying for roles that appear to be below their skills and experience level. Employers have traditionally hesitated to recruit ostensibly overqualified candidates for fear that they will demand too high a salary, get bored quickly or jump ship as soon as a more attractive opportunity comes up. While these risks do apply in some instances, there is also huge value to be had for hiring managers willing to recruit candidates that their competitors would not consider.

Here, we tackle some of the misconceptions about overqualified candidates and reveal the key considerations you should keep in mind when bringing these people onboard to ensure you get the best outcome for your business.

What ‘Overqualified Candidate’ Means in Reality

The concept of being “overqualified” is more complex than it might seem, and it is important to understand the nuances when making a hiring decision.

It is common to confuse being highly educated or experienced with having the ability to do a job. Someone who has invested a lot into upskilling and studying will not necessarily have practical industry experience and therefore would not expect to move straight into a senior role. Likewise, a person with a long career history may not have the experience required for the role if what they do have is from within an unrelated job or industry.

Also, keep in mind that an organisation’s culture is closely tied to its approach to candidates with a lot of experience. In many cases, the cultural fit of a candidate is even more important than whether they meet or exceed the role requirements. If an overqualified candidate shares your organisation’s values and is enthusiastic about your vision, they may be a less risky hire than someone who is at the right seniority level but is a poor culture fit.

What to Consider When Hiring an Overqualified Candidate

Even as our markets appear to be rebounding, there is still a valuable opportunity to attract uniquely skilled and experienced talent that will add real value to your business. However, the key to making the most of an overqualified candidate is knowing how to manage the risks and unlock the value in this often-overlooked pool of potential hires.

If you’re thinking about hiring an overqualified candidate for your role, we recommend reflecting on the following questions:

Why are they applying for the role?

When screening an applicant who exceeds the role requirements, try to get to the heart of why they are interested in the position. What is motivating them to accept a role with less responsibility or lower pay? Some candidates may be looking to take a step back to achieve more work/life balance (for example, if they have a young family), while others may want to change industries, relocate to a new place, move away from management positions to roles they enjoy more or pursue more fulfilling work.

By understanding the individual’s rationale and long-term objectives, you can determine whether they are genuinely invested in your role or see it as a short-term solution. One of the simplest ways to establish this in the interview is by asking questions such as “Where do you see yourself in five years?” Regardless, it always pays to speak to the candidate and learn what’s driving them, rather than make a decision based on their resume alone.

What is their preferred work style?

The candidate’s work style has a big impact on whether they will be a successful hire. In the interview and when speaking to referees, try to find out about their leadership abilities, how well they accept feedback, how they deal with conflict and whether the applicant prefers to work alone or in a team.

Managers often worry that they will struggle to lead someone who is overqualified for a position, so it’s a good idea to consider the skills, experience and confidence of the relevant manager before hiring, as well as to be clear with the candidate about the scope and responsibilities of the role. Generally, however, if the manager is secure, open to others’ ideas and the candidate’s working style meshes well with the rest of the team, an overqualified person can be an advantage rather than a source of conflict.

What long-term value could they bring to the business?

The traditional approach to hiring is to identify a vacancy and find a candidate to fill it, however, in today’s world, it’s worthwhile to consider the talent opportunities available in the market and reflect on your organisation’s requirements, not just now but in the future.

Experienced professionals have the potential to bring significant long-term benefits to a business because of their experience. When assessing an applicant who is overqualified for the job opening, it’s essential to:

Be clear about what the role involves and what prospects there may be later down the track
Determine whether there is room to expand or reshape the role to utilise the candidate’s expertise
Think about how you can provide opportunities for them to mentor others, challenge their peers and contribute in new ways

Summary

While hiring an overqualified candidate requires some forethought, it can also bring unparalleled advantages for both your Technology function and your organisation as a whole. If you’re looking to invest in people who will help to advance your business well into the future, reach out  to our team of technology recruitment specialists today.

