eitr

If You Can't Flex, You Can't Compete

Mon, 29 Sep 2025 03:52:40 GMT

Contracting was once seen as a stopgap or stepping stone to something else. Now it’s a strategic career choice. Flexible schedules, diverse projects and faster career growth are all part of the package. And companies that understand this shift can harness some of the best skills and minds in the market.

Beyond The Payslip

Tech professionals today are looking for more than decent remuneration. They want:

Work-life integration: hybrid schedules, remote options and control over hours.
Variety and learning: exposure to multiple industries, platforms and problem types.
Rapid career growth: contracting can accelerate promotions and broaden skillsets faster than traditional roles.

In Australia, independent contractors make up a growing slice of the tech workforce. According to the ABS , there are over 1.1 million independent contractors , accounting for roughly 7.5% of all employed Australians. Flexibility is a major draw - over half of casual and contract workers cite flexible hours as their top reason for choosing contracting over permanent roles, highlighting why top tech talent increasingly values autonomy and choice in their work.

The Modern Trade-Off

Contracting today isn’t about instability but rather choice . Contractors pick projects that challenge them, pay well and align with their lifestyle.

How Companies Can Attract Top Contractors

1. Lead with Flexibility

Remote or hybrid work options.
Focus on clear outcomes, not fixed hours.
Let contractors manage their workflow while meeting deliverables.

2. Give Them Real Impact

Assign contractors to work that matters, where their skills directly move the needle.
Avoid token projects; even small contracts can have measurable results if scoped well.
Contractors want to see the tangible difference their work makes, not just “fill a seat.”

3. Streamline Onboarding & Support

Quick ramp-up with access to the right tools, data, and documentation.
Clear project briefs and points of contact for questions.
Makes contractors productive faster and reduces friction.

4. Upskill & Enable Expertise

Provide opportunities to learn new tools, frameworks or platforms relevant to the project.
Access to micro-credentials, internal workshops or emerging tech environments.
Helps contractors deliver high-quality work and stay engaged during the contract.

The companies that cling to outdated hiring models will be left behind. Contract-savvy competitors are snapping up the best tech talent.

We can help you with Specialist Contract Recruitment .

How Tech Employees Can Adapt When AI Changes the Game

Mon, 18 Aug 2025 04:00:11 GMT

Can You Lose Your Job to AI?

The rapid advancement of Artificial Intelligence (AI) is reshaping industries worldwide, and the tech sector is no exception. In 2025, major companies like Microsoft and Intel announced significant layoffs, citing AI and automation as key factors in their restructuring efforts. As a tech professional, it's crucial to assess your role's vulnerability to AI and take proactive steps to safeguard your career.

Here are 5 ways you can navigate this evolving landscape .

1. Identify Roles at Risk

Certain positions are more susceptible to automation. Roles that involve repetitive tasks, data entry, or basic coding are prime candidates for AI integration. If your job primarily focuses on these areas, it's essential to stay informed about technological advancements and consider upskilling to remain competitive.

2. Upskill and Reskill

Continuous learning is key to staying relevant. Focus on acquiring skills in areas less likely to be automated, such as:

AI and Machine Learning : Understanding AI can position you as a valuable asset in developing and managing these technologies.
Cybersecurity : As digital threats evolve, expertise in cybersecurity is in high demand.
Cloud Computing : Proficiency in platforms like AWS, Azure or Google Cloud can open doors to various opportunities.

Investing in these skills can enhance your employability and resilience against job displacement.

3. Diversify Your Skill Set

While technical skills are essential, soft skills are equally important. Effective communication, problem-solving and adaptability are traits that AI cannot replicate. Cultivating these skills can make you indispensable in any role.

4. Monitor Industry Trends

Stay updated on how AI is being implemented in your industry. Understanding the direction of technological advancements can help you anticipate changes and adapt accordingly.

5. Build a Professional Network

Networking with peers, mentors and industry professionals can provide insights into job market trends and potential opportunities. Engaging with communities can also offer support during transitions.

While AI is reshaping the tech landscape, it doesn’t have to be a threat to your career. Focus on where you can add unique value , explore roles that play to your strengths, and invest in skills that AI can’t replace. Staying curious, connected, and proactive will help you turn disruption into opportunity — and ensure your career keeps moving forward in 2025 and beyond.

At Enterprise IT Resources , we are committed to supporting tech professionals in their career journeys. If you're concerned about AI's impact on your role or seeking guidance on career development, contact us for a confidential discussion.

Don’t Just Hire – Hold On to What You’ve Got

kara@monkeymynd.com.au (Kara Porter) — Mon, 21 Jul 2025 04:27:54 GMT

Not hiring right now? That’s fine. But don’t forget about the team you do have.

With around 60% of Australians open to new roles, your top performers might be quietly eyeing the exit — even if they’re not saying it out loud. And if you’re not actively working to keep them engaged, growing and feeling valued? Someone else will.

In this article, we break down why retention matters more than ever and share practical, low-cost strategies to keep your people loyal and switched on — because when the market picks up (and it will), you’ll want your A-team still sitting beside you. Not working for your competitor.

Retention is the New Recruitment

The hiring headlines may have cooled off, but the competition for great people hasn’t. It’s just shifted from finding talent to keeping it.

Replacing a high-performing team member is a disruption, but it’s also expensive. Think: recruitment costs, lost productivity, onboarding, training and team morale. In many cases, replacing an employee can cost up to two times their annual salary. And that’s before you even consider the risk of losing business-critical knowledge or client relationships.

When budgets are tight and headcount is on pause, retention becomes your fastest route to maintaining momentum. Because your internal talent pool? That’s the team that already understands your culture, your customers and your goals. And keeping them engaged doesn’t just help you survive, it positions you to scale faster when the tide turns.

Why People Leave (and How to Fix It)

It’s not always about money.

Sure, salary matters, but often people leave for reasons that can be fixed internally with the right approach:

Misaligned values : When what matters to your employees doesn’t align with what’s celebrated or prioritised by the business, people disengage.
Lack of progression : If your people can’t see a future with you, they’ll start planning one without you.
Burnout : Unclear boundaries, unrealistic expectations and always-on cultures push people out fast.
Mediocre culture : If the vibe is flat or cliquey, people start checking out.

The antidote?
Stay curious. Don’t wait for exit interviews to understand what’s going wrong. Run stay interviews - simple, proactive check-ins to ask questions like:

What do you enjoy most about your role?
What would make your work more rewarding?
Is there anything you’re finding frustrating or demotivating?

People don’t always speak up unprompted. Silence doesn’t mean satisfaction. Stay interviews give you a chance to course-correct before it’s too late.

Retention Strategies That Don’t Blow the Budget

Retention isn’t about perks or ping-pong tables. It’s about people feeling seen, supported, and stretched in the right ways.

Here are a few high-impact, low-cost ways to keep your team engaged:

1. Promote internal mobility

Don’t assume your people want to stay in the same lane forever. Offer secondments, cross-functional projects or pathways into adjacent roles.

2. Lean into learning

Not every business can afford big-ticket training programs, but microlearning, mentoring and peer-to-peer upskilling go a long way. People want to feel like they’re growing.

3. Recognise and reward

Recognition doesn’t have to cost anything — a shoutout in a team meeting, a handwritten note or a simple “thank you” from the right person can mean more than a voucher.

4. Flexibility with trust

Workplace flexibility isn’t just about WFH. Think: flexible hours, part-time pathways into leadership, job sharing or results-focused outcomes. Let people work in ways that suit their lives — and trust them to deliver.

5. Communicate with clarity

In uncertain times, silence breeds doubt. Be transparent with your team about what’s happening, where the business is heading and how they fit into the plan. People don’t expect all the answers, but they do expect honesty.

How to Measure (and Improve) Retention

If you're not tracking it, you're guessing.
Here are a few simple ways to keep a pulse on retention:

Voluntary turnover rate : Who’s leaving, and why?
Internal promotion rates : Are you growing your own talent or losing them to other companies?
eNPS (Employee Net Promoter Score) : Would your team recommend your business as a great place to work?
Pulse surveys : Regular, anonymous check-ins to flag trends before they become problems
Exit interviews : Don’t just tick the box, look for patterns and take action.

Retention isn’t a “set and forget” strategy. It’s something you work on continuously, just like culture.

Wrap-Up: Retention is a Growth Strategy

Let’s be real. Retention is far more involved than just keeping people in seats. It’s about keeping the right people energised, loyal and performing at their best.

Because when the market picks up — and it will — businesses with low turnover, high engagement and strong culture will be the ones that bounce back faster.

So even if you're not hiring today, don’t hit pause on your people. They’re your edge.

And your future business performance depends on what you do to keep them.

Can You Automate Recruitment Without Losing the Human Touch?

kara@monkeymynd.com.au (Kara Porter) — Sun, 22 Jun 2025 04:12:40 GMT

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.

Automation and candidate experience aren’t opposites; they’re allies, but only if used thoughtfully. The best hiring journeys today are tech-enabled but human-led.

The Silent Productivity Killer in Tech Teams & How to Fix It

kara@monkeymynd.com.au (Kara Porter) — Wed, 11 Jun 2025 12:05:11 GMT

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 .

7 Tips to Balance Speed & Quality in Tech Hiring

kara@monkeymynd.com.au (Kara Porter) — Tue, 29 Apr 2025 03:17:26 GMT

Speed and quality are often viewed as competing priorities when hiring in the tech market. Hiring managers and talent teams face ongoing pressure to fill roles quickly, especially in candidate-short markets. However, bringing in the wrong hire can cost dearly in productivity, morale and retention. So, how can businesses scale teams rapidly without sacrificing quality? Is it possible to have both speed and quality in tech hiring? We think so—and here’s how.

Why the trade-off exists

The tension between speed and quality usually stems from a lack of clarity or preparation. Rushed processes often skip essential steps like cultural alignment, technical testing or stakeholder buy-in. On the flip side, overly meticulous processes risk losing top talent to faster-moving competitors. The sweet spot lies in structure, communication, and smart tooling.

The cost of getting it wrong

Hiring too fast, without due diligence, can lead to:

Poor team fit and early attrition
Productivity loss due to underperformance
Reputational damage, especially in tight-knit tech communities.

Meanwhile, moving too slow can result in:

Lost candidates to faster companies
Prolonged project delays
Burnout among existing team members carrying the extra load.

Strategies for speed and quality

Define success up front

Get clear on the must-haves vs. nice-to-haves for each role. Involve both technical leads and cultural stakeholders early. A well-aligned brief means faster shortlisting and better screening.

Use pre-qualified talent pools

Work with a recruitment partner that specialises in tech and already has deep, pre-screened networks. This cuts sourcing time and improves candidate experience from the start.

Implement structured interviewing

Use consistent questions and scoring frameworks across candidates. It removes bias, saves time and enables faster comparisons.

Tech-enable your process

Leverage tools like automated scheduling, coding platforms and AI-powered CV screening to reduce manual work without compromising assessment depth.

Communicate with intent

Regular feedback loops between hiring managers, HR and external partners speed up decision-making. Candidates also stay engaged when communication is proactive and transparent.

Set SLA benchmarks

Create internal SLAs for each stage of the hiring process. For example, resume review within 48 hours, interviews booked within 3 days, and feedback within 24 hours. These benchmarks help maintain velocity without losing quality.

Pilot and iterate

If your current hiring approach isn’t working, test new workflows. For example, trial a pre-interview technical screen instead of a live coding test. Track success rates and time-to-hire data to inform improvements.

The Bottom Line

Speed and quality don’t have to be mutually exclusive. With the right structure, clear expectations, and smart use of tools and talent partners, you can build a hiring engine that delivers both.

What the New Gender Equality Legislation Means for Employers – And Why It Matters

kara@monkeymynd.com.au (Kara Porter) — Mon, 31 Mar 2025 10:12:48 GMT

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 .

The Talent War is Over. The Talent Shift is Here.

sarahm@eitr.com.au (Sarah McCandless) — Fri, 07 Mar 2025 01:23:20 GMT

For years, companies have been locked in a battle to attract the best candidates - offering higher salaries, bigger perks, and more benefits in the hopes of outbidding their competitors. But in 2025, the conversation is shifting. The companies winning today aren’t necessarily the ones offering the biggest paychecks; they’re the ones adapting to how work is changing.

The talent war isn’t about hiring faster or throwing more money at the problem anymore - it’s about rethinking how we build workforces altogether.

So, how are leading organisations shifting their approach? They’re moving beyond outdated recruitment battles and focusing on internal mobility, skills development, flexible work models, and alternative hiring pipelines.

Why the Talent War No Longer Works

The idea of a "talent war" assumes that there’s a fixed number of high-performing professionals, and companies must compete to secure them. But this approach has a few major flaws:

It’s expensive - Constantly outbidding competitors for the same people isn’t sustainable.
It’s short-sighted - Hiring externally without investing in existing employees leads to retention issues.
It ignores hidden talent - Many businesses overlook high-potential candidates who may not fit a traditional mold but have the skills and adaptability to thrive.

With unemployment rates remaining low and skills shortages persisting in industries like technology, cybersecurity, and engineering, businesses must stop seeing hiring as a competition and start treating it as a strategic transformation.

The Talent Shift... What’s Changing?

Instead of treating hiring as a race for the same candidates, leading companies are making three key shifts:

1. Internal Mobility: Investing in the People You Already Have

Companies are realising that the best candidate for the job might already be within their organisation. Instead of constantly hiring externally, businesses are focusing on upskilling, cross-training, and internal promotions.

�� Example: Atlassian has developed structured career pathways that help employees transition into new roles without leaving the company, reducing external hiring needs.

2. Skills Over Job Titles

More companies are moving toward skills-based hiring, recognising that traditional job titles and degree requirements can exclude high-potential candidates.

Rather than asking, “Who has a degree in computer science and five years of experience?” companies are now asking, “Who has the problem-solving and coding skills to excel in this role?”

�� Example: Telstra has introduced skills-based hiring initiatives, allowing candidates from non-traditional backgrounds to break into tech roles based on their capabilities, not just their CVs.

3. Alternative Hiring Pipelines

Companies are expanding their candidate pools by looking beyond the usual recruitment channels. This includes:

Partnering with universities and bootcamps
Offering return-to-work programs for career changers
Creating more entry-level pathways and apprenticeships

�� Example: The Victorian Government’s Digital Jobs Program is helping mid-career professionals transition into the tech industry through funded training and job placements.

The Future of Work is Built - Not Bought

Companies that succeed in 2025 and beyond will be the ones that build their talent, not just buy it. By moving away from outdated hiring models and focusing on development, flexibility, and inclusivity, organisations can create workforces that aren’t just competitive - but sustainable.

The talent war may be over, but the companies that adapt to this new reality will be the ones leading the next decade of innovation.

The Human Element of Technology Hiring in 2025

Mon, 10 Feb 2025 01:50:43 GMT

As artificial intelligence and automation continue to reshape industries, the demand for technical expertise has never been greater. Yet, the most forward-thinking organisations are realising that hiring for hard skills alone isn’t enough. In 2025, the ability to balance technical proficiency with human-centric qualities like adaptability, creativity, and emotional intelligence will define the leaders in tech hiring.

Here’s how organisations can strike that balance and why it’s critical for long-term success.

The Growing Demand for Soft Skills in Tech

AI may be able to process data faster than any human, but it still can’t replicate key human capabilities. Problem-solving, collaboration, and emotional intelligence remain essential for navigating complex projects and encouraging innovation. According to Deloitte’s Future of Work report, 92% of executives believe that soft skills are equally or more important than technical skills in building the workforce of the future.

As technology advances, the roles of tech professionals are becoming more interdisciplinary. Software engineers, for instance, are expected not only to write code but also to collaborate across teams, understand business objectives, and communicate with non-technical stakeholders. This evolving dynamic makes soft skills indispensable.

Why the Human Element Matters More Than Ever

Bridging the Gap Between Tech and Business
The ability to translate technical concepts into actionable business strategies is a rare and valuable skill. Employees who can bridge this gap allow for better collaboration between teams and drive organisational goals forward.
Innovation Through Creativity
While AI excels at automation, creativity is inherently human. Tech professionals with the ability to think outside the box are essential for developing innovative solutions that keep organisations ahead of the curve.
Resilience and Adaptability
The tech landscape evolves at lightning speed. Employees who can pivot, learn new skills, and adapt to change are critical for organisations looking to stay competitive.
Building Stronger Teams Through Emotional Intelligence
Emotional intelligence - understanding and managing emotions in ourselves and others - is key to effective teamwork. In a hybrid work world, employees with strong EQ can build trust, resolve conflicts, and maintain morale.

Finding the Right Balance in Your Hiring Strategy

To hire effectively in 2025, organisations should go beyond job descriptions that focus solely on technical skills. Here’s how to integrate the human element into your hiring process:

1. Revamp Your Job Descriptions

Focus on holistic attributes. Instead of listing only technical qualifications, include desired soft skills such as problem-solving, adaptability, and teamwork. Use language that highlights your organisation’s values and culture to attract candidates who align with your mission.

2. Assess Soft Skills During the Hiring Process

Incorporate behavioural interview questions that reveal candidates’ interpersonal abilities and problem-solving approaches. Questions like, “Tell us about a time you navigated a challenging team dynamic,” can reveal insights into emotional intelligence and adaptability.

3. Use Technology to Enhance, Not Replace, Human Judgement

Leverage AI and data-driven tools for initial screening, but ensure that final decisions involve human interaction. Technology can streamline processes, but hiring managers must assess cultural fit and human qualities in person or through meaningful virtual conversations.

4. Provide Ongoing Development Opportunities

The hiring process doesn’t end once a candidate is onboarded. Offer training programs that enhance both technical skills and soft skills. Leadership development, emotional intelligence workshops, and innovation training can equip employees with the tools they need to succeed.

Preparing for the Workforce of the Future

As the lines between technology and humanity blur, successful organisations will be those that recognise the value of both. Hiring for technical expertise without considering the human element risks creating a workforce that’s skilled but disconnected.

In 2025 and beyond, the most impactful tech teams will be those that combine the best of both worlds - leveraging AI and automation while prioritising adaptability, creativity, and emotional intelligence.

At EITR, we specialise in helping organisations build tech teams that thrive in a dynamic world. Let’s discuss how we can help you find the perfect balance in your hiring strategy.

The Changing Face of Employer Branding in Tech

sarahm@eitr.com.au (Sarah McCandless) — Thu, 02 Jan 2025 17:25:17 GMT

In a field where innovation drives everything, employer branding is becoming as critical as the technology itself. The most sought-after tech professionals aren’t just looking for work - they’re looking for alignment. They want to see companies with a clear purpose, genuine values, and a willingness to invest in people as much as products.

The stakes have never been higher. For organisations in tech, standing out isn’t about being loud - it’s about being meaningful. In this article, we explore employer branding and explore how companies can create authentic connections with the candidates shaping the future.

Authenticity Is the Foundation of Trust

Candidates today value honesty. Employer branding built on buzzwords or vague promises simply won’t resonate. They’re looking for a genuine understanding of what it’s like to work at your company, from the challenges to the triumphs.

Showcase your workplace culture through authentic employee stories and real-life examples. Videos, social media snippets, and blog posts that spotlight your team’s experiences can demonstrate the values and ethos that make your company unique.

Purpose Matters More Than Ever

Many tech professionals these days want to know that their work is making a difference, whether it’s advancing sustainability or solving global challenges with technology.

Make your company’s purpose a central theme in your employer branding. If you’re driving innovation in healthcare or spearheading climate change solutions, let candidates know how their role can contribute to that vision.

Flexibility Is the New Standard

The pandemic fundamentally transformed how we think about work, and for tech professionals, hybrid and remote options are no longer perks - they’re expectations. However, as some organisations push for more time in the office, flexibility is taking on a broader meaning.

It’s no longer just about where people work but how they work. Can employees customise their schedules to suit their productivity peaks? For example, could mornings in the office be balanced with focused solo work at home in the afternoon? Are team members free to attend appointments, pick up their kids, or manage personal commitments without micromanagement?

True flexibility is about autonomy - empowering employees to make decisions about how and when they work best. Highlight these aspects in your employer branding to demonstrate your commitment to supporting work-life balance and well-being. It’s this kind of flexibility that resonates with today’s candidates and builds lasting loyalty.

Growth Opportunities Attract Ambition

The best tech professionals want to grow. They’re drawn to companies that invest in their development, whether through training programs, mentorship, or clear career progression pathways.

Feature success stories from within your company. Show how employees have developed their skills and advanced their careers through the opportunities you provide.

Diversity and Inclusion Are Essential

Tech professionals are paying attention to diversity, or the lack thereof. Companies that genuinely commit to inclusivity are not only appealing to underrepresented groups but also encouraging innovation through diverse perspectives.

Share measurable progress on diversity initiatives. Highlight inclusive hiring practices, internal support networks, and partnerships with organisations that promote diversity in tech.

Technology Reflects Your Brand

In a sector driven by innovation, candidates expect your hiring process to reflect your technological sophistication. Clunky systems or long delays can tarnish your brand before the first interview.

Streamline your recruitment process with modern tools, such as AI-powered candidate screening and virtual interview platforms. A smooth and tech-forward experience reinforces your credibility.

Engage Where Tech Talent Lives

Tech professionals aren’t just on job boards - they’re active in online communities, at conferences, and on LinkedIn . Your brand needs to have a presence in these spaces to stay top of mind.

Participate in industry events, contribute to discussions, and create content that adds value, like webinars or open-source initiatives. Being visible in the tech ecosystem strengthens your position as an employer of choice.

The battle for tech talent is fierce, but the companies that succeed are those that position themselves for the long haul authentically, purposefully, and with a deep understanding of what professionals value.

What Does the Workforce of 2025 Look Like? Preparing for Change

sarahm@eitr.com.au (Sarah McCandless) — Wed, 04 Dec 2024 16:59:23 GMT

The workplace is undergoing a huge transformation. Advances in technology, shifting employee expectations, and new economic realities are reshaping how we work, where we work, and what skills we need. As we approach 2025, businesses that stay ahead of these changes will have a competitive edge in attracting and retaining top professionals while staying resilient in an evolving market.

So, what will the workforce of 2025 look like, and how can businesses prepare for the changes ahead? Let’s explore the key trends and actionable strategies.

1. A Hybrid Workforce Becomes the Norm

While some organisations are pushing for a return to the office, the hybrid model is here to stay. According to a PwC survey , over 70% of employees want hybrid work options, with flexibility cited as a key factor in job satisfaction and retention. Employers embracing this model will need to refine how they balance in-office and remote work to maintain productivity and collaboration.

How to Prepare:

Invest in collaboration tools that facilitate seamless communication between remote and in-office teams.
Redefine performance metrics to focus on outcomes rather than hours worked.
Create equitable policies that ensure remote employees have the same opportunities as their on-site counterparts.

2. The Rise of AI and Automation

By 2025, AI and automation will have reshaped many industries. Tasks that were once manual are now being streamlined by technology, allowing employees to focus on higher-value work. While this transformation brings efficiency, it also requires businesses to prepare for skill shifts across their workforce.

How to Prepare:

Identify roles likely to be impacted by automation and create upskilling programs to help employees transition into new responsibilities.
Emphasise human-centric skills such as critical thinking, creativity, and emotional intelligence, which are harder to automate.
Leverage AI responsibly to augment human capabilities, rather than replace them.

3. A Multigenerational Workforce

By 2025, workplaces will feature five generations working side by side, from Gen Z to the Baby Boomers. Each generation brings unique perspectives, values, and expectations, making it critical for organisations to foster inclusivity and adapt to diverse needs.

How to Prepare:

Offer tailored professional development opportunities that cater to different career stages.
Use mentorship programs to encourage cross-generational knowledge sharing.
Design workplace policies that balance flexibility for younger workers with the stability valued by older employees.

4. Sustainability as a Workplace Priority

Sustainability is becoming a core expectation for employees and customers alike. According to a Deloitte survey , 50% of Gen Z and Millennials say they wouldn’t work for a company that doesn’t take sustainability seriously.

How to Prepare:

Embed sustainability into your business operations, from supply chain management to office energy usage.
Engage employees in sustainability initiatives, encouraging a sense of purpose and collective impact.
Communicate your environmental goals and progress transparently to build trust.

5. The Gig Economy Continues to Expand

The gig economy is projected to grow even further by 2025, as more professionals seek flexible, project-based roles. Businesses will increasingly rely on freelancers and contractors to fill gaps and scale quickly during peak periods.

How to Prepare:

Build a strong network of reliable gig workers and establish clear onboarding processes.
Use technology platforms to manage project-based work effectively.
Reassess how you define “team,” ensuring gig workers feel valued and integrated during their time with your organisation.

6. A Focus on Mental Health and Well-Being

Workplace well-being is not optional. As mental health awareness continues to grow, employees expect meaningful support from their employers. This shift isn’t just good for employees - it drives productivity, retention, and overall business performance.

How to Prepare:

Offer access to mental health resources, such as employee assistance programs and counselling services.
Train managers to recognise and support mental health needs within their teams.
Build a culture where well-being is prioritised, encouraging work-life balance and open conversations about mental health.

Are You Ready for 2025?

The workforce of 2025 will be defined by flexibility, technology, diversity, and purpose. Businesses that embrace these trends and proactively adapt their strategies will be better positioned to attract top candidates, retain employees, and thrive in a changing business environment.

At EITR, we specialise in helping organisations prepare for the future of work. From workforce planning to upskilling strategies, we’re here to help you navigate what’s next. Let’s shape the workforce of tomorrow - together.

The Importance of Cyber Hygiene: Simple Practices That Make a Big Difference

sarahm@eitr.com.au (Sarah McCandless) — Thu, 14 Nov 2024 13:40:49 GMT

Whether you run a small business or a large enterprise, strong cybersecurity practices are essential to protecting your organisation from potentially devastating breaches. However, you don’t always need expensive technology or an army of security experts to keep your business safe. Sometimes, good cyber hygiene - simple, everyday practices - can make all the difference in maintaining security.

Cyber hygiene refers to the basic practices that keep your digital environment secure. Think of it like washing your hands to prevent illness; small actions repeated consistently can prevent much larger problems down the road.

Let’s explore some easy, cost-effective steps that every business can take to improve their cyber hygiene.

1. Password Management: More Than Just Strong Passwords

We’ve all heard the advice to use strong passwords, but in reality, many users still rely on weak or reused passwords. In fact, a 2023 report found that 80% of data breaches involve weak or stolen passwords. So, what can you do?

Use Password Managers : Tools like LastPass or Dashlane can help store and generate complex, unique passwords for every account. This ensures that users aren’t reusing the same credentials across platforms.
Enable Two-Factor Authentication (2FA) : Adding an extra layer of protection with 2FA can significantly reduce the risk of breaches. Even if a password is compromised, 2FA requires a second piece of information (such as a code sent to a phone) before granting access.

2. Regular Software Updates: Your First Line of Defence

Software updates are often viewed as inconvenient, but they are critical for cybersecurity. Hackers constantly look for vulnerabilities in outdated software to exploit.

Enable Automatic Updates : Ensure that your operating systems, applications, and even browsers are set to update automatically. Most software providers regularly release patches to fix security flaws, so staying up to date is one of the easiest ways to protect your system.
Update Third-Party Tools : Don’t forget about third-party plugins and extensions that may be integrated into your software or website. These are often overlooked but can serve as entry points for cyberattacks.

3. Employee Training: The Human Element of Cybersecurity

Your cybersecurity can only be as strong as your weakest link, and in many cases, that link is human error. Phishing scams, malicious downloads, and weak passwords can all stem from a lack of awareness.

Conduct Regular Cybersecurity Training : Make sure all employees understand the basics of identifying phishing emails, securing their passwords, and following data protection protocols. Training sessions should be frequent, and content should be updated to reflect the latest threats.
Simulated Phishing Attacks : Test your team with phishing simulations to see how well they identify threats. This not only raises awareness but also helps identify any weak spots in your organisation’s defences.

4. Back Up Your Data: Prepare for the Worst

Even with the best defences, no system is 100% secure. That’s why having a strong backup strategy is crucial for any business.

Automate Your Backups : Automating regular backups ensures that critical data is stored securely and can be restored quickly in case of a ransomware attack or system failure. Ensure that backups are stored in a secure, separate location (preferably offline or in a cloud service with high-security standards).
Test Your Backup and Recovery Plan : It’s not enough to just have a backup - make sure it works. Regularly test your recovery process to ensure your business can bounce back quickly in the event of a breach or attack.

5. Secure Wi-Fi Networks and Devices: Lock Down Access Points

In an age of remote work, securing your Wi-Fi networks and employee devices is more important than ever. Unsecured networks can easily be exploited by cybercriminals looking for an entry point.

Use Strong Encryption : Ensure that your Wi-Fi network uses strong encryption (WPA3 is the most secure option) and that all devices connected to the network have appropriate security settings enabled.
Encourage Secure Remote Access : For remote workers, using Virtual Private Networks (VPNs) can help secure connections to company data. VPNs encrypt internet traffic, making it much harder for hackers to intercept.

Small Steps, Big Protection

Good cyber hygiene doesn’t have to be complex or costly, but it’s vital for protecting your business in an increasingly connected world. By focusing on simple, actionable steps - such as managing passwords, updating software, training employees, backing up data, and securing networks - you can significantly reduce the risk of cyberattacks. In a landscape where digital threats are constantly evolving, good cyber hygiene can be your first and best line of defence.

At EITR, we help businesses implement practical, effective cybersecurity strategies. Get in touch with us to learn more about protecting your organisation.

Upskilling and Reskilling - Preparing Your Workforce for the Future

sarahm@eitr.com.au (Sarah McCandless) — Mon, 02 Sep 2024 20:50:56 GMT

As technological advancements continue to accelerate at an unprecedented pace, the nature of work is evolving just as quickly. In this dynamic environment, the skills that were essential yesterday may not be enough to meet the demands of tomorrow. For businesses to stay competitive, and for employees to remain relevant, continuous learning through upskilling and reskilling is a non-negotiable.

The Strategic Importance of Upskilling and Reskilling

Nowadays, disruption is the norm, the ability to adapt quickly is a key differentiator.

Upskilling
enhancing existing skills
reskilling
and, acquiring new ones

are critical in ensuring that your workforce remains agile and capable of meeting the challenges of an evolving market.

According to the World Economic Forum , by 2025, 50% of all employees will need reskilling as the adoption of technology increases. This statistic underscores the urgency for companies to invest in continuous learning. Companies that fail to prioritise upskilling risk falling behind, as their workforce may struggle to keep pace with industry changes.

But it’s not just about staying competitive. Investing in upskilling and reskilling also encourages employee engagement and retention. Employees who feel that their company is committed to their personal and professional development are more likely to stay with that company, reducing turnover and the costs associated with recruiting and training new professionals.

Building a Culture of Continuous Learning

Creating a culture of continuous learning is the cornerstone of successful upskilling and reskilling initiatives. This culture should be embedded in the company’s values and reflected in its everyday practices, encouraging employees at all levels to embrace learning as an ongoing process, not just a one-time event.

Leadership plays a big role here. When executives and managers prioritise their own learning, they set a strong example for the rest of the team. This could mean enrolling in leadership development programmes, attending industry conferences, or even participating in workshops alongside their teams. When employees see that learning is valued from the top down, they’re more likely to invest in their own growth.

Offering accessible and flexible learning opportunities is also key. E-learning platforms, microlearning modules, and on-demand training resources allow employees to learn at their own pace, fitting education into their busy schedules. This approach not only caters to different learning styles but also ensures that learning can happen in real-time, addressing skill gaps as they arise.

Identifying Skills Gaps

Before jumping into upskilling and reskilling, it’s key to identify where the gaps in your workforce’s skills lie. This can be done through a mix of employee self-assessments, manager evaluations, and data-driven tools like skills matrices or learning management systems.

The role of technology in this process is huge. Advanced analytics can help track employee performance, spot trends, and predict which skills will be in demand down the road. By using these insights, companies can tailor their training programmes to address specific gaps, ensuring that their workforce is ready for future challenges.

Regular feedback loops between management and employees are also important. Open communication about career goals and skill development needs ensures that employees feel supported in their learning journeys and that the training provided is relevant to their aspirations.

Examples of Successful Upskilling Programmes

Some Australian companies are leading the way in upskilling and reskilling their workforce, setting benchmarks for others to follow.

