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​The current recruitment market is particularly challenging for employers, making traditional recruitment approaches less effective without some additional innovation. To stay competitive in New Zealand’s increasingly talent-short market, looking beyond convention could be the key to finding the people you need. Remember, there is no such thing as the 'perfect' recruitment strategy for all organisations. Each company's recruitment efforts are affected by their employer brand, budget, location, industry, company culture, flexible work options and more. Recruitment strategies are also subject to frequent changes due to various project pipelines, the time of year and the urgency of the hire. With this in mind, we're not going to prescribe a specific way to recruit people or suggest gimmicks. Instead, we'll cover some real-world examples of companies getting creative with their approach to recruiting top talent and achieving success. Their ideas might give you the inspiration you need for creating new recruitment strategies to attract and retain key employees. Find Ways to Customise Roles for the Best Outcomes If your organisation is finding it particularly difficult to hire for a specific role, think about how you could make small adjustments to the role or even the team in order to secure the right talent, while still keeping the big picture in mind. One of our medium-sized clients in the health sector did just that, and achieved an important result for its long-term future. Our client had enlisted us to recruit an Intermediate Developer, but no candidates were available that fit the requirements. (In recent years, recruiting for intermediate roles has become harder in some cases, as employers have vastly improved staff retention efforts.) The only suitable candidate available was over-qualified for the role, so our client was concerned about not being able to retain that candidate in the long term. The client decided to make the role more appealing to this senior candidate by giving him an opportunity to mentor someone – so they hired a junior employee alongside the intermediate developer. Creating a junior role also helped the client build a succession plan in the event that the senior candidate moved on. Consider how you can make changes within your roles or teams to make them more appealing to top talent, while serving the long term needs of your business. Use Flexibility to Attract People As more professionals have become comfortable with working from home, making your organisation and roles WFH-friendly can significantly broaden what is otherwise a narrow pool of IT talent. More companies are realising this and starting to offer fully remote work options so they can hire from anywhere in New Zealand. Having employees come into the office just one day per week is also becoming common. Even employers in the major centres are increasingly offering WFH options, especially for software development roles. A strong appetite to maintain onsite team culture remains within some companies, but for employers outside the major centres, this requirement might exclude the only suitable candidates interested in the role. Among candidates, the desire to be untethered from the office has strengthened during the pandemic. Research from Microsoft New Zealand found 56% of workers were planning to move to a new location in 2021 because of remote work options. After losing a Senior Developer to a competitor, a small software house recently solved its hiring problem by making a key role more flexible to attract candidates. The business had exhausted all avenues for finding a suitable replacement, while the only applicants interested in the role were completely unsuitable. With no seniors available in the team to carry out the work and no team capacity to mentor a Junior/Intermediate Developer, a new approach was needed. The organisation decided to make the role 100% WFH, while staying within budget. As a result, the company successfully secured a Senior Developer who could tackle the work without being a drain on the existing team. ​Meanwhile, when recruiting a senior management role, one of our larger clients opted for an alternative strategy: not specifying the type of employment. The organisation was open to Contract, Permanent or Fixed Term Contract candidates, which resulted in a strong response. They were able to interview a wide variety of candidates and select the candidate best suited for the role. Create a Four-Day Work Week to Beat Rising Salary Costs ​Salaries and salary expectations have skyrocketed in recent months, leaving many organisations unable to afford current market rates for key roles. With the borders closed, candidates with the most scarce skill sets (such as DevOps and Salesforce Developers) are receiving job offers with unusually large salary hikes. It's now common for these professionals to be juggling multiple job offers with increases of $30,000-$40,000 or more above their current salary. ​If you are recruiting for a role with a budget well below current market rates, consider offering candidates a four-day work week to make up for the shortfall in salary. One of our government sector clients was struggling to retain employees and found themselves repeatedly losing candidates to higher offers and counter offers. For a Senior Business Analyst role, the highest salary our client could offer was $20,000 less than a competing offer. In response to this challenge, the company decided to consider candidates who would accept the lower salary in return for a four-day work week. ​Adjusting to fewer working days per week has provided numerous benefits for organisations. New Zealand financial services company Perpetual Guardian observed a 20% gain in productivity after introducing a four-day week, while Microsoft Japan increased productivity by 40% and reduced electricity expenses by 23% with a similar policy. ​Below, we’ve broken down the hourly rates and salaries we’re currently seeing for a variety of tech roles to give you an idea of what competitive pay might look like in this market, and where you may need to consider supplementing with other perks.