DHS takes an ‘outside the box’ approach to the cyber talent shortage

Wed, 22 Nov 2017 09:27:58 GMT

Emanate Technology’s Founder, Joel Hides, recently sat down with Narelle Devine (Chief Information Security Officer for the Department of Human Services) to discuss the progressive and innovative thinking behind their approach to people and culture within the highly competitive Cyber Security talent market.

Joel – After a highly successful 23 year career in the Navy what attracted you to the role of CISO at the Department of Human Services?

Narelle –

For me it was definitely the opportunity to help so many people, our reach is so big and we touch the lives of every Australian and the system is so huge and complex, we pump through a lot of money and we have the personal information of so many Australians. It is a really rewarding role and it’s something that you know you are making a difference every day. You really do feel like you are giving back and it was a great opportunity for me.

Joel – From the outside looking in it appears to have been a very active first 18 months in the role, looking back what are have been the biggest challenges and what have been some of the biggest accomplishments?

Narelle –

Certainly the biggest challenge has been building the team. When I first got here it was a relatively small team and we have increased from less than forty to over one hundred and forty people within that time (18 months). With that comes a really big overhead of cultural change and team building and being able to integrate all those capability bricks.

Joel: Team and culture number one?

Narelle : Absolutely

Joel: If you had to put the building of the maturity and capability in the business down to something, what would it be?

Narelle:

We took a very planned and structured approach. It wasn’t ad-hoc, it was all written and developed. We had to invest equally in technology and people. Definitely my approach is that you can’t win this cyber fight if you only invest in one of those pillars, it has to be an equal investment in both. The technology will get you to a certain point, people will get you to a certain point but if you blend them together properly and invest the time and energy in building them correctly then you can really reach the next level and that is where we are sitting now.

Joel: Could you give me an idea on some of the specific initiatives you’ve implemented locally to invest in talent and grow from the ground up?

Narelle:

We’ve taken a very different approach, rather than necessarily taking only those who are all highly trained and have the qualifications and experience we are saying to STEMS, cadets, apprentices, graduates ‘come and work here!’. Even if you don’t have a cyber qualification, all you need is the attitude and aptitude to succeed. I just want the enthusiasm and someone who wants to learn and we will train them. We have a large cohort of those entries and we are seeing a great outcome from them. They are very motivated to learn and they fit in very well with the teams. It is a bit of a grow your own approach. We won’t see the full benefits of that approach for another 18 months or so, it’s only been in train for about 8 months now and it will take a little while to see whether or not that approach has been totally successful, but we are certainly seeing indicators at this early stage that it’s been a good move for us.

Joel: Has this been a fairly targeted recruitment drive?

Narelle:

Yes, both internally and externally it has been a very focused approach on how we recruit. We’re all about investing in everybody at every level. We also need to change the model for those that we bring in who are experienced. The only way we can make this work is those who we bring in with experience need to not only be good at the job we recruit them for, but they need to have an element of wanting to teach. The only way this will successfully work is if we have a really strong mentor program that enables experienced staff to teach those lesser-experienced staff we bring in.

Joel: Am I correct in assuming on the experience side you’ve got a mix of contractors, permanents and consulting firms sharing the knowledge with the new comers?

Narelle:

Yes, we do and it’s good to get that cross-pollination going.

Joel: To complement that knowledge-sharing component of learning do you invest in both your own training and external training?

Narelle:

Absolutely, we have a combination of in-house training and externally provided training. We focus quite heavily on in-house training, both the mentoring/ad-hoc piece but also on the more formal in-house training courses and programs that we have developed. We don’t just deliver the in-house courses to our internal cyber staff but that gets pushed out wider into the departments to help raise the cyber awareness of the department. We have the unique touch point where if we encourage good cyber behaviours, we have the opportunity to help in the whole of government sense to lift the whole country in their cyber capability.

