Recruitment and jobs blog

Digital transformation is high on the strategic agenda for many companies across all industries. From big banks to Federal Government departments, more and more organisations are integrating digital technologies into all areas of their business to streamline costs, improve capability and innovate their products and services. One such technology underpinning these efforts is cloud computing, which is changing the way companies operate and deliver. The global IT cloud market is expected to grow 18% this year, accelerated by COVID-19 and booming commerical demand. The days of strained internal servers and bursting PC hard drives are gradually phasing out in favour of cloud technologies managed by external providers. In this article, we define what cloud computing is, why it has become so popular, and what this means for companies across industries from a recruitment perspective. What is cloud computing? Ever heard the phrase “It’s in the cloud”. No need to look up, this simply means your IT resources (e.g., data, servers, networks, analytics, software, applications) are being stored, managed, processed and delivered on a remote network of servers usually inside a data centre. Simply put, the cloud enables digital products and services to be delivered over the internet (“the cloud”) between IT vendors, enterprises and end-users. Why are companies shifting to the cloud? Turn on the news, and inevitably you’ll see the latest company undergoing their own ‘digital transformation’ project. In the wake of COVID-19, 70% of Australian organisations plan to increase their cloud spend. Why? There are three key reasons. 1) Cost Firstly, managing IT infrastructure is expensive. It requires lots of IT people to run it, significant electricity to power it, and a temperature-controlled environment to keep it operating smoothly. Add in continuous upgrades, fixes, maintenance and other resource-consuming costs, it’s an expensive model for organisations to manage internally. Shifting to the cloud enables organisations to outsource these expensive tasks saving them time and money to focus on other business matters. 2) Performance Secondly, major cloud platforms run across vast global networks of data centres that help maximise performance of IT systems. Data centres are equipped to manage, store and process enormous amounts of data to keep your IT systems running efficiently and effectively. Furthermore, They are constantly upgraded with the latest hardware and software, and allow companies to be flexible and agile in their IT usage by seamlessly scaling up and down capacity according to their actual needs. 3) Security Thirdly, since cloud providers store sensitive company data, their security protocols and technologies are well above an average internal server. In an age of rising cyber-crime and disruption, these extra layers of protection and reliability are crucial for business continuity and peace of mind. If an internal server breaks down or a PC fails, the impact on a business can be catastrophic. By shifting to the cloud, your capability to keep data safe, ensure business continuity and recover from a disaster is considerably improved if something does go wrong. Who are the top cloud players? Competition for commercial workload in the global cloud market is fierce. Not surprising when Australia's cloud market alone grows 40% each year. Two companies lead this booming market: Amazon’s AWS and Microsoft’s Azure. What do these companies have in common? They’re both owned by global tech giants, they both leverage their leading tech capabilities (e.g., AI, analytics, software, etc.) into their cloud offering and they both are growing at a staggering rate. Amazon Web Services (AWS) boasts a 32% share of the global market, and is the cloud infrastructure arm of e-commerce giant Amazon. AWS leverages its competencies in AI, managed databases (e.g., MySQL), machine learning and serverless deployments to deliver on-demand computer resourcing services to individuals and organisations. To put its economy of scale in perspective, AWS delivers more operating income for Amazon than its entire e-commerce business. This is because many businesses, including multiple Federal Government departments and popular video collaboration tools like Zoom, rely on their platform to store critical data and deliver valuable services. Close behind AWS is Azure, which forms part of tech giant Microsoft’s intelligent cloud business. Microsoft’s commercial cloud business differentiates itself via incorporating its hugely popular software suite (Microsoft 365), it's partnerships with other popular software players (e.g., SAP, Adobe, etc.) and its compatibility with program design languages, machines and softwares into its broader cloud offering. This has granted Azure a $70 billion commercial footprint in the global IT market, making it a strong alternative cloud bundle for enterprise customers. What does this mean for clients? Whether you’re on the verge of commencing your own digital transformation, or are years into it already, it’s important to understand the challenge ahead of you in finding talent to execute your digitisation strategies. It’s well documented Australia’s tech talent shortage, exacerbated by international border closures restricting inflows of overseas talent. In fact, there are estimates Australia will need 200,000 technology workers over the next five years to remain globally competitive. This shortage has seen the price tag for cloud technology talent soar over 30% in the past twelve months alone. Therefore, unless you have an unlimited hiring budget, you need a strong recruitment plan in place to access top talent to deliver your digital transformation objectives. Fortunately, at Ignite, we specialise in technology recruitment, and can not only help you build this recruitment plan, but also connect you with amazing technology talent to ensure your digitalisation efforts succeed and broader business thrives.

