Hays NZ Technology

How to find your first IT contracting role

2025-05-01T23:01:46Z

In today’s world of work, many New Zealand employers are prioritising flexibility in their recruitment, especially when it comes to tech. As a result, these organisations are turning to contractors that they can work with on a project basis.

Naturally, there are countries, such as here in New Zealand, where the market is mature in working with non-permanent professionals. Other countries that have a sophistication in using contingent workforces includes the UK, US, Germany, Netherlands Australia and Japan.

While at the same time, we’re seeing parts of Europe, including France, Spain, Italy, and Poland where traditionally permanent employment has been the gold standard, starting to open their eyes to the benefits of contract work.

With this in mind, skilled professionals entering the world of contracting need to be prepared. Follow this advice for setting yourself up for success before you find your first role.

Finding your first IT contract job

Understand demand for your skills and expertise

A career in IT contracting begins when you’ve already developed skills that are in demand and will continue to be for the foreseeable future. While it’s vital that you continue to develop your skillset (either during or between projects), you’ll need to be ready before you find your first contract job.

A good place to start assessing the market right now is by searching existing opportunities through recruitment agencies such as Hays New Zealand. We’d also highly recommend another blog, where we lay out the things to ask yourself before committing to a contractor career.

Work out your rate

As Adam Shapley outlined in his blog on the advantages of becoming an IT contractor, you can expect to charge a daily or hourly rate that would be higher than that of a permanent employee.

So, how do you determine which rate reflects your skills and experiences, without pricing yourself out of the right opportunities? You can start by checking our local Tech Contractor Day Rate Guides, which we release annually to inform skilled professionals in New Zealand of what they should expect to earn. For more information on typical rates where you are, get in touch with your local Hays office today.

Set up as a company

There are different ways to set up your business as a contractor, each with their own benefits and drawbacks. Many of these are around income and expenditure.

For example, a UK-based contractor can position themselves as an employee of an umbrella company, while someone in US might consider a sole proprietorship. In New Zealand, contractors tend to be a sole trader with an NZBN number. This is easiest and generally reduces administration. Alternatively, founding a limited company can offer tax and expenses advantages. It’s a similar situation in many countries, so do thorough research before you begin. It’s worth bringing in an accountant to help you keep on top this, particularly regarding tax.

Get your portfolio together

As mentioned above, it’s best to step into contracting once you’re experienced in your field and can demonstrate to potential clients that you’ve got the skills they need to bring on board. Doing this right means standing out from the crowd.

However, if this is the start of your contractor career, you won’t have the experience that others do yet. You should have a strong CV by this stage in your career, as well as a LinkedIn profile that aligns with this as a further promotional tool. In each case, highlight your skills with the latest technology or processes that some contractors may not have been exposed to or trained on yet. On top of this, it’s often worth directing clients to a website to show them what you can bring to their organisation.

Find a contract

Now that you’ve done your research, understand how to form your company and got your profile ready, it’s time to start your search. Besides remuneration, things to consider are:

Will this help me to develop my skills?
Do I want a shorter contract at the start of my career, or be settled in a longer one?
Will this help me reach a network for future opportunities?
What is the reputation of the organisation?

In many countries, it’s easier for contractors to work with a recruitment agency that sources non-permanent staff for clients, so this is often a good place to start. In addition to finding opportunities on your behalf, companies like Hays can offer you advice and help prepare you for applications and interviews.

At Hays, we work as lifelong partners to IT contractors around the world to support their ambitions. Whether you’re starting out in your contracting career or further along the road, get in touch today to see what we can do for you.

Is IT contracting worth it? Five reasons to get started

2025-05-01T23:02:43Z

In today's challenging economic climate, implementing digital transformations is posing problems for organisations worldwide. This means employers are turning to IT contractors to add technical skills in areas where they’re lacking. Their flexibility mean employers can typically spend less as they deploy their expertise when needed.

But what are the benefits of IT contracting for the professionals offering their services? We dive into the advantages of switching from a permanent role, and helping you decide whether it’s the right move for you.

What are the advantages of IT contracting?

1. Being your own boss

A poll on the Hays LinkedIn page of more than 3,000 people revealed flexibility as the biggest advantage of becoming a contractor. For those outside of office hubs or with commitments outside of the workplace, this autonomy is hugely important. A perk of many contracting jobs is the increased likelihood of working remotely or flexible hours. Overall, IT contracting can be a great choice for achieving a better work-life balance.

Similarly, another advantage of IT contracting is the ability to choose which projects to work on. This can change between contracts, too – one month, your focus might be on higher daily rates, while your next decision might be based on the client’s prestige, or opportunity to work with a specific technology platform.

2. Potential for higher pay

Greater demand for IT contractors means there is the potential for higher remuneration. Organisations need specialists to help solve problems over shorter time frames, who in turn can command larger fees. Additionally, many contracting roles will also pay overtime and could be more tax efficient depending on your location.

How much does an IT contactor make? That, again, depends on your location, as well as your area of expertise.

For example, our IT Contractor Rates Guide reveals that Business Analysts can command over $1,150 a day, while a Project Manager would earn up to $1,200 daily depending on their seniority. For those working in cloud solutions, engineers can expect anywhere up to $1,1500, with some contracts even reaching $1,500 per day.

3. Upskilling on different technologies

In today’s rapidly evolving tech landscape, staying relevant is vital for success. With this in mind, becoming an IT contractor gives you the possibility to learn a lot in different areas – and fast. You’ll have access to a range of technologies in areas that will broaden your skillset.

Contractors often need to hit the ground running, rather than undertake a longer onboarding process. While it’s true that you’d be brought in for your existing skills, there's still an emphasis on gaining new knowledge and rapidly upskilling within the role.

4. Less workplace stress

Working on contracting jobs also means freedom from workplace politics and the stressors associated with a more traditional career. For many, climbing the corporate ladder will entail sweating over performance appraisals and even grafting extra hours in the hope your boss will notice and promote you at some point. Alternatively, you might not see eye to eye with colleagues, stakeholders or even your manager. These things can make work less enjoyable.

These pressures are often removed when contacting in IT. When you’re brought into a project, you’re there to do your job to the best of your ability and leave once the assignment is over. As a result, you don’t need to worry about the long-term game-plan for moving upwards within an organisation. Likewise, if you don’t get on with anyone during the project, you only have to tolerate it for the remainder of your contract.

5. Greater networking opportunities

Due to the number of IT contracting jobs you’ll work on; you’ll have more opportunities to build professional relationships and make valuable connections. By ensuring you make a good impression during your assignments, you’ll find it easier to keep the door open for future openings there. Likewise, key stakeholders are more likely to recommend you for other IT contractor roles in the future – or at least give you a good reference.

Interested in the switch to IT contracting jobs? Next steps

Still wondering whether IT contracting is worth it, or whether it’s right for you? Try reading this blog, it outlines the things you need to consider when you get started, including setting up your business, promoting yourself and, of course, finding IT contractor jobs that are right for you (something Hays can assist you with).

If you haven’t thought about IT contracting before, this can see like a daunting step. However, there are plenty of advantages for skilled tech professionals.

Six questions to ask yourself if you want to become an IT contractor in New Zealand

2025-05-01T23:00:55Z

Are you looking for a change from the same routine every day?

The good news is that there's a growing demand for people like you in New Zealand. Tech contractors are in high demand as NZ businesses seek skilled professionals to handle short-term projects without adding them to the payroll.

If you’re a qualified tech expert, this could be a great opportunity to explore. However, before pursuing this path further, it's important to ask yourself if IT contracting is truly the right fit for you.

Here are six questions to help you decide whether IT contracting is for you.

Questions to consider before becoming a tech contractor

1. Am I ready to run a business?

A Hays poll of contractors on LinkedIn revealed that flexibility is the top advantage of contracting over permanent employment. By choosing a career in IT contracting, you'll have greater control over your work-life balance and the projects you take on. In essence, you’ll be your own boss. If you're not enjoying your current role or working with your manager, this might seem like an appealing solution.

However, it’s not all about flexible hours and easy money. While you'll have more freedom, you’ll also take on significantly more responsibility. This will require a solid understanding of marketing and branding, strong organisational skills, and the ability to stay focused. As an IT contractor, you'll be responsible for:

Managing your accounts: You'll need to keep track of receipts and expenses to ensure your accounts are up to date.
Paying taxes correctly: This means consistently filing the correct paperwork on time.
Securing new projects: While IT contractors can earn more, that’s only possible if you’re able to find and work enough projects.
Promoting your services: Are you comfortable with networking and building your personal brand on platforms like LinkedIn?

2. Am I flexible and versatile?

Another benefit of becoming an IT contractor is the opportunity to work with a variety of technologies as you transition between different projects and organisations. This exposure can be extremely valuable for developing both your skills and your CV, while the constant variety of challenges helps keep your work engaging and exciting.

However, this path is best suited to individuals who are adaptable. You’ll need to be a quick learner, able to rapidly familiarise yourself with different software and IT systems. Additionally, you’ll need to grasp new business processes as you move between projects.

3. Do I need to be part of a team?

While some IT contractor roles may involve working with others, the nature of these relationships will differ from those in permanent employment. If you're currently part of a close-knit team or department, this shift may take some time to adjust to. In comparison to a permanent role, you might feel more isolated, particularly if you prefer to work outside of regular hours.

However, there are advantages to this setup. You'll be able to avoid office politics, and if you don't have a good relationship with certain individuals, you’ll only need to interact with them for a limited time. Additionally, you'll have the opportunity to connect with other IT contractors, many of whom could become valuable contacts in your professional network and potentially help you secure your next project.

4. Can I be diligent in finding new work?

Being an IT contractor means regularly searching for new work, often while still fulfilling your current project responsibilities. Staying motivated to do this consistently isn't something that suits everyone.

There are several strategies to make this process easier, such as partnering with a recruiter who specialises in finding IT contractor roles on a daily basis. Another effective approach is building and maintaining relationships within your network. It's also crucial to stay on good terms with past clients, as they may offer future opportunities. Would you consider this one of your strengths?

5. Am I someone who can self-promote?

As your own boss, promoting your business is your responsibility, and it’s something you’ll need to do regularly. What does this involve?