Joel: It’s well documented that there is a shortage of Cyber Security talent available in the market, how has DHS dealt with this challenging dynamic and been able to attract and retain high calibre security professionals?

Narelle:

You would have got to see a little bit of it as you walk in here. The new Cyber Operations centre is definitely one of the leading places in Canberra. We also have a great set up for flexible work, we are very outcomes driven and as long as you can achieve the outcomes then the method in which you do that is very unique to every individual team. We do work in a very different way because otherwise we won’t attract the right type of people. We have lot of good technology that is not only a benefit for retention, but also important to protect all the information we are holding. I would like to think that we overlay the great technology, tools and facilities with excellent processes for managing people and in investing in their training and them as a person. The combination of these two make it a great place to come and work every day. I think our culture is fabulous; there is a great vibe out there. It’s fun, it’s different and they all know they are doing something that is worthwhile everyday

Joel: Are there key initiatives that you looking to implement around culture, structure and team over the next year or two?

We have a formal strategy that runs over next 4 years, and shorter term one and two year plans. These are focused on people, the team environment and training. I am really excited about the next 12 months, and I think there are a lot of opportunities in this space. I think the way the team is working at the moment is great, it’s fabulous to watch them be able to do this. To be honest the cyber threat is constantly changing, it’s a job that continually moves and you have to be on your game constantly. It kind of gives you that adrenaline rush when it does happen and the team pulls together to fix it, it’s a great thing to watch and they are very professional and very good at what they do.

Joel: There’s clearly a shortage of females across STEM roles including Cyber Security, has DHS been successful in attracting women to such positions? if so, how have you gone about it?

Narelle:

I think we have been successful; we have a large female cohort within the branch. We are putting a lot of effort into the schools, and having St Claire’s on board to come and work with us to do some training has been a great way to do that. There are two elements, one is about investing in the females to come up in the future and the second part is about how we got here today. DHS in general invests quite heavily in females and also has a heavy investment female senior executive, in particular within Cyber where the senior leadership is 50/50. We have some excellent female role models within the team that perform above and beyond.

I don’t think there is any one strategy but it’s real and we see and feel it. Another component is having a flexible workplace, particularly for females they are able to balance their work life through our flexible working practices.

Joel: As the CISO of one our nations’ largest and most high profile Government Departments what level of collaboration do you have with your peers in other Departments and Private Sector in the fight against cyber crime?

Narelle:

We have excellent relationships with the other big government departments and with a lot of the smaller ones as well. We also reach out extensively through the private sector to the corporates and to industry and academia, both nationally and internationally. We have a really good group of people that we do lean on to ensure we’re all looking at the same thing at the same time.

Joel: Are there formal meetings or working groups that happen or is it more ad-hoc collaboration?

Narelle:

A bit of both, from a government point of view PM& C are doing a lot of work around the cyber taskforce and looking at how to formalise some of those relationships that already exist. With the wider community there is a much more formal stream, there is a group call CISO Lens and we do talk to our corporate partners a lot, through that mechanism and it’s very useful for us.

Joel: Is the talent component of your role something that comes up quite regularly in those discussions?

Narelle:

I think we all recognise there is a major skill shortage in this area and we need to be able to work together to be able to fix that, we need to invest in our people. One of the realisations is that it’s ok to invest in people and then have them move on as long as they are moving on to be in the cyber ecosystem still. If we are training people who are of the calibre to be picked up and move on to another agency then that’s actually a great outcome for us. In the past I think we were very reluctant to invest in people and have them move on.

Joel: The recently held “Cyber war games” appear to have been very well received across the market, please explain how this concept arose and also what we might we expect in next year’s event?

