News & Insights
Search By Keyword
Filter By Category
Filter By Category
Search By Keyword
Welcome to the Enterprise IT Resources blog!
Explore expert insights on tech recruitment, hiring trends, industry news and job search advice from the team at Enterprise IT Resources.
Recruitment Advice
By Kara Porter
•
June 22, 2025
Automated CV screening. Chatbot interviews. Interview scheduling bots. It’s no secret that tech is reshaping how we hire. In many ways, for the better. Speed, efficiency and cost control are all compelling reasons to automate. But while automation can solve for process, it can’t replace connection. Where Automation Adds Value Smart tech in the right places can remove friction and bias: CV screening tools that score against role criteria Automated interview scheduling that respects everyone’s time Chatbots that answer FAQs for candidates instantly Assessment platforms that test skills fairly. Used well, these tools enhance the hiring journey. Used poorly, they can feel like a wall, not a gateway. Where Experience Still Wins Candidates remember how you made them feel. No tech stack can: Explain what makes your culture different Read between the lines of a nervous candidate’s response Give personalised feedback or reassurance Advocate for someone who might be a wildcard but fits beautifully. How to Balance Both Automate admin, not empathy. Use tools to speed up logistics like interview booking or FAQs, but keep human contact for key interactions. Tell candidates what’s happening. Ghosting is often the result of automation without communication. Be transparent. Track candidate sentiment. Use surveys or NPS to measure how your process feels to candidates, not just how it performs. Train your people. A great recruiter using tech well is better than tech replacing recruiters. Make sure your teams know how to use the tools and build rapport. Personalise where it matters. A quick check-in call or tailored email can mean the difference between a disengaged candidate and a future advocate. 
By Kara Porter
•
June 11, 2025
In enterprise IT, productivity isn’t just about technology or tools. It’s about people and how they work together. Yet, many organisations unknowingly suffer from a silent killer: misaligned roles and poor team dynamics that quietly zap efficiency, stall projects and drive up costs. What’s Causing This Productivity Drain? Rapid growth, shifting business priorities, and evolving technology landscapes can leave IT teams fragmented. Without strategic hiring and ongoing team calibration, roles overlap or leave critical gaps. Communication falters when technical experts and business stakeholders don’t share a clear vision or language. Over time, this erodes morale, increases turnover risk, and ultimately delays delivery. This can mean: Employees working in roles that don’t fully leverage their expertise Communication breakdowns between technical and business units Overlapping responsibilities or gaps in critical skills Reduced morale leading to higher turnover risk. The Cost of Ignoring Team Fit It’s easy to overlook how these issues impact bottom-line results: Delayed product launches and missed deadlines slow time-to-market and revenue growth. Hidden inefficiencies multiply as duplicated work or unresolved handoffs pile up. Increased employee churn creates continuous disruption and recruitment costs. Reduced innovation capacity limits your organisation’s ability to adapt to emerging challenges. However, there is a solution: targeted recruitment. Effective IT recruitment goes beyond filling seats. It focuses on: Understanding organisational goals and culture Assessing candidates’ technical skills alongside interpersonal and leadership abilities Building complementary teams with diverse, balanced skill sets Enabling collaboration between IT and business stakeholders. How Strategic Recruitment Solves the Problem The solution goes beyond sourcing technical skills. It requires a holistic approach that: Aligns hiring to your business roadmap and strategic objectives. Prioritises candidates’ ability to collaborate, communicate and lead within your unique culture. Builds balanced teams that complement strengths and fill gaps, enhancing overall capability. Facilitates ongoing evaluation to recalibrate team structures as needs evolve. Building Teams That Deliver Outcomes When recruitment focuses on fit and alignment, IT teams become more than just a collection of skills — they become engines of business value. High-performing teams accelerate project delivery, foster innovation, and improve resilience against disruption. Partnering for Success Enterprise IT Recruitment works closely with organisations to develop targeted talent strategies that address these challenges head-on. Is your IT team structured to deliver peak productivity? If not, it’s time to rethink your recruitment strategy before the silent killer stalls your growth. We're here to help - get in touch here .