When it comes to women in technology, the challenges are well documented. Pay gaps, male-dominated work environments, embedded biases and outdated stereotypes are just some of the key barriers impacting female participation. Alarmingly, just 17% of technology roles in Australia are occupied by women, and 50% of these women will end up changing careers. In an industry plagued by intensifying skill shortages, these statistics are a significant issue. The reality is that technology remains a male dominated sector, and systemic issues have and continue to detract highly capable female professionals from entering and remaining in the industry. However, on the other hand, we are seeing more and more women break through the supposed technology glass ceiling to go on and have long and successful tech careers. These women prove that it’s not only possible to navigate aforementioned challenges, but it’s also possible to overcome them and thrive. We asked our IT recruiters to share their top tips to help women in technology achieve these goals. Focus Firstly, identify what industries and technologies you are most interested in, and then focus on these sub-categories. Like anything in life, if you have purpose and passion in what you do then you’re more likely to be successful. From developer to tester, cyber-security to infrastructure, know your area front to back, back to front and sideways. The more focused you are, the greater depth of knowledge you can build, giving you confidence to operate within a particular specialism. Employers typically want specialists, so know a few things in depth rather than many things superficially. Self-learning Once you have focus, it’s important to keep your skills up to date. Technology is always evolving. Companies are constantly adopting new technologies that require new talent with new skillsets to manage them. This means a prodigious technology degree in 2015, or 10-years’ experience with fax machines, isn’t enough to secure the best current and future opportunities. In fact, many future tech roles will require skills that don’t yet exist, meaning experience is less relevant. Consequently, If you wish to remain employable long-term, constant self-learning is essential. Enrol in online courses, attend webinars, read the news, learn from your colleagues and try to stay ahead of the game. Candidates, male or female, who can demonstrate this willingness to upskill themselves to keep pace with technological change, are highly sought out by employers across all IT disciplines. Networking In technology recruitment, It’s not ‘what you know’ it’s ‘who you know’, with 70% of technology jobs not publicly advertised (i.e., on Seek, LinkedIn, Indeed, etc.). This means if you want access to the best jobs, you need to be visible to the right people. How? By networking. Attend industry meetups, optimise your LinkedIn profile, join associations and groups. Identify valuable contacts in your focus area that you can later activate and leverage to receive referrals for the best job opportunities. In technology, word of mouth and reputation is critical, particularly in very niche segments like cyber-security and data science where everyone knows everyone. Storytelling Remember that in the current technology jobs market, bargaining power, in most cases, lies with the candidate (i.e., you). Top technology talent is in short supply, meaning employers who retain affinity biases and maternal stereotypes are only denting their available talent pool further. Ultimately, most employers want talent who possess the right skills to help them solve business problems and drive organisational success. The best way to communicate your ability to do this, is by telling an influential story. We recommend a top-down approach. Highlight your impacts and accomplishments to validate your skills and experiences. Be open about your career breaks (e.g., maternity leave) and detail your re-entry into the workforce. If you can demonstrate your ability to solve problems and be successful in a particular role, good employers will want you irrespective of gender. Be Proactive Just because tech candidates are in short supply, doesn’t mean you can be complacent. This is especially true for women in technology, after all if you don’t ask, then you certainly won’t get. The best advice is to be proactive in all that you do. Promote your skills and experience, seek out network connections and ask about referral opportunities. Connect with other women and support them in their career journeys. Speak up to male counterparts and make yourself heard at any opportunity. Once you’ve established your own successful pathway, consider educating and empowering the next generation of female technology talent to follow in your footsteps. Yes, challenges for women still exist in technology, and the employment gap between men and women remains prevalent. However, by focusing, learning, networking, storytelling and being proactive, it is possible to navigate these challenges to break in, stay in and thrive in Australia’s technology sector. At Ignite, we are passionate about diversity, equality and inclusivity in the Australia workforce, and we can assist any women looking to advance their career in technology.