Narelle:

The Cyber war games were an idea we had a while ago, and coming from the military we’d see the exercise environments and knew that was a good way of simulating. We also at the same time a had vision for the community engagement program around getting out to schools and have some sort of thing that kids could feel and touch so cyber becomes real, not just something that sits on a screen. It moulded together from that. We looked at building a train set to take to schools in order to demonstrate critical infrastructure and how cyber can interact. When we looked further into reaching down into primary schools (at that stage we were primary dealing with secondary schools) we realised the Lego train would be more appealing to them. From there the Lego train expanded into a city, and then thought if we were using it for community engagement it be great if we enabled our own staff could train on it. We wanted an enduring capability that our teams could train on every day in house and now our staff can play on it whenever they can. It means they can really start to think outside the box.

Further on when we looked into how we could foster better relations with cross government agencies the idea of the cyber war games really took flight. We realised if we invited everyone else to come along and play, not only was a good opportunity to build a capability and use it more than once but it was a great chance for us to share knowledge, get our teams to know who their counterpart was in the other agencies and be able to test it in a fun way. When you overlay all the executives and corporate, international adjudicators it really did make for an excellent week where we could not only test for the technical skills of the teams but do a bunch of team building exercises and we could develop their public speaking and communication skills. Toppled with all the visitors it enabled us a good opportunity to focus on recruitment and give everyone a chance to come and have a look at what we can offer.

As for next years, I think it’s fair to say there will be another game or games and it will also expand from what it is now. We’re working to finalise those plans now.

We hope you enjoyed the first insightful instalment in Emanate Technology’s series of interviews with Canberra Technology Leaders.

Attitude & aptitude vs hard technical skills when hiring IT talent

Tue, 04 Apr 2017 08:07:48 GMT

The technology market presents a unique talent dynamic. Firstly, the candidate pool is largely restricted by the fact most Federal Government Departments require Australian Citizenship, removing the option of hiring from the large number of Permanent Resident & Visa holding skilled technology professionals that make up a chunk of the Sydney and Melbourne markets. Secondly, on top of the previous point, an ever increasing number of Government Departments require high level security clearances and employment screening that could result in on-boarding times of up to 6 – 9 months. I feel for the Project Managers battling with a sliding schedule and a ludicrously inefficient hiring process.

In my opinion the shortage of specialist & quality resources in the ACT is a bi product of not only the issues raised above, but also the fact that we’re in a period where there is a raft or rapidly emerging technologies available, CIO’s are becoming more and more progressive, and, across town there is a significant amount of future state and modernisation planning taking place. Technology was boring for a while but there’s definitely more excitement now than there has been for some years. Good times!

All of this results in employers demanding certain skills that simply aren’t prevalent in the market given they’ve only just come off the shelf. The fact is that you can’t expect someone to have 3 years’ experience with hyper-converged storage solutions or various software defined data centre technologies as they’re only new to the market.

Even watering this down a little by looking at technologies that may be somewhat more common, if employers where to be more open to hiring those that had ‘relevant’ technical skills and a proven ability to pick up new technologies quickly then the pool of candidates in which they select from would expand greatly. Just because someone has had an opportunity to get their hands on ‘technology X’ doesn’t mean they’re particularly good at it, or better than someone could quickly become.

At many points throughout a technologists career they have proven their aptitude to pick up new and emerging technologies. If they haven’t, then they’re unlikely to be still sitting in a corner doing the same thing they were 10 years prior. Think about the progression from VB & Access programming to .Net & SQL development. When .Net hit town employers were simply forced to give the old VB coders an opportunity to skill up, whether they were permanent or contract employees. This was potentially quite a rare example of a wide sweeping shift in the skill makeup of the market.

In my opinion it seems employers in the ACT these days are more fixated on hiring existing hard technical skills and are overlooking the option of someone with a proven thirst and ability to learn quickly. The preference is often to hold off on hiring the ‘pink elephant’ for months or revert to a vendor and pay exorbitant rates for an existing skill set. I certainly understand that when hiring a contractor you’re typically paying good money and expect someone to hit the ground running, but in most cases there’s a wish list of ten skills and it’s just one or two of them that holds up a decision. There’s many studies to indicate that personality, attitude and arguably most importantly aptitude can achieve more than hard technical skills.