By Kara Porter
•
June 22, 2025
Automated CV screening. Chatbot interviews. Interview scheduling bots. It’s no secret that tech is reshaping how we hire. In many ways, for the better. Speed, efficiency and cost control are all compelling reasons to automate. But while automation can solve for process, it can’t replace connection. Where Automation Adds Value Smart tech in the right places can remove friction and bias: CV screening tools that score against role criteria Automated interview scheduling that respects everyone’s time Chatbots that answer FAQs for candidates instantly Assessment platforms that test skills fairly. Used well, these tools enhance the hiring journey. Used poorly, they can feel like a wall, not a gateway. Where Experience Still Wins Candidates remember how you made them feel. No tech stack can: Explain what makes your culture different Read between the lines of a nervous candidate’s response Give personalised feedback or reassurance Advocate for someone who might be a wildcard but fits beautifully. How to Balance Both Automate admin, not empathy. Use tools to speed up logistics like interview booking or FAQs, but keep human contact for key interactions. Tell candidates what’s happening. Ghosting is often the result of automation without communication. Be transparent. Track candidate sentiment. Use surveys or NPS to measure how your process feels to candidates, not just how it performs. Train your people. A great recruiter using tech well is better than tech replacing recruiters. Make sure your teams know how to use the tools and build rapport. Personalise where it matters. A quick check-in call or tailored email can mean the difference between a disengaged candidate and a future advocate. 
By Kara Porter
•
June 11, 2025
In enterprise IT, productivity isn’t just about technology or tools. It’s about people and how they work together. Yet, many organisations unknowingly suffer from a silent killer: misaligned roles and poor team dynamics that quietly zap efficiency, stall projects and drive up costs. What’s Causing This Productivity Drain? Rapid growth, shifting business priorities, and evolving technology landscapes can leave IT teams fragmented. Without strategic hiring and ongoing team calibration, roles overlap or leave critical gaps. Communication falters when technical experts and business stakeholders don’t share a clear vision or language. Over time, this erodes morale, increases turnover risk, and ultimately delays delivery. This can mean: Employees working in roles that don’t fully leverage their expertise Communication breakdowns between technical and business units Overlapping responsibilities or gaps in critical skills Reduced morale leading to higher turnover risk. The Cost of Ignoring Team Fit It’s easy to overlook how these issues impact bottom-line results: Delayed product launches and missed deadlines slow time-to-market and revenue growth. Hidden inefficiencies multiply as duplicated work or unresolved handoffs pile up. Increased employee churn creates continuous disruption and recruitment costs. Reduced innovation capacity limits your organisation’s ability to adapt to emerging challenges. However, there is a solution: targeted recruitment. Effective IT recruitment goes beyond filling seats. It focuses on: Understanding organisational goals and culture Assessing candidates’ technical skills alongside interpersonal and leadership abilities Building complementary teams with diverse, balanced skill sets Enabling collaboration between IT and business stakeholders. How Strategic Recruitment Solves the Problem The solution goes beyond sourcing technical skills. It requires a holistic approach that: Aligns hiring to your business roadmap and strategic objectives. Prioritises candidates’ ability to collaborate, communicate and lead within your unique culture. Builds balanced teams that complement strengths and fill gaps, enhancing overall capability. Facilitates ongoing evaluation to recalibrate team structures as needs evolve. Building Teams That Deliver Outcomes When recruitment focuses on fit and alignment, IT teams become more than just a collection of skills — they become engines of business value. High-performing teams accelerate project delivery, foster innovation, and improve resilience against disruption. Partnering for Success Enterprise IT Recruitment works closely with organisations to develop targeted talent strategies that address these challenges head-on. Is your IT team structured to deliver peak productivity? If not, it’s time to rethink your recruitment strategy before the silent killer stalls your growth. We're here to help - get in touch here .
Job Search Advice
By Sarah McCandless
•
July 1, 2024
Australia has become a magnet for tech professionals from around the world, including countries like the UK, due to its thriving tech industry, exceptional quality of life, and great career opportunities. Today, we’re unpacking the factors that make Australia an attractive destination for tech talent!
By EITR
•
June 27, 2023
Asking the right questions can help you to cinch the best IT Project Manager during an interview. Read our latest blog to learn which ones will do the job.
By Sarah McCandless
•
July 1, 2024
Australia has become a magnet for tech professionals from around the world, including countries like the UK, due to its thriving tech industry, exceptional quality of life, and great career opportunities. Today, we’re unpacking the factors that make Australia an attractive destination for tech talent!
By EITR
•
June 27, 2023
Asking the right questions can help you to cinch the best IT Project Manager during an interview. Read our latest blog to learn which ones will do the job.