Building and maintaining a personal brand on LinkedIn and actively engaging with individuals who can help connect you to the right opportunities.
Keeping your recruitment partner informed about your availability and skills.
Crafting CVs that effectively showcase your abilities.
Selling yourself in interviews by emphasising what makes you stand out from the competition.

6. How will I upskill?

Working on a variety of projects is an excellent way to expand your skillset. However, to be selected for these projects, your clients must trust that you’re capable of handling the work.

As technology continues to evolve, contractors must keep their skills current to remain competitive and secure new projects. Upskilling in areas like AI is a common example of this.

Without access to an employer’s training resources, how will you keep your skills up to date? While there are plenty of learning materials available – such as those covering how to use Microsoft’s Copilot for data analysis – you’ll need to be proactive in finding these resources and commit to learning on your own time.

What next?

We hope that asking yourself these questions has helped you determine whether IT contracting is the right fit for you.

As the next step, take a look through the typical rates IT contractors can command in our IT Contractor Rates Guide, or discover the key soft, or human, skills IT Contractors should cultivate. We also recommend speaking with individuals who have experience as IT contractors to gain deeper insights into what the role entails. These could be people you know personally or members of online IT contracting forums, which can provide valuable information and advice.

If you want to see what sort of IT contractor jobs are out there, you can search our opportunities here.

How to improve cyber resilience in your business

2024-08-14T06:03:15Z

Cyber resilience acknowledges the sobering reality and likelihood of cyber-related threats and attacks and encompasses various strategies, such as cybersecurity and incident response plans, to protect an organisation's digital assets and respond to potential attacks (like a data breach). Effective cyber resilience is fostered through intentionality, consistency, and innovation. All New Zealand companies and organisations must strengthen their cyber resilience, as not doing so could prove negligent and costly.

What is cyber resilience?

Cyber resilience is a multi-faceted approach to strengthening an organisation’s digital territory. Firstly, it encompasses the cybersecurity of a business or organisation to prevent cyber threats, but it also relates to the capacity of an enterprise to recover from a cyber -attack, when they occur.

Cyber resilience is measured by an enterprise's stamina in recovering from a cyber incident (maintaining business continuity, reputation, and preparing for future threats) and its ability to further strengthen its cybersecurity measures. Cyber resilience is not typically a company's default position, strong cyber resilience is forged and that is why companies must invest in a rigorous strategy.

What is the difference between cyber resilience and cybersecurity?

Cybersecurity

Cybersecurity refers to a preventive strategy employed to protect company systems, networks, and IT infrastructure from digital threats and cyber risks such as malware or hacktivism. It encompasses different technologies to prevent cyber -attacks and protect digital assets.

Cyber resilience

Cyber resilience differs from cyber security in that it refers to an organisation's stamina to utilise cyber security to prevent harm and recover from cyber-related attacks. Cybersecurity is a component of cyber resilience, encompassing a company's security and response and recovery in the aftermath of an incident. For example, a cyber resilience strategy would also consider incident response, healthy continuity, and safeguarding company assets and reputation.

Cybersecurity might ask, how can we prevent a potential issue? Whereas cyber resilience may ask, how can we move forward after one? What have we learnt from this?

Building a cyber resilient business

Building a cyber-resilient business involves many variables and it requires patience, intentionality, innovative strategy, and multiple practical steps. Business operations must allocate time and resources to building an organisation's cyber resilience.

Here are some ways that contribute to an organisation's cyber resilience:

Conduct a comprehensive review: Before implementing new strategies, it is best to conduct a review or audit of a company's current digital landscape. This is a good time to assess current strategies and their effectiveness and identify any gaps in current procedures and policies.
Invest in preventative measures to protect current systems: Cybersecurity is a major component of cyber resiliency. There are many measures an organisation can take to reduce cyber risk.Strong cybersecurity is needed. Establish powerful methods and software, where necessary, to protect company data, devices, networks, and information systems and have a sound understanding of current critical infrastructure.
Proactive detection of threats: Cyber threats will occur, but it is best to prevent them — utilise cybersecurity strategies such as firewalls, access control, encryption antivirus and anti-malware software. Organisations must be at the forefront of cybersecurity and invest in continuous security monitoring to protect systems and detect threats as soon as they arise.
Establish incident response systems: As the age-old saying goes, it's not a matter of "if" but "when." Cyber risks are common, and cyber events can often have adverse effects. Create a cyber resilience plan that details the procedures used when a security incident occurs. Include roles and responsibilities, response time frames, escalation plans, and methods of communication. A solid response to an incident is needed to maintain critical assets, business continuity, reputation, and brand trust.

What are some specific strategies my business can employ to bolster cyber resilience?

There are many methods and software you can use to assist in building cyber resilience.

Here are some strategies you can implement:

Foster awareness and invest in training: Cyber resilience is cultivated when teams and staff are educated on the topic and prepared for adverse scenarios. Beyond on-the-job training, organise cybersecurity training programs or random testing. Empowering and educating all staff (not just IT teams) means that they are not ignorant of the realities of cyber-attacks.
Continuous monitoring systems: Monitor digital activity in real time to highlight any unusual activity, such as random access to files. It is worth determining what regular activity looks like so that you can have a benchmark to compare abnormal activity against.
Data analytics: Harness data analytics to assess potential risks and apply them to your digital terrain. Information collection and analysis can help form your strategies.
Centralised asset management: Using a centralised asset management system secures all digital assets in one unified location.
Response training: a valuable type of training is to simulate adverse scenarios and have the relevant team run through response exercises. Implementing and practising incident response processes can prove to be helpful in the preparation.
Use of encryption: encryption is a method where information is protected by making it unreadable. Many companies use encryption for the data they have stored.
Red teaming: Red teaming is the term for using third-party hackers to simulate real-life scenarios in order to identify possible weaknesses in an organisation's digital landscape.
Transparency, accountability, and reporting: Like continuous monitoring, a best practice is keeping stock of the changing threats and current landscape. This might look like quarterly reports or proactively reporting to a board.

Whatever practices you employ, it is best to have a robust strategy that uses advanced software, personnel education, and robust reporting systems. You can't control the hostile digital environment, but you can take charge of how you prepare. Stay ready.

Keep going and become stronger

Hays is invested in seeing businesses thrive and cyber resilience is an ongoing investment. Cyber resilience work involves consistent readiness and preparation. Taking the time to assess a company's current state and improve it is the best form of risk management.

If you’re interested in sourcing cybersecurity talent, don’t hesitate to get in touch with our recruitment experts today.

Why aren’t there more women in tech?

2024-04-12T01:36:18Z

Despite the occasional ‘nerdy’ perceptions, the technology industry can be an exciting place to work. Tech is changing the world – and faster than ever. AI is the biggest thing impacting business, and it follows the internet, machine learning and everything digital that dominates work – and play. And yet, women aren’t a big part of this fast-growing industry. Women make up only 27 per cent of the IT workforce of New Zealand. Considering around half of the overall workforce in New Zealand are female, it’s a gap that’s screaming to be closed.

The underrepresentation of women in Information Technology (IT) jobs is actually a complex issue that stems from various factors including societal norms, educational barriers, workplace culture, and unconscious biases. While progress has been made in recent years to encourage more women to pursue careers in IT, significant disparities still exist.

Social stereotyping

One of the primary factors contributing to the gender gap in IT is the societal stereotype that associates technology-related fields with masculinity. From a young age, children are exposed to gendered toys, media portrayals and cultural narratives that reinforce the idea that boys are naturally more inclined towards science, math and technology, while girls are encouraged to pursue interests in humanities and arts.

This early conditioning can lead to girls feeling less confident or interested in pursuing IT careers later in life, as they may perceive these fields as "not for them" or "too difficult".

Lack of role models

The lack of visible female role models in the IT industry further exacerbates this problem. When girls and young women do not see other women succeeding and thriving in IT roles, they may struggle to envision themselves in similar positions. Representation matters greatly in shaping career aspirations and self-perception, and without adequate representation, women may feel discouraged or alienated from entering the IT workforce.

Think of technology figureheads and off the top of your head you could name Bill Gates, Steve Jobs, Elon Musk, Mark Zuckerberg straight away, but who are the female CEOs who spring to mind?

Educational barriers

Research has shown that girls also often receive less encouragement and support in STEM (Science, Technology, Engineering, and Mathematics) subjects compared to their male counterparts. This can manifest in various ways, such as fewer opportunities for girls to participate in coding clubs or other extra-curricular advancement. Additionally, gender biases can influence teachers' expectations and grading practices, leading to disparities in how girls and boys are evaluated in STEM subjects.

Unwelcome environments

Once women enter the IT workforce, it is often reported that they often encounter challenges related to workplace culture and gender bias. Tech companies have been criticised for fostering environments that are unwelcoming or hostile to women. It can be an industry that glorifies long hours, extreme competitiveness, and a lack of work-life balance.

However, companies are acknowledging the ‘bro-culture’ problems that have existed in the past. Female mentoring and networking opportunities are helping. At the same time, it remains a difficult environment – especially for mothers who require flexibility. Difficult for active fathers, too, but that number is usually much smaller.

Unconscious bias

The prevalence of unconscious biases also contributes to the underrepresentation of women in IT jobs. These biases, which are often implicit and unintentional, can influence hiring decisions, performance evaluations, and career advancement opportunities. Women may be overlooked for leadership roles or challenging projects based on assumptions about their abilities, communication styles, or commitment to their careers, further perpetuating the gender gap.

How can we address the gender balance?

Addressing the gender disparity in IT requires multifaceted strategies that target both systemic barriers and individual attitudes. Educational institutions play a crucial role in promoting gender equity in STEM fields by implementing inclusive teaching practices, providing mentorship and support networks for female students, and offering exposure to diverse role models and career pathways in IT.

Companies and organisations must also prioritise creating inclusive and respectful workplace cultures that value diversity and promote equal opportunities for career growth. This includes implementing fair hiring practices, conducting bias training for employees, establishing mentorship programs for women in IT roles, and actively addressing instances of discrimination or harassment.

Additionally, public awareness campaigns and advocacy efforts can help challenge stereotypes, raise awareness about the importance of gender diversity in the tech industry, and inspire more girls and women to pursue IT careers. Encouraging collaborations between industry leaders, educational institutions, and community organisations can foster a supportive ecosystem that empowers women to thrive in IT and related fields.