Telstra has made significant strides with its T22 and T25 strategies, which have a strong focus on workforce upskilling. As part of its broader transformation, Telstra has invested in retraining employees in critical areas such as digital technology, software engineering, and cybersecurity. The company’s efforts have been aimed at simplifying its operations and equipping its workforce with the skills needed to support new technologies like 5G, IoT, and AI.

Westpac has launched its "Future Ready" program, a comprehensive initiative in collaboration with Deloitte that aims to equip employees with digital skills necessary for the rapidly changing financial landscape. This program offers a range of learning opportunities, from digital literacy to leadership development, ensuring that Westpac employees remain competitive in the future of finance.

Woolworths Group has implemented its "Pathways to Progress" initiative, focusing on equipping employees with advanced skills in technology and digital transformation. Recognising the growing importance of e-commerce and data-driven decision-making, Woolworths provides training in areas such as data analytics, supply chain automation, and digital marketing. This approach helps prepare employees for the future of retail and enhances the company’s digital capabilities.

In a world where change is the only constant, the ability to learn, adapt, and grow will determine not just individual success but the success of entire organisations. By investing in a culture of continuous learning, identifying skills gaps, and leveraging technology, businesses can ensure that their workforce is ready to meet the challenges of tomorrow head-on.

In short, now is the time to invest in your people because they are the ones who will carry your business forward.

Bridging the Gender Gap in Australia's Tech Industry

sarahm@eitr.com.au (Sarah McCandless) — Mon, 02 Sep 2024 20:47:10 GMT

The tech industry has long been a cornerstone of innovation and economic growth. However, despite its rapid advancements, one challenge continues to persist: the gender gap. In Australia, like in many other parts of the world, women remain underrepresented in tech roles. But this narrative is changing, thanks to the efforts of women who are breaking barriers and leading the charge in the industry.

The Current State of Gender Diversity in Tech

Despite growing awareness of the importance of diversity in the workplace, the gender gap in tech remains significant. Women account for only about 28% of the workforce in Australia’s tech sector , with even lower representation in leadership and technical roles. This imbalance not only limits the industry’s potential but also reinforces outdated stereotypes about gender roles in technology.

However, there are promising signs of progress. More organisations are recognising the value of diversity and are actively working to create more inclusive environments. Government initiatives and industry-led programs are also playing a crucial role in encouraging more women to enter and thrive in tech careers.

Challenges Women Face in the Tech Industry

Women in tech face a unique set of challenges, from unconscious bias and gender stereotypes to the lack of mentorship and support networks. These challenges can make it difficult for women to advance in their careers or even enter the field in the first place.

Unconscious Bias: Despite progress, unconscious bias still plays a significant role in hiring and promotion decisions. This bias can lead to women being overlooked for roles or not being given the same opportunities as their male counterparts.
Lack of Mentorship and Support: Mentorship is crucial in any career, but especially in fields where women are underrepresented. Unfortunately, many women in tech report a lack of access to mentors and networks that could help them navigate their careers.
Work-Life Balance: The tech industry is known for its demanding work culture, which can make it difficult for women, particularly those with family responsibilities, to maintain a healthy work-life balance.

Strategies for Empowering Women in Tech

To bridge the gender gap in tech, it’s essential to implement strategies that empower and support women at every stage of their careers. Here are some key approaches:

Promote Inclusive Hiring Practices: Organisations need to examine their hiring processes to ensure they are free from bias. This could include implementing blind recruitment processes, setting diversity targets, and ensuring diverse interview panels.
Support Career Development and Mentorship: Providing access to mentorship programs and professional development opportunities can help women in tech advance their careers. Companies should actively promote and support women in leadership roles, offering training and development opportunities that prepare them for these positions.
Create a Flexible Work Environment: Offering flexible working arrangements can help women balance their professional and personal lives. This includes flexible hours, remote work options, and parental leave policies that support both women and men.
Celebrate Success Stories: Highlighting the achievements of women in tech can inspire others and help break down stereotypes. Organisations should make a point of celebrating the successes of women in their workforce and within the broader tech community.

The Road Ahead

Bridging the gender gap in tech is not just a moral imperative, it’s a business one. Diverse teams are more innovative, make better decisions, and drive stronger financial performance. By empowering women and creating a more inclusive tech industry, we can unlock new opportunities for growth and innovation.

Australia’s tech sector has the potential to lead the world in gender diversity, but this will require concerted efforts from companies, educational institutions, and government bodies alike. By working together, we can ensure that the tech industry is a place where everyone - regardless of gender - has the opportunity to succeed.

AI Predicted to Create 200,000 Jobs in Australia by 2030

sarahm@eitr.com.au (Sarah McCandless) — Fri, 26 Jul 2024 17:25:30 GMT

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.

Why Tech Talent Loves Working in Australia

sarahm@eitr.com.au (Sarah McCandless) — Mon, 01 Jul 2024 18:46:09 GMT

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!

Exceptional Quality of Life

Australia is renowned for its high quality of life, which is a significant draw for tech professionals. Our country boasts a beautiful natural environment, from stunning beaches to lush national parks, providing ample opportunities for outdoor activities and a healthy work-life balance. Cities like Sydney, Melbourne, Brisbane, and Perth are regularly ranked among the world's most livable cities, offering excellent healthcare, education, and public services.

Thriving Tech Industry

Australia's tech industry is growing rapidly, with significant investments in technology and innovation. The country is home to a vibrant startup ecosystem, particularly in cities like Sydney and Melbourne, which are hubs for fintech, biotech, and AI innovation. Major global tech companies have established a presence in Australia, further enhancing career prospects for tech professionals.

Strong Career Opportunities

The demand for skilled tech workers in Australia is high, driven by the country's ongoing digital transformation. There are abundant opportunities in areas such as software development, cybersecurity, data science, and IT project management. Australian companies are keen to attract top talent, often offering competitive salaries and benefits.

Visa Changes and Opportunities

Australia has made significant changes to its visa policies to attract skilled professionals from around the world. The introduction of the Global Talent Independent (GTI) program, for example, aims to bring in highly skilled tech professionals from countries like the UK, offering a streamlined pathway to permanent residency. These visa changes make it easier for tech talent to move to Australia and build a long-term career.

International Appeal

Australia's appeal extends beyond its borders, attracting tech professionals from the UK and other countries looking for new opportunities and a better quality of life. The cultural diversity and inclusive nature of Australian society make it an inviting place for international workers.

Challenges: The Rental Crisis

While Australia offers many benefits, there are challenges, particularly in major cities like Sydney and Melbourne, which are highly desired locations for tech professionals. The influx of people moving to these cities has contributed to a rental crisis, with high demand driving up rental prices. This can be a significant hurdle for locals and newcomers trying to find affordable housing.

However, the Australian government and local authorities are aware of these issues and are working on solutions to increase housing supply and affordability. Additionally, tech professionals may find alternative cities like Brisbane, Adelaide, or Perth, which offer lower living costs while still providing excellent career opportunities and quality of life.

Industry Growth and Future Prospects

The Australian tech industry shows no signs of slowing down. With continued investments in innovation, technology, and infrastructure, the sector is poised for substantial growth. Initiatives to foster tech education and training are also helping to build a strong pipeline of local talent, ensuring that the industry remains robust and dynamic.

Australia's combination of exceptional quality of life, strong career opportunities, favourable visa policies, and a thriving tech industry makes it a highly attractive destination for tech professionals from around the world. While challenges like the rental crisis in major cities exist, the overall benefits of living and working in Australia make it a compelling choice for those seeking to advance their tech careers in a dynamic and supportive environment.

If you’re a tech professional considering a move, Australia offers a unique blend of professional opportunities and lifestyle advantages that are hard to match. Whether you're looking to join a cutting-edge startup, work for a global tech giant, or enjoy the vibrant cultural and natural beauty of the country, Australia could be the perfect place for your next career move!

Negotiating Your Salary: Tips and Strategies for IT Professionals

Mon, 17 Jun 2024 18:43:48 GMT

Negotiating your salary can be one of the most important steps in advancing your career. Whether you’re entering a new role or seeking a raise in your current position, understanding how to effectively negotiate your salary can make a significant difference in your overall compensation and job satisfaction. In this article we’ll offer practical advice to help you navigate salary negotiations successfully.

Do Your Research

Before entering any negotiation, you must be well-prepared. Research the average salaries for your role, experience level, and location. Look at industry reports, salary guides, and online resources to gather as much information as possible. This research will give you a solid understanding of the market rate for your position and provide a benchmark for your negotiations.

Participating in salary surveys, such as the EITR National IT Salary Survey , can provide you with invaluable insights into current compensation trends and standards within the IT industry. By understanding what others in similar roles are earning, you can set realistic expectations and strengthen your negotiating position. The data from these surveys can be a powerful tool to back up your salary requests with concrete, market-based evidence.

Take the 2024 EITR National IT Salary Survey here.

Know Your Value

Understanding your unique value proposition is key to any successful negotiation. Reflect on your skills, experience, and accomplishments. What have you achieved in your current or previous roles? How have you contributed to your team’s success? Being able to articulate your value clearly and confidently can make a compelling case for why you deserve a higher salary.

Practice Your Pitch

Preparation involves not only research but also practice. Rehearse your negotiation pitch with a friend or mentor. Focus on clearly communicating your research findings, your value to the company, and your desired salary. Practicing will help you feel more confident and reduce anxiety when the actual negotiation takes place.

Timing Is Everything

Choose the right moment to discuss your salary. Ideally, negotiations should take place after you’ve received a job offer but before you’ve accepted it. For current employees, annual performance reviews or the completion of a significant project can be opportune times to bring up salary discussions.

Be Flexible and Open to Compromise

While it’s important to have a clear salary goal in mind, be prepared to negotiate other aspects of your compensation package if necessary. This could include bonuses, stock options, flexible working hours, additional vacation days, or professional development opportunities. Flexibility can lead to a mutually beneficial agreement even if the salary number itself isn’t exactly what you hoped for.

Stay Professional and Positive

Maintain a professional and positive demeanor throughout the negotiation process. Avoid ultimatums or aggressive tactics. Instead, frame your requests in terms of mutual benefit – how your proposed compensation aligns with your contributions and the company’s goals.

Follow Up in Writing

Once you’ve reached an agreement, ask for the terms to be put in writing. This ensures there is no confusion about what was agreed upon and provides a reference point for future discussions.

Take the Next Step

Negotiating your salary doesn’t have to be a daunting task. By doing your research, understanding your value, and using tools like salary survey data, you can approach negotiations with confidence and achieve the compensation you deserve. Join the movement towards salary transparency and workplace equality by participating in our National IT Salary Survey today. It only takes a few minutes, and the insights you gain can significantly impact your career.

Take the Survey Now .

By participating, you’ll receive our comprehensive report upon completion showing how your compensation compares to others in similar positions, empowering you with the information needed for future negotiations.

Important Update: Superannuation Contributions Changing on July 1st

sarahm@eitr.com.au (Sarah McCandless) — Mon, 17 Jun 2024 13:54:19 GMT

Attention all Australian employers and employees! Starting July 1st, the superannuation contribution rate in Australia will increase from 11% to 11.5%. This change is part of the ongoing effort to ensure that Australians have sufficient savings for their retirement.

What You Need to Know

New Contribution Rate : The superannuation guarantee (SG) rate will rise from 11% to 11.5%.
Impact on Employers : Employers need to adjust their payroll systems to accommodate the new rate. It's important to ensure that the increased contributions are correctly calculated and deposited into employees' superannuation accounts.
Impact on Employees : Employees will benefit from increased retirement savings. This change is a positive step towards building a more secure financial future.

Why Is This Change Happening? The incremental increase in superannuation contributions is part of the Australian Government's plan to boost retirement savings for individuals. By gradually increasing the SG rate, the government aims to enhance the financial security of retirees and reduce the future reliance on the Age Pension.

Steps to Take

Employers

→Review and update your payroll systems to reflect the new SG rate.

→Communicate this change to your employees and ensure that all contributions are made at the correct rate starting from July 1st.

Employees

→Check your superannuation contributions after the change to ensure that your employer is making the correct payments.

→If you have any concerns, reach out to your HR department or payroll manager.

Stay informed and make sure you're prepared for this change. For more details, you can visit the Australian Taxation Office (ATO) website or contact your superannuation fund provider.

Creating a Fair and Equitable Workplace - Best Practices for Employers

Mon, 17 Jun 2024 13:47:21 GMT

Creating a fair and equitable workplace is not only the right thing to do but also gives you a strategic advantage in attracting and retaining great people. As societal expectations and regulatory requirements around workplace equality evolve, employers must adopt best practices to ensure their organisations are transparent, inclusive, and fair. In this article, we’ll offer insights and actionable steps for employers to build a more equitable workplace.

Embrace Salary Transparency & Conduct Regular Salary Audits

Salary transparency is a cornerstone of workplace equity. When employees have access to information about salary ranges and compensation practices, it helps eliminate biases and ensures everyone is paid fairly for their work. Start by clearly communicating salary bands for different roles and regularly reviewing and updating these bands to reflect current market conditions.

Regular salary audits are essential to identify and address pay disparities within your organisation. These audits involve comparing the salaries of employees in similar roles to uncover any unjustified differences. By conducting these audits annually, you can ensure that any discrepancies are corrected promptly. Use the findings from these audits to inform your compensation policies and practices.

Utilise Salary Surveys

Participating in salary surveys, such as the EITR National IT Salary Survey , provides valuable data on industry compensation trends. These surveys offer benchmarks that can help you set competitive and fair salary ranges. By supporting and participating in salary surveys, employers contribute to a broader understanding of fair pay and help promote transparency across the industry. The insights gained from these surveys can guide your compensation strategy and ensure it aligns with market standards.

Participate in the 2024 EITR National IT Salary Survey here.

Inclusivity is the Only Way

Equity extends beyond salaries. Building an inclusive culture where all employees feel valued and respected is crucial. Implement diversity and inclusion training programs, promote diverse hiring practices, and create employee resource groups to support underrepresented groups within your organisation. An inclusive culture encourages diverse perspectives and allows for innovation, ultimately benefiting the entire company.

Also ensure that your promotion processes are transparent and based on merit. Clearly define the criteria for promotions and make this information accessible to all employees. Regularly review your promotion practices to ensure they are free from biases and provide equal opportunities for all employees to advance based on their skills and performance.

Develop and enforce comprehensive anti-discrimination policies to protect employees from bias and harassment. Ensure that these policies are clearly communicated and that all employees understand the procedures for reporting discrimination. Take swift and appropriate action in response to any reported incidents to maintain a safe and equitable workplace.

Encourage Open Communication

Create an environment where employees feel comfortable discussing their concerns and providing feedback. Open communication channels, such as regular town hall meetings, anonymous suggestion boxes, and employee surveys, can help you gauge employee satisfaction and identify areas for improvement. Act on the feedback received to demonstrate your commitment to creating a better workplace.

Support Work-Life Balance

Promote policies that support work-life balance, such as flexible working hours, remote work options, and generous leave policies. These practices can help create a more equitable workplace by accommodating the diverse needs of your employees. Work-life balance policies can also enhance job satisfaction and reduce turnover.

The Role of Salary Surveys in Promoting Equity

Salary surveys play a crucial role in promoting workplace equity by providing objective data on compensation trends. These surveys offer benchmarks that help employers set fair and competitive salaries, identify pay disparities, and ensure their compensation practices align with industry standards.

Creating a fair and equitable workplace requires the collective effort of employers and industry leaders. By embracing best practices such as salary transparency, regular audits, inclusive culture initiatives, and supporting salary surveys, employers can lead the way in promoting workplace equity.

Join the movement towards transparency and fairness by participating in our National IT Salary Survey . Your support and participation are vital in shaping a more equitable future for the IT industry.

Participate in the Survey Now

6 Effective Strategies for Onboarding Remote IT Professionals

sarahm@eitr.com.au (Sarah McCandless) — Tue, 30 Apr 2024 01:33:44 GMT

The office vs work from home debate continues as many businesses across Australia have begun mandating a return to the office - I don’t think we’ll be stopping talking about it anytime soon! Those that are encouraging a return to the office are mostly struggling with integrating professionals into their teams and keeping that positive culture that traditionally was built around the water cooler and at Thursday drinks.

Effective onboarding is a crucial part to quickly and efficiently bring professionals up to speed, which in turn supports productivity, team cohesion and overall job satisfaction - which is a key contributor to a positive workplace culture. In this article, we’ll be providing effective strategies for onboarding remote IT professionals to your organisation, so you can offer flexible work and support your team, wherever they are.

Key Strategies for Remote Onboarding

#1 Structured Digital Induction

Begin with a comprehensive digital induction package that employees can navigate at their own pace. This should include training modules on company culture, operational procedures, and specific IT systems they will be using. Not everyone will pick up on navigation for intricate tools upon their first demo, so having a library of training materials to refer back to saves time and stress for everyone involved.

#2 Clear Communication Channels

Establish clear lines of communication. Use tools like Slack, Microsoft Teams, or Zoom to maintain open, consistent, and multi-channel communication. Regular video calls and check ins can help create a more personal connection and build a sense of belonging.

#3 Regular Check-ins

Which brings us onto scheduling regular one-on-one meetings between new hires and their managers, as well as with other team members. These scheduled check-ins can help address any questions or concerns that arise and provide ongoing support as the new employee integrates into the team. Scheduling set times for these sessions ensures that nothing gets forgotten or swept under the rug in busy periods.

#4 Virtual Team Building

Organise virtual team-building activities that can help remote employees feel part of the team. These might include online games, virtual lunch meetings, or group workshops that are not strictly work-related but that build camaraderie and comfort within the team.

#5 Mentorship Programs

Pair new hires with a more experienced employee who can guide them through the first few months. This mentorship can be crucial for providing informal support, offering insights into the company’s dynamics, and helping new hires navigate their roles effectively.

#6 Feedback Loops

Implement a structured feedback loop that allows new hires to share their onboarding experiences. This feedback is invaluable for refining the onboarding process and ensuring that it meets the needs of remote employees.

The effective onboarding of remote IT professionals is a critical component of building a resilient and adaptable workforce. By prioritising comprehensive digital induction, maintaining open lines of communication, and fostering a supportive team environment, you can ensure that your remote employees are well-equipped to contribute to their new roles.

At Enterprise IT Resources, we understand the unique challenges of onboarding remote IT professionals. Our expert consultants are equipped to help your company develop and implement an onboarding process that minimises time to productivity and maximises employee engagement and retention.

Contact us today for advice on your remote onboarding strategy and ensure your new hires are set up for success from day one.

Your Role in Reshaping IT Remuneration

sarahm@eitr.com.au (Sarah McCandless) — Thu, 28 Mar 2024 06:20:08 GMT

Last week marked a monumental moment for workplace gender equality in Australia. The Workplace Gender Equality Agency (WGEA) unveiled the gender pay gaps of almost 5,000 private organisations, shining a light on the disparities that persist in many Australian businesses. This disclosure, a first of its kind under the new legislation passed in 2023, is a call to action for all of us.

The Good, the Bad, and the Ugly of Pay Transparency

The data revealed a sobering truth: the median remuneration gender pay gap in Australia stands at 19% . This means that on average, women earn 19% less than men across the board. While this figure provides a broad understanding of the issue, the devil is in the details. Among Australia's top 20 publicly listed companies, 19 have a gender pay gap that favours men, with many lagging behind the national midpoint for all reporting employers.

Transparency is Everything

Transparency in the workplace, especially regarding salaries, serves as a foundational pillar for fairness and equality. It extends beyond gender pay gaps, covering all aspects of compensation and employment practices. Salary transparency helps in levelling the playing field, ensuring that all employees, regardless of gender, background, or role, have access to the same information and opportunities for advancement and fair pay.

By openly discussing salary ranges and compensation benchmarks, organisations not only create a culture of trust and openness but also encourage negotiations based on market data and performance, rather than secrecy or bias. This shift towards openness can significantly impact job satisfaction, employee retention, and overall company morale.

Don’t Get Left in the Dark

The unveiling of gender pay gaps is just one step toward a larger goal of comprehensive workplace transparency. Initiatives like the EITR National IT Salary Survey play a critical role in this journey, offering detailed insights into current compensation trends and standards within the IT industry. After all, we spend over 40% of our life at work, so it’s understandable to want to be paid fairly. By participating in such surveys, professionals contribute to a wider understanding of what fair pay really means in their sector.

For IT professionals, this data is instrumental in making informed career decisions, negotiating salaries, and understanding their value in the market. For employers, it provides benchmarks to ensure their compensation packages are competitive and equitable, helping to attract and retain top talent.

With that being said, we’re proud to announce the annual return of our National IT Salary Survey – a simple resource designed to demystify salary standards across the country. And we’d like to invite you to participate, it’ll only take you 2 minutes, and once our research is complete, we'll provide you with a report showing how your compensation compares to others in similar positions.

Why participate?

Confidential & quick → Your privacy is guaranteed, and it only takes a moment.

Empowering insights → Discover how your salary compares to peers nationwide.

Informed decisions → Armed with data, you're better positioned to make your next career move.

Whether you're contemplating your next move or simply curious, this survey is your first step towards a clearer understanding of your professional worth.

Join the Movement

The movement towards salary transparency and workplace equality requires the collective efforts of employees, employers, and industry leaders. By advocating for and participating in salary surveys, we can all contribute to a more open, equitable, and fair industry.

Your voice and your experience are crucial in shaping the future of the IT sector. By coming together, sharing our data, and pushing for transparency, we create not only a better working environment for ourselves but also set a precedent for industries worldwide.

Be a part of this movement. Your participation in our salary survey is a step towards a fairer, more equitable industry for all.

Take the Survey Now

Why Your Next Career Move Should Be in Digital

sarahm@eitr.com.au (Sarah McCandless) — Thu, 29 Feb 2024 20:49:40 GMT

The World Economic Forum estimates that AI will replace 85 million jobs by 2025. On the flip side, AI could generate 97 million new jobs. The latter of those all in digital.

Digital is expanding faster than the universe (well, almost). Taking a leap into a digital career might just be the smartest move you can make. In this article we’ll share our top reasons why we think the digital sector is a wise choice for your career.

First off, the digital industry is booming. And we're not just talking a gentle upward trend; we're witnessing a skyrocketing demand for digital skills across all sectors. Businesses are crying out for digital wiz’s to help them navigate the online world, so the opportunities are endless.

“So, Why Should I Go Digital?”

That’s easy…

Flexibility and Freedom

The digital domain offers flexibility. Whether it's the chance to work remotely from a beach in Bali (Wi-Fi permitting) or the flexibility of freelance gigs, digital careers offer a level of autonomy that's hard to match in traditional roles.

On top of that the digital skillset is universally relevant, opening doors to global opportunities. With the right digital chops, you could find yourself working for international brands, contributing to global projects, or even exploring opportunities overseas.

Continuous Learning

The digital landscape is always evolving, meaning there's always something new to learn. For those forever curious, this means your career will be anything but dull. Upskilling is the name of the game, and staying ahead of the curve ensures you remain invaluable.

Diverse Career Paths

Digital careers are far from one-size-fits-all. From digital marketing and data analysis to UX design and software development, the paths are really varied. The common thread? They all offer the chance to innovate and make a big impact.

The Future is Digital

It's clear that the future of work is leaning heavily towards digital, regardless of the sector. Embracing a digital career now could place you at the forefront of tomorrow's workforce, ready to tackle all the wonderful challenges and opportunities of an increasingly digital world.

Competitive Salaries

We can’t talk perks of a job without touching on salaries. With high demand comes competitive compensation. Digital roles often come with attractive salaries and benefits, reflecting the value and impact these positions have within organisations.

Making a Difference

Digital careers offer the unique opportunity to work on projects that can have a significant social impact. From developing apps that improve healthcare access to creating digital platforms that build community, the potential to contribute positively to society is huge.

Why Wait?

So, why should your next career move be in digital? Simply put, it's an exciting and rewarding field with endless opportunities. Whether you're just starting out or looking to pivot your career, the digital world could be your best bet.

Navigating the digital career landscape can be daunting, but with the right partner, the path becomes clear. Keen to discuss your digital career aspirations or explore the roles we have on offer ? Get in touch with us today.

Is Your Employee Retention Strategy Up to Date?

sarahm@eitr.com.au (Sarah McCandless) — Thu, 29 Feb 2024 20:41:07 GMT

First things first, why is employee retention such a big deal? Well, aside from the obvious cost savings on hiring and training, a stable workforce means a strong company culture, high morale, and enhanced productivity. In essence, it's the secret sauce for long-term success.

Across Australia we witnessed a big shift in the workforce. The Great Resignation wave hit, and employees re-evaluated what they wanted from their jobs. Flexibility, work-life balance, and meaningful work are no longer just perks; they're expectations.

A Fresh Look at Retention Strategies

So, how do you ensure your retention strategies are not just ticking boxes but genuinely engaging your team? Here are some tactics to consider:

#1 Flexibility is King

The pandemic has rewritten the rulebook on work arrangements. Offering flexible hours and remote work options can significantly boost retention. It shows you trust your team and value their work-life balance. It’s important to give people the option to work wherever they feel most comfortable and productive.

#2 Career Development Opportunities

Ambitious professionals crave growth. By providing clear pathways for advancement and investing in continuous learning, you’re showing them that you're invested in their future, not just your bottom line.

#3 Recognition and Rewards

A simple 'thank you' can go a long way, but structured recognition programs can take employee engagement to the next level. Consider implementing peer recognition schemes or performance-based rewards to keep morale high. It’s helpful if people can visualise exactly what they’re working towards to plan how they’ll get there.

#4 Wellbeing Initiatives

Physical and mental health has rightfully taken centre stage in recent years. Wellness programs, mental health days, and supportive work environments underscore your commitment to your team's wellbeing. A healthy team is a happy team!

#5 Transparent Communication

Keep the lines of communication open. Regular check-ins, company updates, and feedback sessions contribute to a culture of transparency and inclusion. Lead by example and watch the conversations flow.

#6 The Role of Leadership

Leadership plays a key role in retention. Leaders who are approachable, empathetic, and supportive not only inspire loyalty but also create a positive work environment where employees feel valued and heard.

#7 Technology's Impact

Like with many things, leveraging technology can enhance your retention strategy. HR software solutions can streamline processes, provide valuable insights into employee satisfaction, and identify potential retention risks before they escalate.

#8 Cultural Fit Matters

Retention starts with recruitment. Ensuring a candidate's values align with your own can prevent future discord. It's about finding the right piece for the puzzle from the get-go.

#9 Feedback Loops

Don't underestimate the power of feedback. Exit interviews and stay interviews can provide critical insights into your company's strengths and areas for improvement. Don’t just listen, take real action.

The Bottom Line

Updating your employee retention strategy isn't just a nice-to-have; it's a necessity in today's competitive landscape. By putting your team's needs and aspirations at the heart of your strategy, you're not just retaining people; you're building a resilient, motivated workforce prepped for success.

At Enterprise IT Resources, we understand the ins and outs of the Australian job market and the unique challenges businesses’ like yours face. Our expertise lies in not just finding the right people but helping you keep them. Let's work together to craft a retention strategy that reflects your company's values, meets your team's needs, and drives your business forward.

Remember, your employees are your most valuable asset. Invest in them, and the returns will be immeasurable.

Looking to enhance your employee retention strategy or seeking great candidates to join your team? Get in touch with us today.

The Role of People in Business Transformation

sarahm@eitr.com.au (Sarah McCandless) — Thu, 29 Feb 2024 20:35:47 GMT

As companies across Australia and beyond strive to stay relevant and competitive, the rush to adopt the latest technologies is palpable. But there's a piece of the puzzle that often gets overshadowed by the digital solutions: people.

Studies show that only 30% of business transformations succeed, with just 16% enhancing performance in a way that lasts. The main blocks? A lack of clear communication, engagement, and alignment with new goals among employees.

True transformation isn't just about implementing new systems or software; it's about the people driving and impacted by these changes. The success of any business transformation hinges on the collective effort, adaptability, and commitment of its workforce. While technology sets the stage, it's the human touch that brings the performance to life, shaping a transformation journey that's as much about personal growth as it is about organisational evolution.

The Core of Transformation: People

At the heart of any business transformation is the people. From the employees who navigate new processes daily to the leaders who chart the course. It's the collective energy, creativity, and resilience of these individuals that bring the change within an organisation.

Employees face the immediate impact of transformation. Their daily routines, responsibilities, and even job roles may shift, requiring not just new skills but a new mindset. Recognising and supporting this transition is crucial. It's about more than just training sessions; it's about creating an environment where adaptation is met with enthusiasm rather than apprehension.

Leadership's Role in Guiding Change

Leadership, on the other hand, is the guiding light of transformation. Their vision, communication, and commitment to change play a key role in setting the tone for the entire organisation. Leaders who are engaged and supportive can inspire their teams, easing the journey and leading by example.

”If you think about digital transformation as two words, we pay too much attention to the digital and not enough to transformation. It’s not a technology challenge, it’s a leadership one.”

– Dr George Westerman, senior lecturer, MIT Sloan School of Management

The role of leaders in effecting change is foundational, setting the pace and direction for the entire organisation. Effective leaders articulate a clear and compelling vision for the future, one that resonates with employees at all levels, aligning individual goals with the broader organisational objectives.

Clear communication from leadership is indispensable. It's about being transparent about the reasons for change, the expected outcomes, and the impact on the team. This openness helps in building trust and avoiding uncertainties, making the transition smoother for everyone involved. Leaders need to be accessible, offering support and guidance, and being receptive to feedback. This two-way communication allows for a sense of involvement and ownership among employees, crucial for a successful transformation.

Creating a Culture of Adaptability and Innovation

Underpinning all of this is the company culture, which can either make or break transformation. A culture that values innovation, flexibility, and open communication can make the process smoother and more effective. It's about creating a space where people feel safe to experiment, fail, learn, and grow - a culture where the human side of transformation is not just acknowledged but celebrated.

Building this culture starts with recognising and rewarding behaviours that align with these values. For instance, celebrating team members who take the initiative on innovative projects or adapt quickly to new processes reinforces the desired behaviour. Creating 'safe to fail' environments where employees can experiment and take calculated risks without fear of reprisal is another way to encourage innovation and resilience.

Overcoming Resistance to Change

Resistance to change is a natural human response, often rooted in fear of the unknown, comfort with the current state, or perceived threats to job security. In organisations, this resistance can manifest as scepticism, low morale, or even overt opposition to transformation initiatives. Understanding these concerns is the first step in addressing them.

Engaging employees early and often is key to building buy-in. Involving them in the transformation process, from planning stages through to implementation, can foster a sense of ownership and reduce resistance. Transparent communication about the reasons for change, the benefits it brings, and how it will be managed is crucial. Providing forums for employees to voice concerns, ask questions, and offer suggestions can also help in making the transition more inclusive.

The Importance of Continuous Learning and Development

The skills required to do a job today may be obsolete tomorrow, making the ability to learn and adapt a critical asset. For businesses undergoing transformation, investing in the ongoing development of their workforce is non-negotiable.

Upskilling and reskilling initiatives play a central role in equipping employees for the new ways of working that transformation often demands. This could range from technical skills in new software or systems to soft skills like adaptability, problem-solving, and collaboration. Tailoring learning programs to the specific needs of the transformation and the individuals involved ensures relevance and effectiveness.

Building a culture that values continuous learning can enhance employee engagement and job satisfaction, contributing to a more resilient organisation. By prioritising development, businesses not only support their transformation goals but also empower their employees to grow and succeed in a changing environment.

People First

The message is clear: investing in technology is crucial, but investing in your people is indispensable. The two go hand in hand for a successful transformation journey, driving not just operational efficiency but also building a dynamic, innovative, and adaptable workforce.

If you're looking to deepen your focus on the people surrounding your transformation, we're here to help. Our expertise in aligning people, culture, and technology can guide your business through the complexities of transformation, ensuring a journey that's not just successful, but also sustainable and rewarding for everyone involved. Reach out to explore how we can support your transformation journey.

4 Cybersecurity Trends Shaping 2024

sarahm@eitr.com.au (Sarah McCandless) — Thu, 29 Feb 2024 20:20:16 GMT

The digital world is always on the move, and so are the threats that lurk within it. Understanding the recent shifts in cybersecurity is crucial for any organisation. Staying ahead of these trends isn't just about protection; it's a strategic move to ensure resilience and trust in an increasingly digital business landscape.

As we get further into 2024, the cybersecurity landscape is shaping up for some significant shifts. Here's a look at four key trends that we expect will redefine how we approach digital security.