​​Work on Attracting Passive Candidates ​Effective recruitment often includes targeting passive candidates – those who are not actively looking for a new role but will consider changing jobs if approached about a specific opportunity. Many employers find that suitable candidates these days are, for the most part, simply not searching for new roles. To win over passive talent, it's vital to make the recruitment process as frictionless as possible. Although passive candidates can be a goldmine, clear and quality communication is essential for fuelling their interest and making them feel invested in the recruitment process. If someone is approached by a recruiter for a role, they will expect to learn as quickly as possible what's in it for them. As recruiters, it is therefore essential that we understand our clients' WFH options, career progression opportunities, project involvement, remuneration and benefits, so we can sell the role to passive candidates in the best way possible. Further, passive candidates won't stick around for drawn-out recruitment processes with too many steps, as they will likely be handling approaches and offers from multiple organisations – all whilst tending to their current commitments. Speed and efficiency are necessary to prevent these candidates from withdrawing from the process. When approaching a passive candidate, especially one who is not local, it's important to know what their obstacles are in changing roles. Many of our clients have had talented senior employees poached from overseas companies offering to pay them for relocation expenses. The current rates of relocation payments range from $3,000-$5,000 within New Zealand, with bonuses offered over the ditch being significantly higher. Are you struggling to find local candidates, or wondering how to attract talent from competitors? Consider using a sign-on bonus or relocation costs to help attract those who are putting relocation in the too-hard box. Even for candidates who have never before considered moving overseas, being offered a great job on a platter with relocation costs covered plus a sign-on bonus is likely to make the decision at least very tempting. Most importantly, it can make the conversation with their significant other much easier. ​Loosen Requirements Where Possible and Hire for Talent, Not Skills ​The truth for many organisations is that they're experiencing a skills shortage, not an actual talent shortage. When the perfect candidate is simply not available in a particular market, organisations can expand their options by removing some hard criteria. By considering individuals who might not tick all the boxes, you can still find people with core skillsets and great potential for learning specific skills. Remember, the most important transferable skills – such as industry knowledge, leadership skills, communication ability, creative and analytical thinking, teamwork and collaboration skills – are not always obvious on an individual's CV. ​For example, one of our clients was looking for a .Net Developer with Angular skills, based on the North Shore in Auckland. However, the best candidate we found was unwilling to work for a company based on the North Shore. After changing its criteria, the organisation eventually found a talented and eager Backend Developer who was attracted by the offer of training in Angular. Another client, based in Hamilton, needed a Backend .Net Developer. Although we found a candidate with strong skills in this area, they were unwilling to travel to that location. This client decided to re-tool the position to make it more appealing to a Full Stack Developer. When searching for specialist talent, such as Project Managers, Business Analysts and Testers, consider how much of their skillset is non-negotiable for the role and which technical skills they could acquire on the job. Working with experienced Technology, Transformation & Digital recruiters and using sensible assessment methods helps organisations identify the talent with the best future potential. The Takeaway Recruitment in talent short markets is always a challenge without careful planning, so the first step is to be informed about what the best talent is currently looking for in similar roles. Researching current market trends and gathering feedback from candidates and hiring managers can help inspire new ideas for recruiting people successfully. Think about how you can adjust a position or job offer in ways that make your organisation stand out from the competition – it's ultimately about putting people first and thinking about the big picture. For specific advice on what your business can do to find new talent, our team of Technology, Transformation & Digital recruitment specialists are happy to share their expertise and market knowledge to help uncover your next solution. Get in touch with us today to find out more.