Navigating AI: futureproofing your career

2023-11-15T05:39:52Z

If you're interested in the generative AI abilities or actively looking for a job in tech, you're probably asking yourself – how do I begin to master AI? And how can I break into it?

Let's define what AI refers to in this context. It’s an application that emulates human capabilities such as rationality, perception and comprehension of natural language. It derives insights from data patterns and can autonomously enhance its outputs.

Recent advancements in generative AI such as ChatGPT has captured widespread attention and many are considering its application in our professional lives. The technology isn't confined to factory floors or back offices; making its way into creative and professional white collar fields – dispelling the notion that AI would only displace blue-collar jobs. AI algorithms are already integral to our daily lives, made evident by the applications on our phones.

While its adoption by individuals has skyrocketed, corporate adoption of large language models (LLMs) is still in its early stages. It means the impact on the job market remains constrained at the moment, but this will change as enterprises embrace new AI-powered applications, which will reshape work practices permanently. In the UK, almost a third (30 per cent) of organisations are using some form of AI – with 68 per cent of large companies adopting it, but the definition of AI is broad. AI adoption is lower in the US where only 25 per cent of companies are using it, and even less in Australia at 24 per cent. China is leading the world with 58 per cent of businesses using AI in some way with India close behind at 57 per cent. The tangible effects will be realised when LLMs are incorporated into everyday work tools, such as CRMs and collaboration platforms, ultimately becoming ubiquitous. These technologies are expected to integrate into enterprise-level platforms like Salesforce and Oracle, signifying a significant shift on the horizon.

Every industry needs to prepare for the changes ahead. A majority will need to reskill in one way or another – with adaptability being the key to success. For instance, take Ikea’s recent initiative which automated 50 per cent of its incoming customer calls and retraining 8,500 call centre staff as interior design consultants – an excellent example of upskilling and transitioning to cultivate revenue streams rather than just using AI as a cost-cutting measure.

Indeed, over the next five years, AI is poised to create more jobs than it displaces, with the most significant challenges coming from the lag in skills development. This revolution is unfolding at an unparalleled pace and promises to increase productivity, which has stagnated in recent years.
Companies venturing into AI adoption face several challenges, including issues related to education, trust, a skills gap, and the potential risks surrounding bias, security and privacy. Effective governance plays a pivotal role in managing these challenges.

Securing your place in an AI future

The rise of generative AI, used across many white collar and creative professions highlights that these fields, once considered protected by automation, are not immune to disruption. However, within this disruption lies opportunity. It’s important to remember – jobs aren’t evaporating; they're evolving. Think back to when calculators were expected to replace the entire accountancy industry at one stage, or that video will kill the radio star. Adaptability is the key so consider these actions to ensure your place in the AI-driven future.

AI literacy

Those who fail to become AI literate will not be as productive as those who do, and the gap will become increasingly noticeable. The good news is that LLMs are inherently user-friendly and accessible. Workers should acquaint themselves with the capabilities of AI tools and learn to integrate them in their daily work and personal lives. There are plenty of reputable resources such as Google Cloud Skills Boost and Career Essentials in Generative AI by Microsoft and LinkedIn which can provide a great starting point. Employees must also be aware of its limitations and risks. At Goldman Sachs AI is used to generate as much as 45 per cent of their code, for example, so developers will need AI as a required skill as it becomes a fundamental requirement for their role. AI will be integrated into MS Office as Microsoft 365 Copilot, meaning AI will become another standard requirement, much like email or excel has become.

Lifelong learning and human skills

In the ever-evolving landscape of AI, workers will need to prioritise continuous skill development through online resources and courses. In a world of work where AI tools may become ubiquitous, soft skills such as leadership, creativity and empathy will take on an even greater significance for differentiation.

Harness AI as a tool, instead of a crutch

AI is a valuable work tool, much in the same way we have all utilised Google Search. It can do some of the groundwork, but it still needs human oversight. Using AI for brainstorming during a job search? Great. Relying exclusively on AI for your CV? Not recommended.

The tech and work landscape is changing. From the potential collaboration of conversational AI with Elon Musk's humanoid robots to the evolution of traditional job roles. The question to ask isn't, "How do I initiate a career in AI?" but "How can I harness AI to elevate my career?"

Whether you're embarking on your professional journey or contemplating a shift into the tech domain, keep in mind that the synergy between AI and human potential is formidable. The future will blend technology and human intuition, and at Hays, we're here to help guide you through it.

Sound interesting? If you’re interested in a career in Automation and AI, get in contact with our team.

Three free alternatives to ChatGPT to help you at work

2023-09-25T04:35:12Z

ChatGPT made waves upon its release in late 2022, quickly becoming the go-to AI tool for both work and entertainment. Since then however, the landscape has evolved, and other providers have upped their game, with a range of new models on the market that are challenging ChatGPT.

Three alternatives to ChatGPT to help you at work

1) Bard

Known as Google's answer to ChatGPT, Bard had a somewhat shaky start, making errors at it’s launch, however, as discussed, discounting too early would be a mistake. Notably, Bard draws from more up-to-date information compared to ChatGPT-3.5. While it may still exhibit occasional accuracy issues, this is par for the course with all large language models (LLMs), so no output should be taken as gospel.

So, what sets Bard apart from ChatGPT? One standout feature is that a coding solution can be shared via hyperlink (something you can do for any Bard output), while you can export to Colab or Replit if that’s what you’re using. Unlike ChatGPT 3.5, Google's generative AI tool can also analyse and identify subjects within images (ChatGPT 4, the paid version can also do this). Additionally, Bard boasts a new speech function, akin to Google's translate tool, which will have various useful applications.

With these features in mind, Google's chatbot shines in collaborative work and we expect it’ll get better in terms of accuracy and relevance.

2) Claude

As an alternative to ChatGPT, Anthropic’s Claude has been on the radar for some time, and the recent launch of Claude 2 is powerful development.

Claude's standout feature is its ability to extract insights from uploaded files. For instance, we asked it to tell us what the number one hiring challenge for cybersecurity recruiters was based on a Hays report and it was able to find the correct information.

However it had mixed success with CSV files. It struggled to total the values in a column when the table was not at the top of a page but was able to identify figures in a simpler table, as well as total up the columns and rows. In any case, it regularly prompts the user to offer feedback, which can easily be done when provided the wrong answer.

Overall, Claude saves time in summarising documents and scanning reports. It offers the same functions that ChatGPT-3.5 does in terms of idea generation, although some of the information it found online was outdated, so that’s something to be wary of and is not unique to Claude – all content generated by these AI models should be further fact checked or verified.

3) Pi

How best to describe Pi? Let’s ask Pi itself.

“I can provide information on a wide range of topics, from history and science to pop culture and current events. I can help with decision making, by providing pros and cons and alternative perspectives. I can offer emotional support by being a good listener and offering a non-judgmental ear. And I can provide recommendations and suggestions, based on the context of our conversation.”

Whether you choose to think of Pi as a personal assistant or a workplace buddy its warm and informal tone makes it a welcomed companion when prioritising tasks or considering new perspectives. Pi actively listens, making it a preferred choice for those who want to share information.

You can discuss a stumbling block you’ve hit when writing for example, and it will gather the information needed to write a couple of paragraphs itself. We wouldn’t turn to Pi to write content, but it has a unique approach.

Pi may not suit everyone, but it has a wide range of uses and sets a high standard for future virtual assistants.

Final thoughts on ChatGPT alternatives

If you’re looking for a free alternative to ChatGPT, we recommend exploring each of these models. Each has its unique strengths, so it’s about finding what works best for you depending on your requirements and the task at hand. Remember that these alternatives are still evolving and perfection can’t be expected just yet. Nevertheless, they're sure to assist you in your day-to-day work.

Tips for retaining your top tech talent

2023-09-06T00:41:48Z

A strategy for retaining your top technology talent and curbing turnover has many positive outcomes for a business.

It can help to prevent the cost of unexpectedly having to replace highly skilled staff. As most hiring managers know, the cost of such turnover can add significantly to a company's expenses and derail important projects.

When an employee leaves there is the loss of not only valuable knowledge and skills which can contribute to your businesses’ future success, but IP about your company, your customers, current projects and past history, which can take a long time to regain.

However, the rate of turnover can be reduced by implementing a few simple retention strategies – and they don’t always involve money.

Our top retention tips:

Training and development

Courses aren’t always what training and development is about, nor do they have to take place in a formal classroom. Mentorships are a useful retention tool and can also be used to pass on corporate insight to other employees. One-on-one training and taking on additional duties can also be just as effective.

Investing in your employees’ skills development allows them to be the best they can be, which has obvious rewards for both them and you.

Eliminate red tape and meaningless toil

Top tech talent is ready to get to work and wants to achieve results, but if their attempts are stymied by red tape and onerous work practices they won’t stay around. Organisations should focus on removing as many barriers as possible for the top technology workers. Consider offering high-quality, reusable code and provide world-class planning and development tools to make engineers work lives easier. Also create state-of-the-art production and preproduction environments that are well integrated with testing and development environments – and trust your teams to deliver good work in good time.

Your leaders

Front line managers are also key to retention, so you should evaluate the capabilities of yours. Your managers are at the coal face. They should be good at motivating and inspiring their team members, managing performance – good and bad, and setting useful goals. They also need to provide useful performance feedback, including positive reinforcement or suggesting solutions when things have not gone well. Remember, people join companies and leave people.

Good interpersonal relationships

If an employee has good relationships at work, they are more likely to stay with a company and feel engaged with their work. So, employers need to focus on how they understand, communicate and build good relationships with their employees. It’s good practice to ask employees for their opinion on key engagement factors such as career progression and performance feedback through employee opinion surveys, online forums or regular reviews. And it is best not to assume anything about an employee’s career path as there can be many factors at play – just maintain open and honest communication to find out what your employees’ goals are.

Room to play

Top engineers don’t just want to bang out new tech features, they want to experiment, innovate and partake in projects that are meaningful to them.

Organisations can build in extra buffer time to allow for experimentation and, for example, allow tech employees to try out new languages or tools that aren’t necessary ‘in scope’. Creating an environment of psychological safety can encourage teams to experiment, and fail or succeed, while learning from the experience. Leaders of technology teams should role model specific behaviours such as concern for the individuals on their teams by actively soliciting for their input.