Whether in the National Capital or not, it’s important for hiring managers to be aware of what is happening in the market around them. If you’re like the many people I speak to that are struggling to hire a certain skill set, then perhaps you need to think about what you can compromise on you job description. Perhaps don’t just scan the resume on your desk for a certain buzz word and automatically disqualify candidates, a jib often aimed at us recruiters. If you’re working with a recruiter that you trust and you know has fully screened the ‘softer skills’ of your candidates, test their opinion by taking a risk on someone because of their attitude and aptitude.

Everyone in the tech industry started somewhere and the skills they have now are not the ones they began with.

It is considerably easier to train an individual in a technology or process (assuming aptitude) than to alter ones’ personality.

The 5 most in demand skill sets in the Canberra tech market…

Tue, 21 Jun 2016 11:20:23 GMT

Along with the rest of the world the Canberra technology market has been injected with a new sense of enthusiasm of late. It feels that after a number of boring years playing around with the same old kit we’re now exploring new waters as a range of game changing technologies are providing the industry with a new face. Although I’m kind of sick of hearing the word ‘digital’ I’m happy that its mere perception is driving a period of modernisation and progressive thinking through the CIO community.

Government has historically been more conservative in its adoption and application of new technology trends, often airing on the side of caution due to security concerns. This does seem to be changing slightly, particularly under Team Turnbull, with the establishment of the Digital Transformation Office (DTO) (there’s that Digital word again!) and the big drive towards cloud services. I doubt we’ll ever see the old OS/390 mainframes become completely obsolete in town as the justification argument for turning off the big beasts is surprisingly still hard to make, but everything that sits on top of them will get a face lift.

Having only recently returned to the ACT market place I’m learning every day about what’s been happening in my absence and what the future plans are, but in my opinion the top 5 most in demand and important skill sets that will play a huge role in shaping the future of technology in Government are as follows (in no particular order):

Enterprise Architecture (EA)

As organisations strive to plan and strategise into the ‘new world’ it is important that they get this part right. There’s a lot of ‘fluffy’ architects out there that seem a little too concerned about fitting in with TOGAF or some type of framework, producing page after page of recommendations that often end up on the top shelf. The real need is for outcome based EA’s that can produce clear and concise AS IS and TO BE analysis incorporating best available technologies and using engineering principles to ensure their road maps can actually be implemented. Often an EA can be used as a bit of a servant to the CIO and be told “go and come up with my IT strategy and road map” so this is a very important role. With the right executive sponsorship the EA’s are the ones that can make or break the technical direction of an organisation.

Cloud and Virtualisation

The infrastructure market is perhaps where we will see the most change in coming years. The traditional server, desktop and network engineer roles are slowly being gobbled up into cloud services. I would expect somewhere around 60 – 70% of government file and print servers are now sitting somewhere on a virtualised or hybrid cloud platform. The next wave of infrastructure talent will be those with strong scripting and ‘infrastructure coding’ skills that can develop automation, monitoring and orchestration tools. As government moves to more of an Agile environment you will see increased demand for DevOps Engineers as well.

CRM

One thing I’ve been blown away by since returning to Canberra is the demand for strong CRM functional and technical consultants, particularly those with MS Dynamics. It seems like the MS Dynamics platform has established itself as the chosen option for governments interaction with its internal and external customers. This obviously fits with the “digitalisation” of government services strategy but its resulted in a very skewed candidate market, with a real shortage of those that truly understand the MS Dynamics platform and its processes. Canberra has historically been full of .Net developers and one thing I’ve noticed is that those with exposure to CRM projects, even if they are simply developing CRM plugins and interfaces, seem to be demanding the big biscuits. Those that can configure and map current business process to system capability will be in high demand.

IT Security

The Government recently announced 260+ million dollars spend on Cyber Security over the next few years. With the ongoing and increasing global threats this area will needless to say be highly active and important for both government and private sector. The need to continually harden all layers of IT security will not go away.

