Tips for Surviving the Talent Shortage in 2022
May 20, 2022
Employers and job seekers alike have been on a bumpy ride since early 2020, especially as social distancing and economic uncertainty have impacted business-as-usual.
If you’ve heard the phrase ‘The Great Resignation’ of late, you might be familiar with warnings sounded in the business community about talent shortages reaching new peaks in the coming months. These warnings are supported by research: about 38% of Australian workers are likely to quit their job within the next 12 months, according to a recent survey by PwC Australia.
Coupled with the 13-year high in job advertisements reported by the government as businesses rebound from the COVID-19 downturn, the resignation trend presents both challenges and opportunities for employers.
Although the war for talent will continue to intensify, new factors have emerged that can help organisations gain an advantage. We’ll explore some of these in our tips for managing talent shortages below.
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Adelaide’s tech market is buzzing, and with just a few weeks left in the year, we’re seeing high demand for talent, especially in defence and AI. The AUKUS deal is fuelling much of this demand, and while we expect the typical holiday slowdown, things are expected to pick up speed again around mid-January. Here’s a look at what’s driving the demand and what’s ahead for the Adelaide tech market for 2025. Small Startups, Big Support: Adelaide’s Tech Ecosystem Thrives Adelaide’s collaborative tech community is a major asset and drawing professionals into the tech world, with small startups finding success thanks to strong government support and local partnerships. The collaborative environment helps these companies scale quickly and attract top talent, creating an innovative and rapidly growing tech ecosystem. Permanent Tech Jobs on the Rise We are seeing an interesting shift happening in the Adelaide job market: more companies are moving away from contract roles, opting instead for permanent positions in software, IT infrastructure, and even project services. In October there was a 14% increase for Information & Communication Technology job ads in South Australia. For professionals seeking stability, this trend means more long-term, secure options across the tech sector. Digital Transformation Led by the Big Players Salesforce, SAP, and Microsoft Dynamics are leading Adelaide’s digital transformation projects across both private and public sector . This is driving demand for experts in these platforms as organisations work to manage data better and improve efficiency. This focus on digital transformation creates valuable opportunities for professionals who hold skills in system integration, data analytics, and workflow automation, as companies seek to stay competitive and responsive. The push for digital transformation not only boosts demand for technical specialists but also fosters a vibrant environment for career growth and innovation across Adelaide. Defence, AUKUS, and AI: What’s Driving the Growth? The AUKUS defence pact has brought a wave of tech projects to Adelaide , not only on the future subs program, but to train and retain skills in South Australia for one of the nation’s greatest industrial undertakings. Multiple partnerships between Australia and international defence organisations are being established and cemented, focusing on areas like cyber security , AI, electronic warfare, and advanced satellite and radar defence tech. This is driving huge demand for professionals skilled in these fields. Even with the upcoming holiday break, this surge is expected to continue through 2025 and beyond as major multi-year defence projects commence their 1st phase (cut metal) in 2025. The Challenge: Defence Clearances and the Risk of Losing Projects With Adelaide’s defence industry booming, finding enough defence-cleared professionals is a real challenge. The security clearance process can take months, and without enough cleared candidates, there’s a risk of losing projects to other states or even overseas. This would be a major missed opportunity for the local economy. How Can Adelaide Stay Competitive? Here are some ways Adelaide could address these challenges and keep up with rising demand: Speeding up clearance processes would help companies hire the people they need to meet project timelines. Hiring suitable candidates in advance of project kick-offs, and putting them through the clearance process will ensure that the overall talent pool of cleared resources in Adelaide increases year-on-year to meet the upcoming demand. Partnering with specialist recruitment suppliers that have deep networks in the Defence industry in other states and that can advocate for Adelaide as an attractive location for their families and their careers. Supplementing the permanent workforce with defence cleared contractors can alleviate pressure and buy time while more permanent resources are sourced. Investing in upskilling with more programs to train local talent in AI, cybersecurity, and defence tech could widen the pool of qualified candidates. Strengthening local partnerships by working closely with universities to prepare graduates for defence and AI jobs could create a steady stream of job-ready talent. What do Businesses Care About in Today’s Technology Landscape? These are 5 main areas that businesses are currently focused on to enhance their technology landscape: Efficiency and Cost Savings: With advancements in Cloud, Software Development and DevOps , businesses can streamline their operations, reduce overhead costs, and increase productivity. Serverless architecture can significantly reduce the time and resources required for software development and deployment. Data-Driven Decision Making: Innovations in Data & Analytics , such as Augmented Analytics and Edge Analytics, will enable businesses to leverage their data more effectively. This can lead to more informed decision-making, improved business strategies, and better customer understanding. Improved Security: The focus on cyber security in Cloud Software Development and TechOps Managed Services will help businesses protect their valuable data and digital assets, thereby reducing the risk of cyber threats. Innovation and Competitive Advantage: The adoption of these advanced technologies can foster innovation, providing businesses with a competitive edge in the market. It can also enhance the customer experience, leading to increased customer satisfaction and loyalty. Scalability: Cloud computing offers businesses the flexibility to scale their operations up or down based on demand, leading to optimal resource utilisation. By investing in these areas, businesses are setting themselves up for success in 2025 and beyond, agility to move with fluctuations in the market, and sustained innovation. It’s a Bright 2025 for Adelaide’s Tech Market Adelaide has what it takes to be a leading tech and defence hub. With collaboration, government support, and a strong talent pool, the city is well-positioned to take on new challenges and opportunities in 2025. Though things may slow a bit before the year’s end, Adelaide is ready to ramp up as we head into the new year, solidifying its role in Australia’s tech future. If you’re interested in talking through the Adelaide tech market in more detail, looking to add to your team or ready to secure a new tech job in the new year, get in touch with the Adelaide team for a chat.