Growth pathways

Not all brilliant technology workers want to become managers – they may just want to be excellent at their jobs. Consider designing both managerial and non-managerial career pathways for tech talent and include lateral career moves across multiple products and projects to promote skills development and new career options.

Plan your next cyber security move

2023-08-30T04:00:59Z

Cyber resilience is a whole of business concern, but even cyber security teams are struggling to keep up.

The threat of cyber security breaches is constant, and the damage they can cause is becoming greater. The average cost of a cyber breach to an organisation is more than $270,000, however companies that fail to adequately protect customer data could face fines of $50m or more under a legislation that was introduced in the back half of 2023.

The risks cyber security pose are so great that the government is creating new regulations to keep businesses and customer data safe. In 2019, APRA introduced prudential standard CPS 234 Information Security to ensure that financial service and insurance businesses have appropriate measures to be resilient against information security incidents (including cyber attacks) by maintaining appropriate information security capabilities. And they are rigorous in ensuring compliance. In July this year APRA released the results of an independent tripartite cyber assessment, which will eventually cover more than 300 businesses, and the results highlight several concerning gaps.

The businesses reviewed failed to meet the standard in six key areas:

Incomplete identification and classification for critical and sensitive information assets.
Limited assessment of third-party information security capability.
Inadequate definition and execution of control testing programs.
Incident response plans not regularly reviewed or tested.
Limited internal audit review of information security controls.
Inconsistent reporting of material incidents and control weaknesses to APRA in a timely manner.

This report highlights the fact that organisations are still struggling to equip their cyber security teams with the right capabilities whether through lack of understanding of the requirements or through an inability to secure the skills that are needed in the current tight tech talent market. It also demonstrates that cyber security is a whole of business concern, not just limited to a cyber security team.

In demand Cyber Security roles

While cyber security needs to be a concern for all employees, there are a number of roles within this team specifically that organisations are currently looking for. These include:

Operational security (SOC and SIEM)
Cloud Security
SecDevOps and penetration testing skills
Application security
Digital forensics and incident response
Security operations and engineers
Security architecture and threat intelligence
Staff and customer identity specialists
IAM platform implementation
Security consulting

While we know these roles are in high demand, the supply of talent to fill these roles is increasingly challenging to find. Our Cyber Security Report found that globally more than 90 per cent of leaders said that the skills gap has affected their ability to implement their cyber security strategy. Additionally our latest Salary Guide: IT Edition found that 21 per cent of employers in the technology industry are looking to increase headcounts in the year ahead, but only 43 per cent of technology workers intend to stay with their current employer. The top factors driving turnover include; a lack of promotional opportunity, an uncompetitive salary, poor management style or workplace culture. What are tech workers looking for? The opportunity to improve their technical skills, a pay rise and the option to work flexibly.

If you want to keep up with changes companies are facing, consider these factors.

Plan ahead

Understanding an organisation’s future needs in the technology space can be challenging as the pace of change in this sector is fast. Now, as many businesses have embedded their digital transformations, they are realising the future opportunities that are now available to them. By understanding future recruitment efforts you can stay one step ahead of the game with hiring intentions to meet the demand with your skills.

Consider what your resume says about you

As employers struggle to find the right talent, consider what opportunities this might have for your job search. You may be wanting to explore opportunities in new industries or roles. If so, make sure your resume makes it easy for employers to understand the transferable skills you offer.

Reflect and retrain

The pace of change in the technology sector is faster than most others, and therefore your skills can become redundant faster than other industries. Technology professionals should be updating their skills with ongoing learning and training.

Building cyber resilience

2023-08-30T04:06:49Z

Cyber resilience is a whole of business concern, but even cyber security teams are struggling to keep up.

The threat of cyber security breaches is constant, and the damage they can cause is becoming greater. The average cost of a cyber breach to an organisation is more than $270,000, however companies that fail to adequately protect customers data could face fines of $50m or more under a legislation that was introduced in the back half of last year.

Building cyber resilience across your whole business is a necessary step all organisations now need to take, but when your cyber security team isn’t yet up to speed, CIOs and CISOs have a long way to go to increase the skills sets in their organisations.

The risks cyber security pose are so great that the government is creating new regulations to keep businesses and customer data safe. In 2019, APRA introduced prudential standard CPS 234 Information Security to ensure that financial service and insurance businesses have appropriate measures to be resilient against information security incidents (including cyber attacks) by maintaining appropriate information security capabilities. And they are rigorous is ensuring compliance. In July this year APRA released the results of an independent tripartite cyber assessment, which will eventually cover more than 300 businesses, and the results highlight several concerning gaps.

The businesses reviewed failed to meet the standard in six key areas:

Incomplete identification and classification for critical and sensitive information assets.
Limited assessment of third-party information security capability.
Inadequate definition and execution of control testing programs. 
Incident response plans not regularly reviewed or tested.
Limited internal audit review of information security controls.
Inconsistent reporting of material incidents and control weaknesses to APRA in a timely manner.

In demand Cyber Security roles

While cyber security needs to be a concern for all employees, there are a number of roles within the cyber team specifically that organisations are currently looking for. These include:

Operational security (SOC and SIEM)
Cloud Security
SecDevOps and penetration testing skills
Application security
Digital forensics and incident response
Security operations and engineers
Security architecture and threat intelligence
Staff and customer identity specialists
IAM platform implementation
Security consulting

While we know these roles are in high demand, the supply of talent to fill these roles is increasingly challenging to find. Our Cyber Security Report found that globally more than 90 per cent of leaders said that the skills gap has affected their ability to implement their cyber security strategy. Additionally our latest Salary Guide: IT Edition found that 50 per cent of employers in the technology industry are looking to increase headcounts in the year ahead, but only 44 per cent of technology workers intend to stay with their current employer. The top factors driving turnover include; a lack of promotional opportunity, an uncompetitive salary, and poor management style or workplace culture. What do they want? The opportunity to improve their technical skills, a pay rise and the option to work flexibly.

If you want to keep up with changes companies are facing, consider these factors.

Plan ahead

Understanding an organisation’s future needs in the technology space can be challenging as the pace of change in this sector is fast. Now as many businesses have embedded their digital transformations, they are realising the future opportunities that are now available to them. By understanding future recruitment efforts you can stay one step ahead of the game with hiring intentions to meet the demand with your skills.

Constantly review your recruitment processes

Remote hiring became the norm during lockdowns, but ask yourself if this is still the best way to assess a potential employee’s suitability to the role and the company culture? Also consider your remote hiring processes. As the trend to remote hiring gathered pace, market answered the need by designing software and models to assist organisations to find their best fit through technology innovations. Research the market to identify any solutions that might help make your processes more effective.

Consider where undiscovered talent might be

While looking outside of standard locations has become the norm, have you considered looking at different demographic profiles too? Remote work means organisations can hire from many different geographies including rural and regional and internationally. There are however many complexities around regulation and compliance of hiring workers in different countries, as well and language and time zone barriers to consider.

Looking beyond your standard technology talent network is also of benefit to find the people you need. Consider any transferable skills that might make someone from a non-tech background a perfect candidate, also consider reviewing your hiring processes to make them more accessible to neurodivergent or people with a disability.

Reflect and retrain

The pace of change in the technology sector is faster than most others, and therefore skills can become redundant faster than other industries. Keep your technology professionals updated with ongoing learning and training not only to build the skills you need internally, but to also help with staff retention. With workers citing technical skills development as a key desire, organisations that have robust formal and informal learning programs can become an employer of choice. Additionally mentoring and buddy systems for newer workers joining an organisation can help with onboarding and foster a sense of belonging at work – a key element to any retention strategy.

Embed cyber security skills across your whole organisation

Almost 95 per cent of all cyber breaches happen because of internal human error. The wrong link is clicked on, a file is forwarded in the wrong way, two factor authentication is skipped…. Building cyber resilience across your whole of business is necessary. Formal learning and assessment programs should be built in, and constantly reviewed. And note taken of those internally who might not currently be in a cyber role but show aptitude towards it could be further nurtured and encouraged to learn more cyber skills.

Why these leaders left the corporate world for 'tech for good' - and never looked back

2023-08-06T11:16:32Z

In a world full of volatility, many of us are looking for purpose in the work that we do. We’ve seen this reflected in an emerging trend in the technology sector – tech for good – which is attracting a diverse range of people, from long-tenured professionals to enthusiastic graduates, who are passionate about using their skills to create positive change in the world.

We sat down with three individuals who left large multinational organisations to work in the tech for good space. We asked them about their motivations for such a move, and what the successes, challenges and rewards they have experienced at these start ups as they work to create a better future for all.

What made you decide to move to a role in Tech for Good?

Carolina Portela Duarte had a long career with some of the biggest names in the technology sector before taking a role as the chief sales and marketing officer at Citibeats, a start-up that provides data insights through AI. “When I joined Google, it was because of one of their corporate values ‘don’t be evil’. It’s important that technology is deployed and used in a responsible, ethical way – and Citibeats gave me the opportunity to change lives and make a positive impact on society. As a mother, I’m conscious that I want to create a better world, and this is my way of doing it,” says Carolina.

After studying human biology, Lise Pape moved into advertising and later joined JP Morgan. Lise then completed a stint at the Danish embassy in London. For her next step, she wanted to pursue her original calling. Knowing that she wanted to work ‘for good’ and directly help others, she completed a course in innovation design engineering with a view to help people with mobility problems. She founded Walk with Path in Copenhagen in 2014.

Mitchell O’Gorman wanted to return to the social enterprise work that he was doing earlier in his career. After working in media with INM and Kantar, xWave Technologies approached him to come on board in 2020.

“I believe media plays a really important role in a functioning society, but I felt that I was one step removed from being able to really deliver impactful social good,” says Mitchell.

“I always had in my head that I was going to go back and do something to deliver meaningful social good. That's why, honestly, I jumped at the opportunity when I was approached by these radiologists to lead this organisation.”

Tell us one thing that’s better about working for a startup/scale-up in Tech for Good?

The culture in the tech for good space is a critical factor for Carolina. “We’re not working for ourselves, we’re working for people – this is very inspiring. My colleagues and I all share the same beliefs and values. It’s easier to fit in – if you work at a corporation, there might be people who don’t share those characteristics.”