News
By Kara Porter
•
March 31, 2025
On March 27, 2025, the Federal Parliament passed new legislation that will reshape how large employers in Australia approach workplace gender equality. Under the reforms, businesses with 500 or more employees will now be required to: Set three gender equality targets, with at least one being numeric; Demonstrate progress toward these targets within three years; Continue reporting annually to the Workplace Gender Equality Agency (WGEA). This is a milestone moment in a play to shift the Australian workplace culture. It reflects a growing push for accountability, transparency and meaningful change in the workplace. So, what does this mean for employers? Targets Must Be Tangible A vague commitment to “improving gender diversity” won’t cut it. Employers will need to back up their intentions with measurable goals - such as increasing women in leadership, closing pay gaps, or improving retention in underrepresented groups. Data-Driven Decisions Will Lead the Way To set realistic, evidence-based targets, companies will need to dive deep into their workforce data. Understanding where the gaps are - whether it’s in hiring, promotion pathways, or pay equity - is step one. Policies, Processes & People It’s also a nudge to reassess internal practices. Are your recruitment and promotion processes inclusive? Are flexible work arrangements available (and used) equitably? Is your leadership team actively invested in supporting diversity outcomes? Accountability Goes Public WGEA will continue to publish pay gap data—and now, target progress too. That means internal efforts will be visible externally, and employers leading the way will build stronger reputations as equitable, forward-thinking workplaces. Why it matters to us at EITR At EITR , we work with businesses undergoing transformation - and the best transformations start from within. Hiring diverse, high-performing teams isn’t just a compliance box to tick—it’s how companies thrive. This legislation reflects a shared responsibility to build workplaces where talent can grow and succeed, regardless of gender. Whether you're a business navigating these new expectations or a candidate seeking an inclusive environment where your career can flourish - we’re here to support you.  🔗 Want to know more about how we help organisations build diverse, future-ready teams? Get in touch with us here .
By Sarah McCandless
•
July 26, 2024
Artificial intelligence is a reality that’s transforming industries and job markets worldwide. In Australia, the latest research from the Tech Council of Australia (TCA) , supported by tech giants like Microsoft , LinkedIn , and Workday , predicts that AI will create 200,000 jobs by 2030 . This surge in AI employment is expected to significantly boost productivity and inject billions into the Australian economy. The Economic Impact of AI The TCA report forecasts that generative AI alone could contribute $115 billion to the Australian economy, with around 70% of this stemming from productivity gains. As AI technologies continue to permeate various sectors, the demand for skilled workers in this space will naturally increase. However, to meet the ambitious target of 200,000 AI jobs by 2030 , the workforce will need to expand by a staggering 500% over the next seven years. Bridging the Skills Gap The rapid growth of AI job opportunities presents both an exciting and challenging landscape. One significant challenge is ensuring that the workforce possesses the necessary skills. The TCA report emphasises the need for major reforms in education and training to bridge this skills gap. Building knowledge and experience in AI should be a fundamental part of professional development, encompassing both on-the-job training and formal learning opportunities. The Role of Retraining and Upskilling To achieve the goal of a robust AI workforce, Australia must expand and diversify retraining pathways. This means creating more opportunities for mid-career retraining and upskilling in AI. As many as 84% of knowledge workers in Australia are already using AI in their work, reporting significant time savings. This indicates a positive trend towards AI adoption, but also highlights the need for continuous learning and development in this rapidly evolving field. The growth of AI jobs won't be confined to the tech sector alone. According to Damian Kassabgi , CEO of TCA, AI’s influence will spread across various fields, including human resources, sales, and governance. This broader application of AI technology necessitates a diverse range of skills to develop, maintain, and scale AI systems effectively. Therefore, it's crucial to prepare for this shift by fostering a multidisciplinary approach to AI education and training. The Need for Comprehensive AI Strategies To fully harness the potential of AI, Australia needs a comprehensive AI investment and capability plan. This plan should outline clear paths for regulation, governance, digital infrastructure, and research commercialisation. Paul Leahy from Workday underscores the importance of preparing the workforce for the widespread adoption of AI and ensuring that pipelines of AI-ready workers are in place to meet the growing demand.  The Future of AI in the Workplace AI-powered tools are already helping Australians save time and focus on more critical, creative tasks. As Sarah Carney from Microsoft ANZ points out, “Australians are already using AI-powered tools to help with tasks and are reporting that it saves them time and allows them to focus on more important work and be more creative." The prediction of 200,000 new AI jobs by 2030 marks a transformative period for Australia's workforce and economy. By investing in education, diversifying training pathways, and implementing a robust AI strategy, Australia can position itself at the forefront of the AI revolution. Embracing this change will not only enhance productivity but also open up exciting new career opportunities for Australians across various sectors. Now is the time to act and prepare for an AI-driven future that holds immense potential for growth and innovation.