#1 The Rise of Generative AI in Email Security

Generative AI is reshaping email security, becoming a crucial tool for Australian organisations against cyber threats. Its ability to sift through massive datasets allows it to spot and stop sophisticated phishing and malicious attacks before they compromise inboxes.

This AI doesn't just react to known threats; it anticipates new ones, constantly adapting to the ever-changing landscape of cyber risks. By employing generative AI, businesses can enhance their defence, ensuring a safer digital environment.

#2 Embracing Passwordless Authentication

The move towards passwordless authentication is changing how security is approached in digital spaces. Traditional passwords, often seen as weak links due to their vulnerability to being guessed or stolen, are making way for more secure and user-friendly options. Biometric verification, security keys, and single sign-on (SSO) systems are becoming the new standard, offering a dual benefit: they tighten security and streamline user access. This evolution is particularly relevant for user experience and data protection. By adopting passwordless methods, businesses can offer a smoother, safer digital experience, significantly lowering the chances of password-related security incidents.

#3 Tighter Regulations for Smart Devices

With the Internet of Things (IoT) embedding itself deeper into the fabric of everyday life, Australian regulators are sharpening their focus on the security of connected devices . The rise of these devices in personal and professional spaces heightens the need for strict security measures to safeguard user data and ensure the integrity of device functionalities.

Anticipated regulatory updates in 2024 aim to set firm standards for IoT security, pushing manufacturers and businesses to integrate strong security features right from the product design stage. This regulatory shift is crucial for Australia, considering its rapid adoption of IoT technologies across various sectors. Adhering to these enhanced guidelines will not only protect consumers but also solidify our trust in IoT solutions, and a secure digital ecosystem.

#4 Proactive Security Measures Take Center Stage

In the cybersecurity landscape, there's a clear trend emerging: the shift towards proactive defence mechanisms. This isn't just about building higher digital walls; it's about scouting for potential threats and stopping them before they arrive. As the saying goes ‘the best defence is a good offence’, businesses across the nation are adopting this proactive stance as part of their cybersecurity strategy.

This approach is powered by advanced tools like threat hunting platforms, which allow businesses to actively search for and identify potential vulnerabilities or threats lurking within their systems. Automated incident response solutions offer the capability to respond to threats at lightning speed, significantly reducing the potential impact of any attack. This proactive security framework is becoming essential in safeguarding Australian organisations against the increasingly sophisticated cyber threats of the digital age, ensuring not just the protection of critical data but also maintaining the trust and confidence of their customers.

Building a Cyber-Resilient Future

Looking ahead, the cybersecurity landscape is set to be shaped by emerging threats, technological advancements, regulatory changes, and the critical role of human awareness.

In an era where digital threats are evolving rapidly, building a culture of cybersecurity awareness, staying on top of regulatory requirements, and leveraging cutting-edge technologies is no longer optional but essential. For Australian businesses, navigating these challenges successfully will not only protect their digital assets but also reinforce their reputation as trusted, secure partners in the digital economy.

It all comes down to having a top-notch team on your side. It's about getting that perfect blend of skilled professionals who can really drive your cybersecurity strategy from plan to action. That's where we step in. Our expertise lies in matching businesses with the elite cybersecurity talent they need to strengthen their defences and keep one step ahead. With the right people, businesses aren't just protecting their digital assets; they're also building a reputation as secure, dependable players in the digital arena.

If you're looking for professional advice on gathering a skilled team to protect your digital environment, contact us.

Festive Cheer and Charitable Spirits: A Night to Remember

adellet@eitr.com.au (Adelle Tindall) — Fri, 08 Dec 2023 04:29:31 GMT

Our annual Candidate Christmas Party turned into a spectacular evening filled with laughter, joy, and the spirit of giving. As we danced, dined, and celebrated the season's festivities, we also embraced the spirit of generosity, rallying together to support the Sydney Children's Hospital Foundation. We are proud to share that Enterprise IT Resources will be making a heartfelt donation of $2,445 on behalf of our wonderful attendees. Dive into our photo blog for a glimpse of the memorable moments that made the night truly special.

Melbourne Cup Day with Enterprise IT Resources

Wed, 08 Nov 2023 06:21:12 GMT

Team Elegance: Showcasing our Melbourne Cup style!

Melbourne Cup Day is more than just a race; it's a tradition that brings people together in a spirit of joy and excitement. At Enterprise IT Resources, we embraced this spirit with a team day out to watch the races, where the dress code was race day finery!

This year's Melbourne Cup Day might have been about the race, but for us, it was also about reinforcing our bonds and creating lasting memories. It was a delightful pause in our busy schedules, a reminder of the joy that comes from shared experiences.

Thank you to all our team members for making Melbourne Cup Day a memorable occasion!

5 Hot IT Infrastructure Jobs to Look Out For

Wed, 14 Jun 2023 00:53:56 GMT

IT Infrastructure encapsulates a wide range of roles, from server, security and storage management to IT and application support.

As remote and hybrid working becomes the norm, organisations across Australia are investing more than ever in digital transformation projects creating high demand for IT infrastructure professionals

From cloud service applications and data network upgrades to cybersecurity, access management and threat intelligence, this blog highlights the hottest IT Infrastructure jobs in the market right now.

Help Desk Support Officer/Service Desk Analyst

The umbrella term “ Help Desk Support Officer ” can cover everything from maintaining and troubleshooting issues with hardware such as printers and laptops to more skilled tasks such as evaluating software and implementing networks.

Often a first step on the tech career ladder, Help Desk Support Officers combine technical skills with customer service supporting users in-person, over the phone or via online chat functions. Following changes to workplaces during the pandemic, and the introduction of remote/hybrid working, this role has become more important than ever.

Daily tasks may include juggling calls and logging them in a ticketing system, recording customer issues in an IT Service Management tool, resolving issues such as password resets and hardware not functioning, and escalating network issues.

Cloud Engineer

Relative newcomers to the tech world, Cloud Engineers are constantly in high demand as businesses need help planning, designing, migrating and monitoring cloud-based systems.

To provide some perspective, a survey by Telstra Purple showed that only 42% of Australian businesses believed they were “well-prepared” for upcoming cloud migration journeys. The main focus areas were:

Assessment and Planning – 71% unprepared
Innovation in the Cloud – 65% unprepared
Migration and Deployment – 59% unprepared

Cloud Engineers will spend their days monitoring the performance of cloud computing services, identifying and resolving issues as they arise, and planning systems patching and other maintenance activities. They should have strong analytical skills, the ability to collaborate with other tech teams and, ideally experience working in AWS, Azure or Oracle Cloud.

Network Security Engineer

An integral role in protecting organisations from cyber-attacks and unauthorised access, Network Security Engineers develop software and application to ward off bugs, hackers and malware. The role also includes constantly monitoring the network for breaches, and developing and implementing systems to detect and mitigate potential threats.

Following major breaches with Optus and Medibank in 2022, the government has drafted the Australian Cyber Security Strategy 2023-2030 which outlines its plan to become “the most cyber secure nation by 2030.” One key component is supporting Australia’s cyber security workforce and skills pipeline.

This is a highly technical role that requires extensive experience with software development and network coding. Network Security Engineers also need to keep across the latest technologies to safeguard their employer’s systems and provide specialist recommendations to management teams.

Application Support Analyst

When we think of infrastructure in a modern-day organisation, it’s easy to jump straight to apps. Whether accessing Microsoft Teams, Zoom or Atlassian, employers need to ensure these apps are well-supported when things go wrong. We’re talking about anything from bugs and user errors to upgrades and ongoing maintenance.

Application Support Analysts will generally sit within the broader IT team and might specialise in a particular software application. They will have strong interpersonal as well as technical capabilities and can use their knowledge of apps to run reports and make recommendations for future enhancements.

They must be fast learners, be able to communicate well with fellow tech and non-tech colleagues and be willing to upgrade their skills to match the changing environment continuously.

IT Support Engineer

This role can also be known as an IT Support Officer, Technical Support Analyst or Technical Support Officer. Regardless of what they’re called, they continue to perform an essential service for organisations nationwide by providing solutions and advice on technical problems.

Depending on the organisation and the industry, an IT Support Engineer may be asked to install and configure software, hardware, network systems, and applications. They will also play a major role in troubleshooting when things go wrong, so businesses can continue operating with minimal disruptions.

IT Support Engineers will need strong problem-solving and critical thinking skills and the ability to juggle tasks and manage competing priorities.

Contact Us Today for the Pick of IT Jobs in Australia

Here at Enterprise IT Resources (EITR), we help connect IT and Business Transformation specialists with businesses across Australia. We have a broad range of roles available for experienced permanent and contract professionals.

Contact one of our specialist recruitment consultants today to discuss your next career move.

How to Improve Your IT Staff Retention

Fri, 09 Jun 2023 00:32:47 GMT

In the face of a candidate-led market, it’s imperative that businesses devise effective means of staff retention. Even though retaining your tech workforce may pose significant challenges, it’s critical to your organisation's resilience and continued success. However, staff retention goes beyond offering superior remuneration. It necessitates understanding what your employees want from their work experience.

According to a 2021 report , remuneration, well-being, workplace experience, ways of working and career development are among what matters to today’s modern workforce. Essentially, this covers a company’s Employee Value Proposition (EVP). And as the research suggests, to be successful in retaining or attracting talent in 2023, your EVP must touch on every aspect of an employee’s experience.

With IT recruitment in Australia in mind, let’s look at how you can align your retention strategy to speak directly to today’s IT professionals.

Salaries and Benefits Speak Volumes

One of the most effective ways of retaining your IT team is to offer competitive salaries and benefits. Align your salaries with industry standards and consider a range of benefits that meet employee needs.

Flexible, hybrid or remote working arrangements are standard in the tech industry. Issuing this level of trust and autonomy is a compelling selling point. Other benefits like health insurance, gym memberships and professional development opportunities can also help reduce employee turnover and ensure a stable and skilled workforce.

Only you know what’s possible in terms of creating a competitive package. But the critical thing to note is that a generous salary doesn’t always win. Be creative but anchor your offer to the notion that if you’re willing to invest in your employees, they’ll be more inclined to invest in you.

Company Culture

Your company’s culture is the glue that keeps your organisation from running off the tracks. The tech industry – by nature – is fast-moving, and with that comes a lot of pressure, room for error and risk of burnout. Your culture must be built on open communication, a healthy work-life balance, strong leadership and a robust set of company values that everyone in your employ – from the top down – lives by to ensure your IT team has all it needs.

Opening up a company-wide assessment of the culture that runs through it need not be daunting. It’s a chance to course correct if needed and re-write the script. You’ll earn your team's respect and loyalty by actively addressing cultural issues or inviting them to help re-imagine a new culture entirely.

A Clear Career Path

An essential component of retaining your IT team is ensuring all career prospects within your organisation are visible and pathways for progression are well-supported. Be honest and practical when communicating expected outcomes, methods, and timelines for career advancement.

By connecting promotion competencies with essential organisational objectives, you’ll achieve greater workforce alignment, improve overall performance and give your people a reason to consider a long-term tenure.

Opportunities to Upskill, Reskill or Work with the Latest Tech

Providing ongoing training and development opportunities is another effective staff retention strategy. Online learning resources, in-house training programmes, conferences and workshops are all excellent avenues to explore.

Undoubtedly, one of the most direct ways to an IT professional's heart is to provide them with the opportunity to work with the latest tech. In fact, research shows that 55% of people are more likely to stay at a company if they use advanced technologies to support career growth.

Continual education and growth opportunities help maintain employee involvement and demonstrate your company's commitment to supporting their professional advancement. Furthermore, it ensures that employees possess the necessary competencies and knowledge to succeed. This leads to a thriving and satisfied team.

Ethical and Responsible Data Practices

Data and tech professionals have become increasingly conscious of the significance of ethical and accountable data management. Consequently, job seekers look for companies with established policies and procedures that ensure secure and responsible data handling. They're drawn to organisations that prioritise data privacy and security and possess a culture of honesty and responsibility with regard to its usage.

Moreover, employees are now inclined towards working for companies that use data in a way that aligns with their beliefs and values, such as promoting environmental sustainability. Overall, responsible data practices have become a critical aspect of the decision-making process for IT professionals when evaluating their employers.

Put Your People First

Prioritise your employee experience, and you will benefit from an enthusiastic and dedicated workforce. When your EVP speaks to the heart of your people, you build a platform from which they can thrive. In this environment, they feel valued and essential to the big picture. And they'll be less inclined to keep a half ear open to the winds of opportunity outside your organisation.

At Enterprise IT Resources, we genuinely believe great people are essential to building great businesses. As such, people are at the epicentre of everything we do, placing us at the leading edge of IT recruitment in Australia.

Contact our team today for up-to-the-minute industry advice or help with your IT recruitment strategy.

How to Hire Talent for Business Transformation

eitr@prominence.social (EITR Prominence) — Fri, 31 Mar 2023 01:58:56 GMT

Business transformation is inevitable for virtually every organisation today. Strategic pivots, entering new product categories and performance improvement are among the many reasons businesses must continuously transform. If they fail to do so, they’ll be unable to remain competitive.

For many employers in Australia, one of the most significant barriers to successful transformation is the talent gap. Without adequate planning, sourcing and hiring talent with the skills and expertise needed to drive change is a challenge.

More than 2,000 Executives in Australia were surveyed on the progress of technology transformation in business. 46% of respondents stated that a lack of talent – including Data Scientists and Engineers – is the biggest obstacle to adopting new digital technologies.

Today we’re exploring the main pitfalls organisations face when trying to hire talent for business transformation projects, as well as sharing how to avoid them!

Look Before You Leap

To hire for successful business transformation projects, make talent planning part of the strategy from the start. Organisations can get tripped up by negating this important step.

The more you can do to identify workforce gaps and how each role should be structured, the better equipped you’ll be to fill critical positions. Understand who you need and when you need them and for how long. This will better enable hiring managers to work to timelines that are parallel to the overall project.

Write Succinct Job Descriptions

One of the best ways to streamline a slow recruitment process is to ensure everyone is on the same page regarding role requirements.

A job description can easily become muddled if multiple authors are contributing to it. To avoid this problem, designate this task to one person. They can then be responsible for synthesising the essential components of the role.

Get as much clarity and consensus as possible about a role’s Key Performance Indicators (KPIs), the experience level required, reporting lines and the essential skills that are non-negotiable, before finalising each job description.

Clearly written job descriptions have direct benefits for hiring. They make briefing recruiters easier, job advertising more efficient and help create realistic expectations for candidates – all of which can help a business save time and resources.

Know What Motivates the Best People

Are you dangling big salaries in front of great candidates but failing to reel them in? It’s possible that the messaging about the role is lacking the wow factor.

Less tangible benefits can be more important than salary for highly skilled roles. If you’re aiming to attract Change Managers with a decade of experience, assume they’ll be more motivated by factors such as work-life balance and your organisation’s values than the salary alone.

In job postings and interviews, ensure hiring managers convey all the benefits of joining the company beyond the paycheck.

To better understand the motivations of the talent you need, conduct employee surveys and exit interviews, and speak to recruiters with first-hand experience.

Don’t Get Stuck on Technical Skills

Technical skills are a requisite for any business transformation hire. If your Project Managers require Agile experience, for example, it’s fair to make that the baseline. However, to recruit truly outstanding candidates, hiring for soft skills is more likely to ensure long-term project success.

The key is to place soft skills on an equal footing with technical abilities. If a certain hire is expected to build their own team at a later stage, their ability to teach others might be even more mission critical than their coding knowledge.

As with any other form of tech recruitment, hiring for business transformation is best supported by assessing candidates on a broad range of behavioural factors. Critical thinking, creativity and collaboration are attributes that can be measured as much as any technical skill.

Make the Most of Your Advisors

When you’re working with an external partner to source talent for a business transformation project, such as a tech recruitment agency, you’ll get the most out of the relationship by keeping them in the loop.

In practice, this means setting clear expectations, communicating regularly and discussing any issues that arise during the hiring process. This is also where those well-written job descriptions come in handy!

When your tech recruitment specialist presents a candidate, give them timely feedback if it’s not a good match. This will help the agency refine its search and deliver someone who is a better fit.

If your organisation hasn’t chosen an agency yet, make sure you opt for one with proven expertise in recruiting for transformation projects!

Business Transformation in Australia

Business transformation projects in Australia can face plenty of uphill struggles, but a strategic approach to recruitment helps organisations build the momentum they need for success. An established tech recruitment agency with a track record of hiring for business transformation can help you meet your goals faster.

Our knowledgeable team at Enterprise IT Resources has extensive experience in hiring for a wide array of companies across Australia. Need to hire talent for business transformation projects? Contact us today to get started.

8 Ways to Foster Innovation in Your Team

Tue, 28 Mar 2023 03:38:47 GMT

Innovation is a linchpin for success in the technology sector. That’s why it's essential to understand how to drive innovation in your team, not just for the benefit of the business' bottom line but to engage (and thus retain) your valued employees.

What follows are some suggestions for fostering innovation in the workplace – ones that will help you cultivate the right conditions to allow it to flourish.

1. Look at Your Leadership

Your leadership style has the power to either stifle or ignite innovation. When it comes to ideas, aim to be a sounding – rather than a stopping – board. While it's important to provide guidance and advice, encourage a free flow of thoughts in an environment where no idea is a bad one.

Innovation also can't occur without action. That's why you should be open to acting upon ideas when given or provide a clear rationale if it's not within your scope or in the business' best interests. Take care to frame such feedback as positively as possible to encourage future 'out-of-the-box' thinking.

2. Consider Your Team and Greater Organisational Structure

There are many impediments to innovation, including management hierarchies, company policies, and business processes and practices.

Reflect on your current structure and consider what could be tweaked, condensed or even removed to foster greater levels of innovative thinking. It could be something as simple as automating a manual process to free up a little more developer time, or something more substantial like an overhaul of reporting structures to allow for faster team decision making.

If you feel it's appropriate, involve your team in this process. One way is to ask them to complete and then openly discuss the following statements. It should be in relation to different aspects of their daily work:

It would be great if we could...
But we don't because...

It's a simple but effective way to highlight what might be blocking your employees from engaging in creative thinking.

3. Nurture an 'It's OK to Fail' Culture

Most innovation involves an element of risk. But if employees are worried about possible repercussions in the event of failure, or even that their idea will be rejected before it's given consideration, it's not likely they'll be open to sharing their thoughts or willing to step outside their comfort zone.

Aim to nurture an environment where calculated risk-taking is encouraged. Let team members know it's okay to make mistakes, whilst encouraging them to always find the lesson in the failure.

One way to cement your commitment to this is to celebrate and reward failure, as you would successes. India’s largest conglomerate, the Tata Group, is an example. They have a 'Dare to Try' award that honours those who took risks, failed but still learned valuable lessons along the way. It began with just a handful of award applicants and now has almost 150 each year, with the top few showcased at their annual company gala ' Innovista '.

4. Recognise the Value of Recognition

The most innovative employees have a few things in common – they feel encouraged, empowered and challenged in their work. As a manager, you have a crucial role to play in providing proper recognition not only for creative thinking, but for 'everyday' work as well.

It's amazing how much impact a simple 'great job' from a manager can have. It can lead to a desire to do more and do better (two key components in ground-breaking thinking). Other ideas include financial rewards and/or extra leave entitlements.

5. Provide the Right Resources

Often, the easy part of innovative thinking is coming up with the idea. The hard part is securing the resources to achieve it. Resources can take many forms including management support, money and time. What you can provide in any or all of these areas greatly improves your employees' chances of coming up with novel ways of solving business and client problems.

In the tech space, time is at a premium, so developers don't usually have the bandwidth to experiment with new methodologies (although they’d likely love to!). This impacts their ability to innovate. A number of well-known global companies, such as Google and 3M, addressed this issue by instituting policies allowing their employees to spend part of their work hours on a passion project, be it work-related or not, and reaped the rewards.

6. Make Your Workspace 'Innovation-friendly'

Many conceptual thinkers enjoy the creative bounce-off collaboration brings. Are your office and virtual workspaces adequately set up for this? Think about things such as noise management, comfort/ergonomics, privacy, tech support and even outdoor options.

7. Try Not to Fall Into the Competition Trap

It's natural (and smart) to keep an eye on your competition, benchmarking your work against theirs. But in doing so, it's easy to fall into the trap of doing things in a similar way. Your advantage might lie in asking yourself and your team the question – what would happen if we were to do the opposite?

8. Encourage Mentorship

The standard form of mentoring involves pairing a less experienced employee with a more experienced staff member to help them learn the ropes. But such a relationship can work both ways to foster innovative thinking. As Zen master Shunryo Suzuki says, "In the beginner's mind there are many possibilities; in the expert's mind there are few.”

Further Innovation or Tech Jobs Support

These are eight ideas for fostering innovation in the workplace. While they involve some time and effort, we're sure you'll agree the rewards are well worth it.

As a Technology and Digital Recruitment specialist, we've encountered a host of innovative thinkers in our time and enjoyed placing them with the right employer. If you're looking for your next great recruit for your tech job in Sydney, Melbourne or Canberra, please get in touch .

5 Signs Your Retention Strategy isn't Good Enough

Tue, 28 Feb 2023 01:23:05 GMT

Globally, the business community is still in recovery mode. In Australia, unemployment is low, meaning it’s a candidate-led market and a challenging time for those in the hiring seat.

Mercer’s 2023 Total Remuneration Survey draws attention to the claim that two-thirds of executives are facing a crisis from labour shortages, whilst HiBob’s 2022 survey found that 62% of professionals have been approached about a new employment opportunity.

With these findings in mind, shining a light on your staff retention strategy and learning to recognise that it may be failing is crucial. When it comes to tech talent, we’ve identified five signs that could suggest they may not be as interested as they were, as well as providing insights into the reasons for this to help you address the issues.

Decreased Employee Engagement

Less engagement indicates that you’ve lost – or are losing – an employee’s interest. If an employee no longer feels challenged or involved, they can easily switch off and check out. Equally, when they sense their contributions are unimportant or undervalued, their enthusiasm to contribute might wane before disappearing completely.

If an otherwise productive and engaged team member becomes less innovative, is withdrawn during open discussions or meetings, and seems complacent about their role and the opportunities available, they’re likely thinking about greener pastures.

Critical motivators driving your tech team are connection and visibility. When the path between a project and its impact on the business is well-lit, those involved can see their contributions are valued and fundamental to the big picture. In this environment, employee engagement and productivity will thrive.

Lack of Accountability

Lack of accountability is a worrying sign. Typically, it’s a marker that your leadership is letting you down. According to a 2021 Gartner HR survey , Manager quality ranks as the second-highest driver of staff attrition.

If employees feel unsupported, they become fearful of making mistakes and are less willing to accept responsibility when things go wrong. In this vulnerable state, working relationships suffer, trust is compromised and a blame culture results.

Conversely, when Managers assume a nurturing or mentoring role, employees feel safe knowing that their leaders hold themselves accountable and that they’ll be supported if an error occurs.

Those working in IT and tech jobs seek an environment that empowers risk-taking and looks for – and celebrates – the learning in the failures. Where these professionals are encouraged to be curious and adopt a growth mindset, you’ll find a team of loyal tech wizards.

Less Unity Between Team Members

It may be time to review the situation if you notice that an employee has become rigid in their role and blinkered in their approach to the team’s effort. A lack of unity is a red flag that begs the question; is your retention strategy good enough?

Make every effort to nurture unity amongst the various departments within your business. Because when team members invest in a company, they’ll go all out to support it, including rallying to support their colleagues to hit targets and complete projects.

By nature, tech professionals are team players motivated by successful outcomes. When working with a unified group, there’s no limit to the effort or commitment they'll inject into their work. Ensure your company prioritises building teams that support each other beyond the confines of the role.

Motivation and Productivity are on the Decline

You only need to reflect on your career to acknowledge that motivation and productivity are at their best when you feel inspired and challenged. The same applies to your employees. When energy and output decline, the desire to find a more satisfying opportunity will likely follow.

One thing we know about our local tech talent is they seek exciting roles that allow them to learn and be challenged.

Ensure that professional development and growth opportunities are available and easily visible within your organisation. When pathways for career advancement and continuous learning sit on the other side of outgrowing their current role, your people will know that you’ve considered their future needs.

No Longer Receptive or Motivated by Feedback

When employees don’t feel valued, they become less concerned with feedback and increasingly less motivated to please. If you can sense this amongst your team, it could be a sign that they’ve given up trying.

Tech professionals respond best when led by Managers who understand their worth, create opportunities for them to utilise their skills and trust their thinking. If you neglect to acknowledge these needs, you’ll leave them no option but to look for a company that does.

Improving Your Retention Strategy

A high staff turnover is costly, disruptive and damaging to your brand. It could also leave you struggling to attract the talent you need to execute your business goals whilst operating in this candidate-led market.

By looking out for the five signs mentioned above and committing to a culture that respects every team member and their key drivers, you’ll be repaid with long-term loyalty.

Technology and digital recruitment sit in a niche sector in which we boast a specialist team with extensive knowledge. With a head office in Sydney, we cater to our client’s recruitment needs across Australia.

Contact our team today to see how we can support your retention strategy or next staff appointment.

How to Write a Project Manager CV

Fri, 10 Feb 2023 04:10:44 GMT

The demand for Project Managers in Australia continues to skyrocket and this is great news if you’re currently looking for a new Project Manager role, as there are a plethora of opportunities to consider.

Even though the odds of landing a Project Manager role may seem in your favour, you’ll still encounter competition for prime IT and tech jobs. The positions that spark your interest with much promise for career progression – and offer a great work-life balance with a desirable salary to boot – are likely highly sought-after.

To increase your chances of securing an interview, it’s wise to spend some time creating a comprehensive and eye-catching CV. To assist you, here are our five key tips for writing a Project Manager CV.

The CV Format

Generally, there are three primary CV formats:

Chronological (main focus on experience)
Functional (main focus on skills)
Combination (equal focus on both)

From our extensive experience working as specialists in Technology and Digital recruitment, we know the chronological format is the best one to use. It has the advantage of familiarity, both for Recruiters and automated resume parsing software (aka applicant tracking system software or ATS).

As for the layout, we suggest:

Contact details (name, contact number, email)
Summary
Work experience
Education
Major achievements
Technologies
References

Our comprehensive CV article covers what to include in each section, along with advice on using the right professional language and the importance of proofreading. In the next section, you’ll find specific guidance for segments of your CV. This will effectively assist you in highlighting your Project Manager prowess.

Showcase the Right Skills

The primary aim of your Project Manager CV is to demonstrate your experience and skill set, showing you are capable of managing a project from initial concept to completion.

Some of the key Project Manager skills to evidence are:

Strategic planning, including setting clear goals and realistic timelines
Organisation
Team management (leading, delegating and managing scope)
Budgeting
Identifying risk
Evaluation
Reporting and debriefing
Being able to source, develop and retain a great delivery team

It’s also good to highlight your soft skills (things like communication, conflict management and problem-solving abilities), while comprehensively filling out your ‘Technologies’ section. This should include:

Programs you’re familiar with (i.e., Microsoft Project, Jira, SharePoint)
Project methodologies you use (i.e., Agile, Scrum)
Any specialised training or certifications you have (i.e., PMP, PRINCE2, Scrum Master CSM or PSM)

Use the Right Keywords

To increase the chances of your Project Manager CV beating the bots and making it into human hands, you should include an appropriate selection of relevant keywords.

To locate them, review the recruitment material, such as the job ad and description. If you have the skills, qualifications or experience mentioned, it’s a must to include that phrasing within your CV.

Should you find this task a little onerous, you can always reach out to a Technology and Digital recruitment specialist – like our Sydney , Melbourne or Canberra EITR team.

To further support you in this endeavour, here’s a list of skills with suggested keywords (again, when selecting your set, ensure they align with those used within the job ad and description).

Skill

Project management

Keywords

Strategic thinking

Analysis

Mitigation

Risk management

Scheduling

Project life cycle

Budgeting

Estimating

Prioritising

Stakeholder management

Impact assessment

Process improvement

Analysis

Resource allocation

Data modelling

KPIs

Outcomes

Scope management

Skill

Communication

Keywords

Collaboration

Active listener

Explanation

Teamwork

Reflection

Skill

Problem-solving

Keywords

Evaluation

Identifying patterns

Innovation

Critical thinker

Skill

Emotional intelligence

Keywords

Empathy

Fair

Inclusive

Diplomacy

Rapport building

Open minded

Skill

Adaptability

Keywords

Multi-skilled

Creative

Flexible

Resilient

Tie Metrics to Achievements

When it comes to listing your major achievements on your CV, aim to quantify them. It’s something you’re probably quite familiar with as Project Management work involves a good amount of measurement!

You can do this by assigning an outcome/metric to each of your job tasks. Here are two examples:

Instead of saying “Implemented changes to customer service repair policies,” you can sa

Implemented and embedded changes to customer service repair policies, which led to an inventory and warehousing net saving of $500 million over five years and an annualised return on investment of >150%.

Instead of saying “Sourced, developed and retained a great delivery team,” you can say:

During the start-up phase, interviewed and recruited a highly capable team. Throughout the three-year project cycle, retained all top talent by actively tailoring their engagement within the project, developing their careers and providing a great work culture.

Customise Every CV

With so many open Project Manager roles, it can be tempting to send out a general CV with a customised cover letter. In our experience, it’s not worth the time-saving as recruiters are experts at spotting a generic resume and will relegate it to the ‘no’ pile. Why should they consider an application that demonstrates no interest in the specific company and/or role?

Use your Summary section to very briefly explain why and how your skills and experience match each role, as well as why you’re interested in the company. You can also highlight why you feel you’re a great fit for the company culture and expand on this in your cover letter .

Review your Work Experience section and see if you’re able to (truthfully) align each job duty and/or achievement with those found in the job ad or description. Doing so will further highlight your suitability for the position.

Further Support

While it is a time-consuming process, devoting effort to creating a top-notch Project Manager CV will bring you rewards tenfold, not least of which could be the position that will supercharge your tech career.

If you would like extra assistance in ensuring your Project Manager CV hits the right notes, please get in touch with one of our Technology and Digital recruitment experts. Our specialists are highly adept at tweaking resumes to capture recruiter attention (including seamlessly inserting those tricky keywords), to ensure your CV stands out from the rest.

How to Write a Job Advert to Attract Top Tech Talent

Thu, 10 Nov 2022 05:53:17 GMT

Creating a job advertisement is one of the first steps of the IT recruitment process, and it’s also one of the most important. A compelling job ad will make a good first impression on candidates and encourage them to apply, whereas a poor one could cause them to continue scrolling.

Whilst you can skip this step entirely by partnering with a specialist IT recruiter and letting them do the hard yards for you, it’s important to know a few basics if you decide to tackle it yourself. Here are our tips on how to write a job advert that will grab the attention of top IT talent.

Create a Clear Job Title

When putting together a job advert, the best place to start is with a clear title, as this will determine whether the vacancy gets in front of candidates. Think of a job board like Google – by default it will rank adverts based on relevancy, so it’s important that the title reflects what candidates are actually searching for (hint: it’s not “Digital Superstar”).

With this in mind, don’t try to be too clever and confuse your readers. Instead, keep it clear and specific to what the job is about – in other words, don’t over-inflate the title to the point of being unrecognisable. Sometimes an internal job title may not always be particularly relatable, so consider adjusting it a little for the advert to ensure it catches the right eyes!

Describe a Typical Day in the Role

A job advert should be more than a comprehensive list of major duties and responsibilities – in order to entice your intended audience, the most effective strategy is to help them visualise what a typical day in the role would look like. We know it might sound obvious, but be specific about what the successful candidate will be doing, placing emphasis on the aspects of the role that make it attractive and differentiate it from other opportunities on the market.

Here are some examples of what IT candidates may be looking for in your job ad:

The opportunity to play a key role in IT projects that will impact the future of the organisation
The chance to work with cutting-edge technology and innovations
The ability to work autonomously or in a leadership capacity
Prospects for ongoing growth and professional development

Highlight What the Role and the Company Have to Offer

An effective job ad is not just a list of requirements for a particular vacancy, rather it’s about selling the role and the company to prospective candidates.

The first thing you want to think about is the persona (or personas) of your ideal candidate. Or in other words, think about who specifically you are writing the job ad for:

Who are they and what stage of their career are they in?
What about this particular role might appeal to them?
Think also about location, career opportunities and challenges

It is absolutely necessary to mention the essential skills and experience required for the role, but try not to go overboard with a long list of “must haves” – rather put the emphasis on the most important skills required so as not to put candidates off. Make sure to highlight all the advantages the role has to offer, putting the focus on the “benefits” and not the “features.”