For Lise, it’s the speed at which you can work that she enjoys and compares life at a start-up to operating a small speedboat as opposed to a large tanker. “Everyone will see the direct impact of their work. You hear how people who use the products have achieved things in their daily life. These testimonials help to drive us even when it’s hard.”

One of the challenges for Lise is that she feels a greater responsibility even if she does enjoy the ability to have direct impact. And there are issues surrounding healthtech overall. “We do a lot of clinical work. You can spend six months working on an application for funding. I know it’s the nature of the game but it’s still frustrating.”

For Mitchell and Carolina, working in tech for good means trying to change people’s outlook, which isn’t always easy. Mitchell understands why customers can be resistant: “It's hard for people to change their existing system. Just because you come out with a new digital system that is five times better, it doesn't mean that they're going to adopt it. They're already super busy! There's just that natural human resistance to change.”

Carolina adds: “When pitching, you’re speaking to people who might be attached to their old solution. I understand that they are decision-makers whose choices affect millions. We need to help them to help these people by letting them know that the tool will empower them.

“We need to educate society about sustainability and AI in general. That’s what we’re trying to do – promote the ethical AI community. One challenge is finding the right, non-techie, language. If clients, investors and partners cannot understand your language, you will not connect.”

What about your role do you enjoy most?

Everyone agreed that they welcome the chance to connect with their customers who benefit from their work.

“What I really enjoy is having the opportunity to work with great people. It makes life easier because every day I’m working on something that will help others. All of us are working together to make this a better world,” says Carolina.

Mitchell adds: “You get to a point in your life where you think that there’s not much else you can learn and, all of a sudden, you're in this new industry. Learning from inspirational people has probably been the most rewarding part of the job to date. They're really amazing people who go into this for the same reason – to deliver positive outcomes for patients and society.”

Meanwhile Lise enjoys closing the gap between the company and its direct customers. “High up on the list is getting feedback from users and hearing how we’ve made a difference. We enjoy those wins we have as a team when things go well,” says Lise.

What is the importance of collaboration in Tech for Good?

As well as feeling good about rave reviews, Lise uses the feedback she gets to improve her products.

“Collaboration with users is important. We try to have a continuous dialogue with people about their situation, but we need people you can trust to be brutally honest. This matters in tech for good because you’re developing something that works clinically, but it has no benefit if people don’t use it,” says Lise.

All three are at companies that were named in the Top 100 of the Super Connect for Good 2022 competition. This initiative formed by Hays and Empact Ventures, aims to reward the start-ups making positive societal change worldwide. It also connects these companies with one another, enabling them to work together for greater impact.

We asked them why is forming partnerships and connections so important in tech for good. Mitchell’s outlook is surprising and refreshing: “Start-ups can suffer from being a little bit too closed off. You can understand why they do it – they think somebody’s going to steal their idea. However, if you’re focused on delivering better patient outcomes and somebody does steal your idea, then your mission will be complete, even if it’s not you who’s completing it.”

“If you want to go fast, go alone. If you want to go far, go together!”, says Carolina, “I know it sounds cheesy, but it’s true.”

What advice would you give to anybody who’s interested in working in Tech for Good?

For Mitchell, seeing the results of his hard work is what he enjoys the most.

“It's not always going to be easy. So, it depends on how highly delivering social positive social change ranks within your criteria for joining a company. If it's not there, then don't go for it. Leave those jobs available for the people who do care.

“You get to try your hand at lots of different things and, yes, sometimes you're working long hours, but it's also incredibly rewarding. Getting in early and really influencing the direction and ultimate impact of the organisation is incredibly thrilling,” he says.

Lise’s advice is to find the right fit: “It’s important that you feel aligned with the company’s mission and that it motivates you. If you’re passionate about the mission, you’ll be really happy.”

Carolina gives a final call to arms: “Go for it! We need more people accounting for a better world and a better future!”

Work in tech? You need these skills on your CV

2023-08-03T04:16:30Z

While technical, or hard skills, remain important for tech professionals in 2023, these skills aren’t the sole focus for employers during the hiring process.

Considering the increasing responsibilities of tech roles and the need to collaborate with numerous stakeholders, ideal candidates will need to have strong soft skills. So, if you're looking to take on a new challenge this year, we've got some advice on the skills employers are looking for and how to showcase your strengths in these areas when applying for roles.

Top soft skills for tech professionals in 2023

A learning mindset

The technology sector is one of the fastest changing, so sustained success in a tech role depends heavily on continuous learning. The half-life of skills is now only five years, and in technology it could be argued that this is even shorter with new and emerging technologies being created and adopted regularly. Demonstrating that you have the ability to learn will show potential employers that you’re dedicated to your career journey and open to new and innovative tools and ways of working. Showing that you have a learning mindset is especially important at the beginning of your career. Employers want to be assured that you can adapt well to training, especially when dealing with unfamiliar concepts.

Flexibility and adaptability

With the challenges many organisations face while implementing their digital strategies, you'll need to be ready to adapt to ever-changing goals, problems and responsibilities. A track record of cross-training and meeting deadlines will place you in high regard.

Ability to adopt change

While successfully adopting change in a business relies heavily on leadership and change management programs, it’s equally important that employees are open to change. If you're seeking a senior position, consider ways to influence your team to flex and adapt. Those in junior roles should be receptive to new processes and ways of working.

Problem solving

Whether you're a developer or a project manager, finding solutions to problems is critical in everyone’s day-to-day work. While experience is valuable, employers also appreciate individuals who can offer fresh perspectives and innovative ideas.

Communication

Effective communication is highly desirable in any industry, and tech is no exception. Communication tops the list of interpersonal skills. In a hybrid working environment, the ability to engage effectively with colleagues no matter where they’re located is essential.

How to demonstrate your soft skills

Just listing these soft skills in your opening statement when applying for a new role is insufficient. Hiring managers have heard these buzzwords from countless applicants and you need your CV to stand out.

Try providing specific examples of how you've demonstrated and utilised your soft skills and the value they brought to previous employers.

For instance, instead of simply stating, "I'm a problem solver," elaborate on a role in your job history: "I created a purpose-built X, saving our team X hours per month in manual processes."

Here are some ways you can showcase these soft skills on your CV or during an interview:

A learning mindset: List the skills you developed in past roles and how they contributed.
Flexibility and adaptability: Describe a situation where you successfully adapted to changes in a project.
Ability to adopt change: Provide an example of a positive outcome resulting from your adaptability to change.
Problem solving: Explain how you found solutions to challenges and the impact of your actions.
Communication: Discuss instances where you collaborated with large or remote teams. How many stakeholders were involved? Were any external?

For more CV advice, you can read our how to write an IT resume: template and tips article.

Top in-demand soft skills: what to remember

While hard skills are important to success in the technology sector, they vary based on role and organisation. To impress a prospective employer, you need to demonstrate possession of the soft skills listed and how you can apply them to contribute to the team's success. Reflect on past experiences and identify opportunities to enhance these skills – if you haven't done so, it's time to start now.

Browse our available tech jobs now.

Supporting women in software development

2023-04-06T05:57:38Z

The need for tech solutions has never been greater. The technology sector, already rapidly growing, has been accelerated even further by the events of recent years and developers are in high demand as companies across all industries try to meet the needs of the modern world.

However, despite the growth that the tech sector is experiencing, there are still huge strides that can and need to be made, particularly when it comes to women working in software development.

Across the software development talent market globally, the significant majority of individuals are male, accounting for 91.67 per cent of the overall workforce.

To look at how organisations can make progress in their ED&I journeys and support women in technology, recruitment specialists at Hays shared their insight, stories and advice on balancing the scales.

Students look elsewhere for role models

A report last year in Poland revealed that, of the women working in the country’s IT sector, a third were in developer roles – more than any other field in tech. However, when we look at graduation statistics – another story is uncovered. Over half of women in tech did not graduate in a related field, with a third entering after extra-curricular studies and courses.

Recent high school graduates should be identified as a core potential talent pool and investing in this cohort can yield a greater chance of retaining them, as they’ll build loyalty to your organisation. Partnering with universities and attending open days or career expos are a great way to engage with future talent by building face-to-face connections. This can help persuade them to join your organisation as you can showcase the company culture and answer any questions they may have on the spot.

Jane Bamford, EMEA Director for Hays, said: “For some reason, considerably fewer women opt for STEM university degrees than men. There needs to be more education/awareness of roles in Tech and Software Development specifically for kids who are in the final years at school. Especially bearing in mind the huge shortage of candidates in software development generally, we need to make them aware of the options and the ways they can train up to become a Software Developer. We need to showcase female software developers as role models, to inspire others to do the same.”

Joshua Taylor, who specialises in recruiting Front End Developers for Hays, noted: “If we look back across history, women have played an extraordinary role in some of our greatest technology advancements. Take Joanne Clarke, the famous Bletchley Park mathematician who helped develop one of the first known computers used to break the enigma code in World War II.”

In fact, there’s no shortage of women who have taken giant strides in the world of technology. There’s Ada Lovelace, often referred to as the world’s first computer programmer whose notes on the Analytical Engine went on to be used by Alan Turing to form the first modern computer. And Radia Perlman, who was instrumental in making the internet as we know it today even possible with her work on network self-organisation.

The problem facing organisations is how to tap into that undiscovered and unfulfilled talent.

What are organisations already doing to address this?

We’ve already seen many organisations take specific actions to build out more gender diverse teams. For example, Bamford reports that one major company in the communications sector in Hungary has set a KPI to recruit women in at least a quarter of their Software Development positions.

Freddie Andrews, who recruits for Java Engineers at Hays UK, shared the following story: “One client we are working with now have a new policy where in order for them to hire a software developer they must have at least one female applicant through the interview process. Since implementing this new process, the feedback has been very positive.”

Harry Tingle, Hays Technology Recruitment Consultant, recently had a similar situation: “One of our clients, a global leader in investment banking, has now included a new diversity step into their recruitment process. In their final interview, they now ensure they have representation from both ethnically and gender diverse backgrounds on the interview panel to ensure the company makes the best decision.”

What else can organisations do?