Agile Methodology experience

up there with ‘digital’ in terms of word usage an ‘Agile’ approach or methodology is becoming more and more prevalent across Government. It’s interesting to see how an agile real time approach to development will fit in with the traditional Prince2 or PMBOK (common across Gov) method of running projects – a lot of organisations are slowly figuring out how they can blend the two for an optimal outcome. The types of skill sets that will require this knowledge and be in demand here would include Scrum Masters, Developers, Business Analysts, Agile Coaches and Project Managers.

We’re moving into an exciting phase of technology advancement globally. The current Australian Government seems committed to innovation and best practice which should see a fresh approach and opportunity for those in the ACT market.

Feel free to share any different or additional views.

Getting re-acquainted with the Canberra tech market

Sat, 04 Jun 2016 09:57:22 GMT

Re-acquainting myself with the Canberra tech market… observations so far.

It’s hard to believe it’s been 9 years since I packed my bags and departed the Nation’s Capital for a journey that’s included stints running technology recruitment businesses in Seattle, Sydney and Singapore, before recently returning to ‘The Berra’ just a few months back.

On one hand it’s easy to say not much has changed here in Canberra, it still maintains its small city & bush capital beauty, lack of anonymity, and comparatively remains a very friendly market in which to do business. The Government’s under resourced security clearance function continues to result in massive inefficiencies around town. Quality candidates are super difficult to source and retain for employers, nothing has changed there. Departments are largely in their same form albeit an array of new acronyms, and a lot the executives are in similar positions but likely climbed the tree and or jumped across a few branches.

On the other hand, whilst I’ve been gone we’ve seen 5 different Prime Ministers including a couple of changes in Government. Sir Peter Gershon and his report strolled into town and for a couple of lean years left many a Canberra technology firm or professional in his wake. The contractors dream of Payroll Tax exemption has been abolished in line with the rest of the country. Braddon now has as many hipsters and beards as Newtown. And now, we have the digital transformation of government channels regenerating the market to almost an 8 year high in activity. I’ve got to say initial impressions are that the market is flying at the moment.

I have definitely seen some significant change in the landscape of technology and professional service firms here as well. The emergence of a number of mid-tier players has been impressive, with them assuming market share from the old guard of massive corporate giants. Although Microsoft is still a dominant supplier of kit across Federal Government, seemingly giving it away, the likes of HP, IBM and Telstra don’t appear to be the first or last ones on the dance floor come RFP time, unlike the old days.

Canberra is still very much a technology town and as I said things are buoyant at the moment (touch wood!). The contractors who went permanent during the Sir Peter wonder years are now back out demanding crazy hourly rates (they need to make up for that Payroll tax!) and a number of small Canberra based consultancies are really kicking goals and going head to head with the large global consulting firms.

Recruitment is recruitment though, no matter where you are or what you recruit. The dynamics of each market differ slightly, i.e, some are candidate short, some are candidate rich, but the fundamental principles of successful recruitment remain consistent. One thing I’ve noticed whilst working across the US, Asia and Australia, is that Canberra candidates and clients are no different from any other in their appetite for a good old fashioned people and quality focused ‘specialist service’. In my opinion it will always be hard to revolutionise what we do. Of course in order to maintain relevance in the modern recruitment world and compete with the likes of LinkedIn, enhanced internal recruitment models, and more sophisticated employer brand marketing, us agencies need to be current with all the tools and approaches available, however the ‘human touch’ side of recruitment is so often compromised in our industry that it will always be in demand.

I’m definitely looking forward to seeing first hand what the Canberra technology market has to offer over the next 10 years… what impact will the Governments digital initiatives have? Is there an answer for the shortage of talent and security clearance issues? How long will the market continue to flourish? How many CIO’s will go all in on the Cloud? How many Prime Ministers will we go through? ;) I guess we’ll have to wait and see.

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