Remember, it’s not just the job that draws candidates, but the organisation as well. Think about what sets your business apart from competitors and why it is an attractive place to work – what are the benefits of working for this company? If there is a unique brand story behind your business, now is your time to tell it! A good job advertisement example will spark the readers' curiosity by sharing the company’s vision and identity. The goal is to help them to imagine what the organisation and team would be like to work in. However, avoid over exaggerating the company or the role, as this will get found out later during the interview stage or when the new hire starts – the last thing you want is a disappointed new employee.

Summary

Ultimately, the aim of a job advert is to attract the attention of job seekers and spark their interest in what you have to offer. Keep in mind that writing and posting the advert is just the first step – you also need to ensure there are enough resources to respond and begin communication with potential new hires!

For more job adverts tips, or if you would like to avoid the stress of creating an effective job ad and support with hiring quality IT candidates, contact Enterprise IT Recruitment – we’re here to take the hassle out of the hiring process.

Quiet Quitting: How to Spot it and What to Do About It

eitr@prominence.social (EITR Prominence) — Fri, 28 Oct 2022 03:01:13 GMT

You may have recently heard the phrase ‘quiet quitting’ across your social media and professional networks. The term has sparked enormous debate online, with some leaders viewing it negatively and others relating to what it means.

But the name itself is misleading - it is not about quitting at all. It is simply a way for employees to indicate their desire to achieve a healthy work-life balance. If companies can assist with this, it’s a win all round, as a happy employee is much more likely to contribute to company success than an unhappy one.

What follows is a brief look at what quiet quitting means and ways you can spot it amongst your team, alongside some strategies for addressing it and improving employee engagement.

What is Quiet Quitting?

First coined in 2009 by economist Mark Boldger, the phrase ‘quiet quitting’ has experienced a recent resurgence due to a short viral TikTok video by @zaidleppelin . He explains it as “… not outright quitting your job but …quitting the idea of going above and beyond.”

There is some difficulty in spotting quiet quitting signs, especially in the tech industry where remote and hybrid working means you have limited in-person contact with your employees. However, there are signs they might indicate low engagement in staff who have decided to ‘quiet quit’.

Some examples include:

A sustained lack of motivation
A reluctance (or cessation) of asking questions
Declining taking on new tasks, responsibilities or projects
Acting noticeably withdrawn
Taking more sick leave
Voicing a persistent frustration with tasks, colleagues or other stakeholders

The key is frequency. While many of these things might occur as once-offs due to a variety of reasons, if they persist over prolonged period, you may have a quiet quitter on your team.

Another key indicator is if you have a marked increase in employee resignations, a situation made increasingly difficult with the current market shortage of top IT talent.

The Reasons Behind Quiet Quitting

To address quiet quitting it is important to source the core reason/s for employee disengagement. When it comes to tech jobs, many employees work far beyond standard hours to meet team project deadlines, often on tasks well outside their job description.

At the same time, they are very aware of their market value (not to mention the rising costs of living) and if their remuneration package isn’t keeping pace - thus rewarding them fairly - this could be a reason to mentally ‘check out.’ It’s a common occurrence - according to the HackerRank 2020 Developer Skills report 39% of Developers believe they’re being paid unfairly compared to peers.

Other key reasons for quiet quitting in the tech industry include:

Feeling overwhelmed
Discomfort in establishing boundaries
A reluctance to speak to managers about their feelings
A misalignment between company and personal values
A lack of understanding in how their work contributes to the greater company purpose

The following strategies will not only help you uncover the ‘why’ behind any potential quiet quitters but assist you in improving employee engagement and happiness within your team. It will have natural positive flow on effects on productivity, company culture and company brand, which are all vital for employee retention and new talent attraction.

Ways to Address Quiet Quitting

Here are some options you can consider in order to manage quiet quitting in your workplace.

Uncover Your Employees' "Why"

If you notice a team member who might be disengaging the first step to take is to arrange a one-on-one to discuss how they're feeling. Hopefully, they will feel comfortable enough to explain what’s going on.

Once you have this information, you can start to work together on a plan to address the issues. For instance, you may find your team member is keen to progress from being a Developer to a Technical Lead but they feel so burned out that they've declined taking on tasks that would help get them there. Should this be the case, consider whether a team reshuffle or bringing in new resources may help.

Foster An Open Feedback Culture

It's difficult to address an issue when you don't know about it. That is why honest employee feedback is so important. Some may feel reluctant to share this directly, so an anonymous mechanism is a good idea, utilising software such as CultureAmp or OfficeVibe.

In conjunction with this, consider consulting with upper management (including your CEO) to discuss the possibility of a regular open forum feedback session focused on employee experience.

For both instance the action after the feedback is the most vital (and employee-valued) part of the process.

Embed Breaks into Your Working Culture

A fully productive employee requires regular rest and replenishment, and breaks are an ideal way to achieve this.

While you might encourage your employees to take both breaks and all offered annual leave, consider whether current team conditions are conducive. Do employees feel like they can't take time off as they don't have adequate cover? Do they worry about letting the team down?

If you suspect this is the case, think about what supports you can put in place to achieve this, whether it's reaching out to a trusted technology and digital recruitment agency for temporary staff or extra permanent resources.

Another way to encourage employees to take their breaks is to shift the focus from hours work to impact made. If employees understand they're not required to push through and work excessive hours just to get ahead but merely work as productively as they can, this can go a long way towards avoiding cases of burnout and quiet quitting.

Review Employee Workloads and Your Workplace Practices

You may receive feedback about employee workloads and inefficient workplace practices. With workloads, critically evaluate what is currently in your team's pipeline and consider where you can make improvements.

Brainstorm what you could do to enhance your team's work processes, particularly around guidelines about how meetings should run, and what should constitute a meeting (i.e. would an email suffice?).

Set Work-Life Boundaries

Setting boundaries around work contact hours releases employees from the pressure to respond. Options can include a strict finish time for all staff, a company-wide lunch hour where no one holds meetings or responds to emails, and a 'no-contact' policy for those on leave.

Employees may still choose to work outside these hours but that is their choice. It is not an obligation, perceived or otherwise.

Remote working gives employees the benefit of attending to personal matters during the workday, but some staff may feel like it is not an option they can take, even though it could help them with their work-life balance (i.e. doing the school run, attending medical appointments, volunteering at school etc.).

If you don't already, explicitly offer your staff this flexibility with the trust they will make up for the missed work hours. It could be a real game-changer for them.

Help Staff to See Their Purpose

Quiet quitting might be a sign that your team members no longer know what they're really working for. Most employees need to feel a sense of purpose in their role, knowing their contribution is making a difference.

Think about ways you can help your team members see the value of their work and most importantly, the impact it makes. You may need to engage other stakeholders in this quest, including those in upper management.

Further Support

Much of the advice suggested here about avoiding quiet quitting centres on giving your team members autonomy - the ability to choose how and their work is done depending on their professional and personal circumstances. In doing this, you will help them right their work-life balance scales and re-engage with their job.

If you need further assistance in this area, or are looking to add some extra resources to your team, please connect with one of our Sydney Technology and Digital recruitment specialists. We'd be happy to assist.

Career Advice for Young Tech Professionals

Fri, 26 Aug 2022 03:15:54 GMT

Looking for a new career in technology? With a broad range of specialisations available, a career path in this industry can be highly rewarding both materially and intellectually.

Technology is renowned for its continued growth and job prospects have stayed strong. As ACS Australia research shows , the national tech workforce will grow by more than 330,000 people by 2027, representing an average annual growth rate of 5.5%. A career path in this arena will likely take you to places that haven’t been imagined yet.

So, how do you best position yourself in this dynamic and fast-moving field? Whether you have already begun your career or are looking for pointers while hunting for a new job, here is some career advice to help you achieve success.

Be Hungry to Learn

A love of learning, which will serve you well in any career, is a vital trait in technology fields. In this space, learning is a continuous process – not something that ends with a degree. You may even find yourself returning to study or training as a mature adult.

Virtually all tech jobs involve staying up to date about how platforms, hardware and services are evolving. Curiosity and the ability to learn new things will make you more agile at work, which makes you a more desirable candidate for a job. You will be able to see what is around the corner in terms of industry trends, product developments and other market forces.

Keep ahead of the learning curve by subscribing to industry news and blogs and following thought leaders on social media. Pay attention to the challenges businesses and consumers are facing and how organisations are responding to those. Most of all, ask questions to those who are more senior than you!

Take Initiative

Personal initiative is a stand-out quality in CVs and job interviews. Having a can-do attitude demonstrates you’re able to look for new solutions, work without supervision and able to lead others.

Whether the situation calls for spotting a new cyber threat, a new perspective on a UX design, or quickly learning a new methodology for a project, being driven to achieve results will help propel your career.

Ways you can show your motivation, passion and resourcefulness might include working on a personal project related to your professional goals, spending a few years developing a technical speciality, or volunteering.

Learn the Art of Networking

Talent and hard work can get you far, but social connections are often a critical piece of the career puzzle. Even if the thought of networking makes you nervous , making the effort can open doors to endless opportunities.

Online communities, professional organisations, industry conferences and trade shows can be rich sources of job leads, career advice and friendships. Interacting with people who work outside of your domain can broaden your horizons even further.

For those aiming for a new career in technology, finding a mentor can be a wise move. Aside from tapping into their elder’s wisdom, mentors can help you open new doors and introduce you to people who will impact your career.

When you are new to the industry and don't yet have a large professional network, working with a technology and digital recruitment agency can help you to get your foot in the door. Recruiters work with a range of employers they can introduce you to, which can make up for your lack of network.

Work on Your Communication Skills

The ability to explain technical subjects to a colleague or customer who is not working in the same field is just as important as honing your knowledge. As you move upwards into more senior roles, working on your communication skills should be a priority.

As a cyber security professional, you will be interacting with people in all areas of the business to detect and combat threats. Working as a Front-End Developer, you may find yourself in a DevOps team where you collaborate daily with non-technical colleagues.

Writing emails well, taking and giving instructions, being a good listener and conversing with executives are just some examples where strong communication skills will help you to shine. To brush up on your written or verbal skills, consider taking a short course that will give you the polish and confidence you need.

Wear Your Professionalism with Pride

Professionalism is no less important than any of the other skills you bring to a tech role. Managers want to hire people who are punctual, have good etiquette, integrity, accountability and stay calm under pressure.

Remember, your social media presence is also your professional calling card. Be mindful of the image you project on your profiles. Social media is a great avenue for showing what you’re passionate about at work – use it to your advantage.

Summary

Technology is the perfect field for curious, passionate and industrious people. While technical knowledge is the foundation of many careers in this field, people skills are just as vital for professional success. Be willing to learn from others and make as many connections as possible – and don’t forget the basics of good conduct at work.

Ready to take the next step and make your mark in an IT career? Our friendly teams in Sydney, Melbourne and Canberra are here to help you land your next great job. Get in touch with us today to accelerate your new career in technology.

How to Win Talent Back into Your Workforce

Fri, 19 Aug 2022 02:54:49 GMT

The pandemic has changed the way we work, prompting professionals to re-evaluate their priorities and seek more from life. This has inspired ‘The Great Resignation’ – a movement that has seen employees leave jobs en masse, searching for a greater purpose, higher wages and greater freedom to decide when and how they work.

In Australia, this has led to a significant increase in job switches, with the Australian Bureau of Statistics noting 1.3 million people (or 9.5% of employed people) changing jobs in the year ending February 2022. This is the highest annual job mobility rate since 2012.

In addition, 2.1 million people left or lost a job, with a third of them citing ‘wanting a change or a better job’ as their reason for leaving. Many are departing to take on completely different roles – or just leaving the workforce entirely, choosing “life” over “work.”

These departures have left a huge hole in many sectors of the labour market, including tech jobs. Organisations must be open to adopting new tactics to attract latent talent. Even those who aren’t currently planning to re-join the tech labour market could be lured back with the right offer.

In this article, we’ll look at how to win back talent and ensure your business succeeds at employee retention.

Embrace Work-Life Balance

Many chose to leave their tech jobs due to the demand that didn’t quite balance out with their home life. Some may have shouldered greater responsibility or put in more time during lockdown, as they witnessed colleagues’ roles disestablished. In some instances, this may have led to burnout and stress, which may have prompted a re-evaluation of priorities.

It’s no secret that a significant percentage of the workforce desires a better balance and would see this as a critical consideration in their return. Benefits like hybrid working or flexible hours have just as great an ability to attract and retain disillusioned employees as remuneration.

A few approaches you could experiment with include:

Flexible working arrangements
Remote working roles
Hybrid working roles
Increased leave balances
Days off for professional development
Benefits and perks such as on-site childcare and subsidised home cleaning services

Be willing to have an open conversation with your potential employee about their expectations and how you might be able to help them achieve them. Employees who are satisfied with their overall quality of life are far more likely to produce a better output for your business.

Review Compensation Packages

Businesses that offer less than the market rate will struggle to win talent back. It’s worthwhile to take some time to review the current tech salaries and make sure you’re matching up.

With pay transparency at an all-time high it’s also important that you review the business’ current compensation packages. You should do this for your existing employees, too, as there could be an imbalance between what you offer new employees vs what your current team earn.

Viewing the perks and compensation package in detail can be beneficial as it’s not always about salary. To some employees, the ability to work from home will mean just as much as a raise would, so it’s imperative to discuss it with your team.

Build Your Culture

The fight for talent is not only about employers competing with other businesses. Employers also must compete against all the options their team members have outside of the traditional workplaces.

A recent McKinsey study found that over 40% of people who had left the workforce and were currently unemployed listed ‘meaningful work’ as their top reason to return to traditional employment. This was followed by workplace flexibility and an adequate compensation package. A Deloitte survey found that 88% of employees believe a distinct workplace culture is important to business success.

This tells us that people seek more than just ticking a box with their employment. Employees want to contribute to a place where they feel valued and can buy into the company’s culture.

This moment also represents a significant opportunity to take a step back, listen, learn, and make the changes employees want—starting with a focus on company culture. This will not only attract new hires but also provide an incentive for them to stay.

Retaining Your Best People

Unfortunately, there is no magic spell to keep your best employees working for you forever. However, there are some simple things you can do to ensure you’re giving your organisation the best chance of retaining them. Some of these strategies include:

Keep communicating
Listen to your employees, find out what drives them, anticipate and address their concerns and ask for feedback. By staying in regular communication, you’re putting the business in a position to address employee retention proactively rather than reactively.
Invest in their ongoing training and development
Opportunities to gain experience, grow and progress are important to many and keeps them from feeling stagnant and undervalued.
Show appreciation and respect
Employee appreciation can sometimes fall to the side, but it’s a key part of any business’ retention strategy. Tokens of appreciation like a handwritten note, a birthday celebration and giving bonuses are all great ways to provide positive reinforcement.

Work with a Specialised Recruitment Agency

Recruiting tech talent can be costly and time-consuming for an organisation to tackle, using valuable resources without guaranteed success.

Engaging with a specialist recruitment agency to attract future employees and negotiate terms can save you both time and money overall. They have extensive knowledge of the technology industry and are across all the latest trends, developments and market activity.

Employers collaborating with specialist recruiters also don’t have the same hassle of repeating the process numerous times if the right candidate isn’t found on the first try.

Summary

Just because employees have left the industry before doesn’t mean they can’t be won back into your workforce. Are you ready to start winning talent back to your business?

As leading Technology and Digital recruitment specialists in Sydney, Australia, our skilled team at Enterprise IT Resources can help with all your recruitment needs. We understand what employees are looking for in 2022 and can harness our extensive network to help you find the best candidates for your business.

Get in touch with us today to discuss your recruitment needs.

Relocating from the UK to Australia: What You Need to Know

Wed, 20 Apr 2022 02:21:20 GMT

A destination favoured by many workers, immigrants and tourists, Australia regularly ranks highly on global indexes for quality of life, economic security, healthcare and education.

As the world's largest island, Australia has abundant natural resources, endless coastline, a laid-back culture and political stability, making it a popular choice of destination for professionals around the world. Beyond the cliché images of suntanned Australians and exotic wildlife, there is also a maturing tech industry where competition for quality talent is high.

For technology professionals, career opportunities with strong jobs growth predicted for technology-related professions. The Australian Government has estimated the growing pace of digitalisation across a range of industries will create 250,000 new jobs by 2025. The number of technology workers in the country increased by 6.8% between 2018 and 2019.

If you're thinking about packing your bags and moving to Australia, our guide will cover all the essentials you need to know.

Lifestyle and Weather

Australia is notable for the amount of sunshine it gets relative to European and North American regions, making the climate more conducive to outdoor activities, such as days at the beach or park.

In a country of Australia's size, there are significant variations in climate from north to south and east to west. Much of coastal Queensland (especially north of Brisbane) shares a tropical climate with the top end of Northern Territory which is home to Darwin. The south-eastern coastal areas (Canberra, Adelaide, Melbourne, Sydney and Hobart) are relatively temperate with distinct seasons. In the western and central desert regions (Perth, Alice Springs), you can expect hotter and drier weather.

Although Australia's outdoorsy image is the most common perception of the country, those who prefer indoor entertainment also have many options to choose from. Every major city and town has its own take on café culture. The capital cities in particular feature a broad range of cuisines and experiences for foodies, wine lovers and coffee drinkers. You're bound to find something that suits your taste.

Beyond the towns and cities, the Australian outback offers a vast array of landscapes, including bushland, desert, rainforest and open plains, with a deep connection to Aboriginal culture and communities.

Sport remains a major national pastime. Rugby, football, cricket, netball, surfing and tennis are among the most popular competitive sports to watch and play, while many locals also like to frequent the gym, go for walks, swim and practise yoga.

Living Costs and Accommodation

The sky is the limit for property choices in Australia. In the apartment market, large cities tend to have the highest concentration of new dwellings. For detached houses, a broad range of housing types can all be found within the same city and across the regions.

Australia can be seen as a particularly expensive place to live, especially in Sydney and Melbourne, where living costs are on par with other large cities in Europe and the USA. Higher minimum wage and competitive salaries do make all the difference, however, and many workers coming from parts of Europe, Asia and the USA often find they can earn more in Australia.

When weighing up living costs, it's more accurate to look at city comparisons, as the differentials are markedly wider than those at country level. For example, at a national level, Australia is currently ranked 14th on the global Cost of Living Index , while Ireland ranks 16th, the Netherlands 17th, United States 26th and United Kingdom 27th. Comparing these rankings by city , Sydney is 42nd, while London is 34th, New York is 14th and San Francisco is 22nd.

Living slightly outside the city centre can also make a significant difference to your accommodation expenses, without missing out on the lifestyle.

Renting

If you are renting property in Australia, expect to buy your own furniture and appliances before you move in. Except for serviced apartments and some properties rented out using platforms such as Airbnb, rental properties are usually unfurnished.

Rental payments are generally made once a week, or once every two weeks, with rates advertised accordingly on real estate websites. New rental tenants must pay a deposit (sometimes referred to as a 'bond') upon signing a new lease, which usually equates to a month of rent.

The average weekly rent for a two-bedroom apartment is $509 (AUD) in Sydney, $419 in Melbourne,

$408 in Brisbane, and $569 in Canberra.

Buying

As is the case with the rental market, property in the largest eastern cities is the most expensive. The average asking price for a house is $1.746 million in Sydney, $1.163m in Melbourne and $1.097m in Canberra.

Anyone on a short-term visa or other form of temporary residency needs to apply to the Foreign Investment Review Board (FIRB) to purchase property in Australia. If you are buying a home with a partner who is an Australian citizen or permanent resident, you can avoid FIRB approval.

As a non-citizen, you will be able to apply for an Australian mortgage but may need to pay a higher deposit and increased interest rates compared with local tax residents. Property loans require an upfront deposit of 20% of the total purchase price in Australia. While local banks can accept a lower deposit in some circumstances, you will be expected to pay an additional ongoing 'mortgage insurance' rate if you can't pay the full deposit.

Each state and territory government also charges property buyers a form of transfer duty (or 'stamp duty'). It is a good idea to be aware of the transfer duty amount that will apply before you buy a home, as this effectively adds to the purchase price.

Tax, Visas, Healthcare and Pensions

Taxation

Tax returns are lodged with the Australian Taxation Office (ATO) each year and the Australian financial year starts on 1 July and ends on 30 June.

Australia, like the UK, US, New Zealand, Germany and Denmark, applies progressive rates of tax to individuals' income, but there are variations to this system according to your residency status.

Individuals who have moved to Australia for work may be considered either a foreign resident or temporary resident for tax purposes , and will be taxed at different rates to Australian permanent residents and citizens. People who are classified as foreign residents are taxed at a rate of 32.5 cents for each dollar on all income up to $120,000 AUD.

Note that different tax rates apply to temporary tax residents depending on the visa categories they fall under, such as those who are working under visa subclasses 417 or 462. To learn more, visit the Australian Taxation Office website , which is the central source of information on tax in Australia. The tax system in Australia can be complex, so it may also be worthwhile enlisting the help of an accountant.

Visas and Immigration

Australia offers a number of different working visas depending on the skills and experience you have, and where you want to live. Before you travel to Australia, it's important to have the visa that matches the kind of work you will be doing. The best starting point for finding the right visa is the Australian Department of Immigration's visa finder website. Speaking to a tech recruitment specialist in Australia can also provide you with current information.

As demand for technology professionals is especially high in Australia, a range of IT jobs are eligible for visa applications. To search the roles currently eligible for visas and sponsorship arrangements, please search the Skilled Occupations List provided by the Department of Home Affairs.

Employer sponsorships are also available depending on your occupation, where you plan to live in Australia and how long you intend to stay. You can obtain a sponsorship by finding a sponsor yourself, or submitting an expression of interest (EOI) using SkillSelect , which is free. While SkillSelect is not an actual visa application, it does allow you to be found and nominated for an Australian visa by local employers.

Healthcare

Australia is renowned for its world class healthcare system, which ranked third overall (behind Norway and the Netherlands) in the 2021 Commonwealth Fund healthcare report , a comparison of healthcare systems in 11 high-income OECD countries.

The universal health insurance scheme in Australia is known as Medicare, and gives individuals access to a range of health services including GPs and hospital visits. Individuals are also able to buy discounted prescription medication under the Pharmaceutical Benefits Scheme (PBS).

Workers who are in Australia under specific temporary or permanent visa categories can also access Medicare. These visas include the Skilled Independent Visa (subclass 189), the Skilled Work Regional Provisional visa (subclass 491) and the Skilled Employer Sponsored Regional Provisional visa (subclass 494).

To ensure you are prepared for any potential gap in coverage, it is sensible to have private health insurance before you arrive in Australia. If you are not eligible for Medicare, you will need to hold adequate private health insurance throughout the duration of your stay.

Pensions

Mandatory pension savings schemes in Australia are collectively referred to as superannuation, or 'super'. Individuals can only access their super funds at retirement age, except in certain circumstances .

Australian organisations are required by law to stipulate your superannuation in your employment contract. Employers are legally obligated to pay a minimum rate of 10% of your income, before tax, towards your super fund. (Note that the minimum rate is set to increase to 12.5% by 2025.)

Individuals have the right to choose which superannuation fund they want to use, although many workers initially opt into their employer's chosen fund when they start a new job. Be aware that if you change jobs and acquire multiple super funds over time, you could be paying unnecessary fees and charges.

Summary

Life in Australia can be an incredibly rewarding experience. It's a country with so much to offer to ambitious professionals who are looking for a lifestyle change. Steady hiring demand for technology workers means there are plentiful options for IT specialists to find work and enjoy either a short stay or settle down long term.

Moving to another country is of course a major decision, with lots of moving parts involved and details that need attention. A local recruitment specialist can be invaluable for guidance and helping you connect with your ideal role and employer.

To find out how our team can help you land your dream job Down Under, get in touch with our Technology, Digital, Project and Business Transformation recruitment specialists.

How to Build a Successful Career in Cyber Security

Mon, 28 Mar 2022 02:43:44 GMT

Cyber security has emerged as one of the fastest-growing and most in-demand global fields in tech.

The International Data Corporation (IDC) forecasts that worldwide cyber security spending will reach $174.7 billion in 2024, with security services the largest and fastest-growing market segment.

Closer to home, Australia’s Cyber Security Strategy saw our government commit to investing $1.67 billion over ten years to achieve a more secure online world for Australians, their businesses and essential services. The government’s Labour Market Insights predict a projected employment growth of 38.9% for Database and Systems Administrators and ICT Security Specialists and in 2021, 134,690 Australians were working in cyber security, although reports suggest the industry is growing so fast that at least another 25,000 are now needed.

As private, public and government sectors race to secure their systems, networks, and data against an increasing number of cyber-attacks, the demand for cyber security professionals increases. Because of this strong demand, pursuing a career in cyber security means joining a thriving industry where available cyber security jobs outnumber qualified candidates.

But what’s the best way to break into the industry? In this blog, we’ll look at how to get into cyber security, the skills required for career success and the different routes you can take in this space.

The Attributes of a Successful Cyber Security Professional

Before exploring a role in cyber security, it’s important to ask yourself if it’s the right career for you.

Keep in mind that there are plenty of different kinds of cyber security that demand different skills and interests. However, a few key personality traits are commonly shared among cyber security professionals, regardless of technical knowledge and qualifications.

A Continuous Learner

The cyber security landscape is evolving continuously and rapidly, so professionals in this space need to do the same; they must be comfortable constantly analysing and breaking down complex problems. A natural propensity towards curiosity is immensely helpful in a cyber security career.

Perceptive

A successful cyber security professional needs to look at problems from all sides, seeing both the perspective of the employer and the cyber-attacker. Understanding and anticipating where hackers might try to exploit weak points in system defences make it easier to build a strategy to defend against these threats.

Collaborative and Communicative

Cyber security is very team-based, so a willingness to communicate is essential. Analysts are often required to work closely with multiple company levels to ensure compliance, assess vulnerabilities and implement solutions. Remote working is certainly possible, but you’ll need to be willing to connect via online meetings regularly.

Flexible

Cyber security can mean working unusual and long hours. In the instance a vulnerability is discovered, a breach occurs, or a system is under attack, you will be required to deal with the problem. This can sometimes mean hours of intense and time-sensitive work. These eventualities aren’t necessarily common, but you will need to respond rapidly when they do happen.

The Technical Skills of a Successful Cyber Security Professional

There is a multitude of sub-specialisms within cyber security, so it’s best to identify which of these you’re interested in before investigating the technical skills required.

We are currently seeing strong demand for Staff and Customer Identity Specialists and Cloud Security Engineers here in Australia. Each of these specialisations has its required knowledge base; for instance, Cloud Security Engineers must have Azure and GCP experience.

If you aspire to work on the technical side in roles such as Engineering, Security Architecture, Security Operations or Identity and Access Management, an understanding of networks and servers, and web and business applications is required.

On the other hand, if you work in Compliance, Risk or Governance on the functional side of the business, you’ll need a foundational knowledge of compliance, frameworks, and controls, along with a high-level understanding of information systems.

For any cyber security role, a foundational level of IT experience and knowledge will always be required. Cyber security professionals should endeavour to list all the following skills on their resumes:

Security incident handling and response
Security architecture
Programming
Information security
Analytics and intelligence
Penetration testing
Programming skills, including proficiency in C, C++, JavaScript, PHP and SQL

Building a Successful Career in Cyber Security

In general, the pathways into a cyber security career can be summed up into two avenues: obtaining formal education or transferring from another tech field.

When it comes to building cyber security careers in Australia, certifications are not always necessary. However, if you lack practical experience, obtaining a qualification can be a good way to demonstrate your enthusiasm and ability to learn. Some of the most common certifications include CompTIA Security+, Certified Ethical Hacker, Certified Information Systems Security Professional and Certified Cyber Security Professional.

However, in many cases, cyber security professionals transfer from other technical fields. Many technical jobs serve as a good entry point into the cyber security realm. People with tech jobs in financial/risk analysis and security intelligence, for example, are well-positioned to transition into cyber security.

Transfers are often into entry-level technical roles or functional roles like risk, where a strong foundation of network and infrastructure knowledge can open the door to a cyber security career. The more relevant foundational knowledge you have, the easier the transition will be.

If you’re looking to transfer from another tech role, it’s often suggested that you start as broadly as possible. In most cases, the ideal position will expose you to the technical aspects of IT networks and the governance requirements placed upon them.

In saying that, we understand that each case is different, and your ideal role depends completely on your skillset, knowledge and background. The cyber security space is vast enough that you can find roles that suit your skills.

Contact Enterprise IT Resources and Start your Cyber Security Career Success

Cyber security is a strategically important, constantly evolving career that will provide plenty of opportunities and financial rewards.

If you’re interested in exploring cyber security roles, reach out to the team at Enterprise IT Resources to discuss the possibilities.

We are a Tech, Digital and Business Transformation recruiter headquartered in Sydney with further offices situated in Melbourne and Canberra. Our focus is on providing permanent and contract recruitment services across all Technology fields, including cyber security.

Our consultants are all established recruiters, each with experience as Technology and Digital recruitment specialists.

To discuss how you can build your successful career in cyber security, get in touch .

Sydney COVID-19 Restrictions: An Update from Our Team

Tue, 29 Jun 2021 05:13:44 GMT

As you will be aware, the NSW Government has introduced a two-week lockdown for greater Sydney, the Central Coast, Blue Mountains and Wollongong. We understand that many of you will be apprehensive about how this could impact you or your business, but rest assured that we are standing by to support you in any way we can.

In the interest of protecting our clients, contractors, candidates and our team, we have transitioned to remote operations, but will remain as reachable as ever and are fully equipped to continue with no disruption to our business. We are actively monitoring the situation and are poised to respond to any changes as they arise.

On behalf of the team at Enterprise IT Resources, we hope you all stay safe and well. Should you have any questions or need recruitment support during this time, feel free to reach ou t .

How Long Should You Stay at a Job?

Wed, 10 Mar 2021 09:58:38 GMT

Job hopping is quickly becoming the norm in today’s market, with a broader range of IT opportunities available providing Tech professionals with more choice than ever before. Although frequent moves are commonplace within the contracting space, when it comes to permanent roles, the expectations are different. So, how long should you really stay at a job? Many people worry that switching roles too often will make them less desirable to future employers, or, on the other hand, that staying too long may cause their careers to stagnate. However, whilst hiring managers certainly will pay attention to your longevity in past positions, it’s not all that matters.

If you’re considering a new IT job but are concerned about the impact this move could have on your long-term career, here’s everything you need to know.

Justify Moves in Your CV

When putting together your resume for an IT job, the last thing you want is for it to require any guesswork from the reader, especially around previous work history. There really is no set rule for how long you should stay in a job, yet regardless of your job tenure, it’s important to be as clear and detailed as possible about each move. Validating early on in the game why you stayed or left a job will any address concerns a hiring manager may have, and might even save your resume from landing in the “no” pile.

Remember that your next employer will be investing in you and will want to feel confident that you would stick around, so any unexplained job-hopping could make them uneasy about hiring you. On the flip side, if you’ve stayed in a job for a long time, they will want to know that you won’t get too comfortable but stay motivated and eager to upskill and challenge yourself.

Many of us have been in a situation where we left a job because of unresolved office politics, a personality clash with a manager or a colleague or dissatisfaction about the work in general. However, it is best to keep those negative explanations off your resume. Rather, keep it light and positive, and put the spotlight on the fact that you are keen to grow and develop your IT career.

Remember, if you work with a specialist IT recruiter, they will also be able to help by speaking to employers on your behalf as to why you moved roles, addressing any concerns from the get-go and easing some of the pressure you may face in an interview.

Focus on Quality, Not Quantity

There are two things employers will want to know when reading your CV: 1) are you qualified for the position and 2) do you have the skills and experience to be successful in the role? Regardless of your previous job longevity, you would have gained valuable experience and skills along the way which opened the door for you to apply for this and other new IT roles. Focus on demonstrating that you have gone beyond the job title and drawing attention to the experiences you gained in each of your previous roles. Don’t worry if you have been in the same job for a long time, just ensure you address the seeming lack of advancement by showing other forms of development such as any new responsibilities, leadership opportunities or how you may have helped to improve processes.

On the flip side, if you rapidly “hopped” through a few previous jobs, its best to show the reader that you achieved a lot within a short period of time. Again, if your CV is jampacked with solid explanations, fewer questions will be raised and your chances of landing in the “yes” pile increases. So, be clear and transparent about the order and dates of your achievements to outline your progress.