Is this enough or are there more avenues for companies to explore? Rob Beckley, ANZ Director for Hays, Technology, has several suggestions: “In Australia and New Zealand, like the rest of the world, software development remains a male-dominated space. At the same time, we’re experiencing one of the most acute skills shortages we’ve seen. Attracting female talent into software development can help address this gap.

“To find more candidates, engage with local tech communities. In Australia and New Zealand, meetup events and industry associations grow and support female tech talent through mentoring programs, boot camps and workshops. Organisations can support these grassroots activities and build a reputation as an employer of choice.

“Speak to your existing female software developers to ensure they are engaged and satisfied. Highlight what successful female software developers like best about working for you and what you can offer other potential employees and identify areas to improve retention. I’d also recommend using gender-neutral language to rewrite your job descriptions and career pages – even if it’s subtle. Set targets, such as two female candidates per shortlist, and select a gender diverse interview panel.”

Bamford advises: “Companies also need to be aware of diversity and its importance to having a high-performing team. Women are less likely to apply for a job if they feel that they do not fulfil all of the criteria on the job description than men – so companies should have this in mind when advertising roles and when looking through applications.”

ED&I questions for your company

Three useful questions to ask yourself with regard to ED&I are:

What is the current percentage split (between male and female) within your software development team?
Are you doing anything specific to attract women to join your organisation?
Do you have a clear EVP (Employee Value Proposition) to help engage with gender diverse candidates?

Check out our available jobs in Software Development.

Why layoffs at big tech firms shouldn't make you panic in your job search

2023-03-23T22:41:58Z

For many of us, the new year is an opportunity to start fresh, whether it’s a new hobby or a new job. It’s natural to seek out challenges or make changes to improve your life.

The end of 2022 saw some of the world’s largest tech organisations reduce their workforce and this trend is still continuing well into the new year. Given how commonplace the demand for tech skills has been recently and in some aspects still is, this came as a surprise to some observers.

That’s not to say, though, that this is an unexpected development, and nor should people be put off making that leap into a new role. Given the rise in the number of jobs made available due to the pandemic, this market correction has still resulted in a higher number of tech roles than we saw pre-COVID.

Let’s look at what this means for specialists working in these roles or similar ones, as well as those looking to start their tech career.

Key insights: layoffs at big tech

Although some of the world’s biggest tech firms are downsizing their workforce, this is not reflective of the job market overall.
Specialists who have experience in larger organisations are in demand and will continue to be.
There are a range of opportunities for talent that has left these companies.
Ensuring that technical skills are up to date is key to success.

Tech layoffs are not universal – but can happen at bigger firms

Although warnings of a global recession sparked fears over job losses in technology, this first truly caught the headlines following Elon Musk’s takeover at Twitter, upon which the company let go almost 75 per cent of its workforce. While it’s not typical behaviour for CEOs, it’s meant that any subsequent exits at other tech giants have gained further traction in the news.

It’s worth remembering that, with regard to roles in tech, demand has long outweighed supply on a global scale. The need for digital infrastructure was compounded by the pandemic as remote access and communication all of a sudden became vital for many workers. As such, since 2020 there has been unprecedented demand for people with tech skills and, even though the market is correcting itself now, there are still far more jobs in the technology sector than there were three years ago.

What does the future hold?

The first thing to make clear is that there will always be opportunities for people who have left companies as large as the ones who are making the news. That experience is valuable for organisations of all sizes, and tech specialists in particular are not short of offers. If this relates to you, you can feel confident when applying to a new role.

Ensure that your CV makes this experience most prominent as it will be the aspect that’s most valued by potential employers. Although it can seem daunting, you should be prepared to speak about how you left your last role in any job interviews. Your interviewer is going to be aware of what’s happening and will be understanding, but it’s important you can demonstrate how your skills were valuable to your former employer, and how you’ve developed those ahead of your next role.

What about those of you who might be concerned about job security elsewhere? Or, perhaps, thinking about embarking on a career in tech and worried about the news? Using our unique insights into the job market across the globe, I’ve already outlined the top ten in-demand tech roles for 2023 If you’re looking for work in tech, it’s vital that your skills are up to date and you’re on top of the latest developments. To put you in the best place possible while job searching, we’ve put together a list of the top skills employers will be looking for. A willingness to learn is a huge plus point for employers as they look to fill tech roles, so make sure that you’re highlighting this skill on your CV.

We also fully recommend that you listen to our podcast series, ‘How Did You Get That Job?’, in which we speak to people who’ve enjoyed success in tech and discover how they got to where they are today. Our guests come from a variety of backgrounds and don’t always follow the typical journey in their career. We’ve heard insights to which skills are desired by potential employers, and the approach to take when progressing in your tech career.

What next?

Whether you’ve worked for a large tech organisation or you’re at an earlier stage of your career, take the above into account and see what your next step is in progressing your tech career.

How to get into cyber security with no experience: two perspectives

2023-03-23T22:43:18Z

Cyber security has quickly risen to prominence to become one of the most in demand tech professions and there’s a good chance it will remain that way for the foreseeable future, with the global cyber security market size expected to reach USD 366.10 billion by 2028. And with the industry suffering a huge skills gap, organisations are searching for cyber security skills.

So, if you’ve considered taking advantage of this market gap, or changing careers and want to move into a cyber security role, we have some tips for how to get a foot on this career path.

What options are out there for getting qualified in cyber security?

Not all cyber security roles require Bachelor-level and above qualifications and with the continued evolution of how institutions are designing learning pathways – there’s many options for those keen to develop skills to start a career in cyber security.

While we will talk about how there are options for getting into cyber security with no experience, there’s also a plethora of options out there for those keen to dip their toe in the industry, with most also realising that many will be transitioning into the profession and offering shorter courses to streamline your journey. It’s easier than ever to jump onto online courses that can be completed around pre-existing work you might be employed in. Institute of Data is also offering a cyber security program that can be completed remotely on a part time basis in 24 weeks to help you transition into your new career.

Keep in mind that certifications are incredibly useful if you’re looking to change careers into an entry-level cyber security role, but they should also mainly be seen as supplementations to a full cyber security degree. Employers are drawing on certifications as a way to identify skills in what is still a skills short job market, but experience in a degree is the most critical way you can get your foot in the door. Certifications are there to be the differentiator between you and other candidates.

Stories from those that have done it

In case you haven’t heard of it before, Hays has it’s very own podcast called: ‘How Did You Get That Job?’, where Hays Chief Commercial Officer Shaun Cheatham interviews leaders in the tech sector and gets their own unique insight into a myriad of topics that affect the world of work. In each episode, they share how they’ve got to where they are today, what their role entails, what motivates them and how to start a career in tech. In some cases, they didn’t set out to work in their field at all but found themselves there, enjoyed it and stayed along for the ride.

We interviewed two tech leaders that shared their unique journey into a career in cyber security.

There’s no right way to get into cyber security

Jessica Nemmers, vCISO at Flair Data Systems didn’t take a traditional route into the technology field. Her first formal training was to be a ballerina in Dallas and performed professionally as part of a troupe. So just how did she go from dancing six days a week in high school to a highly successful career in cyber security?

As she puts it, her “leap” into technology came by chance. When her ballet company had to fold due to lack of budget, she interviewed for a project in Dallas run by Electronic Data Systems and Hitachi. That gave her a first taste of working in tech, and it led to her applying for another role at Perot Systems. In Jessica’s own words, she “had no skills at all” – but, as she says, she “fell in love with tech.”

Twenty-five years on and she’s moved into cyber and been CISO at two organisations.

John deCraen, the Associate Managing Director for Cyber Advisory Services at consultancy organisation Kroll. Again, his career didn’t start out in cyber security at all, although he did have some experience up his sleeve in data. He too found himself out of work when his previous employer closed down, and a recruiter got him an interview at Alvarez & Marsal. He was reserved about taking the job, initially on contract, but by the end was “not only in love with their services, but the company itself”.

As he says: “It’s never too late to start over again.”

The top skills you need for a career in cyber security

John describes himself at the start of his career in cyber security as a “middle-aged senior associate”, specialising in computer forensics. He was 35 while most of his peers were a decade younger. After almost 17 years at Alvarez & Marsal, John moved to Kroll and found himself in his current role just ten months later.

He attributes his success to the importance of having a strong learning mindset to future-proof your skills. Keeping up with new technologies is necessary in any role, but in cyber, it’s about staying ahead of the bad guys too. That passion for learning is key. Hays Learning is also an invaluable resource for IT courses of all kinds, enabling you to continue upskilling wherever you may find yourself.

Jessica’s transferable skills were of huge help to her. Specifically, she credits her ability to be unfazed by presenting or speaking on stage, as well as her discipline. She also says that her flexibility is a plus.

Initially, she suffered from imposter syndrome as a woman in tech without a formal background. However, her strengths were exactly what the role demanded. In fact, she’s not the only one – she’s since founded a community of former artists and performers that work in cyber.

And there’ll be a lot more where that came from in the future, with businesses making cybersecurity a top priority in 2023, the door is wide open for many to think about switching career paths and entering an industry that will continue to experience exponential growth.

How should you start?

We take a deep dive into this topic in how to change careers, but the same learnings still apply to cyber security. Have a look through the job openings in cyber security roles and see what skills are listed in the criteria. You can then use this to focus your upskilling journey and see what accreditations you’re able to get without having to enter into any formal learning. Also, even though you may have to shift down a couple of levels with a career change, it doesn’t necessarily mean you’ll be starting right at the bottom. As both interviewees demonstrated, you may have some transferable soft skills that are just as highly valued as the technical skillset.

What next?

Want to find out more?

To hear further advice from Jessica and John, listen to our interviews. You’ll be able to find all episodes of the ‘How Did You Get That Job?’ podcast there if you want to continue listening.

Additionally, if you’re looking for a new role, why not get into cyber security? Check out our available jobs in cyber.

The top soft skills employers look for in tech professionals and how to prove you’ve got them

2023-02-09T05:24:41Z

While technical, or ‘hard’ skills are important for tech professionals in 2023, they’re not the only ones that employers look for when hiring.

Given the responsibilities that people working in tech now have, and the number of stakeholders you’ll be expected to work with, ideal candidates will also need the right ‘soft’ skills, or social skills or emotional intelligence.