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1. Review Salaries, Incentives and Benefits
In this highly competitive talent market, the best candidates are negotiating for the best salary and remuneration packages they can get, while current employees are more tempted to change roles for a better pay packet.
Since the pandemic began, salaries have notably increased for software architect and testing roles, reflecting the stiff competition for candidates in these specialisations. Research is, therefore, crucial – don’t assume your company is offering a competitive salary if you haven’t checked the latest remuneration trends.
Another way to access the most up-to-date information on tech salaries is to reach out to a recruiter, as they have daily exposure to salary negotiations across a range of companies and industry sectors.
Also, think about what non-salary incentives and benefits you’re offering (such as additional holidays, salary sacrifice or retail discounts) and how clearly you’re communicating these to candidates and employees.
2. Run an Inventory on Your ‘Known’ Talent
An organisation’s broader talent pool, which can consist of current employees, contractors and candidates who have previously applied for roles, is often an untapped resource. Gathering key information on your talent pool – individuals’ skills, experience, qualifications, and location – can help you spot possible candidates quickly when a vacancy arises.
Large organisations have started focusing more on internal mobility and reskilling programs in recent years, as tech talent shortages become more of a long-term challenge. Analysing your talent pool helps you identify current staff who have good potential for upskilling and reskilling.
Of course, hiring from within your organisation might not address all your recruitment needs, but understanding your internal talent landscape will make your external recruitment more efficient.
3. Boost Your Candidate Experience
All organisations have room for improving their candidate experience, but those who clearly do it better than others tend to be the companies that everyone wants to work for.
Improving the candidate experience is more than just making the application process easy – it encompasses everything from how you make an initial impression as an employer (e.g. your website, social media channels and job ads), all the way through to the application, selection and hiring stages.
A lack of follow-up is one of the most frequent complaints that candidates have about the recruitment process, so it’s worthwhile thinking about how you can automate some communications sent to job applicants.
4. Embrace Flexible Working
As the COVID-19 pandemic forced many companies to adopt remote and flexible working practices, candidates are increasingly expecting more flexibility from their employers around hours and location.
Just 17% of employees want to work from the office every day (compared to 44% of executives), according to Slack’s Future Forum Pulse survey of over 10,000 knowledge workers across the US, Australia, France, Germany, Japan and the UK. Further, more than half (54%) of workers would consider leaving their job post-COVID-19 pandemic if they’re unable to access some form of flexibility in where and when they work, EY’s 2021 Work Reimagined Employee Survey shows.
Does your company have a flexible working policy? Which roles could use more leeway around hours and location? Introducing more flexibility could boost your talent attraction efforts significantly. You could also tap into interstate or overseas talent pools, or reduce your overhead costs.
5. Focus on Values and Ethics
Candidates are increasingly factoring in environmental, social and corporate governance (ESG) issues into their career decisions, so companies that take ESG seriously are likely to have a competitive advantage for engaging and attracting employees.
Younger workers in particular are highly engaged with issues relating to protecting the environment, social justice and diversity. For example, almost half (48%) of Australians, including 71% of Gen Z and 52% of Millennials, would not work for a business that did not take action to address climate change, according to a recent study by Elmo Software.
If your organisation hasn’t focused much on ESG, it might be time to look at how the company could adopt some best practices. And, if your organisation is already striving for better ESG, think about how you’re communicating this to your employees and to the public.
Summary
To beat the tech talent shortage of 2022, being aware of candidates’ current career preferences and values will make your recruitment strategies more effective. That’s where we can help. As specialists in technology and digital recruitment, Emanate Technology works closely with clients by advising on hiring strategies and sourcing top tech talent. To learn more about what we can do for you, get in touch with our teams in Adelaide, Brisbane, Canberra and Melbourne.
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