Finally, one of the best ways to ease a prospective employer’s mind is to provide glowing references from past employers who can validate your previous achievements and put to bed any unexplained “red flags” that may have come up in your CV.

Closing Thoughts

At the end of the day, everyone’s circumstances are different and there is no hard and fast rule about how long you should stay in a job. You will enter different phases throughout your career and it’s only natural that your longevity will reflect this.

For further advice on how long to stay at a job or information about the IT jobs we have available right now, contact the team at EITR. We are specialists in IT recruitment and can help you discover your dream tech opportunity!

If you’re considering a new IT job but are concerned about the impact this move could have on your long-term career, here’s everything you need to know.

Which 3 Traits Are Essential When Interviewing For an IT Manager or Team Leader Role

Sat, 30 Jan 2021 05:03:20 GMT

You’ve got your foot in the door and landed a job interview for a role that’s going to drive your career forward. However, while you might have an idea of what you’ll be asked based on the requirements of the role, it’s critical that you do the necessary preparation to ensure that you stand out from the rest.

Throughout my career in Sydney’s IT recruitment industry, I’ve often come across highly skilled professionals who aren’t sure what qualities to emphasise when they’re on the cusp of securing a team leader or IT manager role. There are several key skills that employers are looking for at this level and being able to display them effectively is critical.

Here are a few of the most in-demand traits, as well as some ways for you to demonstrate to the interviewer that their search ends with you.

1. People Skills

IT is no longer a department that sits in isolation, and with organisations constantly transforming themselves to remain competitive, IT is a support function enabling the business to reach these goals. Due to the necessary close working relationship between the business and IT, excellent people skills are vital to progress into leadership and management roles. Stepping up in your career means being able to showcase your people skills in the job interview and proving to your potential employer that you’ve got what it takes to thrive.

In addition to the required technical expertise, today’s employers are looking for people who also possess the following qualities: emotional intelligence, commercial awareness, flexibility, collaboration, leadership characteristics, and effective multi-level stakeholder engagement and relationship building skills (both internal and external).

Consequently, well-developed communication skills are make-or-break for many of the roles on the path to IT leadership. IT professionals must also be able to clearly convey highly technical information to non-technical people with ease. One way to do this is to highlight relevant examples where you’ve successfully managed people in different situations. If there was adversity involved, convey what steps you took to overcome it. Don’t be afraid to say that in retrospect you may have handled the situation differently to arrive at an even more optimal outcome – this demonstrates you’re willing to improve and have learnt from past experiences.

It’s important to be personable and show genuine interest and engagement in what your interviewers have to say. Maintain good eye contact and be aware of what messages you are sending via your body language. Reading the interviewer’s body language can also be an effective tool to gauge how you are tracking during the interview. It’s imperative that you listen carefully to all of the questions asked, and if need be, seek further clarification on the question before going ahead and answering it. You will very easily lose the interviewer if you go off on a wrong tangent. Listening is a critical part of effective two-way communications, and if demonstrated well it’s a good sign that you’ll engage with others in the same way.

2. Strategic Nous

You’ve probably heard it before, but the business world is constantly changing and being disrupted. Technology is a significant driver of this change and being able to anticipate the challenges that lie ahead is critical to the long-term success and sustainability of any organisation. According to a survey by Harvard Business Review, 80% of respondents predict their business will soon be affected by digital disruption, but nearly half of those feel unprepared to respond to it. Employers therefore want to invest in people that are flexible, not only fitting the bill right now but who will continue to add value and guide the organisation through change well into the future.

You don’t necessarily have to have a track record of world-changing solutions at your disposal, but you need to be able to showcase your ability to think outside of the work in front of you. Team leadership and management roles are dynamic, and it’s crucial to look beyond your individual to-do list and consider what the team is doing as a whole to deliver an optimal result for the business. Even something as simple as providing examples of where you changed, streamlined, or improved processes in previous roles and what effect that had, can show that you’re thinking in the right way.

3. A Proactive Mindset

In higher level roles, it becomes much more dangerous to be reactive. Employers want to hire people who can take the initiative to implement solutions before the issue becomes a problem.

A great way to emphasise your proactivity is to be well prepared for the interview. You’re being considered to fulfil a business need, and if you walk into the interview knowing what that is and how you can specifically address it, you’ll more than likely leave a strong impression. This involves:

Understanding the organisation: Ensure you know who they are and what they do, think about what their short and long-term goals might be, and recognise where your role fits into that. Do your research and follow any recent news or developments happening within the company. Similarly, have an interest in the business itself.

Appreciating the ethos of the company: Get an idea of what their culture is like and what their values are. Have a look at the company website and social feeds and ask your peers who work or have worked there in the past for some insight. At the interview, if the opportunity presents and it is appropriate, ask for a tour around the office. Take note of how people conduct themselves, and whether they seemed like they were enjoying their work day.

Knowing what the role is: You need to know who your key stakeholders are, the kind of work you’ll be doing, and exactly what you’re being hired for. Understand how your skills and experience will complement and optimise their existing status quo and where they are looking to get to. Job descriptions are often a goldmine for this kind of information.

Don’t go over the top: There is a fine line between going in and trying to impress with your knowledge and solving a ‘perceived’ problem that you may not have all of the information to do effectively. It can come off as arrogant and has the potential to frustrate the interviewer. Oftentimes, there are many moving parts to business problems, and if put in this position, it is important to acknowledge that you are working with limited information, and that there could be other factors outside your knowledge that could contribute to a different solution being proposed.

Ask the right questions: Another key part of your interview preparation is to come with several well thought out questions that you would like to ask them, ensuring that they are still relevant after the conversation that you have had with them. This shows that you are interested and have given the role serious consideration. Employers want to know that you want them just as much as they want you. If given the opportunity, let them know that you are keen for the opportunity and your reasons why.

When working with a recruiter, lean on them to provide as much information as possible in relation to the organisation, company culture, hiring manager, the role itself and context of the role. They are there to support you through the process. In addition, ask if they are aware of how the interview process will play out and what style of questions may be asked.

Summary

Naturally, there are a number of other skills that are important when interviewing for IT jobs, however the above are traits that people often find difficult to articulate. The key is to provide genuine and relevant examples, and to remember that no matter where you are in your career, the importance of preparation cannot be underestimated.

Contact Enterprise IT Resources if you’d like more great insights on navigating IT recruitment in Sydney. Our specialist team will provide all the support you need to succeed in every stage of the hiring process and help you secure your dream IT manager role, so get in touch today.

The Two Key Things That Make a Great Employee

Thu, 31 Dec 2020 05:23:43 GMT

What makes a great employee? When looking at the people in your office that you’ve come to know and respect, it can probably be broken down into two critical characteristics: technical ability and cultural fit.

It might seem obvious on the surface, but these are the two key components that change just another employee into a really great IT or Transformation professional. However, take a step closer and you’ll find more to technical ability than being able to code and that cultural fit is not just about passing the ‘beer test’. Here’s why.

Honing In on Technical Ability

Technical ability is crucial. A link to someone’s GitHub account is great, but it doesn’t tell you how they would actually perform in the role. Adopt a structured and concise approach to questioning, to find the specific and tangible examples of what the candidate has (and hasn’t) done in their previous IT or Transformation roles. Ask what they were personally responsible for and what their key achievements are and ask for examples of challenges they faced and how they overcame them.

As you carry out the interview, watch out for any red flags. When it’s balanced with ‘I’, using ‘we’ and ‘my team’, it can demonstrate that someone is a team player and acknowledges the work of others. However, if this language is overused, it can indicate that the candidate played a minor role or that they don’t take full accountability for their contributions. Also, watch out for vague answers that don’t directly address the questions themselves.

Technical tests can be a great way to get to the bottom of a candidate’s skill level and prove that they are capable of fulfilling the position. However, the thinking and approach behind the technical ability is just as important. On-the-spot questions and whiteboard exercises are a great way to achieve this, instead of sending them away with an exercise complete. An IT or Transformation specialist recruiter like Enterprise IT Resources will carry out a full screening of candidates, to help verify that candidates presented to you are as skilled as they say they are.

There is also another key point to consider, which has more impact on technical ability than people often give it credit for: motivation. Ask questions to find out whether the candidate is intrinsically motivated by the work that they do, or if they’re extrinsically motivated by other factors (such as money). Those with intrinsic motivation are more likely to want to continue to develop their skills and thrive in their role long-term. This means that they’ll continue to add value to your company for years to come, often rising up through the ranks.

Figuring Out Culture Fit

Over the last 15 years, we’ve seen a shift in thinking when it comes to IT & Transformation recruitment and organisations have started to focus on hiring people who fit into their culture rather than just focusing on their skill set. And rightly so. Ultimately, you can teach someone skills, and their experience will come over time, but attitude and personality are much harder to change. However, there’s more to culture fit than just finding someone who you would enjoy having a beer with.

When you’re looking to hire people, you want to seek out certain behaviours and personality traits. Asking behavioural questions is one way to do this, but another is to ask about a candidate’s interests outside of work – do their interests and personality align with the kind of traits you’re looking for? For example, interests that require structure or discipline (such as martial arts or triathlons) can demonstrate behaviours that are necessary within a highly pressured environment. It’s not a bulletproof approach of course, but it’s fair to say that people who partake in such activities will tend to be focused, hard working and naturally driven to push themselves (else they would quit under the pressure and stress). We’ve also seen a trend in technology organisations asking candidates what side projects they have underway, as an increasing number of companies are viewing this as a favourable attribute.

It’s also important to keep in mind that an interview is a two-way process. In addition to thinking about how the applicant will fit in with your organisation or technology team, you also need to think about whether the opportunity will be right for them. Find out what they’re looking for in their next role and be honest about what the role entails. What will they be doing? What manager will the person be working for? Do all of these things add up to a good fit?

When it comes to culture fit, motivation is once again key. The goal is to find people who genuinely enjoy their work, share your vision and are proud to work for your company. Andy Hertzfeld, one of Apple’s first software engineers, explained how Apple would find great talent . He said that during the interview process the team would show the candidate the Macintosh prototype and watch how they reacted. If the candidate didn’t react, the Apple team knew it was a no. But if their eyes lit up, Hertzfield said, “then we knew they were one of us”.

Closing Thoughts

There is certainly a lot to consider when looking at technical ability and cultural fit. However, if you build a business with team members who have these skills, you have the foundations for a very successful business.

If you would like any support with finding your next great IT or Transformation employee in Sydney, please do not hesitate to contact the team at Enterprise IT Resources.

Top Tips for Writing a Successful IT CV

Wed, 30 Dec 2020 05:55:26 GMT

Have a little extra time? Consider taking the opportunity to polish up your CV. In the competitive Sydney IT sector, your CV is a vital component to the search for a new job. As a specialist IT recruitment business, we come across a lot of good (and bad) CV examples and know what can make the difference between catching the hiring manager’s attention and getting lost in the sea of mediocre applications.

What a lot of people don’t realise is that even the smallest of mistakes can undo all the work you’ve put into your application. Standing out amongst the competition can be challenging, but with some effort, you can ensure your CV ends up on top of the pile. To help you get yours up to scratch, here are our top tips on how to write a successful CV for IT roles.

Describe Your Technical Skills

Having the right technical skills for the job is critical to the success of your application. However, simply providing a list of your qualifications is not an effective way to emphasise what you can bring to the role, let alone do anything to distinguish your job application from the pool of other applicants.

Instead, focus on describing your skill set in a way that makes it tangible to the reader. The best way to do this is by giving examples of the way you use your skills on a day-to-day basis. For instance, rather than simply saying you have “strong multi-tasking abilities,” give examples of how you displayed this skill and demonstrate how it is relevant to the role you’re applying for.

Giving detailed examples of key elements and responsibilities of your previous roles is crucial. Describe your level of involvement and outline what you contributed to your team. In an industry that is constantly evolving, it’s also important to show how you’ve kept up-to-date and developed your skills to meet changes in the IT world. This way, you’ll be able to demonstrate to potential employers that you can continue to be a valuable asset to their business in the long term.

Avoid Clichés and Buzzwords

You would have seen them before – the “self-motivated, passionate IT professionals” and people who can “work autonomously and as part of a team.” Overused expressions like this might appear impressive, but in reality they don’t communicate much about your actual strengths or what makes you exceptional as a candidate. Save the space for something more original!

Your experience should speak for itself, without the need to lean on buzzwords. When writing an IT CV , avoid generic terms such as “improved the project’s outcomes” – you need to quantify your achievements with specific results. Likewise, try not to rely too much on tech terminology, as this can overwhelm the reader and leave the wrong impression, as opposed to highlighting your technical expertise. While you will still need to use the right keywords to show that you’re relevant for the role, it’s best to balance out any jargon with examples whenever possible.

Share Your Love of Technology

A good IT CV shouldn’t be all about your technical skills – as also showing readers your passion for your chosen field will go a long way. Your love for tech, or the tech industry, will really be clear when employers see that it is a part of your everyday life.

This is where the “Interests” section of your CV can be used far more effectively. Whether you have a personal pet project or you’re involved in regular tech meet ups, demonstrating what you do outside of your work is a good way to illustrate your enthusiasm for the tech community. Not just that, but being involved in the industry outside of work enables you to further develop your skills whilst also showing potential employers your genuine passion for the tech.

Don’t Forget That There's More to IT Than Technology

Non-technical skills are becoming more valued in the IT sector today, especially if you’re looking for a leadership role (or a pathway into one), so don’t ignore them when writing your IT CV. Alongside your technical knowledge, employers are also looking for soft skills; particularly stakeholder management and communication.

IT is increasingly becoming intertwined with a range of other industries and functions, so for your future career prospects, it’s essential that you are able to communicate technical information in a way that will be easily understood by non-technical personnel. Similarly, your ability to deal with a wide variety of internal and external stakeholders will be extremely valuable to the success of any major tech project. Managing these relationships is critical to leadership roles in any industry.

It’s also advisable to take the opportunity you can to demonstrate strategic nous. in a world where businesses must constantly negotiate innovation and digital disruption, having the foresight to anticipate and overcome potential issues will make you indispensable.

Summary

Finally, be sure to check for any spelling and grammatical errors before sending off your CV. This one might be obvious, but it is still an issue that we come across time and time again. If you’re looking to fill an employer with confidence, a CV that is riddled with mistakes is not the way to go. It suggests that you lack attention to detail, or perhaps do not care enough about the role to take the time to perfect your application. There are no excuses for poor spelling and grammar, so always get someone else to proofread for you and triple check it before you click send!

Putting in the extra effort to stand out is the best way to ensure your CV ends up on top of the pile and first in line for the interview. If you need help creating a compelling CV or support in your Sydney IT job search, get in touch with us.

How to Choose Between Two Job Offers

Mon, 28 Dec 2020 06:22:38 GMT

In today’s Australian IT job market , skilled candidates might find themselves in the enviable position of having two equally promising job offers on the table. Whilst it’s certainly flattering to be so highly sought-after, determining the most appropriate option for your Technology career can be a difficult task. These tips can help you make the right choice.

Stop and Identify Your Priorities

The first step to take when deciding between job offers is to give yourself a moment to reflect on your priorities. What were you looking for when you started your job search? Perhaps it was a better work/life balance, work from home flexibility, or higher pay. Are there some deal-breaking factors that you want to avoid altogether? Once you’ve narrowed in on these key concerns, keep them in the forefront of your mind during the rest of the decision-making process.

Compare how each role fills these requirements. You may find that each offer works for you in a different way and meets different priorities. At this point, consider where you may be willing to compromise, as well as what aspects are most essential. This will help you keep track of what’s most important whilst you compare job offers, and avoid being swayed by extra perks or promises that don’t meet your core needs.

Weigh up the Total Package

Naturally, salary, and how it compares to market rates, is one of the first things that most candidates look at. Whilst there’s certainly nothing wrong with that, it’s not the only factor to consider when you need to choose between two jobs.

It’s best to weigh up the total package to get a full picture of what is actually on offer. Now that you’ve identified your priorities and know where these are being fulfilled, studying any ‘extras’ that are included in a given role may help to ease the final decision.

Take a look for bonuses or incentives, company phones and vehicles, or even flexible work options as a start. However, there are other aspects that you may have to ask about specifically, or research further into. For example, what kind of commuting time can you expect? What is the company culture like?

Looking at all these aspects together will help you to see beyond the figures and get an idea of the overall impact each role could have on your life. If you’re not sure of all that’s on offer to begin with, your recruiter (or any contacts at the organisations) will be able to give you some insight on all the factors to consider when choosing a job.

Think About the Long Term

When it comes to comparing two different jobs offers, it’s important to not only think about the present, but what each role could bring to you in the future. Although it’s important to consider short term benefits and priorities, always take time to think about the bigger picture as well.

If you have ambitions to keep growing and progressing within your career, then it’s critical to ensure that those kinds of opportunities are actually available within the company. If stability is more important, then ask how the company has adapted to recent industry changes, and whether it is likely to change in the coming years. Consider whether the employers are invested in their employees’ development, and if they’ll be there to support you professionally. Will there be chances to get involved in new areas and projects – maybe even to learn more about the industry as a whole?

It’s possible to find out the bulk of these things during the interview, but don’t be afraid to ask further questions if you’re still not sure about certain points. Remember that sometimes a job offer won’t tick every box, but it may still have a lot of potential that could lead to it becoming your ideal role in the future.

Summary

In the end, there is no way to 100% guarantee that your decision is the ‘right’ one – sometimes you just have to go with your gut. However, by remembering these tips on choosing between two jobs, you can at least be sure that you’ve given it the best consideration possible.

For all your Sydney-based IT recruitment needs, get in touch with our friendly team any time – you’re only one call away from starting the next stage of your professional journey, and we’re always here to help.

3 Simple Tips on How to Network for Introverts

Fri, 27 Nov 2020 09:18:09 GMT

When it comes to developing your IT career, networking at events is one of the best ways to expand your prospects, clarify your direction and secure referrals for new IT jobs . However, not everyone is naturally comfortable approaching strangers in a professional context. Introverts, though not necessarily shy, can find networking difficult as they tend to be more reserved and prefer to think things through in social situations. Yet that doesn’t mean that introverts can’t benefit from networking in their careers – rather that they may need to approach it in a different way than an extrovert would. When it comes to networking for introverts, success is about playing to your strengths, planning ahead and taking small steps in the right direction.

Prepare

Before the start of an IT event, set time aside to think up ice breakers to help generate conversations. The hardest thing for many introverts is to strike up a dialogue (especially with strangers). Having something on hand will make it easier to build connections. For example, consider talking about a new development in the Tech industry. Most people love talking about themselves – their work and hobbies, their family, etc. – so that’s another good place to start.

Don’t forget there also needs to be some give and take in a conversation, so think about what you’ll share about yourself as well. Come up with a short introduction about who you are and what you do. This can be a helpful ‘go to’ intro if you get anxious or can’t remember the rest of your ice breakers.

If the nerves hit beforehand, try practising in front of a mirror or with a close friend. Even if you don’t feel confident, you can ‘fake it till you make it’ and eventually, confidence will follow.

Take the Pressure Off

Although major IT conferences and events are great places to network, not everyone feels comfortable in these environments – and that’s okay! Don’t feel pressured to step into situations you’re not ready for. An alternative could be to organise a casual one-on-one chat with an industry peer over coffee some time or look at Tech meetups in your local area. Keeping things simple and taking the pressure off can be just as valuable for building a connection, if not more so. Remember that you don’t always have to go it alone: bringing along a friend or colleague can make it less intimidating.

Don’t psych yourself out with unrealistic expectations. After all, one quality conversation is better than 20 superficial ones. Similarly, recognise that networking has mutual benefit for both parties, so don’t spend too much time worrying about making a good impression. It’s not about putting on a show – you have something to offer the other person too.

Slowly Step out of Your Comfort Zone

Though these networking tips are here to help, you don’t have to be a pro right away. Taking regular, small steps can go a long way towards making you more comfortable with networking. Practising at home is a good first step, but don’t forget that you have opportunities every day at work to flex those networking muscles.

Once a week, try walking around and socialising with colleagues during a break. Make a special effort to step outside your comfort zone and talking to people beyond your regular social circle. Eventually, you can work up to setting improvement goals for yourself; for example, try aiming to meet with two people you know and two you don’t know within the next quarter.

Likewise, if you’re talking with a group at a Tech event, look for opportunities to speak up, or branch off and start up a conversation with somebody one-on-one. There are always chances to speak with people in more comfortable numbers until you feel ready to tackle a larger group.

Summary

In the end, successful IT networking for introverts all comes down to having a plan, practising until you feel ready and knowing when to ease things off. With these professional networking tips in mind, any introvert can take the steps needed towards reaching a bigger audience and making their voices heard in the industry.

Do you have any networking experiences to share? We’d love to hear from you. If you’re looking for your next IT job or would like support with the job search process, contact the team at Enterprise IT Resources.

Strategising for Career Success: 4 Questions to Ask

Tue, 24 Nov 2020 09:36:23 GMT

Being a well-rounded professional is crucial for future success. Start thinking about where you'd like to take your career in 2021 by reflecting on these questions.

Click below to enlarge.

4 Goals for Hiring Success in 2021

Sat, 31 Oct 2020 05:39:11 GMT

As we move further into a new year, many people are tackling the resolutions they established on the 1st of January: get fit, cut back on the alcohol, try out a new hobby or start looking for a new job. For hiring managers, this is a great time to focus on capturing the wave of new Tech professionals entering the market by reviewing your hiring process and setting goals that will allow you to make the most of this influx of talent.

Here are four goals for Tech hiring success in 2021.

Be Clear on Expectations

Working closely and collaboratively with an experienced recruiter is a sure-fire way to tap into the market’s top talent. By investing time in the initial brief, you will be able to ensure you are both working towards the same goals from day one, allowing you to secure better talent, faster.

This can involve setting out clearly what your dream candidate looks like, both in terms of technical capability and cultural fit. Think about the team they will be joining as well as the projects they will be delivering to paint a complete picture. List out the specific skills and qualifications that are mandatory, but also stay open to the possibility of candidates who can learn on the job or have experience that can transfer across projects.

Leverage Social Media

With digital technology playing an increasingly important role in the job search, more Tech professionals are either finding their next job on social media or connecting with organisations they’d like to work for and, later, approaching them for roles.

As an employer, you can use social media to better understand what top candidates expect from organisations they work with. This can include researching salaries offered by other organisations in your industry and benefits such as learning and development opportunities, flexible working arrangements and other perks like gym memberships.

Employees seeking new opportunities will also sometimes outline what they are looking for in the next steps of their career journey in their LinkedIn profiles. This can all feed into the brief for your recruiter, and also help inform new, progressive employee benefit schemes that will help you attract talent. Don’t forget to consult your recruitment partner as well – we are actively speaking to candidates every day, so we know exactly what they’re looking for and are across all the latest market trends.

Build on the Candidate Experience

For Technology hiring managers, it is particularly important to ensure candidates have a good experience when applying for a role with their company to ensure they stay engaged throughout the hiring process.

One of the biggest issues we hear about from candidates is when there are delays or inefficiencies that leave them unsure where they stand or if the employer is still interested, which can result in them pursuing roles elsewhere. The best way to avoid this is to communicate with your recruitment partner if there are any delays in the hiring process or changes to key people working on the project, as well as being clear about timelines and next steps – this allows us to keep candidates engaged and serve as a go-between to ensure they have the best possible experience.

Likewise, it’s a good idea to make sure that any information the candidate may want to research prior to their application or interview is readily available. These may include details about key personnel on your website, the history of the company and its goals and vision for the future. This should all be provided to your recruitment partner at the start of the process, but can also be made available online for when candidates are doing their own preparation. Chat to your marketing or communications team if you think the online content needs to be improved to enhance your overall value proposition.

Be More Flexible

The way that Tech professionals expect to work is changing, and whilst most people are always seeking higher salaries, the greatest demand we’re seeing in the market is for flexible working arrangements. Companies who meet these new expectations will be able to secure the top candidates and stand out as employers of choice in the market.

Work-from-home jobs are highly sought-after by candidates such as stay-at-home parents, mature students, older workers or simply those with other commitments. These people may be some of the best in the business, but due to their circumstances, they are often not included in the hiring process. By opening up certain roles to flexible working conditions, you can vastly increase your talent pool.

Are you ready to start growing your team? As leading Tech recruitment specialists in Australia, our skilled team at Enterprise IT Resources can help with all your recruitment needs. We understand what candidates are looking for in 2021, and with our broad network of top talent, we can connect you with the best people in the country. Get in touch with one of our offices to give your next hiring drive an edge.

5 Ways to Ace Your Video Interview

Tue, 20 Oct 2020 12:24:31 GMT

Prepare

Take the Pressure Off

Slowly Step out of Your Comfort Zone

Summary

The Hidden Costs of NOT Using a Recruitment Agency

Fri, 31 Jul 2020 05:58:43 GMT

Recruiting new IT talent, as well as those who work on Business Transformation projects, can be a costly and time-consuming process for organisations to tackle, taking up significant time and resources without any guarantee of success. However, it doesn’t have to be that way. Using a specialist Recruitment Agency to source the right talent and negotiate terms can relieve a lot of pressure, as well as negate the numerous hidden costs of taking recruitment on yourself. Before embarking on any recruitment project, take a look at our list of the hidden costs to ensure you’re making the right choice on whether to go it alone or not.

The Hidden Costs of Doing it Yourself

Advertising on job boards is not the only expense involved with recruitment – candidate attraction comes with a number of other hidden costs:

Administration

Keeping the hiring process in-house means someone within your business will need to be overseeing it. Posting the job ad is only the beginning; there are many other tasks involved, including writing the job description, launching the advertising campaign, handling applications, phone screening candidates, responding to emails, conducting interviews and checking backgrounds and references. This admin burden is not only going to take up a lot of time for the person responsible but may also distract them from other important work – the work that they would’ve been doing if they’d not been handed accountability for recruitment – and lower productivity.

It’s no secret that the recruitment process is a lengthy one, and saving time is one of the main reasons why employers use a recruitment agency. It takes all the hassle out of the task, ensuring that the employer is able to focus on what’s important for them: running their business.

Negotiation

It’s important to remember that even once you’ve found the perfect candidate for your role, there are still a number of steps to complete. Most significantly, the offer stage.

In order to secure your ideal IT candidate or someone that has experience working on Business Transformation, it’s important to pitch the right offer the first time. However, not having access to expert advice on market salary rates and how best to manage the offer process, can result in inflated salaries.

On the other hand, if you end up making an offer that’s below market value due to a lack of wider market knowledge, then you may lose out on your chosen candidate. In addition, making an offer that is too low can also have a negative impact on your brand, as candidates may perceive your organisation as one that is out of touch or isn’t willing to pay “what it takes”. Having an expert on hand to ensure the offer isn’t either too high or too low is therefore a considerable benefit of using a recruitment agency, both in terms of securing the right candidate and safeguarding your reputation.

Brand

The quality of the interaction with candidates during the hiring process can have a significant effect on your employer brand. Responding to unsuccessful applicants is time-consuming but failing to do so can leave people with a bad impression. It’s not just common courtesy – it’s important to ensure all applicants feel that their time and effort is appreciated.

Similarly, a slow hiring process is a key source of frustration for many candidates. Whether you take too long to review CVs or there is too much time between interviewing and feedback, repeated delays or periods without contact will only serve to repel candidates. A recruitment agency can handle this contact for you and ensure that each candidate is being given the attention they require, protecting your brand as well as making for a more efficient process.

Agencies can also provide a buffer between a company and the marketplace, shielding your brand from vocal candidates who have more channels than ever to express frustration through social media and online forums.

Making a rushed decision

Finally but possibly the most important, what is the cost if you hire the wrong person because of a rushed or ineffective hiring process?

When addressing issues with problematic employees, management often has to put in additional hours as a result, to fix the situation. Whether it’s guiding a new employee, or looking into strategies to turn performance around, it’s easy to become frustrated when good progress isn’t being made. This can lead to manager burn out and risk the loss of quality talent because of one person in the team that perhaps, shouldn’t have been hired in the first place.

Why Use a Recruitment Agency?

Specialist Approach to Talent

One of biggest benefits of using a specialist IT recruitment agency is that they have an extensive knowledge of the IT market (and candidates that work on Business Transformation) at their disposal. It is a recruitment consultant’s job to keep up-to-date with the latest trends, developments and current affairs of the industry they’re recruiting in. Consequently, they serve as a trusted resource for their clients throughout the hiring process, providing them with valuable insights on a variety of key issues, including skill shortages and market salary rates.

Recruitment agencies also allow access to more, higher quality candidates than many businesses are able to source alone. Gone are the days where a short ad in the newspaper will do the trick; engaging candidates today means using a range of mediums. This is why specialist recruiters use a combination of job boards, social media and network referrals, ensuring that a thorough examination of the talent market has taken place before moving forward with candidates. This approach is often necessary to reach a solid pool of IT talent, and naturally this tends to yield better results when a hire is made.

Leveraging Relationships

At the end of the day, however, recruitment is all about relationships. It’s here where recruitment agencies already have a clear head start, as they can tap into an established talent pipeline filled with both active and passive candidates. This means getting your role in front of candidates that aren’t presently looking on job boards, which is a big advantage considering active jobseekers make up just a fraction of the available talent, and passive candidates tend to be of a higher quality.

Recruitment consultants also build up strong relationships with their clients, which makes for significantly better hiring outcomes. By getting to know a business inside-out, your consultant will understand your organisation like you do and be able to find candidates who are not only a skills match, but a culture match too. Furthermore, the more you work with your recruiter and build up that relationship, the better of an understanding you’ll have and the better results you’ll see.

Summary

Perhaps most importantly, employers who are working with Recruiters don’t need to worry about the possibility of having to repeat the process if the right person isn’t found on the first attempt. All of the above advantages come together to ensure a greater probability of the right person being found first time.

Building an ongoing relationship with a specialist recruitment agency will see you benefit from experts who not only know your market inside-out but have access to an extensive pool of the market’s top IT talent, along with those who have worked in Business Transformation.

To discuss your internal recruitment process in more detail, or for support in your upcoming IT recruitment, get in touch with us .

5 Must-Have Technical Skills for Today’s IT World

Wed, 24 Jun 2020 10:52:47 GMT

The business landscape is constantly being challenged by new technologies that are changing the way organisations operate and shaping the skills they need in their IT teams. If you want to be successful in the competitive IT field, it’s essential to keep up with the latest trends by continuously maintaining and updating your expertise.

In this blog, we’ve broken down a list of five must-have technical skills for IT professionals to help you identify the next step in your career and ensure you’re well-equipped to secure your ideal role.

1. Cybersecurity

We live in an age where the bulk of our information (both personal and work-related) is stored on hard drives or in the cloud, and paper documents have all but become obsolete. While this paperless world is saving us valuable office space, there are also major security risks associated with keeping our information online. Cyber-attacks are steadily on the rise and getting more complex, so cybersecurity professionals such as Security Engineers and Architects are in high demand as businesses seek to protect their (and their customers’) information from potential breaches.

This has opened the door for more cybersecurity specialists in the market who are able to take their pick of well-paying opportunities. Some of the key skills we suggest our cybersecurity experts have under their belts are:

Intrusion detection
Penetration testing
Encryption skills
DevSecOps
Awareness of cloud security

2. Data Science

Data Scientists are becoming highly sought after (and the demand for these professionals is likely to grow even more in future), as businesses have a higher and more pressing need to collate and interpret data to understand changing customer trends, make better business decisions and have a more in-depth understanding of their own impact on the market.

For any candidates looking to build a career in Data Science, we suggest upskilling in R & Python, as well as gaining experience with real industry projects and case studies.

3. App Development

App development has rapidly become of the top IT skills in demand in the last few years as more and more organisations (private and public) look to launch apps to cater to their unique needs and stay relevant in the market. Whether it is for streamlining backend processes or selling products to customers, a growing number of organisations including SME’s, government and educational providers (to list but a mere few), are in need of developers to design, install, test and maintain mobile apps for them. Mobile Developers who can build apps using Apple’s IOS, Microsoft’s Windows Phone Platforms and Android are all in high demand.

iOS Developers:

For iOS development, being well-versed in Objective-C/ Swift, as well as competent using Cocoa Touch Framework and Xcode development will be desirable amongst employers.

Android Developers:

Android Developers should be proficient in Java.