Based on the results of surveys distributed among employers, we’ve established the soft skills that are most in-demand among employers in the technology industry in 2023. If you’re embarking on a new challenge this year, we’ve also outlined how you can demonstrate your strengths in these areas when applying for roles.

Top 5 soft skills for tech professionals in 2023

5. A learning mindset

Sustained success in a tech role relies heavily on continuous learning. If you’re a less experienced candidate, employers need to know that you can come on board and respond well to training, especially if some concepts are unfamiliar to you. Even if you’re further along in your career, or have a high level of technical ability, that knowledge can quickly become redundant without learning.

4. Flexibility and adaptability

Given the challenges many organisations face when implementing their digital strategies, you’ll need to be able to adapt to ever-changing goals, problems and even responsibilities. A track record of cross-training and meeting deadlines will put jobseekers in a strong position.

3. Ability to adopt change

Change adoption depends on leadership and change management, but the team’s receptiveness to this is just as important. If you’re looking for a senior position, think about ways you can influence your people to adopt change. Those in a more junior role must react well to new processes and ways of working.

2. Problem-solving

Whether you’re a developer, a security architect or a project manager, you’ll need to find solutions to a range of problems. Of course, experience is useful, but employers will benefit from people who can offer a fresh perspective and new ideas on approaching challenges.

1. Communication

This is a highly desirable skill to have in any industry, and it’s no different in technology. Among respondents to our surveys, this was the one that was most selected. In a hybrid working world, it’s important to engage as effectively with those sat next to you as it is with those on the other side of the world.

How to demonstrate your soft skills

If you’re applying for a new role, simply listing these soft skills in your opening statement, either on your CV or at the start of your interview, won’t do. The hiring party will have heard these buzzwords from everybody, and you won’t stand out.

Instead, make sure you give examples of using these soft skills and the benefit they’ve brought to your past employers.

For example, instead of saying “I’m a problem solver”, you can explain under a role in your job history: “I created a purpose-built X, saving our team X hours per month in manual processes.”

Here are some ways that you can demonstrate these soft skills on your CV or in an interview:

A learning mindset: List the skills you developed in your past roles and how they helped.
Flexibility and adaptability: Think about a time you had to adapt to changes in a project or organisation structure.
Ability to adopt change: Give an example of the result of what happened when you adopted change.
Problem-solving: Explain how you’ve been creative in finding solutions, and what the result was.
Communication: Talk about times you’ve collaborated with large or remote teams to deliver a product or project. How many stakeholders have you worked with? Were any external?

Get more advice on your CV with Hays.

Top in-demand soft skills: what to remember

Although hard skills are key to success in tech, these will vary from role to role. To impress key stakeholders and hiring employers, you’ll need to show that you’ve got the soft skills above and can use them to contribute to success. Think about how you’ve done this in the past – if you haven’t, it’s time to start now in your current role.

Search your next tech job with us!

About this author

Robert Beckley is a Regional Director based in Melbourne. Having worked in the Australian IT recruitment market since 2006, Robert leads the Hays Information Technology business in the ANZ region. Robert has a Master’s degree from the University of Birmingham, and two decades of industry experience.

Follow Rob on LinkedIn

Have organisations really moved forward with gender equality in tech?

2022-12-05T03:46:02Z

Gender equality, has slowly come into focus for tech companies, but are these organisations taking action to demonstrate the lip service they are paying? While changes in the industry such as increased diversity at the leadership table, recognition of unacceptable and limiting behaviours in the workplace and increased female participation in the Venture Capital market – is the needle starting to really move?

To get a better understanding of how the tech industry is moving toward gender parity, from the people who live it, we hosted a live panel event in partnership with Silicon Republic titled Technology Matters: How is the inclusion movement faring? Three female leaders from non-profit organisations that are dedicated to gender equality in the technology industry shared their views.

Dr Anne-Marie Imafidon, Co-Founder of Stemettes
Joanne Dolan, Co-Founder of Teen-Turn
Rhea See, Co-Founder of She Loves Tech

You can watch the event back in full on LinkedIn.

Have we made any progress regarding gender equality in the tech industry in the past 10-15 years?

If we need to know where we want to be, we first need to get to the heart of where we are.

“What I have seen in terms of progress are these groundswell movements that have lit a lot of fires, but the big burn hasn’t come yet,” says Joanne Dolan, Co-Found of Teen-Turn.

Ten years ago, attitudes to women in the workplace were very different in all industries. In the tech space, people and leaders in the industry still needed to be convinced that gender inequality and sexism were even a problem. However, in 2017 when the #metoo movement shone a light on the inherent sexism in many industries, those in the tech sector also sat up. In the years since, equality has become a topic that many are paying lip service to, although solid actions to remedy the imbalance are yet to be seen.

“I’ve been in [the technology] space since 2015, and we’re way past awareness now. From working in the start up space it’s encouraging to see that the number of female-founded unicorn start ups quadrupled this year, but it’s still only 15 per cent,” says Rhea See, Co-Founder of She Loves Tech.

Venture capital funding into female start ups was only 2.4 per cent in 2021 and has been hovering around the 2 per cent mark for many years. Initiatives such as the Beyond the Billion, a campaign to drive funding into female-founded businesses, are having an effect but more should be done. Research has shown that female founded start ups consistently outperform male ones1. See believes this will change as more women move into the VC space,having women on both sides of the table leads to better outcomes for all.

Are you seeing a change in how women perceive working in tech?

“We’re seeing a real change for women in the past ten years when it comes to being able to look to role models in their industry and see what successful women look like. But what’s interesting now is that young women are finding role models among their peers, not their superiors,” says Dr Anne-Marie Imafidon, Co-Found Stemettes.

Young women are joining the industry from less traditional education pathways. Previous generations may have taken a very traditional route to the industry via studying computer sciences or software engineering, now there’s a trend in the next generation of studying history or humanities and doing code on the side. This is creating a workforce that is more rounded in their education, and with different ambitions for their working life.

“I’m seeing young women coming to industry with the attitude of, ‘I don’t want to make a billion dollars, I want to solve this problem,’ or ‘I don’t want to work all the hours that god has given me, I want to log off sometimes,’ or ‘I don’t want titles and progression, I want to bring people in and along with me’. So, industry needs to be aware that the motivations that bought them into their role, is not going to be the motivations for the younger generation. Make sure you listen to what they want – don’t go the way of Kodak or Blackberry,” warns Dr Imafidon.

Funding still needs to remain a key priority, with programs needed to allow the reskilling of women into the tech workforce. Reskilling needs to remain available and viable to help meet job numbers and allow women to pivot into these roles.

“They are a different breed coming through now. They might not be invited but they will arrive, and they are coming for your jobs,” says Dr Imafidon.

How do organisations attract and retain women in tech?

There needs to be a mindset shift in tech companies when it comes to attraction and retention strategies. Organisations need to take a step back and do an honest assessment concerning things like gender balance and the overall gender gap. And then enact policies that can help address the imbalances to make the workspace more friendly for women.

“The why of women leaving the industry really comes down to culture. They haven’t been invested in, they haven’t been encouraged, they are undermined, looked over for promotions or made to feel that they aren’t working hard enough when they take time for family life. It’s death by a thousand cuts,” says Dr Imafidon.

As more women take a seat at leadership table, the needle is moving towards making workplaces and policies more adaptable to all genders, but the progress is slow which means organisations, leaders and candidates are all missing out as it stands.

Watch the event back in full.

How to choose between in-house and consulting cyber security jobs

2022-11-13T06:16:13Z

The cyber security market as a whole is growing rapidly, and the recent pandemic has only widened the skills gap in this area. In New Zealand, the compound annual growth rate of the market from 2022 to 2027 is expected to be 7.48 per cent, and with phishing accounting for 71 per cent of cyber scams in New Zealand alone, responding to cyber threats is now a requirement rather than a choice for organisations, causing the current skills gap.

Skill gaps exists all across the cyber security jobs market, with Microsoft Azure jobs, innovation and cloud services roles all growing in demand, according to a Gartner study. The study states: “In spite of the shortage in talent supply and increasing overall demand, HR leaders can consider strategies for both short- and long-term workforce planning in this tight and volatile labour market.”

On a global scale, cyber security market size is expected to grow from $US218 billion from last year to $US345 billion by 2026. The growth is being caused by increased cyberattacks, increased data breaches and growing concerns for critical infrastructure according to research from MarketsandMarkets. It means that while the industry experiences strong growth, it won’t be met by the current skills pool, meaning HR leaders will use both short- and long-term workforce planning to meet the demand.

In-house vs. consulting cyber security jobs: the pros and cons

This leaves many cyber security professionals facing a difficult decision: should you take an in-house or consulting role? There are a few factors to take into consideration to help you decide. Let’s examine the pros and cons of each way of working, and the opportunities available in each role.

1. In-house

What does a typical in-house cyber security role entail?

If you work in-house with a specific company, you will work with the same team and IT environment every day. Each cyber security role is different but your responsibilities may include assessing potential threats to your corporate network, prioritising threats, escalating threats and investigating any breaches.

Many cyber security professionals are also involved in training programmes, helping the organisation build a strong culture of awareness and prevention. And you may help to develop and implement a cyber security response or recovery plan for your business.

A standard in-house cyber security usually abides by the standard nine to five, unless there’s an issue. However, those working in a Security Operations Centre (SOC) may work alternating night shifts.

What are the pros and cons of working in-house?

An in-house cyber security role gives you the opportunity to deep dive into an organisation’s IT infrastructure and business operations. If you enjoy working on such in-depth problems, this is the role for you. You also get the opportunity to work with business leaders and across the organisation.

However, in-house cyber security experts sometimes suffer from a lack of exposure. In some organisations, cyber specialists can get stuck dealing with tickets, where they prioritise and escalate threats day in and day out, rather than investigating these threats.

If you do find yourself stuck in a rut, you could ask for more challenging projects. Alternatively, you may want to start investigating a consulting role or work in a Managed Security Services Provider (MSSP) environment.

2. Consulting

What does a typical consulting role entail?

When consulting, you will work on a specific short-term project before moving on to the next one. These projects can vary in length but are usually a few months in duration, where you often work with multiple clients.

In an MSSP role, you typically work with several long-term clients as well. The day-to-day responsibilities are similar to a consulting role but you get the opportunity to work with the same set of organisations.