By Kara Porter
•
March 31, 2025
On March 27, 2025, the Federal Parliament passed new legislation that will reshape how large employers in Australia approach workplace gender equality. Under the reforms, businesses with 500 or more employees will now be required to: Set three gender equality targets, with at least one being numeric; Demonstrate progress toward these targets within three years; Continue reporting annually to the Workplace Gender Equality Agency (WGEA). This is a milestone moment in a play to shift the Australian workplace culture. It reflects a growing push for accountability, transparency and meaningful change in the workplace. So, what does this mean for employers? Targets Must Be Tangible A vague commitment to “improving gender diversity” won’t cut it. Employers will need to back up their intentions with measurable goals - such as increasing women in leadership, closing pay gaps, or improving retention in underrepresented groups. Data-Driven Decisions Will Lead the Way To set realistic, evidence-based targets, companies will need to dive deep into their workforce data. Understanding where the gaps are - whether it’s in hiring, promotion pathways, or pay equity - is step one. Policies, Processes & People It’s also a nudge to reassess internal practices. Are your recruitment and promotion processes inclusive? Are flexible work arrangements available (and used) equitably? Is your leadership team actively invested in supporting diversity outcomes? Accountability Goes Public WGEA will continue to publish pay gap data—and now, target progress too. That means internal efforts will be visible externally, and employers leading the way will build stronger reputations as equitable, forward-thinking workplaces. Why it matters to us at EITR At EITR , we work with businesses undergoing transformation - and the best transformations start from within. Hiring diverse, high-performing teams isn’t just a compliance box to tick—it’s how companies thrive. This legislation reflects a shared responsibility to build workplaces where talent can grow and succeed, regardless of gender. Whether you're a business navigating these new expectations or a candidate seeking an inclusive environment where your career can flourish - we’re here to support you.  🔗 Want to know more about how we help organisations build diverse, future-ready teams? Get in touch with us here .
By Sarah McCandless
•
July 26, 2024
Artificial intelligence is a reality that’s transforming industries and job markets worldwide. In Australia, the latest research from the Tech Council of Australia (TCA) , supported by tech giants like Microsoft , LinkedIn , and Workday , predicts that AI will create 200,000 jobs by 2030 . This surge in AI employment is expected to significantly boost productivity and inject billions into the Australian economy. The Economic Impact of AI The TCA report forecasts that generative AI alone could contribute $115 billion to the Australian economy, with around 70% of this stemming from productivity gains. As AI technologies continue to permeate various sectors, the demand for skilled workers in this space will naturally increase. However, to meet the ambitious target of 200,000 AI jobs by 2030 , the workforce will need to expand by a staggering 500% over the next seven years. Bridging the Skills Gap The rapid growth of AI job opportunities presents both an exciting and challenging landscape. One significant challenge is ensuring that the workforce possesses the necessary skills. The TCA report emphasises the need for major reforms in education and training to bridge this skills gap. Building knowledge and experience in AI should be a fundamental part of professional development, encompassing both on-the-job training and formal learning opportunities. The Role of Retraining and Upskilling To achieve the goal of a robust AI workforce, Australia must expand and diversify retraining pathways. This means creating more opportunities for mid-career retraining and upskilling in AI. As many as 84% of knowledge workers in Australia are already using AI in their work, reporting significant time savings. This indicates a positive trend towards AI adoption, but also highlights the need for continuous learning and development in this rapidly evolving field. The growth of AI jobs won't be confined to the tech sector alone. According to Damian Kassabgi , CEO of TCA, AI’s influence will spread across various fields, including human resources, sales, and governance. This broader application of AI technology necessitates a diverse range of skills to develop, maintain, and scale AI systems effectively. Therefore, it's crucial to prepare for this shift by fostering a multidisciplinary approach to AI education and training. The Need for Comprehensive AI Strategies To fully harness the potential of AI, Australia needs a comprehensive AI investment and capability plan. This plan should outline clear paths for regulation, governance, digital infrastructure, and research commercialisation. Paul Leahy from Workday underscores the importance of preparing the workforce for the widespread adoption of AI and ensuring that pipelines of AI-ready workers are in place to meet the growing demand.  The Future of AI in the Workplace AI-powered tools are already helping Australians save time and focus on more critical, creative tasks. As Sarah Carney from Microsoft ANZ points out, “Australians are already using AI-powered tools to help with tasks and are reporting that it saves them time and allows them to focus on more important work and be more creative." The prediction of 200,000 new AI jobs by 2030 marks a transformative period for Australia's workforce and economy. By investing in education, diversifying training pathways, and implementing a robust AI strategy, Australia can position itself at the forefront of the AI revolution. Embracing this change will not only enhance productivity but also open up exciting new career opportunities for Australians across various sectors. Now is the time to act and prepare for an AI-driven future that holds immense potential for growth and innovation.