4. Cloud Engineering

As the rate of cloud adoption continues to accelerate, Cloud Engineers have become an essential (and highly sought after) part of many IT Departments. There are two aspects to Cloud Engineers, one part is to design, plan, manage and maintain cloud computing, utilising both external systems and in-house technology. The other is to provide ongoing support to cloud applications and deployments to ensure they operate effectively by modifying, debugging and re-testing software as needed. Having experience in these areas will significantly increase IT candidates’ employability.

5. AI / Machine Learning Engineering

We’ve seen a lot of talk about AI on the tech pages and in the news recently, and while it’s still in the early stages of its development, AI will be part of day-to-day business in the very near future as many realise how useful (and financially viable) a tool it is for streamlining business processes. Already we’re seeing a need for Artificial Intelligence (AI) and Machine Learning Engineers to help organisations reach the next stages of automation, optimising day-to-day operations and taking over much of the more monotonous and repetitive work previously done by people. AI and Machine Learning Engineers will enable businesses to take advantage of computers that can gather data and use it to make decisions, as well as get work done faster and more efficiently.

Seeing as Artificial Intelligence is such a new concept, there is a notable lack of people with these skills, especially at management level. Consequently, developing AI and Machine Learning experience will be highly valuable for long term career growth.

Summary

Technology and IT is evolving in front of our eyes, and to stay ahead of the game, you have to change with it. This includes upskilling, further study and ensuring you have the must-have technical skills to guarantee long term employment in an IT job that will help you reach your career goals.

For any further information on the top IT skills currently in demand or specialist advice on the IT recruitment market, contact the team at EITR.

New Job Nerves: Tips to Succeed on Your First Day

Sat, 30 May 2020 11:02:31 GMT

Starting a new IT job is both exciting and daunting. There are so many new faces, so much to learn and often pressure to make a good first impression on your new employer. Those early days can set the tone for the rest of your time at the company, so putting in a bit of extra preparation and effort can go a long way towards beating those new job nerves and getting off to a good start on your first day, even if it’s remote!

We’ve put together these tips for how to start a new job successfully to help you make the transition into your new role with positivity and optimism.

Pay Attention and Ask Lots of Questions

The first day at a new job involves a steep learning curve. From company processes, different technologies and tasks to IT systems and communication channels – it’s all new! As tempting as it is to prove your previous experience, it’s worthwhile remembering that you won’t have all the answers.

Arm yourself with a notebook, tablet or laptop and take notes during any orientation, induction or training, even virtual ones. This will help you become familiar with the work environment as well as how your role fits in with the rest of the team. The key here is to listen more than you talk, but always ask questions when you have them.

One of the benefits of being the new colleague is that you’re not expected to know everything from the get-go. Rather than tackling a new task incorrectly, ask for help. This shows that you’re taking responsibility for your learning. In situations where you can, however, don’t hesitate to be proactive and do some problem solving of your own. Similarly, if you have the capacity, volunteer to help out with any extra tasks that arise – your willingness to go the extra mile will leave a lasting impression on colleagues and managers alike.

Get to Know Your Colleagues

Building relationships with your new colleagues is a key aspect of easing into a new IT job seamlessly. Throughout the day, be the first to say hello and take opportunities to have conversations with co-workers. Ask questions about them and what they like or do – after all, most people enjoy talking about themselves. Make an effort to remember names by writing them down or by creating your own organisational chart. Being friendly and showing a genuine interest in your colleagues will help you start building a good rapport on your first day.

Likewise, try to accept invitations to social gatherings such as lunch or after-work drinks – they’re great opportunities to get to know people in a more casual setting. Whilst your manager might be the most intimidating of your new coworkers, understanding how they communicate, their leadership style as well as how they like things to be done will put you in good stead as a valued team member.

Learn About the Company

The more you know about a new company and its activities, the faster you will get up to speed in your new IT job. Social media platforms such as LinkedIn, Facebook or Twitter are great tools to gather insightful information and may also unveil the key players within an organisation. This could be taken even a step further with research on clients or partners.

Utilise the first day, as well as the ensuing weeks, to immerse yourself in the culture and absorb what goes on in your new work environment. Keep current on the news, developments and successes whilst getting to grips with the company structure. Learn about the pipeline of tech projects that will be underway as well as those completed. This knowledge will be priceless as a fully-fledged member of your new team.

Own Up to Mistakes

You are sure to enjoy some victories when starting an IT job, however, you’ll likely also make a few mistakes. No one gets everything right all the time, let alone on their first day at a new job. If you make a mistake, be honest and own up to it. Carve out a plan to fix the problem and avoid making the same error in future. Above all, don’t forget to celebrate your successes as well! The first day can be challenging, but each day in a new job will get a little easier.

Summary

Understanding how to start a new job successfully will lead to a great first impression as well as pave the way for a great career in your new position. By following some of our first day at work tips, you will make a successful transition into your hard-won role and lessen some of the nerves that come with it. The main thing to remember is to be patient – it takes time to settle into a new company. Before you know it, you will be a prized member of the tech team!

For more career advice or support with finding IT jobs in Australia, get in touch with Enterprise IT Resources.

Managing Employee Morale Amid Uncertainty: 3 | Enterprise IT Resources

Sat, 30 May 2020 06:42:02 GMT

COVID-19 has taught us many lessons in a very short time, and one of the key things it has highlighted is how rapidly change can occur. Uncertainty has always been part of the business world, and it’s safe to assume it will remain that way long after this situation has passed.

The effects of uncertainty can quickly trickle down to the workforce and lead to significant issues with employee morale and productivity. As a result, it’s vital that leaders understand how to identify and lessen the impact of uncertainty to help their businesses withstand challenges – both now and in the future.

3 Signs that Employee Morale May Be Suffering

As uncertainty grows within an organisation, it can drastically impact the mood of the team. However, leaders can learn to recognise morale issues and tackle them head-on to prevent them from negatively affecting the business in the long term.

Here are some of the biggest red flags to watch out for.

Some of these signs may not be immediately obvious or could come on gradually, particularly if there is a disconnect between management and the rest of the team. However, time and change (such as a return to the office environment after working remotely ) can bring these issues to the forefront, so it’s important to be actively monitoring your team for red flags to pinpoint them before they become bigger problems

Actionable Steps to Improve Morale

In uncertain times, leadership determines whether a business can rise above the challenges and continue to move forward, or if it will bow to the growing pressures.

To help you respond to the warning signs and keep your team engaged, we have put together some tips on how to boost employee morale amid uncertainty.

1. Stay in tune

When comes to dealing with uncertainty in business, it’s vital for leaders to constantly stay “tuned in” to the perceptions and needs of their team, especially during crisis events such as COVID-19 where the circumstances can change in an extremely short time.

Being visible and present allows you to better understand the way the uncertainty is disrupting your business and what you need to do to address the problems.

Aim to regularly check in with employees to gauge the general “mood” of the team, gauge morale and provide opportunities for people to raise issues such as feeling overwhelmed by their workload. An easy way to do this is to implement a (realistic) open-door policy, but don’t forget to actively solicit questions and provide opportunities for feedback through avenues such as anonymous employee surveys as well.

2. Be honest and transparent

Transparent communication is a cornerstone of managing employee morale during uncertainty. People will often be confused, fearful and will look for reassurance around the future of the company and their roles, so a leader must be ready to provide that sense of security wherever possible .

However, that doesn’t mean being overly optimistic or sugar-coating reality – negating the facts of a serious situation could make you appear out of touch and will only exacerbate the fears of your team.

Instead, acknowledge that the uncertainty exists, show that you are aware of the difficulties people are facing and provide a plan to manage them. Remember – you don’t have to have all the answers, you just need to be honest and demonstrate that you are prepared to respond to challenges as they arise.

3. Celebrate success

Everyone wants to know their work is appreciated, and in uncertain times, acknowledging the efforts of the team is even more important for boosting morale and making employees feel valued. By recognising success, you can reassure people that progress is being made, even during a difficult time.

Take every opportunity to celebrate wins and achievements, no matter how small. Look for ways to recognise accomplishments with low-cost awards, bonuses and praise – you could even hold a weekly meeting or video call to highlight team members that have made a positive contribution and share recent success stories.

Don’t forget to ensure that everyone knows what is expected of them and involve individuals in setting targets and KPIs – this will keep goals realistic and help people stay focused and motivated despite the circumstances.

Summary

Regardless of the industry you’re in, uncertainty will always be an issue that businesses must deal with, so knowing how it could impact your team and how to respond is key. Whilst there are many ways to improve employee morale, the focus should ultimately be on making people feel valued, secure and engaged.

For advice on growing your team in an uncertain time or support with your next IT recruitment drive, please don’t hesitate to reach out to us .

An Employer’s Guide to Returning to the Office Post-COVID-19

Thu, 07 May 2020 07:40:30 GMT

As the restrictions around COVID-19 gradually begin to loosen, a return to the workplace is imminent for many businesses, and it’s a welcome change for those struggling with the disruptions of remote working. But with so many factors to consider, particularly around health and safety, managing the reintroduction to office life can be a challenge.

To help you make the transition in a way that prioritises safety, builds morale and utilises resources most effectively, here is our guide containing everything you need to know when returning to the office post-COVID-19.

Download your copy here

A Guide to Getting The Most Out of Your Contractors During COVID-19

Thu, 30 Apr 2020 07:44:25 GMT

As Australia’s tech recruitment market continues to evolve rapidly, it’s up to employers to stay ahead of the curve. This is where contractors come in. Not only can you gain access to a wide range of skillsets, including experience with niche software and projects, but it gives you the ability to scale your teams up or down quickly according to specific business needs. And in the era of emerging technologies and multifaceted projects, bringing independent tech contractors into your organisation is often the most effective option.

If you’re looking to hire a contractor, you’ll want them to be delivering results from the get-go. Not sure how to achieve this? Here’s a guide to help you bring out the best in those that you engage, whether they are working in your office or remotely during the COVID-19 pandemic.

Download your copy here

5 Leadership Methods to Combat Crises

Thu, 30 Apr 2020 06:58:45 GMT

Multiple sources are offering multiple versions of the future we will inherit from the COVID-19 pandemic. One thing that commentators can agree on is that the global business ‘normal’ is going to radically alter. Some changes will be uncomfortable, some will be costly and all of them will require strong leadership to transition effectively.

Leaders can, and must, view these adversities as an opportunity to improve their crisis-management abilities, harness rather than repress natural anxieties and focus their teams on working towards new avenues of growth.

Here are five of the key methods for leaders to combat and conquer a crisis:

1. Stick to the Facts

Your actions and instructions should be borne out of an understanding of the objective facts and data underlying any crisis. Of course, it’s natural to incorporate learned opinions into your decision making, but limit this where possible. Stick to reputable sources dealing in proof and verifiable evidence such as the World Health Organisation and maintain clarity in your judgement with a healthy, regular dose of realism.

2. Pivot Where Necessary

Feeling busy is a source of comfort and maybe even distraction for both you and your team, but it is a leader’s responsibility to question the effectiveness of that activity. During a crisis, the best use of time is often subject to frequent change and it requires pragmatism and strength to appreciate the need to pivot and adapt.

3. Delegate and Enrich

Each person was brought into the team for a specific purpose, with something unique to bring to the table. Don’t let a period of adversity lead you into the trap of micro-management or worse, taking over functions that ordinarily wouldn’t be in your scope. Trust your people to deliver what you know they can, provide the space for different skills to complement each other and create richer solutions and ideas.

4. Listen and Understand

Listening to concerns from your people is not merely a tick-box exercise that needs to be carried out in the course of management. In tough situations, it is an opportunity to gain a deeper understanding of how they’re coping mentally with external pressures, how you can adapt to improve happiness and how you can improve productivity. Use these conversations to convey empathy and a genuine curiosity for their wellbeing.

5. Move Steadily

With disruption and change comes readjustment, which means a period with everyone operating below their usual optimum as they familiarise themselves with new circumstances. It’s crucial that you afford yourself and your team the time to get back up to speed without the pressure to rush this and compromise quality. Start with achievable weekly goals, support individuals to do their part within that and rebuild expectations gradually.

Summary

At Enterprise we not only understand the traits of good leadership, we actively identify and work with high-quality individuals who possess them.

If you’re looking for experienced tech leaders to help safeguard and drive innovation within your organisation, talk to our specialist tech recruitment team today.

A Guide to Managing Project Resources Remotely

Wed, 29 Apr 2020 05:33:57 GMT

Remote project management has been gaining in popularity in recent years, and the emergence of new project management software, video conferencing and instant messaging apps, and high-speed internet have all contributed to the rise and feasibility of remote teams. For some Project Managers, leading virtual teams is their speciality; for others, the restrictions imposed by COVID-19 may be providing them with their first taste of remote project work.

For those who fall into the latter category, we’ve put together some top tips on how to manage project resources remotely. Certain points may be obvious to the experienced Project Manager – there is, after all, considerable overlap between managing people virtually and in the office. If you’re new to remote, however, this short guide may provide some useful issues to consider as you navigate unchartered territory.

Communication is Key

It will come as no surprise to find communication in our number one spot. Good, regular communication is at the heart of effective project management from kick-off through to completion. Weekly meetings, monthly reviews and email updates all help to keep people on the same page, on track and working towards the same end goals.

For remote project management, how you communicate is equally as important as what you communicate and when. What video conferencing app(s) are you going to use? What instant messenger service will you choose to replace the impromptu chats over coffee in the office? How will you provide project visibility to everyone involved? There will no doubt be many questions to discuss and resolve before you find the best format for your team.

Encourage Open Discussion of Issues

When leading remote teams, it can be challenging to stay on top of issues that may affect the successful outcome of the project. As we’ve mentioned, communication is obviously key; so, too is the ability to encourage all team members to speak up – and speak early – about anything that is troubling them. Some individuals will likely be more forthcoming than others. We suggest that Project Managers ensure that every person has their say during or after team meetings and reviews.

Platforms such as Slack, Flock or Microsoft Teams can also provide useful forums for discussion. Another option to consider is regular one-on-one chats with individuals, where they have a chance to voice their opinions and concerns in private with you.

Monitor Progress and Provide Feedback

Even with geographically dispersed teams, a Project Manager can see what individual team members are working on and how they are progressing. A project management platform is an obvious must and you may also want to consider optional activity monitoring features. Regular project snapshots and data can provide invaluable insights into individual and team progress and ensure you can intervene to resolve any issues before they escalate. Some of the most widely used tools to consider include Basecamp, Trello, Teamwork Projects and Asana.

Allow Scope for Flexibility

These are unprecedented times and we know remote Project Managers will be aware of the need for flexibility. Even the most motivated and dedicated team members may struggle to make calls and meet deadlines when they are working from home. They may need to suddenly absent themselves from a video conference to deal with their daughter’s Lego or to quieten a barking dog. They may work at random hours of day and night to complete the tasks assigned to them. Allowing flexibility around when work is delivered, along with support and understanding of individual circumstances, can boost morale and help team members find new momentum.

Summary

Managing project resources remotely can pose challenges, especially to those unused to working with dispersed teams. By promoting regular communication across multiple channels while paying close attention to tracking individual and team progress, Project Managers can ensure maximum efficiency and success. In the current situation, flexibility is also a key consideration, making allowances for individual circumstances and providing support where needed.

For more advice on remote project management or to discuss the opportunities we currently have available, contact the IT recruitment specialists at Enterprise IT Resources today.

Sydney IT Salaries Guide 2020

Thu, 09 Apr 2020 07:48:38 GMT

We have just released our latest Sydney IT Salary Guide for the year 2020. This Salary Guide is a compilation of salary and market information provided by our consultants, clients, candidates and other sources across Australia. Information is gathered by drawing on the extensive knowledge of our Technology recruitment specialists.

Download your copy here :

What to do When a Candidate Has a Bad Reference

Wed, 30 Oct 2019 07:07:21 GMT

You’ve found a person who meets the criteria of your job description, they have performed well during the interview and have impressed you and your fellow team members. Now it’s time to check their references.

So, what happens when this check comes back negative? How do you reconcile the behaviour, skills and expertise demonstrated throughout the recruitment process with the views of a previous manager?

Here are some questions to ask yourself:

Who is the Source?

When you receive a bad reference check, the first thing to do is consider whether it is coming from a reputable source. Candidates are the ones who choose who they put forward as referees, but sometimes it can be challenging for them to find a reliable person if you mandate the inclusion of a current or most recent manager.

If the person conducting the reference check appears to be acting in an emotional way, it could be a red flag. By emotional, we mean anything that appears to be influenced by anger, jealousy or hurt, as opposed to factual information. This kind of referee may be trying to sabotage your candidate’s new opportunity, or perhaps they just have a personal view of, or bias against, the candidate.

Was There a Specific Incident?

Sometimes referees will make sweeping statements about a candidate’s behaviours, so it’s worth asking them to provide a specific example. You may find that their negative views are based on one specific incident rather than an ongoing issue.

If this is the case, ask what the repercussions were and how the candidate responded. For example, if a candidate was late for work one day and didn’t contact their manager, ask how the issue was raised. This will help you make an educated guess as to the candidate’s reliability – did they apologise, or did the problem keep happening?

Also, find out how long ago these incidents happened and whether it is the behaviour you might expect or forgive from a more junior member of staff. If it happened a long time ago, chances are that your candidate has grown professionally since the incident.

Was the Candidate a Good Cultural Fit?

An organisation’s culture can impact on an employee’s behaviour and, sometimes, their ability to do their job. If a candidate felt like they didn’t fit in, or struggled to get along with their co-workers, their referee may have found them anti-social or “difficult” to work with.

Try to find out more about the business from which they got a bad reference, and compare it to your own. You will likely have already covered cultural fit as part of the hiring process, so by this point, you should have a good feeling about whether your candidate will suit your business. If their referee refers to them as “not fitting in”, it might have been a cultural clash rather than an unwillingness to be a team player.

What Do Others Have to Say?

A single reference check shouldn’t make or break your decision to hire a candidate. You can always talk to other referees, and of course the candidate themselves. They may be able to shed some light on the events or behaviours discussed during the reference checking process. Additionally, other referees should be able to either confirm or dispute the claims of a negative referee.

Finally, you should listen to your gut. Refer back to your interview notes and personal experience with the candidate. Trust your instincts and see whether you have strong feelings about whether or not to offer them the role.

Summary

Reference checks are an effective way to gain additional anecdotal evidence about a candidate and their suitability for a role. However, just because a referee provides negative feedback does not mean the candidate is poor – there are many reasons a referee may have had a negative experience with their ex-employee.

Our advice is to always undertake more than one reference check. That way, you can ask the second referee if they have experienced any of the negative behaviour flagged by the first. Don’t forget to balance both views when making your final decision.

If you’d like further advice about how to deal with a bad reference or you’re looking to discuss your tech recruitment needs, contact our team at Enterprise IT Resources.

Using Job Rejection to Empower Your IT Career

Tue, 29 Oct 2019 11:53:11 GMT

Most of us have been rejected from a job we’ve applied or interviewed for at some stage of our careers. It can be difficult to accept – especially if there’s been plenty of preparation and time spent on the application. However, knowing how to handle this experience is key to moving forward and staying motivated. Here’s how to deal with rejection when searching for IT jobs , so that, with the right mindset, you can learn from this experience and use it to improve the way you approach future opportunities.

Ask for Detailed Feedback

When you have been rejected from a job you interviewed for, the first question on your mind will likely be “should I ask for feedback?”

If you think that feedback could help you to refine your job search skills or improve your technique in future interview situations, the answer should always be yes.

You are free to try contacting the employer directly, though you may not always get a reply. However, working with a recruitment agency means you will always have a place to turn for feedback. Since the recruiters are already speaking to the company on a regular basis, their established relationship may make it easier to secure feedback. You’ve put a lot of time and effort into the process, so (where possible) a recruiter will make every effort to find out actionable insights from the employer on how to develop and grow as a candidate.

If you find yourself facing rejection before even being given the chance to interview, it may be an issue with your CV. Consider enlisting the help of a specialist recruitment agency to polish it up and get you back on track.

Build a Personal Development Plan

Think about the feedback you may have received from previous job rejections and appraisals. Are there any recurring themes? What should your development priorities be?

It’s critical to reflect back on what has led you to this point and make improvements wherever possible. Take note of any weaknesses or issues that you can do something about and use them to change your approach the next time around.

How can you fix the gaps in your performance? Depending on what the issues are, there may be some training or informal coaching that will help patch these holes, or, it might be as simple as working on your interview answers. Think about how you responded to key interview questions, and whether you highlighted your experience in the most favourable light. Is there anything that could be done better the next time around?

In addition, your recruiter will be happy to discuss any issues you have observed and help you identify strategies to improve.

Closing Thoughts

Recovering from a job rejection doesn’t need to be a painful process. Getting that unwanted response – especially from a position or employer that you had your heart set on – can be tough, but knowing how to bounce back and keep going is vital. Every rejection is a learning opportunity and a chance to improve upon both your resume and your appeal as a candidate.

Rather than sitting back and waiting for your dream job to come to you, keep the job search in motion until you’ve accepted a role. Maintain contact with your network and recruiters throughout the process and continue to apply for new positions until there is a solid offer in hand.

Here at EITR, we offer guidance to IT professions all over Australia; we’re an established and focus-driven IT recruitment agency with the goal of helping you move your career forward. If you need help with taking that next step in your job search, tidying a resume or just want to talk further about your career options, our specialist recruiters are always here to help. Get in touch today .

Managing Gen Z Employees in the Modern Workforce

Mon, 28 Oct 2019 07:20:35 GMT

Just when you thought you had Millennials figured out, the latest Generation has entered the workforce – Gen Z (or as some know them, the iGens). With every new generation, how we go about retaining, managing and recruiting employees must change. This is definitely the case with Gen Z, the first to be raised in the era of smartphones, who probably won’t remember a time without social media. It’s likely that Gen Z and Millennials will make up the majority of the workforce in the coming years, so if you haven’t started already, now’s the time start thinking about how to manage Gen Z employees in your organisation.

Who is Gen Z?

Born after 1995, Gen Z are “digital natives,” and are the most tech competent of any generation. Technology is like breathing to the typical Gen Z’er, which means they are more likely pick up on any new technological developments much faster than employees from earlier generations. The iGens are always “switched on” and connected, which is where their incredible tech competence stems from. This includes having some sort of screen (sometimes multiple screens) in front of them, making them incredible multi-taskers.

As demonstrated by Gen Z’s active participation in online social justice movements, it is obvious that their standards are very high, and their priorities have shifted from those that previous generations deemed important. Gen Z relies on technology and values independence, diversity and flexibility – all of which are important factors when identifying how to engage Gen Z employees in the workplace.

What Makes Gen Z Different?

Here are some of the key Gen Z characteristics you should be aware of:

More digital – As digital natives (versus digital immigrants), Gen Z can’t imagine a world without technology.

Instant everything – Gen Z was born into a world with instant information, instant communication and instant gratification. They may think something is wrong if it doesn’t come quickly.

Making a difference – Gen Z cares about society and the planet more than any other generation. They want to join organisations that promote Corporate Social Responsibility strategies.

Virtual communication – They have stronger virtual communication skills and are accustomed to freely expressing their opinions online.

Do it myself – They have a “do it myself” mentality. They’re ambitious and have more of an entrepreneurial spirit than previous generations

Tips for Managing Gen Z Employees

The iGens have a great deal to offer the workforce, so it is essential that we understand how they work and how to really motivate them to reach their full potential as employees. One thing is certain, to make the most of their unique strengths, adjustments will have to be made from business leaders and managers. We’ve put together a helpful list of ways to prepare your business for Gen Z employees:

Coaching and guidance – Gen Z employees are very ambitious (even more so than Gen Y) and crave advancement opportunities. When it comes to their development, they enjoy a hands-on approach from management through coaching and mentoring. Gen Zs have their careers sussed out with a plan for professional growth, so it’s important to find out what that plan is early on, and how you could work together to reach those goals.

Tech-centred workforce – As mentioned previously, technology is second nature to the iGens, which means they can navigate across different screens (smartphones, TV’s, laptops, tablets, PCs) simultaneously with ease. With this in mind, ensure their workspace is set up in a way that will drive their creativity and innovation. Collaboration software, as well as internal messaging platforms such as Slack or Yammer, will go down very well for this generation.

The importance of value – Gen Z thrives on feeling valued, so recognise their efforts and celebrate their success. Intrinsic rewards are important and will also be a great motivator for them.

Challenging and meaningful work – Gen Z likes to know that their skills are being fully utilised, so ensure the work they do is meaningful and stimulating. If they are challenged daily, they are more likely to stick with the organisation.

Flexibility – Flexibility is very important to Gen Zs and they tend to seek it in their work environment and social life. The old adage of the nine to five doesn’t mean much to this generation, as they believe that with the wealth of technology available today, they can remain connected regardless of where they work. Consequently, offering flexibility is definitely in an employer’s best interests.

Summary

So, how will Gen Z affect the workplace? There is no doubt that Gen Zs brings with them a natural confidence and knowledge of technology that cannot be matched by previous generations. This generation will inevitably fill our workforce in the coming years, and with them will come a new way of thinking, working and managing. As the business world continues to evolve, it is important to bring in (and retain) those with the skills to help us navigate these changes successfully.

For more IT Recruitment advice, contact the team at Enterprise IT Resources – we look forward to helping you with any of your hiring needs.

How to Ace A Panel Interview

Mon, 23 Sep 2019 12:17:31 GMT

As IT roles become more complex and start to involve a greater number of stakeholders, panel interviews are becoming increasingly common. The added pressure of questions being fired from all angles can often be uncomfortable for applicants, especially if they haven’t experienced that kind of interview before. However, it’s not a tactic to intimidate you. In fact, panel interviews are an efficient way for organisations to get all of the necessary decision-makers together and gather all their impressions at once.

While it might initially seem like a daunting situation, with the right preparation you can come out on the other side with confidence. Here are our top tips to help you shine in a panel interview..

The Make-up of the Panel

As with all interviews, research is key. Take some time to understand who will be interviewing you. How many people will be on the panel? What are their names? Job titles? What role do they have within the organisation?

Have a look on LinkedIn and find out how long they’ve been in their position, what their background is and anything else you can find out about what they do at the company. Understanding their roles and responsibilities can also help give a sense of where the job you’re interviewing for fits within the organisation and how it intersects with their functions.

If you haven’t been told who’s going to be on the panel then do ask. One of the key advantages to working with a recruitment agency is that we will fully brief you on what to expect, so that you’re as prepared as you can be heading into the interview.

Build Rapport

When introducing yourself to everybody at the start of the interview, it’s important to engage with each member of the panel and start building a rapport with them. Stand out and impress them by coming across as confident and relaxed.

Greet everyone with a handshake and focus on one individual before meeting the next. During the interview, be sure to engage with each person and not just the most outgoing panel member, or the one who you think has the most decision-making power.

It’s likely that each member of the panel will ask at least one question. When they do, maintain eye contact with the person asking, but when answering, address the whole panel. Use their names and consider the tone and style in which you interact with them.

Admittedly it can be difficult to remember everyone’s names (especially when nerves are mixed in too) and if you think you’ll struggle with this, then there is no harm in bringing a notebook along to jot down their names according to their seating position. If you feel it isn’t appropriate to take notes, and you’re having trouble remembering the names of the panel members, don’t worry too much. While it’s definitely still advised, it’s unreasonable to expect someone in an interview situation to remember everybody’s names – especially if the panel is made up of four or five people.

Be prepared for a variety of different questions and for the interviewers to potentially have different opinions and perspectives from each other. For example, one might respond more positively to an answer than another member of the panel who might challenge it. Be positive and calibrate responses to the group’s reactions. Demonstrating active listening throughout the interview will show them that you’re paying attention, and when appropriate it’s good to refer to previous questions in your answers. This can also help give a conversational feel to the interview.

Follow Up

Once you’ve made it through your interview and thanked each member of the panel for their time, you need to follow up.

Give yourself the best chance of standing out over other candidates by writing a thank you note to each member of the panel. It’s not enough to send one email to everyone or to one member of the panel, so instead make them personal and unique.

Summary

Being questioned by a panel can seem intimidating, but with the right preparation, your chances of success will increase and the extra confidence will make you feel more at ease. Although it’s natural to feel nervous, try to view a panel interview as a conversation and an opportunity to establish rapport with potential new colleagues and management.

If you need further interview advice on this or would like some support with your IT job search, we’d love to help so get in touch .

Four Tips to Achieve Your Next Promotion

Fri, 20 Sep 2019 08:07:51 GMT

Whether you’ve been in the same role for a while and are ready for that crucial next step or you’ve been overlooked for advancement in the past, the key to securing the opportunity you want is to make yourself promotable in the eyes of your superiors. Just like during an IT job search , pursuing a promotion is about demonstrating to your employer that you have what it takes to succeed.

To help take your career to a new height, here are our top four tips for helping you achieve your next promotion in the Tech space.

Build Up a Solid Track Record

Organisations want to invest in leaders with a track record of success, so focus on where you can add value to the business and strive to be considered as an expert in your field. The ability to demonstrate tangible results makes a big difference, such as a significant reduction in system bugs. In addition to achieving targets, look at how you can demonstrate any cost savings and efficiency improvements that have resulted from your technical input. It’s a good idea to keep track of these achievements as you go, so you’re fully prepared for any opportunities that come up.

Make an effort to become the ‘go-to’ person in your current role and provide support and guidance to colleagues whenever it’s needed. When an opportunity arises and it’s appropriate, offer input into any issues or decision-making. For example, this could mean assisting someone from another department with a network issue or pitching a new software solution to streamline internal processes.

Additionally, ensure that there are people who can vouch for the outcomes you’ve achieved, and will recommend you for new opportunities.

Go Above and Beyond

It’s easy to do as instructed, but being promotable means going beyond the standard duties. Volunteering to take on additional responsibilities will demonstrate your work ethic and willingness to expand your role – a key aspect in showing you’re ready for promotion.

Seek out new projects, innovative ideas and plans to support the business, and then follow through by taking steps to put them into action. Be curious about the wider business, and take the initiative to propose new systems or technologies that could make improvements or savings. Your manager will notice. However, be careful not to take on more than you can handle, as this can do you a disservice in the end. It’s important to continue performing your current role to the best of your ability as well.

Demonstrate Leadership Potential

Managers will promote people they believe are ready for greater responsibility. The higher you move up the career ladder, the more people will be looking to you for guidance, so leadership potential is one of the most important traits of promotable employees.

Display your leadership abilities by solving problems within the team, taking ownership of IT projects, leading by example and identifying opportunities to add value.

Remember that getting promoted doesn’t always mean being the most experienced person on the team or having the strongest technical expertise. As tech roles take a broader focus within companies and require collaboration with a range of internal and external stakeholders, soft skills are becoming increasingly valuable. Consequently, demonstrating abilities such as communication and leadership potential can provide that extra edge needed to step up.

Don’t be Afraid to Ask for a Promotion

Remember that not everyone is looking for a promotion. Some people are very happy with their current level of responsibility, so if you’re aiming to step up, don’t let your employer think you’re one of them.

Communicate openly with those in management, make them aware of your ambitions and seek advice on preparing for advancement. Whilst it isn’t necessary to have a specific job title in mind, creating a solid career plan that is broken down into smaller goals will provide valuable guidance when moving forward.

Additionally, assess yourself and your performance to identify strengths and opportunities to improve. If the new role requires skills or IT knowledge that you don’t currently have, outline a plan to acquire it. Learning is a continuous process, particularly in the fast-moving IT industry, and taking the next step in your career sometimes requires looking at some additional training or qualifications.

Summary

Promotions don’t happen by chance, so don’t just wait for one to come along. By following our top tips for how to be promotable, you can ensure that when the next opportunity arises, your name is at the top of the list.

For more advice and guidance for your next IT job search, please do not hesitate to get in touch with the Sydney IT recruitment experts at Enterprise IT Resources.

How to Enhance Your Employer Brand to Attract Tech Talent

Thu, 29 Aug 2019 07:31:30 GMT

In such a talent-driven job market, IT candidates have more options than ever before. Establishing, maintaining and nurturing a strong employer brand is one the most effective ways to attract quality candidates . However, with so many organisations in the race for top IT talent (and those working on Business Transformation projects), how do you go about enhancing your employer brand to stand out from the rest? Working with both employers and candidates in the IT space has given us a great perspective of employer brand – here are our top tips for boosting yours.

Cultivate your Culture

The way a company is perceived from the outside is critical to attracting top IT talent, and culture is one of the biggest factors that job seekers use in their decision making. With so much choice available, candidates are only going to pursue roles with organisations that cultivate a positive company culture.