​As invaluable as digital tools are to the running of organisations, they also come with risks. In recent years, cyber crime has been accelerating in frequency, level of impact and the time it takes for adversaries to gain access to your environment. The seedy underbelly of online connectivity has become an increasing challenge for businesses as they struggle to protect vital and sensitive data from a barrage of cyber threats which have the potential to cost them everything from money and time to reputation. ​Within minutes, perpetrators can complete a subtle initial implementation – so subtle that it won’t be picked up by antivirus software. This can then escalate to these cyber criminals being able to actually run programs such as MS PowerShell in your environment to rapidly find, filter and export information! ​Just 18 months ago, an attack that might have taken 10-20 hours can now be done within minutes, and adversaries can take over all your data, encrypt it and lock you out, and then go on to sell your data on the dark web. These days, ransomware operators don’t even need to be very competent, as the barrier to entry is very low. For as little as USD $2,500, they can pay an Access Broker to perform the initial intrusion and sell that access on to them to take a step further and hold the victim to ransom. ​Access Brokers enable a cyber crime organisation to run efficiently as a business, complete with “salespeople” who have targets and KPIs to meet around the number of system breaches and victims they can facilitate. On the dark web, Access Brokers advertise catalogues of access. Many organisations are listed in such catalogues and have no idea! While ransomware operators want to get in and out as fast as possible, Access Brokers come in quietly and curate the access they have to sell it on. ​At the same time, the explosion and improved ease of use of cryptocurrencies allows ransomware operators to collect their ransom payments anonymously. Ransomware operators have realised that their ransom isn’t always being paid, so they’ve started employing tactics to further twist the knife and put pressure on victims. ​If the threat of losing access to all your data and that data being sold isn’t enough, ransomware operators can now email all your employees or customers. They have also started contacting regulators like the NZ Privacy Commission, notifying them that they have hacked a particular company so that the victim is forced to reveal the breach and is therefore under even more pressure to pay the ransom. Unfortunately, even if the victim pays the ransom to secure their data, there’s no guarantee that the ransomware operator hasn’t already made a copy they will still go on to sell on the dark web. ​So, what can businesses do to defend themselves against cyber threats?​While the potential impact of cyber crime can certainly be dire, businesses don’t have to remain helpless. When it comes to developing a cyber attack prevention plan, Deloitte New Zealand identifies several key steps you can take: Know your greatest information assets and look for external support Proactively evaluate your cyber risk Promote awareness of the threats, risks, challenges and solutions throughout your business Fortify your defences to protect vulnerabilities Be prepared for the inevitable ​One of the most crucial aspects of protecting your business against cyber attacks is putting the right people in place to help. For many businesses, particularly medium to large organisations, having dedicated cyber security professionals on their team will dramatically reduce their risk profile and ensure their data has the best possible defences. Of course, if you’re entrusting mission-critical and confidential data to someone, you’ll want to know it’s in the right hands! ​This is where we come in. Here at Beyond Technology, we are New Zealand’s largest and most capable Technology, Transformation & Digital recruitment agency. Each of our candidates is hired for their expertise in their specialist area and ability to consult with businesses on their talent needs. If you’re looking for top-notch Security Specialists to ensure your business is in the best position to avoid cyber threats, feel free to get in touch with me for a confidential chat. ​​

​The IT industry has displayed an increased vigour since the turn of the century. The world has seen radical changes, with technology touching just about everything in everyday life. For the last two decades, there have been some outstanding advancements taking place, including the evolution of devices to be more portable, accessible and personal. Social media, cloud computing and artificial intelligence, tablets, smartwatches, fitness trackers, wireless earphones, electric cars and much more – we now live in a truly Sci-Fi world! This explosion in technological advancements has resulted in unique, multi-layered and hybrid career options across a range of industries. Couple that with the pandemic, and we are now seeing a shift in role types, salary expectations and skills availability. A Growing Breadth of Expertise Last year, we braced for the impacts of a raging pandemic, which led to radical changes in the way we work. The new normal now includes less travelling, more remote and flexible working, work/life balance, increased collaboration and, more importantly, the emergence