There's no secret that the tech industry is booming. It may be one of the only industries to experience continued growth from now on. However, Australian companies, especially startups, are finding it difficult to hire tech talent in Australia.
The problem has only worsened in recent years. The number of job vacancies in Australia is at its highest point since records began, with more than 300,000 open roles across different industries going unfilled.
The tech talent shortage has been a growing issue in Australia for the past years. Many Australian companies struggle to find local talent while also struggling to keep their current employees. Many Australian start-ups have seen this problem, and are building teams overseas in countries like India which have a massive pool of programmers and developers available. As per official data from Indian software body Nasscom, up to 75 per cent of the 4 million-plus, IT workforce in India work on offshore projects located in countries like Australia. We'll cover the tech talent shortage in Australia and 4 ways to overcome it.
The tech talent shortage is a global problem, but Australia is one of the worst-hit countries. There simply aren't enough skilled workers to fill the thousands of vacancies at Australian companies.
It's important to understand what's causing this shortage before you try to solve it. If you're looking for an easy fix, you might be disappointed - there isn't one single reason for this problem, but rather several contributing factors that need addressing individually.
The first step towards overcoming your tech talent shortage is understanding why it exists in the first place:
There aren't enough qualified developers out there - this is perhaps the biggest factor contributing to the current situation in Australia. The number of computer science graduates has declined significantly over recent years, while demand for these skills has continued increasing steadily due to advances in technology and growing demand from businesses.
Many people think that it's just a matter of paying more money, but this isn't always the case. Many factors contribute to the tech talent shortage, including an ageing population and issues with university education.
In a global survey conducted by KPMG, half of the Australian businesses reported difficulty in recruiting IT professionals, with this figure expected to grow to 60% over the next two years.
So how do you tackle this issue? Here are four ways to overcome the tech talent shortage to have a competitive recruitment process.
Many companies have excellent products and services but don't have the best hiring processes in place. If you want to attract top talent, it's important to make your recruitment process as competitive as possible. This means offering competitive salaries and benefits, as well as providing opportunities for advancement within the business.
The first step in finding new staff is having a robust recruitment process. This should include defining the skills and experience you need, setting clear criteria for applicants, and then advertising your position across multiple job boards and platforms. You should also consider using social media sites such as LinkedIn to reach potential candidates who may not be actively searching for jobs at that moment but could be interested in your organisation's culture or mission.
If you want to attract top talent, your recruitment process needs to be as seamless as possible. This means having an online application form that’s easy for candidates to complete and submit directly into your recruitment software, rather than using an email inbox or other manual process. It also means using a platform that allows you to easily manage all applicants through the recruitment process without losing any information or having duplicate entries.
If someone is interested in working with your company but they feel like they have been waiting around for too long, chances are they will just give up and move on to another opportunity that has already offered them an interview date within a reasonable timeframe.
According to the ACS report titled "Australia's Digital Future", universities are producing less than half as many graduates in computer science compared to 20 years ago — and that isn't sustainable if we're going to continue developing our digital economy.
The best way to build relationships with universities is through internships and scholarships. You should also invite professors and lecturers from your local university to speak at your company's events or conferences. If they feel comfortable working with you and your company, they'll recommend their students apply for jobs at your company when they graduate from university.
Another way to attract talented tech workers is by offering them flexible hours and the ability to work remotely. This is especially important for younger employees who want more flexibility in their career paths.
If you're not sure what sort of benefits you can offer potential employees, there are plenty of articles online that discuss different types of perks that companies offer their employees. You should also find out what other companies in your industry are doing so you can compete with them effectively.
One of the easiest ways to overcome the tech talent shortage is by upskilling existing employees. This includes both training them on new technologies and giving them more responsibility so they can take on more challenging projects. It's also important that senior staff members take ownership of their employees' development so they can help them grow their careers within the company.
Technology has made it easier than ever before for people to work remotely from anywhere in the world. Businesses need to recognise that there are talented people out there who don't live close by, but who may be well suited to their positions.
While we may be tempted to turn away candidates who aren't based locally, this isn't always necessary. Sometimes, they're better suited to certain positions than those who live nearby.
For example, if your company needs someone who can work remotely part-time while they're studying or raising children, then you should consider hiring them even if they don't live nearby. The same goes for someone who wants more flexibility than full-time work would allow. Remote working arrangements can make sense for both parties in these situations.
Remote workers have become increasingly popular in recent years. This is because they allow employers to hire top talent from around the world without having to relocate them or pay for their travel expenses. It also reduces costs by allowing companies to work with freelancers instead of full-time employees.
Consider older candidates as well as younger ones if appropriate. Some companies prefer hiring younger candidates because they think they're more flexible and able to adapt quickly to changing technology trends than older candidates are — but there's no reason why you shouldn't consider the opposite approach, especially if your business needs someone with particular skills that an older person might have developed. The key is finding someone who fits your culture, who shares your values and who has the skills required by your business. If you want someone who's more experienced and knows their way around new technologies, consider hiring someone who has been working in the industry for some time now.
You may have heard about the "pipeline problem" — that there aren't enough people entering the IT industry and that this will only get worse as more jobs open up. But there are other ways to find talent than simply waiting for them to graduate from university or TAFE courses and come looking for work. You need to actively seek out candidates who may not be aware of your job opportunities or who don't yet know they want to work in IT.
Try reaching out to community groups, schools and universities that might not be aware of your company and its needs, but which could benefit from knowing about them. It's also worth thinking outside traditional recruitment channels such as job boards and social media platforms like LinkedIn; Facebook, Twitter and Instagram all offer opportunities for companies looking for new hires.