It’s not just about extrinsic rewards, though – culture is showcased through everything from dress code and office layout, to management styles and work-life balance. Benefits such as casual Fridays, flexible hours, rewards systems and staff events can go a long way towards building a culture that job seekers will yearn to be a part of.

One of the best sources of feedback in this area is current employees, as they are the ones that are most in tune to customer responses, office dynamics and how the company operates. They build the foundation of the internal culture and can be a wealth of information when it comes to improvement. It’s important to give your existing team the platform to discuss any ideas and problems they may have, enabling you to enhance your culture and attract skilled IT talent.

Focus on Candidate Experience

Another key factor in employer brand is the candidate experience. Your hiring process can affect the number and quality of candidates that apply for any given vacancy, so it’s vital to get it right. In the fast-paced digital age, job seekers want the IT recruitment process to be simple and convenient, and may be put off by drawn out, redundant steps.

Try to ensure the candidate experience is as smooth and efficient as possible and keep the screening process transparent by communicating with applicants every step of the way. It’s not necessary to make them jump through hoops by putting them through lengthy interviews, labour intensive work samples, or rigorous testing, unless there is a distinct benefit to doing so. Too many of these requests can easily deter candidates, so make sure you are respecting their time as well.

Foster Brand Ambassadors

One of the biggest obstacles for job seekers is not knowing what it’s really like to work somewhere. After all, nobody wants to risk committing to an organisation that turns out to be a poor fit. The best recommendations for any employer brand come from those already on the team, so a great way to draw the interest of top talent is to encourage current employees to become brand ambassadors. Identifying those employees who believe in the company’s journey, it’s purpose and values, will help in attracting others like them. You’ll need to find people who will shout about your business on channels such as LinkedIn and Glassdoor, as these are often the first places a potential applicant will look when researching an organisation.

Respect Those that Don’t Make the Cut

Whilst you can’t hire everyone, it’s important to at least give candidates a positive experience to come away with. Just like current employees, applicants can spread the word, and an employer brand can be tarnished by the criticisms of those who felt slighted.

Be sure to treat every candidate with the utmost curtesy and respect, regardless of their suitability for the role. After all, they’ve expressed an interest in working for you, and even if they’re not qualified today, you don’t want them avoiding you as a result of a negative experience, or worse – cautioning others about applying. You never know when you’ll need to use the same talent pool again, so you want to encourage them to reapply in the future. In the end, maintaining a professional and courteous interaction takes little effort and can only serve to increase your candidate pool in the future.

Embrace Technology

As technology continues to drive workplace transformation, candidates tend to be attracted to tech-savvy companies. They want to be part of organisations that are forward-thinking and actively embrace innovation and digital technology. To communicate an effective employer brand, companies must elevate their online reputation and adapt to the digital business world by putting digital front and centre.

Use technology to your advantage and incorporate it into your talent recruitment strategy to highlight your innovation-focus right from the start. There are many great ways to achieve this, such as enabling candidates to complete job applications on their mobile devices, showcasing the latest software and virtual receptionists.

Summary

Using a combination of the above steps can help you develop a more authentic and effective employer brand that will attract more of the candidates you’re looking for. If you want to discuss employer brand further or are looking for support in your IT Recruitment, get in touch with the Enterprise IT Resources team.

Knowing When It's the Right Time to Leave Your Job

Tue, 27 Aug 2019 08:20:17 GMT

There was once a time when it was normal for people to stay with an employer for the bulk of their career, but a culture shift has seen the average length of employment reduced significantly. However, when it comes to leaving your job, is there a right time? This is a question that is often posed to us by candidates and the longer you are with a company, the harder it seems to break away. Although it’s easy to allow yourself to become overly comfortable, keep an eye out for these signs that may indicate it is time to move on to a new job.

No Upward Mobility

It’s only natural to want to upskill, gain new responsibilities and grow your career but to do so sometimes it’s necessary to look outside of your current company. While loyalty is a great value to hold, it’s important to prioritise your own career development too.

Reaching a point where you no longer feel challenged (or it might be that you have achieved everything you can) can be one of the signs you need a new job. However, before actioning anything, it’s a good idea to look at options internally – there might just be an opening that will give you everything you need.

You’ve Lost Your Passion

With the majority of us spending the bulk of our time at work, being in a job that you enjoy can make all the difference to your overall happiness, and your performance too.

If you find yourself dreading the alarm clock each morning or are feeling disengaged with what you do, can you pinpoint what would need to change to feel happy again? If there’s little chance of regaining that sense of energy and excitement, take some time to reassess your professional goals and think about your next career move. Even if it is something new – you’d be surprised at how transferable skills can help make a change!

Inability to Switch Off After Hours

Being stuck in a routine that demands you to work yourself into the ground is a big sign it could be time for a change. Hard work and dedication are integral to success, but don’t overwork yourself to get there – your health takes priority. The longer you work in stressful environments like this, the more it’s going to impact your physical and mental health.

If working 9-5 seems like a faraway dream, reassess the reasons why you can’t switch off. Can any changes be made in your current role? If the answer is no and your job is affecting your wellbeing, it can be a sure sign that it’s time to move on.

An Incredible Opportunity Presents Itself

Once you’ve reached a certain level in your career, companies will often come to you directly with opportunities. Even if you love your job, it doesn’t mean that there isn’t a better opportunity out there and there’s certainly no harm in exploring alternative options.

Be sure to evaluate any offers that come your way and decide what constitutes one that can’t be turned down. Maybe it’s an opportunity in a dream company, better work/life balance, or an exciting chance to lead a new team. Whatever the reason, it’s not every day that amazing opportunities come up so keep an open mind.

Resigning on a Good Note

Once you’ve made a decision to move, resigning on good terms is crucial. Before taking this step, prepare yourself for any counter offers that come your way. How would you respond to one?

Having clearly defined reasons for handing in your resignation will make the whole process easier for everyone involved. It might be a good idea not to include the fact that you’re bored or miserable (if that’s the case!), but a level of transparency in resignations means less unanswered questions for managers and colleagues and you can leave on a good note.

Summary

If any of these signs have raised alarm bells for you, the chances are, it’s time to start looking elsewhere. However, before you start putting anything into action, have an honest conversation with your manager. Whilst outlining your concerns may not lead you to staying, you can be comfortable in the fact that you’ve exhausted all options available. For more career advice, or if you’re in the market for IT jobs, get in touch with the team at Enterprise IT Resources.

EITR Take On City2Surf 2019

Fri, 12 Jul 2019 07:51:07 GMT

The EITR team are back again this year to participate in the annual Westpac Sun-Herald City2Surf event and we’re excited! This year we’re committed to fundraising $1,000 to Cancer Council NSW because we believe in a cancer-free future for fellow Australians. We hope the donation contributes to making a difference through their cancer research, prevention, information and support services.

The more people that know about Cancer Council NSW, the greater their impact, so please help us reach our goal by donating and sharing our fundraising page!

Wish us luck!

Sincerely,

The team at Enterprise IT Resources

2018/19 Sydney IT Salaries Guide: UI/UX Insights

Sat, 18 May 2019 08:01:31 GMT

2018/19 Sydney IT Salaries Guide: Business Intelligence Insights 2018/19

Fri, 17 May 2019 08:07:01 GMT

As part of the release of our 2018/19 Sydney IT Salaries Guide, we’re putting the spotlight on different areas and roles within the industry; exploring remuneration, employee satisfaction and o...

Interview Tips for Tech Professionals

Thu, 16 May 2019 11:18:29 GMT

The key to a successful interview is preparation. Researching the company, understanding the role and offering polished responses shows initiative, enthusiasm and a keen interest in the job. Use the interview tips below to impress your potential employer during that vital first meeting. Not all tech interviews will follow the same procedure, so all you can do is make sure you are prepared.

Research Company Information

Researching the company will help you to better understand where your role fits and your knowledge will boost your credibility with the interviewer. This is particularly important in an IT role, where your knowledge of the business' needs could really set you apart. The company website, blog, annual report, newsletters and media releases can provide you with valuable information on the company’s key products and services, target markets, recent events, structure, culture and future direction.

Your interview preparation should also include reading trade publications and newspaper/magazine articles. These will give you an insight into the company’s reputation, major competitors and wider industry challenges.

If you have the name of the interviewer, it may also be worth taking a look at their LinkedIn profile for some additional insight into their career path.

Review Role Details

Carefully examine all the information you have about the role, including the job advertisement and position description. This information is useful for anticipating what you are likely to be asked so that you can prepare relevant responses beforehand. To set you apart from other candidates, you can also use this information to form intelligent questions to ask at the conclusion of the interview.

Practice Your Responses

Rehearsing answers to the questions you are likely to be asked is the most critical step in interview preparation. For each potential question, identify practical examples that show how you responded to the task/situation and specify the positive outcome. Rehearse your responses with a friend to gain feedback on whether you are matching your skills, experience and personal attributes to the requirements of the job in a coherent and succinct way.

Know Your Strengths

The key to presenting yourself in the best possible light is to know your key strengths and be able to communicate them confidently and convincingly. The interview is your opportunity to ‘sell’ yourself, so be sure to have prepared concrete examples of what makes you special. Revise the key achievements from your resume so they are top of mind when responding to questions, and use them to demonstrate how you can meet the needs of the employer better than any other applicant.

Here Are Some Common Interview Questions To Get You Thinking:

Why do you want this job?
Why should we hire you?
What do you know about our company?
Why do you want to work for us?
Describe a time when you had to use logic and good judgement to solve a problem
Tell me about a time when you had to cope with a stressful situation
Give me an example of a time when you had to make a split second decision

Interview Basics

Most of us are aware of the basics when it comes to attending an interview, but it is so important to put these into place. If you get them wrong (or don’t do them at all) and it comes down to you and another candidate with similar skills and experience, they could cost you your dream job:

Interview Tips

Read your resume thoroughly before the interview
Plan your trip to be on time
Arrive 5 to 10 minutes early and definitely not late
Dress code – business suit/dress (tights or stockings for the ladies)
Clean and tidy appearance
Grooming is important – remove any piercings
Turn off your mobile/electronic devices
Don’t chew gum – no food or drink
No sunglasses
Stand and greet
Firm handshake
Good eye contact
Smile

Remember, First Impressions Count

Some other things to remember during your interview:

Do’s

Be specific with your answers
Use examples from past experiences
Listen to the questions before answering
Talk “I” not “we”
Think before speaking
If you need clarification – ask for it
Be authentic
Conclude by telling them you’re keen (if you are), ask about the next step, thank them for their time and call your recruiter immediately!

Don’ts

Ask about rates/salary
Ask about trivial things, e.g. parking, lunch hour, holidays – ask your recruitment consultant
Lie
Leave without knowing if you want the job
Ask for direct feedback on your interview performance
Criticize your current/former employer(s)

Interview Questions

It’s the interview moment every jobseeker dreads. Just when you thought you had them eating out of the palm of your hand, you’re hit with a question straight out of left field.

While there’s no way of predicting exactly what you’ll be asked at an interview, these answers to some of the more challenging questions asked by prospective employers might just help you out of a tight spot:

Why are you leaving your current job?

If your reason for changing jobs is because of a personality conflict with your manager or colleagues, it’s best not to highlight the situation as it may raise red flags. Instead, focus on talking about how you are looking for a new challenge, how excited you are about this new opportunity, and how you believe you are very well suited to the position.

How do you respond to taking direction from superiors?

Here, you need to emphasise your ability to work as part of a team. Talk briefly about how all teams need to take direction from a manager and give a strong example of how you have done this successfully in the past.

How well do you handle criticism?

Here, you get to show your human side by talking about how we all make mistakes, and how we can all learn from constructive and positive criticism. If they ask for an example, talk about some constructive feedback you’ve received about an area that is not vital for the job, and how you worked to overcome it.

What motivates you?

This is definitely not where you talk about ‘money’ and ‘fast cars’. It might be working as part of a high-performance team, being immersed in important and meaningful projects, or seeing how much of a difference your contribution makes to customers or your business.

How long would it take before you make an impact if you started today?

You can always say you’d hope to contribute from day one, but you also need to be realistic and explain that it might take a couple of months before you fully understand the inner workings of the company to a sufficient extent that you could make a noticeable impact.

Have you attended other interviews?

This is a great question which you can really turn to your advantage. A candidate in demand will naturally appear more appealing to any hiring manager. So, say you are actively looking for a new position but don’t give them the impression you’re more interested in landing another job than the one you’re being interviewed for.

What do you know about the company?

This is where your pre-interview research pays off. Outline briefly what you’ve learned about the company and appear keen to hear more.

What can you offer us that the next candidate can’t?

This is where you get to show off what you’ve got to offer. Talk about your achievements to date and the areas of the business you feel you could work with and where you feel you can make a positive impact.

We’re concerned you may be a little overqualified for the position, how do you feel about it?

Explain that you’re eager to establish yourself within the organisation for the long-term. You can say that you believe your experience will enable you to make significant contributions to the company from the outset and that ultimately you feel very well suited to the position on offer.

Is there any aspect of this job that you don’t find interesting?

Less is definitely more when answering this one. It’s a good idea to say that you’ve read through the job spec thoroughly, and at this point you are excited about all aspects of the role and looking forward to sinking your teeth into the new challenge. You could also demonstrate maturity by conceding that it’s natural for things to come up in the future that you may find less interesting than others, but this is the nature of any job.

Your Questions (Make Them Count)

Preparing relevant, insightful questions to ask at the interview shows initiative and your enthusiasm for the role on offer. Furthermore, it allows you to demonstrate your knowledge and research; a tactic guaranteed to impress any interviewer. Asking questions is also an important way to assess whether the role and company is a good fit for you, and will help you to make an informed decision if an offer is made. Below are some examples of general questions to ask. Tailor your selection around the aspects of the job that concerns you most. Remember to only ask questions that you cannot research the answer to yourself, and listen carefully to the information given during the interview in case your questions are answered.

The Role

How has the position become available?
How is performance measured and how often is it reviewed?
What long-term career opportunities are available and how do you support the upskilling of staff?
What are the key challenges of the role, particularly in the first six months?
How would you describe a typical day in this position?

The Team

How many people are in my team and what are their roles?
How does the team fit into the organisation as a whole?
How would you describe the culture of the team?
With whom will I be working most closely?
What are the company’s plans for this team over the next few years?

The Manager

How would you describe your management style?
Can you tell me about your background and your key strengths?
What do you like most about working here?
What are the qualities you do and don’t like to see in your team members?

The Company

How would you describe the culture of the company?
What type of person is successful in this company?
What is the leadership style of the upper management team?
I read about (name issue) in (name research/source). What other key issues is the company facing at the moment?
What are the major plans for the company in the next five years?

Download Our Handy Guides

Interview Tips and Advice Interview - The Basics infographics

How to Write an Excellent Tech Cover Letter

Wed, 15 May 2019 04:17:08 GMT

Whilst it is essential to write a cover letter to accompany your resume if you are applying for a permanent role, it is not so important if you are applying for a contract role. So, bear this in mind if you are applying for a contractor position within the IT industry – ultimately, the choice is yours.

A Cover Letter Achieves A Number Of Basic But Important Things:

Makes it clear which role you are applying for
Makes it clear which person (HR Manager, Line Manager or recruitment consultant) you are applying to
Demonstrates your desire and fit for the role in question

In Some Instances, A Cover Letter Can Really Enhance Your Application. These Are:

When you know the name of the person hiring
When you know something about the job requirement
When you’ve been personally referred (which might include 1 and 2)

In each of these cases, it is important to mention your relationship with the person hiring/referring you or what you know of the role and how - e.g. you may know somebody who has worked in the role/team/company. This will undoubtedly add weight to your application and could secure you an interview.

Firstly, Here Are Some Tips On What Not To Do When Writing A Cover Letter:

Forget to proof-read.
Get ANY basic details wrong, e.g. job title, company name, salutation
Use an outdated greeting, e.g. Dear Sir or Madam. If you do not have a name, use the department or a generic term such as Dear Recruiter. Address women as ‘Ms” never “Mrs’
Go on too long. A three to four paragraph cover letter is adequate
Use a form letter. Never a good idea, as this screams lack of effort
Turn your cover letter into a copy of your resume

Now Here Is An Idea Of What To Include:

Start the cover letter by stating your postal address and date. Also, provide a personal email address and mobile and/or home phone number so that you can be easily contacted. Next, add the recipient’s name, designation, company name and address below your details. This may be for the company where the role exists or through a recruitment agency or other third party.

It is important to remember that a Hiring Manager/recruitment consultant will have a few minutes to quickly glance through your resume, so the first paragraph of your cover letter should include the details of the job you are applying for, the most relevant technical skills you have acquired which match the role and the interpersonal and business skills/experience that make you eligible for the job.

The second paragraph of your cover letter should succinctly mention details of previous work experience and projects. Dependent upon your IT experience and focus, you must balance the emphasis across technical, interpersonal and business skills. For example, a Test Analyst role will include a focus on technical skills, listing the most relevant and proficiency. A Pre-Sales role, on the other hand, will place an emphasis on business skills/experience, projects worked on/scope and markets.

Ideally, in your third paragraph, you would hone in on a specific achievement that you feel is particularly relevant to the role. Quantify each success in terms such as budget, deadline, scale, increase in sales/productivity or cost savings.

For graduates with little or no work experience, you will need to focus on technologies and proficiency level in each. Explain the projects you have been involved with and the details of your contributions. Avoid mentioning software languages that you are not well versed with. You could also mention attendance at IT seminars on emerging new technologies or other technical topics that demonstrate your enthusiasm and breadth of knowledge.

Always end your letter in the final paragraph by thanking the Hiring Manager/recruitment consultant for considering you for the job opening and mention your interest in attending an interview. Make sure you sign the letter before sending it (if not electronic) and provide the details of the documents enclosed in the letter.

A cover letter is simply an essential support document which needs to be accurate, focussed and relevant.

Download Our Handy Pdf

Cover Letter Writing Advice

Our Guide to Writing a Fantastic Tech Resume

Tue, 14 May 2019 05:12:23 GMT

Below we have put together some of our best, practical tips on how to build a good IT resume in the current market:

BASICS

No spelling mistakes
Good grammar
Organised, consistent layout

FORMATTING

This is really important because fancy formatting and complicated tables could stop your resume from being viewed at all! Many large HR divisions and professional recruitment companies use software that transfers resumes directly onto their databases. Sometimes the software confuses images or text within headers and footers for contact information. So instead of seeing a name in a shortlist of candidates who have applied for a role, you will see something else that the software has selected. When a recruiter is going through a large shortlist of candidates, they may move over your information as a result.

The trick here is to keep it simple. It is not necessary to include images (you can easily state any certifications/companies worked for rather than use logos) and headers and footers are best left out. Page numbers can be used for the bottom of the page if you go into three or more pages. The main goal is to get the resume you have spent time and effort on seen by the right person, the way you intended it to be.

LENGTH

Any professional who has worked in IT for more than four years will probably have a resume going into three or more pages. Many HR experts state that this is too long but for IT professionals this is often necessary in order to include all the technologies, proficiencies and functions within each role. As long as everything in your resume is relevant, generally there is no problem. However, if you are getting into seven or eight pages, it may be time to do some editing.

LAYOUT

At the beginning of your resume you need to include:

Name

Contact number (preferably a mobile)

Email address (should be professional sounding)

Summary – this is two or three sentences on what you do, your major skills, strengths, personal qualities and achievements. Be specific – e.g. good team player, excellent written skills, versatile, able to motivate others.

Education and training – begin with your highest qualification, and if you have a university education you don’t normally need to list which high school you attended (unless you feel that this is relevant to the job you are applying for).

You should list any qualifications or work-related training courses that you attended, including company courses and any you attended on your own initiative. You only need to list the relevant courses, not generic ones.

Work experience – If you have been working for a number of years, do not include part-time jobs, vacation jobs, voluntary work or unpaid work experience unless these roles covered a period of unemployment or you feel that some of the experience you gained will be useful in your next job.

Start with your most recent/last job and work backwards. Treat internal promotion as a new job.

Job titles are important and IT job seekers may want to tweak their titles so that they more clearly communicate what they did in a given role. This may be the case for IT professionals who have worked for large corporations/institutions where highly specific titles are given which are not indicative of what the role entailed. The trick to modifying a title is, of course, to maintain its accuracy but ensure that any it can still be confirmed during a reference check. You may also wish to add who you reported to.

Give the name of the company and, unless obvious, include a brief description of the service they provide (using the terms they would use to describe themselves). Set out your main responsibilities, achievements, duties, and skills that could be transferred to another employer. Be specific and positive about your skills.

Include your level of responsibility if any, e.g. ‘responsibility for departmental budget of $100K and managed 10 staff’. Include achievements such as project delivery, deadlines met, increases in sales/productivity and cost savings made. Quantify as much as possible e.g. ‘increased sales by $100K’ is more meaningful than just saying ‘increased sales’. This detail is really important as it demonstrates your value to a business.

Major achievements – ideally, this would be a separate section and you would list three or four of your most important work achievements, which should be selected based on relevance and significance to your next job. Indicate specifically how you achieved them. Think carefully about your achievements as they could be the difference between getting an interview or being passed over. Always include this section.

Membership of professional associations – list all professional associations that are relevant to the role.

Technologies – list these and be specific. Where possible add level of proficiency – basic, intermediate or advanced.

References – you do not need to list referees on a resume as these will only be necessary once you are selected for interview. However, think about who you will be asking to provide a reference and contact them to make sure they are happy to help. Also, ensure that you have their best contact details and that they will be available.

DETAILED INFORMATION

HR Managers and recruitment consultants look for details so they don’t have to make assumptions about what people have done. They want to clearly identify if certain skill sets are held by a candidate. They want to be sure of what a person is capable of doing and what they’ve done in the past. IT roles are often complex and experts in this field may ‘wear’ multiple hats. Do not attempt to encapsulate everything into a few bullet points as there is a real danger that you will go into the NO pile. Ultimately, if those responsible for hiring IT staff like what they see, they will keep reading. If they don’t get to page six it does not matter if you get the interview. But if you don’t get the interview because they are looking for something that has been left out; that is a missed opportunity.

REPETITION

Repeating similar responsibilities is acceptable and improves your ranking. This clearly demonstrates patterns and helps communicate a job seeker’s depth of experience with a particular technology or subject. A recruiter may use Control-F because they are looking for something specific e.g. pre-sales experience. If it has only been listed once to save space you may not be put forward.

TWO RESUMES

It is common for certain IT professionals to have two resumes. A senior candidate may possess two distinct skill sets, e.g. a Project Manager with equal amounts of Business Analysis as job titles. We would advise a candidate to make two very specific resumes highlighting one or the other. This ensures that your resume focuses specifically on the job you are applying for. You should consider having a master resume from which you can delete text to tailor more specifically to a given role.

Ultimately, with so many people applying for IT jobs, clients want to be able to make informed decisions about which candidates are worth interviewing based on a resume that communicates the technologies with which an IT professional has worked, the depth of experience they have with each technology, the size and scope of the projects on which they’ve worked, and how they achieved various accomplishments.

2018/19 Sydney IT Salaries Guide: Architecture Insights

Tue, 16 Apr 2019 08:12:15 GMT

As part of the release of our 2018/19 Sydney IT Salaries Guide, we’re putting the spotlight on different areas and roles within the industry; exploring remuneration, employee satisfaction and other key factors that drive Sydney’s IT professionals. In the latest part of our salary survey blog series, we provide some insight into Architecture.

Architecture roles have traditionally been some of the higher paid technical roles, and this year’s survey indicates that this has not changed. The median salary came in at $145,000, while contract rates passed the four-figure mark at $1,000 per day. Architects also had the strongest male skew of any role type in our survey, with less than 5% of respondents being women.

Despite a significantly higher pay packet than a lot of other tech roles, Architects were extremely close to the average when it came to satisfaction and likelihood of leaving. In fact, even the desired pay increase to move was not any higher, showing that at a certain level of remuneration, a higher salary is not necessarily a strong incentive for a move.

As far as specific roles, Infrastructure and Enterprise Architects seemed to be in stronger demand, with the scale of responsibility in these roles having a clear impact on the level of remuneration that was available to both employees and contractors.

Looking for more? Architecture is just one part of the IT industry that we analysed in this year’s report. To see more Architecture insights, or any other areas of interest, download our Sydney IT Salaries Guide, here.

2018/19 Sydney IT Salaries Guide: Development Insights

Mon, 15 Apr 2019 08:19:08 GMT

Developers had a slightly stronger male skew than the average, and the respondent base for development roles was also significantly younger, with under-40s making up over half of responses.

Developers were also far more likely to be employed on a permanent basis than Project Managers or Business Analysts, showing that for most organisations, the need for these skills transcends specific projects or timeframes. However, despite their satisfaction being aligned with the average, Developers were more likely to be searching for new opportunities, with 34.62% actively looking at leaving. In terms of what they were looking for in a role, the usual suspects throughout this report featured heavily: a great team, work/life balance, and a higher salary.

With contract rates sitting substantially above the average, employers could see talent taking up the option to go out on their own to secure the kind of remuneration they are looking for, as well as the increased flexibility that contracting can provide.

Looking for more? Development is just one part of the IT industry that we analysed in this year’s report. To see more Development insights, or any other areas of interest, download our Sydney IT Salaries Guide, here.

2018/19 Sydney IT Salaries Guide: Change Management Insights

Sun, 14 Apr 2019 08:27:00 GMT

2018/19 Sydney IT Salaries Guide: Business Analysis Insights

Fri, 12 Apr 2019 08:47:44 GMT

Sydney IT Salaries Guide: Project Management Insights 2018/19

Wed, 13 Mar 2019 09:58:49 GMT

Reference Check Questions for Management Positions

Thu, 14 Feb 2019 08:00:12 GMT

Reference checking is an aspect of the hiring process that can often be overlooked or rushed, yet it is one of the most important steps that will ensure your new hire is a success. Plus, when it comes to recruiting for roles at a management or executive level – which can have a significant impact on the organisation – careful reference checking is even more essential. If you are carrying out your own reference checks, here are a few key considerations to keep in mind, as well as questions to ask when checking references.

Your Mindset

When hiring management-level technology professionals, it is important to take the time to understand your candidates’ careers in detail and evaluate their characteristics over an extended period. Senior candidates are often more comfortable when speaking in interviews; they have greater confidence in their abilities and can be highly persuasive. Similarly, it is easy to be swayed by candidates who have been endorsed by friends, colleagues or board members. This can lead to hasty decision making, increase the risk of making a bad hire and potentially result in negative impacts on the business.

Finding out whether a candidate is the right person for the role takes time, patience and diligence, and checking references is obviously a key part of the process. Our top tip when approaching this stage of the IT recruitment process is to go into reference checks with a view that you aren’t going to hire the candidate, and actively look for reasons not to employ them. This way, you will be able to identify negatives rather than just simply confirming your own positive thoughts. If their references aren’t what you had hoped, you’ll need to find other ways to probe further, or be prepared to remove a candidate from the shortlist entirely. However, if the referee sways your opinion in the candidate’s favour, it’s a good indicator that they may be a suitable hire.

Who Should be Contacted?

Traditionally, the candidate will volunteer the referees they have available to speak with, however, there is nothing wrong with requesting specific people you’d like to speak to.

As a rule of thumb, it’s worth getting a couple of different perspectives when carrying out reference checks for senior hires:

Direct Managers – It’s critical to request a reference from a direct manager, ideally from the candidate’s most recent role, or the previous one if necessary. This person will be able to provide the most detailed and up-to-date insights about the candidate’s track record.

Peers or Colleagues – Another option is to take a reference from a co-worker in a different department such as a Sales Manager, or someone else in the leadership team. These referees can shed some light on the candidate’s ability to engage or persuade stakeholders, as well as how they deal with in-house politics and other issues that arise from time to time.

Previous Employees – They will provide a view of the candidate’s leadership style and the way their existing team sees them as a manager.

Clients – If the candidate is in a client-facing role, past clients can offer additional insight into the candidate’s relationship-building and negotiation skills, and well as how they represent the company’s brand.

Asking Difficult Questions

Because of the magnitude of higher-level appointments, a detailed reference check can take up to 45 minutes to get a full download of information you need.

Here are some examples of effective questions to ask when checking references:

Personal attributes

How would you describe them overall? How would their team and peers describe them?
Tell me about their best personal qualities.

Are there any areas where they require further development or improvement?

Candidate track record

Over the course of their employment, what were their most significant achievements?
Have they been responsible for growth, and how did they contribute to achieving it?
Did they have any lasting effects on the company or staff?
What was the reason that they left your company?
Where do you think they will be in 5 years’ time?

Behavioural questions

Can you give an example of a time when they went above and beyond to ensure they achieved a good outcome?
How do they deal with stress, and have there been times where they couldn’t cope with a situation?
Describe how the candidate handles setbacks.
What is their approach to motivating their team?

Advice for future employers

Are there any aspects of this job you would alter to ensure it suits their abilities?
What is the best way to manage and bring out the best in them?
If given the opportunity, would you hire them again?
Is there anything else that you think we should know about them?

Closing Thoughts

A thorough and detailed reference check will ensure your new hire is a good fit for the business and prevent issues later down the line. To give yourself the best chance of success, don’t skip or rush the process and always trust your gut – if something doesn’t add up, there is probably a good reason behind it.

As experts in IT recruitment, we are always on hand to carry out extensive reference checks on your behalf. For further advice on checking references, or if you’d like support in hiring senior IT professionals, get in touch with the team at EITR.

Four Things to Look for in a Top Tech Resume

Tue, 25 Dec 2018 04:07:21 GMT

One of the most daunting aspects of hiring IT professionals can be the job of sorting through the seemingly endless pile of resumes, trying to create a shortlist for the interview stage. With so many different resume styles and formats being utilised by today’s applicants, how can a hiring manager compare them all objectively and identify those with the right qualities for the role? Using our extensive IT recruitment experience, we’ve put together a list of four things to look out for in a great tech resume.

A Response to the Job Description

A major part of screening resumes is knowing how to pick out the ones that are actually responding to the advertisement and job description. By this, we mean knowing the difference between applicants who have gotten in touch because they want this specific role with your company, versus applicants who are likely to have sent out a hundred other identical resumes. You’re looking for CVs that have been created with the job in mind. Top candidates will tailor their resume to demonstrate that they have the qualities you’re looking for – highlighting the skills and experience that relate to the job description you have laid out for them.

To weed out the candidates that don’t meet the requirements, look out for the following characteristics of a good resume:

Relevant keywords – Narrow down your hiring plan to the key words and phrases that best fit the job title and description. By boiling the brief down to its key factors, you’ll be able to scan each resume for those particular qualities, helping to pinpoint people with the right skills faster and more accurately than doing so without such a guide or reference to look back to.

Technical skills – It can be easy to let a charismatic cover letter dazzle you, but does the candidate have the real skills to back it up? Do they have a knowledge of the right systems, programming languages, software, etc., to meet the basic requirements of the job? Are these skills backed up with training and/or practical experience?

Industry experience – Experience is always desirable, and you’ll likely have certain expectations in place, but depending on the position, it can pay to be flexible. Sometimes the right candidate is one with plenty of potential to improve and grow into the role, as long as they have the base skills and a drive to succeed.

Achievements and Results

Top quality candidates are the ones that go above and beyond the requirements of their jobs, past or present. A resume that highlights growth, achievements and quantifiable results from past roles demonstrates the candidate’s track record of success, and strongly hints at an attitude of ambition and dedication.

Try to spot candidates with a proven ability to get the job done and a history of meeting objectives – particularly in the face of adversity. This kind of track record can be seen through details such as data, percentages, dollars, awards, extra authority, special projects, mentoring other team members, company recognition and bonuses.

On top of the above, a candidate’s love of technology should shine through. Whether it’s a personal project, or regular tech meetups, look out for signs that they are involved in the tech community outside of work. Any top candidate should demonstrate their enthusiasm and passion for tech through their resume – after all, the best employees are those who love their work and channel this commitment into their day-to day-efforts.

Attention to Detail

Whilst the content is the foundation of any resume, presentation can also reveal a lot about the candidate. It goes without saying, but an example of a good resume will be concise, clear and error-free.

Although it doesn’t have to be a work of art, does it at least have consistent formatting? Is it easy to read and logical? Does it have correct spelling and grammar? With everyone having access to spellcheck and a second set of eyes, there’s no excuse for a resume that is riddled with mistakes.

Potential Red Flags

Don’t forget to keep an eye out for anything that could be problematic for your business down the line – it’ll prevent you from wasting time on someone that isn’t a good fit.