of hybrid/evolved roles. I have had conversations with contractors and candidates alike about how they are now focused on growing their capabilities and skills, with many embracing skills upgrade programs from providers such as LinkedIn Learning and Udemy to broaden their skills. Consequently, there has been a shift from “I-Shaped” expertise (a good depth of skill and knowledge limited to a single discipline) to “T-shaped” expertise (a good depth of skill and knowledge in one discipline, along with a reasonable breadth of skill knowledge across other disciplines). For example, where we had Backend Developers specialising only in integrations and core product development, we now have professionals with skills across the stack and cloud (proficiently). When asked the reason for this shift, one candidate noted that time spared from travelling, for instance, has been invested in creative personal projects and self-learning. Another professional pointed out that through the massive restructures observed last year, they utilised their time between roles to upgrade their capabilities. Making the Most of Available Skills Overall, there has been an exponential growth in capabilities observed in professionals across specialisations. As a result, employers seeking talent are utilising this by introducing hybrid opportunities. Testers who can develop, Developers who can work with infrastructure, hands-on leaders, Support Engineers who can develop and configure are just some of the many shifts in new requirements observed over the last year. With border restrictions and the shortage of talent coming into the country, professionals are also making the most of their capabilities by engaging in challenging and rewarding roles. Where an interview was once a one-way discussion with employers taking the lead, we now are observing a two-way conversation where potential employees are investigating if the position in question offers a complete utilisation of their capabilities. I feel this is only just the beginning. For employers, providing plenty of scope and opportunities for advancement will be important to attract the talent they need, and for those professionals who have yet to upskill, the time is now! If you’d like further insights into how capabilities are changing in the IT sector or if you need hiring or job search, feel free to reach out to me today.

The New Zealand employment market has flipped on its head in recent months, with widespread candidate shortages and a huge demand for skilled people making recruiting in 2021 a major challenge. Both business leaders and recruitment professionals are affected as much as any other part of the workforce as they struggle to recruit and retain talented Technology & Digital employees in an increasingly competitive landscape.So, what can we do to combat the candidate shortage and win the war for talent?Candidate is KingAs we continue to navigate a rapidly evolving business landscape, organisations will need the best people on board to help them rebuild and seize any opportunity that may arise in the future. However, we are currently facing a severe talent shortage, with skilled people becoming harder to secure and hold onto.New Zealand has fared well economically and demand for talent is at an all-time high, but in many sectors, particularly IT, the supply of talent is at an all-time low due to the borders being shut with no opening date in sight. Skilled individuals are being actively pursued by multiple organisations and presented with new opportunities weekly, as well as receiving counter offers with their current companies as they try to hold onto good staff.The issue is exacerbated further by the uncertainty caused by sudden lockdowns which has made some people​​ hesitant to change jobs, preferring the security of remaining in their current roles. Additionally, many candidates are well aware of the scarcity of talent, driving them to seek notably larger salary increases, more flexibility and greater responsibility when they do decide to look for new opportunities.If there’s one thing that’s clear, it is that in this market, the candidate is king – and recruitment and retention efforts must adapt accordingly.The Battle to Retain Talent​Loyalty is fickle in the battle to retain talent, so identifying strategies to hold onto your best people is essential. We are seeing clients approach this in a variety of ways. With the seismic shift that COVID-19 triggered in 2020, organisations are adopting new ways of working, whether it is embracing hybrid models or ​​boldly reimagining the office environment to create a greater sense of belonging and comfort for employees. Savvy employers are offering training and development, interesting project work, flexible working, staff engagement surveys, salary reviews and team-building initiatives in order to improve staff engagement and retention rates.Many government, tertiary and health organisations that can’t match the rising salaries or offer other costly benefits are trying to compete by offering a culture and flexible working options that most private organisations cannot match. They are providing work/life balance to the extreme, allowing employees to start earlier or later while working from home on any given day to make room for their personal lives outside of work. Consequently, their employees are so grateful and comfortable that many don’t want to entertain other roles with less autonomy.However employers choose to tackle retention, the key is to respond to employees’ changing expectations to ensure the work environment continues to keep them satisfied in their role and less likely to explore other opportunities.Strategies to Fill VacanciesWhen it comes to successfully securing the talent they need in this competitive market, businesses will need to provide the right candidate offering, be more flexible and ensure the hiring process is as effective as it can be. The following strategies can help boost your chances of landing your ideal candidates.