If you're not seeing results from job ads and traditional recruitment methods, it might be time to try something new. Consider investing in an innovative recruitment strategy like social media advertising or video interviews. You could also offer flexible working conditions or creative perks like free lunches or gym memberships to attract top talent.
Most people think about advertising positions at universities and colleges, but there are other places you can look for talent. Consider advertising on platforms like Gumtree or Seek, which have large audiences that might not have considered working in IT before. You could also try out platforms like GitHub or StackOverflow, where candidates can showcase their skills without having to go through an interview process first.
If you find yourself in a talent crunch, one way to address it is to look internationally. There are plenty of developers who can bring experience and skills to your team, without having to relocate them or uproot their lives. If you’re not sure where to start, try using a service like RemoteOk which lets you search for talent based on location, skill set and more.
Offshore recruitment has been proven as an effective way to fill your team with fresh talent from around the world. By recruiting overseas, you can access new perspectives and ideas that offer fresh thinking and help you grow your business faster than ever before. Recruiting internationally gives you access to talent pools that are often untapped by Australian companies looking for local candidates only.
Businesses big and small are turning to cloud services and outsourcing their IT to freelancers and contractors. In addition to helping with hiring, these options also allow you to focus on your core business while someone else takes care of things like maintenance, security updates and other technical needs.
If you don't have in-house expertise, consider outsourcing your IT needs to a specialist provider. This could include anything from cloud hosting and managed services to software development and security audits. Outsourcing can be costly up-front but it's often cheaper than hiring an employee with the right skill set and experience — and it's certainly more cost-effective than paying someone who doesn't have what it takes to do the job right.
This may sound like a strange idea, but outsourcing your IT department can be an excellent way of reducing your costs and improving efficiency. Not only does it allow you to focus on other areas of your business, but it also frees up valuable resources that can be put towards growing your business instead of dealing with routine issues such as system maintenance and upgrades.
There are many different ways you can outsource your IT needs. One popular option is managed services, which involves hiring an external company to manage your IT infrastructure on behalf of your business. Managed services providers can take care of everything from server maintenance and support to security monitoring and disaster recovery planning — freeing up your resources for other tasks. This ensures that your network runs smoothly and efficiently at all times without any downtime or interruption of service for end-users or customers.
When you outsource your IT, you do not need to worry about finding and hiring tech talent. This is because the companies that provide outsourcing services will hire the best IT professionals on your behalf. They will also train them according to your needs and requirements.
You may think that outsourcing is expensive, but this is not true. You can get excellent quality services at a very affordable price from these companies.
With the help of technology, it has become very easy for businesses to grow and expand their business operations. However, every company can't have their own IT department as it requires a large investment in terms of money and time. This means that they have to outsource their IT needs to third party service providers like us who can provide better services at a lower cost than they could ever imagine.
Many Australian companies have hired offshore developers because they cannot find local ones who have the right skills and experience. This is why outsourcing your IT projects makes sense as it allows you to hire developers from countries where there are more qualified people available such as India.
It's one of the easiest ways to solve your talent shortage at least in the short term. Offshoring is when you send part of your company overseas so that you can take advantage of foreign labour costs and skill levels. You should choose to do this based on what your business needs right now and what skillsets you need to get things done to meet deadlines or launch products etc. Offshoring doesn't have to mean moving all operations overseas though, sometimes it just means hiring an offshore developer or two who can work remotely on projects which will help solve immediate problems without having to hire someone full time who might not fit in culturally with the rest of your team or might not be able to work remotely at all due to their location etc.
Partner with an Indian company that will build and manage your development team for you. When someone else is managing your offshore operations, you do not need to worry about local laws, taxation, rules, regulations, compliance, etc. This leaves you with more time to grow your company.
Use remote working platforms like Google Docs or Slack for communication and collaboration between your team members based in Australia and India. You can create a shared inbox where both teams can send messages or files back and forth easily without worrying about time zones or geographic location issues.
Here are seven reasons why partnering with an Indian company can help you overcome the tech talent shortage:
They have access to skilled developers who are ready to work on your project at any time of the day or night.
They have much lower costs than if you hired people locally because they don’t pay for office space or amenities for their employees like parking spaces and gym memberships (which can add up quickly in Australia).
They’re flexible when it comes to communication – some people prefer face-to-face meetings while others prefer video chat or email communication – so it’s easy for them to adapt based on what works best for your company culture and team members.
When you outsource to India, your team members can be localised to Australia — they'll speak fluent English and have knowledge of Australian culture and business practices. This makes them more effective in their roles than if they were based overseas.
High-quality talent costs significantly less in India than it does in Australia (or even in other parts of Asia). The average annual salary for an IT worker in Australia is AUD$82k (USD$63k), whereas for an equivalent role in India it's only AUD$50k (USD$38k). That's a big saving for any company looking to expand their operations into new markets or hire new people quickly.
Indians have a positive attitude towards work and life in general. They are very hard-working and always willing to go above and beyond. They are also more cost-effective than other options as they can be paid less for the same quality of work.
Indian IT professionals have years of experience working on complex projects with large companies all over the world — this translates into a deep understanding and knowledge of how to work with customers in different countries. Their skills are also in high demand because they can often speak English, which helps them communicate with clients from different parts of the world.
We all know that Australia is experiencing a shortage of technology talent in the market and it's likely to grow as the demand for tech occupations increases. To overcome this problem, Australian companies need to tap into countries that have a high pool of tech talent (India). The main challenge is how best to move the potential technical staff from these countries into the Australian environment? Accoty will help you do this with its expertise in offshoring.