Potential issues can include:

Big gaps in career history or inaccurate dates
Inconsistencies in experience, career history or other claims
A lack of qualifications or achievements

With all this said, however, do take care not to jump to conclusions too quickly; if the candidate checks some boxes but not others, it may pay to simply ask the candidate for clarification or talk to your recruiter for insight – this can prevent you from accidentally overlooking someone that could be a good fit.

Summary

Screening doesn’t have to be a chore if you know what to look for in a resume. Remember to narrow in on candidates who tailor their CVs to your job description, and who hit key words and criteria that best fit the role. In addition, look for applicants who excel beyond the scope of each position, and watch out for red flags that may signify less than ideal hires.

If you’d like to read more about IT recruitment and get some inside tips and tricks, check out our blog or give us a call – we’re here to help with all your hiring needs.

Four Steps to Shortlisting Candidates Effectively

Fri, 16 Nov 2018 10:25:53 GMT

So, you’ve advertised a job vacancy, the applications are flooding in, and you’re working to a tight deadline. It’s time to narrow down your selection, but even for experienced managers, shortlisting can be a tough exercise. It doesn’t have to be a struggle, but there are multiple factors to consider. To help you streamline your recruitment process, here are some tips to shortlisting candidates effectively.

Look at the Essential/Desirable Criteria

Before you can narrow down your talent pool, it’s important to have a proper understanding of the role and its requirements. This process should really begin before you advertise the vacancy, and starts with the job description. Take the time to create a profile of an ideal candidate, so you know what you’re looking for. Decide on the essential criteria a candidate must have, and any desirable traits that would make them more appealing.

It’s important to know the skills and experience required for the role, as well. After setting these standards, stick to them – it will certainly save time as you’ll be able to quickly reject the applicants who fall short.

Pre-Screening Candidates

The goal here is to reduce the number of candidates into a manageable shortlist for the next stage, including only those who you believe can genuinely do the job. To simplify this process, ask yourself a couple of key questions:

Does the candidate have the essential skills, qualifications and experience?
Do they seem motivated to join the organisation (a good cover letter will provide further insight into this)?

In some cases, you’ll find applicants that don’t meet all of the essential criteria, but have other attributes that make them stand out from your pile of resumes. It might be something you hadn’t considered previously, or an indication of future potential. Either way, make sure you fully understand what it is that makes this person stand out – should you need to justify your decision with other stakeholders involved.

Make the Most of Phone Interviews

Whilst in an ideal world, you’ll be able to reduce your stack of resumes to a select few who will be brought in for an interview, it doesn’t always work out that way. If you find yourself with a shortlist that is still too large, phone interviews can be a great asset to reduce the time-consuming process of a face-to-face interview.

For example, if you have concerns about where someone lives (and whether it is a viable commute), it’s something that could easily be discussed over the phone. Although not a replacement for face-to-face interviews, it’s still a critical phase of the shortlisting process.

The Face-to-Face Interview

While a candidate’s resume will usually present a good picture of their skills, experience and attributes, it can be difficult to make a call on whether they’re going to thrive in the culture.

As well as being a critical step in deciding if they would be successful (plus getting to know them), it’s also a great opportunity to get a better understanding of their level of motivation. To help you gauge whether the candidate’s characteristics will align with those of your company, ask yourself:

Does the applicant appear to enjoy their work?
Do they seem excited about the new opportunity?
Will they share the company’s vision?
Will they be proud to work for the company?

While cultural fit is important, keep an open mind and think about what may be lacking in your culture too. Is there something that potential employees could add to it? After all, you don’t want to eliminate employees without good reason.

Summary

When hiring, wading through applications is an inevitable part of that process. You don’t want to lose good candidates to competitors, so move quickly and keep them engaged throughout – you don’t know what other roles they might be considering as well! If you’re in need of support in shortlisting IT professionals for your organisation, don’t hesitate to get in touch – we’re more than happy to help!

Melbourne Cup 2018

Thu, 15 Nov 2018 10:36:42 GMT

The team partook in some Melbourne Cup celebrations on Tuesday, enjoying lunch and drinks at Little Bistro. Check out the photos below!

Four Mistakes That Could Cost You a Job Offer

Wed, 17 Oct 2018 10:47:39 GMT

You’ve been through the interview process and all the signs are pointing towards an incoming job offer; however, don’t get too carried away just yet. There are still various circumstances that could have an impact upon the final decision. Mistakes in the recruitment process happen more often than you would think, but with proper preparation you can steer clear of these situations.

Taking Salary Negotiations Too Far

Negotiation is a natural part of the IT hiring process that some people shy away from because they are too afraid to ask for what they deserve. However, it’s important not to take it too far either and shoot yourself in the foot in the process.

Do your market research and know your value before stepping up to talk numbers. Take the time beforehand to understand the going rate in the IT industry for someone with your skill level and experience. If you’re applying through a specialist recruitment agency , they should have already discussed the employer’s salary range, and then represented you in line with your skills and expectations. This leaves everyone clear on what salary to expect if an offer eventuates.

Demanding a salary that’s well above the going rate will make you seem unaffordable, or out of touch with the current IT market. Of course, you don’t want to short-change yourself, either. If you’re unsure, have a chat to your recruiter. In the coming months, we’ll be publishing a comprehensive IT Salaries Report which will give you a great idea of where your role sits on the scale.

Is it really worth holding out for that extra few percent? It’s a good idea to decide ahead of time what you are willing and not willing to compromise for. However, when it comes to negotiations, bear in mind that you might have to meet somewhere in the middle. Today, salary is not the only contributing factor to workplace happiness, with other attractive benefits starting to tip the scales like flexible working and company amenities.

Not Taking Reference Checks Seriously

Without the right people to endorse you, it may raise some red flags and jeopardise the hard work it’s taken to get to this point. Ensure you have listed people (typically direct managers) that will positively enhance your application. A referee from 10 years ago isn’t going to be able to provide current information on your performance. Not providing warning in advance can certainly hurt your chances too. Nobody likes to be called out of the blue with no time to prepare. However, with warning, referees can confidently plan what they’d like to say ahead of time and discuss your past performance, dates of employment etc. more effectively.

Starting to Negotiate Other Terms Late in the Process

If there are certain ‘must-have’ terms to accepting a job that would be of significance to your potential employer, it’s crucial to mention these early on. Dropping a significant change or ultimatum with your potential employer at the last minute, whether that is having a half-day every second Friday, an upcoming holiday, or remote working arrangements, will only serve to increase tension, and could have them questioning your character. Negotiations will naturally be a part of working out a mutually beneficial arrangement, declaring that a position will only be accepted if certain conditions are met can indicate to the employer that a person is difficult to work with. If you have certain requests, make sure they’re carefully thought out and fair for both sides.

Not Being Honest

Lying about your situation, whether that is work and projects you’ve been involved with, your current salary, or experience/qualifications, might be an obvious misstep towards getting hired, but nevertheless, it can still kill your chances. With the truth likely to come out at some stage (either in reference checks or your ‘on the job’ performance), honesty really is the only way to go. Similarly, increasing your previous salary in the hope of inflating negotiations will often be found out by experienced employers, who usually have a good understanding of the market rates.

Summary

When it comes to IT jobs, nothing is certain until the contract is signed. By being upfront and showing transparency at every stage of the process, potential employers will have no reason to doubt your integrity or your ability to perform. If you need further advice on common recruitment mistakes or are looking for support in your IT job search, get in touch with the Enterprise IT Resources team today.

Four Onboarding Steps to Ensure Your New Hire is a Success

Mon, 17 Sep 2018 10:52:56 GMT

We all know the impact that first impressions can have and this is certainly the case when it comes to introducing new employees to your team in the IT industry. Without using a planned onboarding process, all your hiring efforts can easily be undone and increase the chances of a new employee leaving, soon after they arrive! However, by making them feel welcomed, valued and fully prepared, you’ll be helping with the transition and setting them up for success in their new role. If your onboarding process needs some attention, but you aren’t sure where to begin, here are a few helpful tips to get you started.

It Starts with the Job Description

Whilst officially, onboarding won’t kick off until an employee begins, a successful onboarding program starts well before their start date. All candidates want to know the facts before joining a new company. Prior to accepting any job offer, they’ll often want to contrast and compare job descriptions, salary packages, work and office environments. This is why it’s essential to begin the recruitment process with a clear and in-depth job description, taking care not to oversell the role (or organisation) and being honest and upfront from the beginning.

As a new starter, there is nothing worse than having a certain set of expectations, only to have them not met when you officially start – therefore, to reduce the risk of losing them, it’s a good idea to reinforce those expectations (of both employee and employer) in the interview and the rest of the employee onboarding process.

The Importance of Preparation

It is vital that all the finer details are accounted for within the onboarding process. Not only will good preparation ensure new employees feel welcomed and included, but it will also help to get them off to a smooth start in their new role. Start by making an announcement to staff (via email or in person), providing the team with details on their background, as well their new role within the company. That way, they’ll be more prepared to assist in those first few days.

When starting out in a new job, everyone wants to hit the ground running, so ensure everything from desk, phones, laptops, security, logins and business cards are set up and available from day one. For office-based roles, it’s also a great idea to print out a detailed floor plan of the office (with everyone’s name on) to make their life easier when a) trying to remember names and b) finding the people they need to speak to. Some organisations also like to take it to the next level and provide new starters with gifts and other branded items like t-shits, although this isn’t always necessary.

Don’t Forget About Training

Training is something that will vary between companies and roles, but it’s still important to set aside a good amount of time for training new staff. After all, putting the hard yards in at the beginning of a new role will save time down the line. Even if it’s similar to previous roles they have performed in, there will likely be differences in processes, procedures and expectations. Therefore, having a training plan in place is essential to setting a precedent and helping your new employee find their feet and feel comfortable in their new environment – no one wants to feel stressed and out of their depth in their first few weeks.

Goal-Setting

This is an often-overlooked process but setting clear and achievable goals is still such an important part of onboarding. All new employees want to know what is expected of them, and what they themselves expect to achieve, especially in those first few months. This is where having a 30, 60 and 90-day plan (with clear goals) goes a long way to clarifying this.

Take the time to track the progress of these goals. This will take away the angst of a new starter, whilst they’ll also be able to see results without having to wait for their first performance review. Picking up on these finer details will also help in uncovering those areas they are excelling in and anywhere they may need extra training and /or support. It’s important to focus on their achievements as well as what they might need to work on too.

Closing Thoughts

When it comes to onboarding, what you reap is essentially, what you will sow. Successful onboarding requires thought, detail and effort – and done correctly, will ensure a content, ambitious and high achieving employee. The first few weeks of employment always sets the tone and relationship with the business in the long-term, so get the onboarding steps right and you’ll ensure a smooth transition.

For further onboarding best practice or support with your IT recruitment needs, speak with the EITR team .

Carrying Out a Confidential IT Job Search

Sat, 15 Sep 2018 10:58:01 GMT

When looking for a new job, the majority of us will do so while still employed and without our current employer’s knowledge. Job searching is a time-consuming exercise, and the last thing you need is someone noticing and passing the news on to your boss. When you’ve made up your mind and begun a search, it’s key to be discreet, so not to jeopardise your work relationships and leave on a bad note. To ensure you don’t find yourself in this situation, take a look at our top tips for keeping your IT job search under wraps.

Approach Social Media With Care

It might be an obvious one, but this is where we find a lot of candidates slipping up and making mistakes. A lot of what we say and do online can end up in the public domain and it’s surprising how much can be found out about someone on social media.

Some people may think that only announcements or headlines trigger suspicion, but there are other, more subtle indicators, that some savvy employers may potentially notice. If you’re not always active on LinkedIn, your intentions might become pretty clear to your boss if your activity suddenly increases. An untouched profile suddenly having a renewed level of professionalism overnight, a flurry of updates, profile additions and connecting with a lot of local recruiters will naturally arouse suspicion.

This is not to say you should avoid these changes. In fact, we certainly recommend it, as there’s a lot to gain from social media, but be cautious. Use LinkedIn consistently over time so it doesn’t look like a sudden change in activity and check your privacy settings. LinkedIn has the option of hiding changes and notifications from connections and it takes just a few simple steps to update.

Being Aware of Attire

Another error that we often see people make in keeping a job search discreet is their attire. If the dress code at work is smart casual, the moment you turn up in formal wear can be a giveaway.

There are a couple of options here. If an interview is after work, bring a change of clothes and get changed somewhere discreetly. Alternatively, explain the situation to your interviewer or recruitment agency. We find that most employers will be accepting of more casual attire, so long as they’ve been made aware in advance.

Job Search in Your Own Time

A quick check for job application updates or new live roles during your lunch is reasonable but try not to actively search for new jobs on company time. Doing so, is not only unprofessional but should your employer find out, you could find yourself in a difficult situation.

The same goes with other aspects of a job search like updating CVs, taking calls and registering with IT recruitment agencies. It wouldn’t take much for a colleague to walk by and notice, so it’s best to keep these things to your personal time. This might sound obvious – but we’ve seen it happen!

It’s not always possible, but interviews should also be kept separate. Try and schedule them for out of hours, during your lunch break or use annual leave. If you don’t usually leave the office for lunch, suddenly doing so may also raise suspicion, so think about starting this habit early so it’s not something that is questioned.

Job searching in your own time shows respect to your current employer and removes the risk of them finding out you’re looking elsewhere. It’s also key to leaving a company on good terms and continuing a professional relationship.

Keeping Everything Confidential

It’s important to keep job plans to yourself. Even if there are colleagues that you trust, it isn’t worth the risk of office gossip getting back to your manager or even someone overhearing a conversation. Until you’ve accepted a new job and signed on the dotted line, our best advice is to keep all plans confidential.

Also, reach out to your network carefully, as you’ll soon find any industry is a small world. Anyone contacted about a job might also know your manager, or colleagues in your team. This is not a bad thing, but do keep it in mind, as you need their discretion.

Summary

Finding a new job can often be a time-consuming process, and it certainly doesn’t get any easier with your current colleagues around. However, by approaching a job search carefully, it’ll be easier to get through it without the pressure of managers and colleagues knowing your every step. If you need support or guidance with your IT job search, get in touch with the Enterprise IT Resources team.

How Can Companies Attract Top IT Talent in a Candidate Short Market?

Wed, 20 Jun 2018 04:21:20 GMT

Hiring the best people isn’t easy. Before identifying and assessing potential employees, you need to attract the right candidates, whilst staying ahead of the competition. However, as the talent market tightens, how can employers attract the very best people to their organisation? Although each candidate will differ in what they look for, we’ve narrowed down a few essential takeaways to help your company address the skills shortage and attract the top IT talent you need to keep things moving.

In today’s candidate-driven market, it’s becoming increasingly common for IT professionals to be presented with multiple opportunities at any one time. Digital Business Analysts, Software Developers (Full stack Java and .Net, Android, iPhone, PHP, React Native), Cyber Security Specialists and Technical Automation Testing Analysts are just some of the roles that are increasingly impacted by this.

The Importance of Preparation

To attract the right kind of talent from the start, preparation is critical. Before even starting the recruitment process, define what you need using job descriptions. Don’t just use the same generic job description, adapt it for each individual role to highlight the gaps that the role needs to fill.

Often, we notice clients don’t plan enough from a resource perspective, which can lead to things coming unstuck down the track. Think about what roles you need and when you need them by. What does the role need to achieve? What will the selection criteria be to help shortlist candidates promptly? It’s also important to understand what the market is paying. Do you want to attract the top 20% of talent by paying above the medium rate/salary range or are you happy with the median?

In today’s competitive IT recruitment market, speed to hire is essential in reducing as much of the competition as possible. Companies that take too long reviewing CVs and progressing to interview stages will miss out on the top IT talent. So, ensure there is a structure in place with someone taking ownership of the process. This person should coordinate and drive the decision makers to make swift and efficient choices against the selection criteria.Take a look at your current hiring processes – how long does it take to reach the first interview and from there, how long to the offer stage? At the moment, we’re finding efficient companies are responding to CVs within 24 hours and the first interview within 2-3 days. On the other hand, companies who take two weeks to reply to a CV are missing out. Remember, candidates will be judging organisations on their recruitment process as it can give them an insight into how efficient and flexible an organisation might be. Poor, drawn out recruitment practices can also damage a company’s brand. If a candidate experiences this, it may harm the organisation’s reputation as an employer of choice. Remember, bad news travels fast, especially with social media these days.

Another key aspect is ensuring the interview panel are as flexible as possible when it comes to interview times. Candidates in high demand will likely have a few interviews, so it is hard for them to always be available during business hours. The more available you can be with interview times, the more likely interviews will be secured before your competition.

This is where a specialist IT Recruitment Agency can help. They’ll take care of the early screening phases and provide you with access to the market’s top available IT talent as and when you need it.

How To Attract IT Candidates

Define Your Organisation's Unique Selling Points and Highlight Them

If your core business is not IT, how do you stand out in the technology space against the Googles of this world, as an ‘employer of choice’? This is the question to keep in mind when highlighting the unique opportunities that your business offer that will appeal to candidates.

Consider things like: Are you implementing any new cutting-edge technology like AI or machine learning? What is your strategic vision for your technology stack and what impact will this have on the business / industry sector? Look for things which are innovative and may be game changers and explain the time frame for these.

It’s also important to look at the business goals for the next two to five years and see how this could impact a candidate’s career. Do your goals align with theirs and are there career development opportunities you could offer them further down the line?

Employer Brand and Employer Value Proposition

More and more, we hear that salary isn’t the main driving force in the job search and the importance of an employer’s brand can’t be overstated. Companies need to look at what they offer here and the benefits that can be provided.

A great way to get a glimpse into your employer brand is to look on Glassdoor and see what kind of feedback is being left. This is what candidates are likely to look at when researching your company and negative reviews from employees and former employees can easily turn top talent away.

What makes a good employer brand? Look at the specific benefits on offer such as training or allowing staff to attend meet ups and conferences. Is there any financial support for employee’s self-education (for instance an MBA). What is the culture like e.g. how do teams work together? For example, a lot of Software Developers love to brainstorm and are looking for collaborative teams where the sharing of ideas is genuinely welcomed, followed through and celebrated.

Increased flexibility in the workplace also needs attention. Whether that takes the form of early/late starts, remote working or time off to complete further education, there is no doubt that flexibility is becoming more and more important in a candidate’s job search criteria.

Finally, look at the company values and how this may benefit potential recruits. Company values and culture that align with a candidate’s own values are more likely to be a good fit and thus attract and retain the kind of IT talent you want. For example, does your organisation enable their employees to support charities by encouraging fundraising or perhaps allowing staff to have a paid day off work each year to volunteer for a charity of their choice.

Closing Thoughts

To avoid losing out to competitors, preparation and a timely recruitment process are key when it comes to successfully attracting top talent in IT and for roles within Business Transformation. If you’re looking for support in IT recruitment or for a Business Transformation project, get in touch with the team at Enterprise IT Resources and we can lead you through the process of onboarding top talent.

457 Visa Changes: The Impact on Employers

Tue, 22 May 2018 04:34:21 GMT

Last year, the Department of Immigration made a number of sweeping changes to the skilled migration visas, abolishing the current program and fully rolling out the new Temporary Skills Shortage (TSS) visa in March 2018. The main purpose of this is to maintain the integrity of the skills shortage scheme, whilst ensuring Australian citizens are put first when it comes to training and employment opportunities. With many of Australia’s skilled migration visas directly associated with the IT industry, as well as employers going through a business transformation, it’s important to understand the impact of these amendments, as there is a direct effect on both the conditions around and process of talent sourcing in the IT sector or within Business Transformation.

In this article, we look at the impact of the 457 visa changes on IT employers or employers going through a business transformation, as well as how to ensure you can get the talent needed to keep your organisation on track.

What Are the 457 Visa changes?

After the list of eligible roles for visa sponsorship was reduced by more than 200 occupations in April 2017, further changes have come into force in March of this year. Firstly, two different streams of the TSS visa were introduced. These are:

Short-term – These visas apply periods of up to two years, and do not include a pathway to permanent residency.
Medium-term – These are for periods of up to four years and include a pathway to permanent residency.

In addition, the conditions for applying for a skilled migration visa have also been tightened. Following the recent changes, a minimum of two year’s related work experience is required to submit an application, and the upper age limit applied to visa applicants has been reduced from 50 years old to 45 years old. A minimum market salary rate has also been implemented, meaning that sponsors will be required to pay 457 visa holders the same rate that would be paid to an Australian undertaking equivalent work (for more information on market salaries see our Sydney IT Salaries tool).

How Do the Changes to the 457 Visa Affect Employers?

These changes will have several implications for IT employers. Under the new scheme, a number of tech job titles have been removed entirely (see below) from the list of eligible roles for sponsorship, whilst others now only appear on the short-term list. Consequently, some new hires will no longer have a pathway to permanent residency and are unable to stay in Australia for the long term.

The Job titles removed include:

ICT Support and Test Engineer
ICT Support Technician
Telecommunications Technician

The Job titles that now only appear on the short-term list include:

Chief Information Officer
ICT Project Manager
ICT Manager

As a result of this, it may become more challenging for IT employers to find workers who will stay with the business long term, as well as being able to source candidates with certain specialist skills . With a new training levy, mandatory labour market and non-discriminatory workforce testing, the changes will also result in greater costs and time for organisations when they do need to recruit international workers.

What Can Be Done to Mitigate the Risk?

Luckily, a bit of forward planning will allow employers to navigate the skilled migration visa changes more easily and minimise the impact on their workforce. Since many employers will have based their recruitment and retention strategies on the previous 457 visa, the first step is to review existing workforce plans to ensure that the recent changes do not result in skill shortages later down the track.

The recent introduction of mandatory labour testing, in addition to the increased requirements for skills assessments and English language testing, mean that employers must carefully manage the longer lead times when preparing visa applications to ensure they can gather the necessary information in time. Also, be sure to double check the entitlements under the new visa scheme to guarantee all obligations are met.

Managing the expectations of employees will be vital, as some prospective employees will be disadvantaged by the 457 visa changes – particularly in terms of the reduced options to apply for four-year visas, along with the lower age limit. All employees need to be well-aware of what the conditions are and how they will apply to them.

In addition, it will be important to factor in the extra costs that come with sponsoring someone on a TSS visa. Be prepared for expenses such as those incurred by the new levy on sponsored visas, which requires employers to make an annual contribution to the Skilling Australians Fund for each worker on temporary work visa, as well as one off payments for permanent residency applications. With these charges ranging from $1,200 to $5,000 each, it’s essential to ensure your recruitment budget is sufficient to cover them if you’re going to be hiring foreign talent.

Summary

The skilled migration visa changes will impact the IT sector and employers within Business Transformation more than most, so it’s important to know where you stand to avoid experiencing skill shortages as a result.

If you are concerned about how the changes may affect your hiring, feel free to get in touch with an independent immigration expert. Here at Enterprise IT Recruitment , we have a number of trusted partners in this space that we can connect you with to help with managing the recruitment process more effectively.

6 Essential Interview Questions to Ask IT or Business Transformation Professionals

Fri, 20 Apr 2018 04:42:31 GMT

With so much interview information publicly available online, candidates in the IT or Business Transformation sectors are far more prepared for interviews than they were 10, or even five years ago. As an employer this poses a new challenge, as it is now even harder to assess a candidate’s suitability for the role during the interview process. Being well-prepared suggests the candidate is enthusiastic about the role, but it also makes it more difficult to predict how the person will perform in practice. Are they really as great as they seem, or are their thoughtful answers largely the result of prior research?

As a specialist IT and Business Transformation recruiter , our team have run their fair share of interviews. Here are the six top interview questions to ask IT professionals, so you can be sure you’re hiring the right person for the job.

What is Your Favourite Work Environment You Have Experienced in Your Career?

Since this question prompts the candidate to look back at their own experience, it may not be something they have considered previously. The type of work environment they describe will give you valuable insights into their personality and workplace preferences and can help you assess the way they might fit into your company culture.

It also provides the opportunity to ask the follow up question of “Why?” As this is an evidence-based question, you are much more likely to get a candid, spontaneous response, rather than one that has been carefully tailored to your organisation.

Why Do You Want This Job and What Can You Bring to It?

This is a doubled-edged question that will enable you to gain an understanding of the candidate’s motives and assess whether they genuinely believe they are right for the role. Have they thought about how they can add value to the organisation and apply their skills to the requirements of the job?

Asking this question will reveal how much research the candidate has done into both the role and the company itself, without the need to ask outright. To draw out even more information, a useful follow up question could be “What is the first thing you’d do if you were hired for this role?” Look for answers that apply to the challenges facing the role, as well as answers that suggest the person is proactive, innovative and focussed on continuous improvement, as these qualities are especially valuable in IT or Business Transformation .

Describe a Situation Where You Had to Meet a Tight Deadline at Short Notice

This question is important because it shows how the person works when pushed outside of their comfort zone; both through the answer itself and through having to come up with a good response at short notice. It could also be worded in a situational manner, asking them how they would respond in an imaginary scenario where this happened. It paves the way for further questions to gain even more insight about how the candidate performs under pressure, including: Why did the situation occur? How did you handle it? What did you do differently? What was the outcome?

See whether the person is able to reflect on the experience and identify ways to improve their approach to similar situations in future.

Describe Your Biggest Failure at Work and What You Learnt From It

For most people it is easier to talk about success than failure, and candidates often try to avoid negative subjects during interviews for fear it will present them in a bad light. This is another useful interview question to ask IT professionals as innovation and failure often go hand in hand. Someone who cannot name a single failure could be too afraid of taking risks to do the ground-breaking work needed for business transformation.

Generally, it doesn’t matter if a person has failed – it’s the way they respond and what they learnt from the situation that make quality IT talent stand out.

Describe a Situation Where You’ve Had to Work as Part of an Effective Team Unit

While IT candidates may throw around buzzwords such as “team player,” the best way to determine whether they’re truly good at working with others is to get a real-life example. Find out what their role in the team was and how they contributed to achieving a successful outcome. If the person was a people manager, this is the perfect opportunity to learn about their leadership style and the approach they believe gets the best results. Does this style mesh well with existing management, and how well will the person fit into your own team?

Curveball Questions

This isn’t strictly one question but throwing a curveball or two during an interview has become increasingly popular as a way for employers to put candidates off their guard, and gain extra insight into their thought processes, logic and vital skills. Some possible curveball questions you can ask include:

If you were the CIO of your last company, what’s the one thing that you would change and why? – This question forces the candidate to think critically about their previous company and identify areas for improvement. Look for answers that offer a solution, rather than just highlighting a problem. This question will also give you an insight into what the candidate prioritises in their role, and where their focus is in their role. Would the change that they put forward be transformative across the whole business, or does it only solve an issue that directly affects them

Explain the technical aspects of a key project you worked in non-technical language – Soft skills have become increasingly important for IT professionals to have in the past 10 years. This question will help you to assess the person’s communication skills and gauge whether they’re able to convey complex information in a way that can be understood by the general listener

Summary

The questions above are by no means an exhaustive list, however if you ensure that your interview has a strong mix of general, behavioural (based on experience), situational (based on an example situation) and, if needed, technical questions, then you’ll have a far better understanding of the person in front of you.

In addition, as you carry out the interview watch out for other red flags, such as an overuse of buzzwords, vague answers, saying “we” rather than “I” when describing achievements or failing to listen to the questions themselves.

Lastly, remember an interview is a two-way street. Whilst it is normal to allow the applicant the chance to ask questions, it’s important to also be using the interview setting as an opportunity to sell the role and company to the candidate themselves. Doing this last step will ensure that, regardless of whether you choose to progress with the candidate, the probability that they will be interested in working for you will be significantly higher.

For more valuable advice and support on IT or Business Transformation recruitment in Sydney, get in touch with the experts at Enterprise IT Resources.

How to Effectively Select the Right Recruitment Agency

Wed, 21 Mar 2018 05:04:19 GMT

The technology sector is one of the fastest growing in Australia, primarily because companies across all industries are investing heavily in tech solutions to ensure their continued success. This growth is reflected in the growth of the number of IT and Business Transformation job opportunities being advertised ( up 22% on last year alone).

As a technology professional this means that now is a great time to look for a new role as you can have your choice of job, location and company type. However, to truly take advantage of this unique market and to ensure every opportunity is available for consideration, most people will choose to speak with a recruiter. The issue at this point, is how to effectively select the right recruitment agency for your specific circumstances. Here is our guide to doing exactly this.

Reasons to Work with a Recruiter

The most common benefit associated with working with a recruiter is the exposure they are able to provide to job opportunities that aren’t publicly visible, as they aren’t listed on job boards. This can be in the format of current live job requirements or the recruiter taking a proactive approach and exploring their networks on your behalf for opportunities that can come up, or even be created, for a person with your specific skills and experience. In both scenarios a recruitment agency or recruiter specialising in your particular niche or sector is more likely to be able to offer this benefit, as by being specialist they will have built up strong connections with relevant employers.

However, even if a recruiter can’t help you with a role right now, you’ll rarely end up with less direction than before. This is because, in addition to connecting you with job opportunities, recruiters are in the perfect position to offer guidance on your job search, for example, advice on how to improve your CV or tips to improve your interview technique. Specialist recruiters will also be able to provide further assistance around industry specific topics, such as your career path to date, industry salaries, future career opportunities and advice on the availability of both contract and permanent job opportunities.

How to Spot a Great Recruitment Agency

With over 7,000 Australian recruitment agencies, choosing the right technology recruiter for your personal circumstances can be a daunting task.

In general, if working in a specialist sector such as IT or Business Transformation, in most situations you will get more out of a specialist technology recruitment agency, because they’re more likely to understand your role and the sector and have established connections in that space. Specialisation may also extend beyond the sector, to a particular niche or even location. For example, at Enterprise IT Resources we specialise in IT and Business Transformation recruitment in Sydney, Melbourne, Canberra and Brisbane.

Whilst choosing to work with a specialist recruiter will help to narrow the search, there are still plenty of options available. The obvious place to search is to look at the kinds of IT roles an agency advertises on job boards or their own website. This is a valid method, however we recommend looking beyond this. Try seeking recommendations from industry peers (ensuring that person has a similar background to your own), recruiter websites found from Google search or searching for specific recruiters on LinkedIn. In each situation, look for tell-tale signs of their involvement with your industry and also testimonials from likeminded technology professionals. For example, recommendations on LinkedIn, reviews on Google, or an industry blog covering recent events and news.

Once you’ve chosen a particular recruitment agency or recruiter, there are further signs that can point to whether that agency is likely to be great or not, these include:

Their customer service and how they treat you. For example, do they take the time to carry out a face-to-face interview or make do with a quick phone meeting.
How engaged they are and the quality of questions they ask. For example, demonstrating genuine interest in your role and planned career path.
The quality and relevance of the job opportunities they discuss with you
How well they communicate with you during the job search process

At Enterprise IT Resources we know the recruitment sector struggles with having a reputation of poor service and feedback to candidates. To counter this, we have a dedicated Customer Service Consultant, whose sole job is to update our candidates on the progress of their applications, new opportunities that are available to them, and to respond to queries and feedback. This is just one example of how we try to differentiate ourselves and ensure as a IT or Business Transformation professional we’re helping you to get the very best results.

How to Ensure You’re Getting the Most Out of Your Recruiter

Working with a recruiter is a two-way process, and there are therefore several key things you can do to get more out of the relationship. Providing honest and direct feedback to a recruiter, especially when it comes to interest in specific job opportunities, is a great start, as it helps recruiters know where you stand straight away and can refine our search to best suit you.

It’s also important to keep an open mind. As specialist recruiters our industry experience sometimes means that we can spot something in a job that others can’t. Whilst we will only ever present a vacancy that we believe is going to add value to your career, this change in perspective can often open up new opportunities you may not have been thinking about.

Summary

Sometimes the position you wish to apply for may be with an agency that doesn’t appear to be specialist or particularly great, in which case there may seem like there is little choice but to apply. However, in a lot of situations technology companies will list their job opportunities with multiple recruiters, so it’s worth cross checking with your preferred recruiter before you apply to make sure you’re dealing with the best recruitment agency for you.

When it comes to recruitment, it’s about initially finding the right agency or recruiter for your own individual situation and then building the relationship as you go. This partnership is really the key to your long-term success as it not only means you’ll get career advice and that much needed perspective but also that they will be in contact with opportunities as they arise and be with you as you navigate your career journey.

If you’re ready to work with a specialist IT & Business Transformation recruitment agency that prioritises your individual needs then please feel free to get in touch with the team at Enterprise IT Resources .