​​Being flexible with requirementsClients are becoming much more lenient towards exploring candidates that don’t necessarily match the requirements of their vacancies closely. Instead, they are opening up the talent pool by taking a deeper look at candidates that have potential, an aptitude to learn and the right attitude (that can’t be taught!).There are many types of candidates who haven’t typically received a lot of traction in the market, but may now prove to be invaluable opportunities to access sought-after skillsets. We regularly speak with candidates who are older, have had a career break or an unusually long tenure at one organisation, and cannot find a way back into their field because they are deemed not to be up to speed with the latest tech.These candidates often have to go for considerably more junior roles and work their way back to their previous position, or even transition to an entirely different industry. However, there are huge advantages to expanding the talent pool to include these people, as they can add plenty of value to a business if given the chance (feel free to reach out to our Technology, Transformation & Digital team if you’d like to discuss this further and look at some of the candidate profiles we have available).In contracting, meanwhile, flexibility with the role criteria is slightly harder, as clients typically want people who already possess all the skills. Nevertheless, the choice between waiting for the perfect person vs. taking a close match who can learn and be productive is now being weighed up in every engagement.Making roles attractive to top candidatesQuality candidates can be very particular about when they work, what they work on, what their title is and more. This is because they have the power to choose. As a result, it’s vital for employers to identify candidates’ preferences and expectation when hiring – and there is no one-size-fits-all. Some candidates want everything to go back to the way it was before, while others want more flexibility than ever and will not consider going back to a full-time, office-based role.With salaries being driven up by the fierce competition for talent New Zealand-wide (and not just in the bigger cities), hiring managers and their recruitment partners must understand which monetary and non-monetary benefits are most valued by candidates in order to attract great people.Organisations experiencing COVID-19 induced digital transformation are able to offer project work that can be particularly attractive to skilled candidates stuck in BAU roles. These digital transformation projects can have a tremendous impact on employer brand, which ​​in turn can aid recruitment by building up hype around the project. Candidates will often want that project on their CVs and will pick the high-profile project over a less exciting role, which can help with positioning your organisation as an employer of choice.Streamlining the hiring processTop candidates have so many opportunities in front of them that they will be put off by drawn-out recruitment processes, multiple rounds of interviews, large delays between steps and not offering remote interviewing.Providing an efficient hiring process with excellent communication throughout will be crucial in this market, so it’s a good idea to identify any areas where you can cut out extra steps, consolidate interviews and be proactive in working with your recruiter in order to provide a positive candidate experience.Getting help from the professionalsAdvertising vacancies on job boards is almost entirely redundant as the market is so busy that opportunities are finding people rather than the other way around, which has turned every recruitment process into a targeted headhunting operation. Add to this the higher salary and contracting rate expectations and notability harder negotiations with candidates, and it’s no wonder that hiring has become so challenging.This is where a recruitment partner such as Beyond Recruitment can provide significant value. As specialist recruiters, our unique searching techniques include a market presence across social media and job boards. We also ask for referrals from clients, candidates and contractors, and actively tap into the organisations with known skills. Deep-dive searching using an ever-expanding range of tools, keeping informed of organisational restructures to ensure we proactively engage with potential talent and keeping on top of our specialist silos are a few of the activities that ensure faster delivery to the jobs in hand.Want to learn more about how we help organisations like yours win the war for talent and get access to exclusive, market-leading candidates? Get in touch today to discuss your options.​