For example, in a consulting role you may provide a specific cyber security service like penetration tests. At an MSSP, you are likely to provide an extensive range of cyber security services for organisations looking to outsource their SOC operations.

Is a consulting or MSSP role best for you?

Both consulting and MSSP roles give cyber security specialists exposure to a wide range of business and IT environments.

So, these roles are ideal for individuals who want to expand their areas of expertise. They are also very diverse, which is perfect for people who find the routine work of an in-house role monotonous.

But there are downsides to consulting and MSSP roles. These short-term engagements are sometimes exhausting and frustrating in the long-term, as you do not always get the chance to see your work in action or deep dive into a specific problem. In an MSSP environment, for example, you are often rushed and may not be able to give your clients as much attention as you want to.

In a consulting role, you also have little to no opportunity to change the way your employer works. Your input and wider business impact is very limited. If the firm you’re working for doesn’t have an efficient way to onboard and service clients, every engagement can quickly get very repetitive.

With both a consulting and MSSP role, it’s important to assess whether your personality is suited to these fast-paced engagements with multiple clients.

To conclude, cyber security is a dynamic and exciting field for any IT professional to work in. It’s also filled with plenty of opportunities – but you must assess all your career options to find a work environment that suits your interests and goals.

Start searching your next IT role with Hays today.

How will the metaverse shape your workforce strategy?

2022-11-13T05:34:05Z

The Metaverse is taking shape.

By the end of May 2022, investment into the metaverse space was more than double what it was in all of 2021, with more than $120 billion pumped into platforms.

It’s a digital development that is certainly exciting investors and organisations alike – and for good reason. McKinsey predicts that the metaverse could generate up to $5 trillion in potential economic value by 2030, equivalent to today’s third-largest economy (Japan).

So what does this immersive universe mean for your workforce strategy? Below, we examine the impact of the metaverse on your organisations greatest asset of all – its people.

Defining the Metaverse

While definitions vary (and some oppose agreeing on a singular definition for fear that it will limit the scope of possibility), the metaverse is generally understood to be a network of 3D virtual worlds ‘where people can interact, do business and forge social connections’ through virtual avatars.

While the finer details of this immersive universe may still be up for debate, the potential value it offers - to companies across all industries - is not. Research indicates that by the close of the decade, 80 per cent of commerce could be impacted by acts undertaken in the metaverse, such as discovering a brand or visiting a virtual store.

Those organisations that opt to ‘get onboard’ early are likely to reap the biggest rewards, and many are eager to do so; 95 per cent of senior executives expect the metaverse to have a positive impact on their industry within the next decade, and 61 per cent of those surveyed expect it to prompt at least a ‘moderate’ change in the way their industry operates.

Like many leading businesses, Hays has recognised the scope of opportunity and recently made headlines as the first recruiter to enter the metaverse.

But careful consideration is also required. While the metaverse presents seemingly infinite opportunities for organisations, its development could also see some societal cracks deepen and harmful practices such as disinformation, cyberbullying and scamming simply shift into another reality.

The good news? Like so many advancements witnessed over the last decade, including social media, ‘bots’ and Artificial Intelligence, we see similar techniques emerge for embedding technology into your workforce strategy.

Below, we’ve outlined three key considerations for organisations planning to make their mark in the metaverse.

People

Attracting the best: Top talent want to work for companies who are at the cutting-edge of research and development. In response, many organisations are opting to set up shop in the metaverse to showcase their technological capabilities. Electronics giant Samsung, for example, recently hosted a recruitment fair based in the metaverse.

But when it comes to talent attraction, the metaverse offers much more than simply being on show.

An immersive universe that can be accessed from anywhere (with access to appropriate hardware) allows organisations to source from a global network of skills. Amid a tight talent market, removing the restrictive radius of the company office and tapping into emerging or alternative economies could help to stem the shortage.

It’s also hoped that the metaverse will support organisations in sourcing more diverse talent. The highly interactive nature of the space is thought to appeal to neurodiverse candidates, such as individuals with autism, as avatars allow people to respond to visual cues.

Those who suffer from conditions such as social anxiety could also benefit, as the metaverse creates ‘realistic but safe’ spaces to practice presentation delivery and networking.

During the interview process, the metaverse has the functionality to simulate live working environments, allowing both candidate and client to test suitability for the role and facilitating a faster time-to-hire.

Retaining the right people: With over half of workers indicating that they would prefer to work from home at least ‘some of the time’, the metaverse can help bridge the gap between remote and the office in a way that works for all. Being ‘present’ via an avatar enables the corridor conversations and moments of incidental engagement to be injected back into the workplace.

And with the metaverse promising to dramatically alter the provision of healthcare, forward-thinking organisations could incorporate a greater range of health and wellbeing measures to support their staff, regardless of where they are based.

How companies then communicate this as part of a holistic Employer Value Proposition could prove to be a source of much needed competitive advantage in a tight talent market.

Purpose

Sticking with sustainability: Investing in the metaverse may require organisations to review and realign their ethos towards the environment.

According to the United Nations, over 1200 companies have put in place science-based targets in line with achieving Net Zero status. But a recent study estimates that training just one AI model could generate over 600,000 pounds of carbon dioxide, more than five times the amount emitted by the average car over its entire lifetime.

Organisations will need to consider how they balance digital ambitions with their current commitment to the planet.

Taking care of contractors: While technology will always raise important questions around ethics and compliance, the uncertainty surrounding the scope of the metaverse adds an additional layer of complexity. With individuals fully immersed in the platform, it is not simply data that must be protected.

Cases of harassment and bullying have already been reported in the virtual world, with Meta’s ‘Horizon Worlds’ facing claims that a user was sexually assaulted while in the metaverse. Companies will need to ensure that they have appropriate regulations in place to protect workers as they interact in a largely unregulated space.

This may require companies to onboard or outsource additional talent who are responsible for implementing and overseeing the safe transition of workers into the virtual workforce.

Process

Undergoing change: Integrating the metaverse into operations will require a huge volume of organisational change and likely prompt the creation of a ‘vast swathe of new roles.’

The challenge for organisations, with very little insight into the skills that will be necessary, will be building a workforce that enables their company to thrive in a virtual world. Although sourcing and selecting permanent talent could plug the skills gap, demand for tech talent is far outstripping supply.

Companies will need to be more creative in their approach, complimenting their commitment to ‘elevating’ capacity by ‘enabling’ their current workforce.

And just as the metaverse is creating skills shortages, it could also be a useful tool in helping to bridge the gap. AI could be implemented across the scope of the learning journey, from one-to-one coaching to ‘nudges’ that reinforce positive behaviours. Realistic simulations will also ensure that a greater range of learning styles are catered for, encouraging employees to take measured risks and share key learns within the safety of an alternative universe.

Are you ready for a move to the metaverse?

As with many digitally driven advancements, it is difficult to determine the exact scale and scope of change.

History, however, offers an indication of what lies ahead. Just as the internet and social media transformed the way in which organisations operate, the metaverse will prompt seismic shifts in how work gets done.

Leaders will need to navigate these changes at pace, adjust regulation and rethink their people strategy to ensure they are best placed to leverage the benefits of a virtual world within their business.

To discuss how we can help you to craft a workforce strategy ready for the future, speak to one of the team at Enterprise Solutions, today.

Top CV tips for a job in cyber security

2022-11-16T04:16:26Z

As digital transformations continue to accelerate more organisations are looking for team members who can keep their data and systems secure. Cyber security has never been more important than in the current climate, and it’s an important risk and compliance need that won’t be going away any time soon.

If you’re interested in applying for a role in cyber security, here are some top tips for improving your CV.

Search our cyber jobs here.

What to include in your CV for a job in cyber security

Many of these tips will be relevant to jobseekers in any field. However, it’s no different when applying for a role in cyber security, so they’re worth remembering:

Layout

One-page CVs are a myth. Make sure yours includes all the details of your previous and current jobs and the responsibilities involved, even if the contents spill onto a second page.
If you are including a professional summary (or personal statement), keep it brief. Give a high-level overview of your expertise in cyber.

Job history

Detail your key skills here by making it clear which previous roles required you to use these.
Using bullet points, detail past projects and explain what you personally contributed - not the whole team or department. Use action verbs such as ‘achieved’, ‘built’, ‘delivered’, ‘executed’ or ‘optimised’. For more guidance on detailing your experience, check out this blog.
If you have experience in a leadership role, mention the team size, your specific duties and outcomes achieved as a manager. Again, use words such as ‘led’ or ‘raised’ for impact.

Additional skills/experience

Include a Technical Skills Summary. Only include tools you have hands-on experience of using and would be comfortable answering questions on in an interview. If it’s something you’ve never actually worked on, then don’t include it. You’re just putting yourself at a disadvantage.
Always include full details of your education and any current certifications in cyber security. You can also add certifications that you are actively working towards, for example ‘RMIT Cyber Security Risk and Strategy – Completion by (date)’.
List blog sites you contribute to and/or professional groups you are a part of, as well as conferences you have attended or spoken at.

What to do if you have less experience

Of course, some of the above points won’t be applicable if you’re in a junior position or are searching for your first job in cyber security. Instead, here’s some ways you can demonstrate your aptitude to the reader:

Include personal/school related cyber security projects you have worked on.
Mention any conferences you have attended, or cyber memberships you hold (AISA, AT&T Security Conference etc.).
List tools you have worked with that are similar to the ones the hiring party have mentioned in the job spec. It’s also a good idea to write about any past roles where you learned how to use a tool without any prior knowledge, this demonstrates you have the ability to develop in this position too.

You can find more advice on writing your first tech CV here.

What to avoid when writing your CV for a job in cyber security

Although we mentioned above that a one-page CV is a myth, that doesn’t mean you should add things for the sake of it. Here are a few things to look out for:

As discussed here, omit phrases such as ‘good communicator’ or ‘team player’. Instead, demonstrate your communication skills when listing your previous responsibilities and achievements by using action verbs such as ‘influenced’, ‘advised’ or ‘negotiated’.
Don’t include inactive certifications or partially completed degrees unless you are still working on these and have a projected graduation date.
Don’t include personal hobbies or interests unless they are relevant to cyber or tech more broadly.

Search for your next job here.

About this author

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