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The tech talent shortage is hitting industries across Australia, with the Technology Council of Australia seeking to reach one million new tech jobs by 2025 to fuel Australia’s economic recovery.
Accordingly, businesses are recognising the need to do more to attract and retain talent in the field.
“The biggest and most urgent risk to meeting our goal of one million people in tech sector jobs by 2025 is the acute labour shortages facing the sector,” explains Kate Pounder, TCA CEO.
Attraction and retention strategies are one of the key areas covered in our Technology Sentiment Survey 2022. These are four of the major tactics employers can use to attract talent – and keep it.
A key strategy that our survey found was the need for flexible and remote work options. With top talent realising the benefits of remote/flexible work, more talent than ever are demanding a flexible work environment.
Three-quarters of tech leaders surveyed (74.8%) said that remote/flexible work options were a focus area for their attraction and retention strategies.
In 2021, George Kauye, Regional Director for Michael Page, said that the top reason candidates were registering with Michael Page was to pursue more flexible or hybrid work arrangements.
“It’s the question we’re asked more than salary because not all organisations know what flexible work arrangements look like moving forward,” he explained.
Company culture is currently the number one focus area for employers looking to attract and retain tech talent, with 76.1% of leaders citing this as a key strategy.
“On the candidate side,” explains Kauye, “they have expectations of the culture and the role they will take on at a new employer: Is the work forward-thinking, innovative, market-leading, truly customer-centric? What type of technology is being used? What projects are on offer? Who’s in the leadership team? What is the calibre of people in my team and organisation?”
These questions are important considerations for employers who want to offer an attractive workplace culture for existing and potential future candidates.
Another key area of interest for employees and candidates is the type of work on offer. Will the projects excite them and interest them, or are they largely dull, repetitive or outdated?
An employee who is bored or uninspired with their day-to-day work may be tempted away by a company offering more interesting or progressive projects that will better spark their creativity and passion for work.
Learning and development is important for any employee, and tech leaders are making it a priority as part of their attraction and retention strategies.
Over half (55.5%) of tech leaders surveyed aid they were focusing on learning and development as a strategy for attracting and keeping talent.
This statistic is backed by George Kauye’s statements about what candidates are looking for, saying that candidates want to “not only achieve professional development within a flexible work culture, but to also advance their profiles in the tech and digital space, as part of their overall career.”
Download the Michael Page Technology Sentiment Survey 2022 for the full report on current trends and sentiments in the tech sector in Australia.