The shape your hiring strategy takes will often rest upon one important question: should I hire permanent employees, or should I use contractors? Both workers have their place, and both may be relevant for your business in certain roles and at certain times. Understanding which is the best fit for your organisation, or a specific role within it, is a matter of weighing the pros against the cons. Let’s compare these employment types and see if we can gain a bit of clarity on which will work best for you.  Contractors The popularity of contractors has increased sharply in recent years. The emergence of the gig workforce, demand for niche skill sets and rising talent shortages have transformed what was once a fringe group of ultra-specialised workers into a genuine core hiring option. More people than ever are leaving their jobs to become their own boss, with almost a third of Australians now preferring freelance work to being an employee. With so many contractors now available, the question has turned from ‘can I employ a contractor?’ to ‘should I employ a contractor?’ The pros Cost savings: While often commanding a higher hourly rate, contractors allow you to only ever pay for what you need when you actually need it. They aren’t entitled to a number of employee benefits such as holidays, leave loading, super, payroll tax and office equipment which all cost organisations additional money. They also require less onboarding, less training and less management than permanent employees which makes them attractive from a cost saving perspective. More flexibility: Contractors enable organisations to be agile in their recruitment. They can cover a short-term labour gap (e.g. maternity leave), they can grant access to a unique skill set (e.g. cyber-security specialist) unavailable internally and they can be onboarded and removed quickly. Particularly in recent times, flexibility has been crucial for organisations to stay afloat increasing the demand for contractors. Less management: Experienced contractors require less management than permanent employees. In most cases, a quick role briefing and project deadline is all they need to get the job done. Hiring top contractors avoids the HR headache of permanent employees allowing you more time to focus on other demands of your business. The cons Less loyalty: Contractors could be described as mercenaries of the working world. They can work for many businesses simultaneously and tend to report to the highest bidder. This means there’s no guarantee that you’ll be their number one priority, nor that they will be as invested and engaged to perform at the same level as a more accountable permanent employee might.  Less authority and control: Sure, you can set guidelines, requirements and deadlines to try and manage your contractors. However, because they are more autonomous, and can work independently using their own tools, systems and resources, inevitably you will have less control. As employers grow increasingly concerned with such things as cyber-security and competition, retaining this control is a detractor for hiring contractors.  Permanent employees Traditionally, jobseekers have preferred permanent work, buoyed by the sense of belonging and stability such employment provides. However, taking on full-time or part-time employees is a big commitment and responsibility for organisations, who are required to support this person professionally and financially throughout their tenure. This makes the decision whether to hire permanent employees or not critical. Let's look at the pros and cons.  The pros More stability: By hiring full-time employees you’re able to build a strong and loyal team that works well together. You can mould them into your preferred shape, and ensure that they are invested and engaged to ensure business success. Conversely, an over reliance on contractors can be disruptive to team cohesion which can impact performance. More control: Hiring permanent employees grants you greater control over your organisation. Everything is kept in-house, making it easier to lead staff, manage workloads and keep private information secure. Permanent employees tend to be more invested and focused on organisational objectives whereas contractors can have divided loyalties.                                                                                                                                                          More organisational knowledge: Over time a permanent employee will build up a deep well of knowledge about your business and its stakeholders. This knowledge becomes invaluable over time and helps businesses run efficiently, effectively and smoothly. Contractors often aren’t within organisations long enough to grasp such knowledge, and if by chance they are, they are likely to take this confidential knowledge elsewhere.  The cons A significant investment: Hiring, onboarding, training and retaining permanent staff are costly exercises. Add in paying salaries, taxes, insurances, office costs, ongoing mentoring, professional development and performance review programs and you're looking at a big bill. In an ideal world, these costs are an investment and will be paid back with interest, but it’s not guaranteed. If a permanent employee leaves, that’s a lot of sunk costs. Hiring the wrong person: Permanently hiring a bad fit for your business is costly. Bad people decisions can impact culture, engagement, performance and productivity, which all cost time, money and resources. Once a permanent employee passes probation, removing them can be challenging (and expensive if done incorrectly). In these situations, you are forced to restart the recruitment process from square one.  Contract or permanent employee? As with so many questions in business, there’s no right or wrong answer here. Both have pros and cons, and the answer lies in truly understanding your business and its needs. Do you want flexibility or stability? Do you need a quick fix or a long-term solution? Grasping these needs will (hopefully) make your decision far clearer.  Whatever you decide, the Ignite team can assist providing both permanent and contract recruitment services. 

Take a moment to look around your office. Do you think you could identify which colleagues are struggling with mental health issues, if any? Most people would answer ‘probably not’. Surprisingly, almost half (45%) of all Australians will be affected by mental illness at some point in their life. Furthermore, 20% of Australians will experience a mental illness this year.  Now Look around your office again. Statistically, one in two of your colleagues have or will experience a mental illness, and one in five are currently experiencing a mental illness this year.  The odds are, that mental health issues are already prevalent in your team and impacting performance. The question then becomes, how do we identify these individuals and provide support for them? Let's explore this further. Common signs of mental health issues in the workplace Mental illness is an insidious beast. The mind is good at hiding its problems, from its owner and others. Consequently, to mitigate the impact of mental health on work performance, it’s important to identify tell-tale signs which may suggest an individual is struggling with their mental health. Here’s what you can look out for: An inability to concentrate or think: The mind struggles to perform at its best when it is chemically imbalanced. Look for an inability to focus on a single task, or think rationally through problems. Excessive worry: Mental illness can see the mind hyper focusing on issues, even if they are trivial. Excessive worry is a common sign of anxiety and depression which should trigger a red flag. Lethargy and tiredness: Fighting your own mind is a taxing pursuit. Constant feelings of lethargy and tiredness are strong indicators of mental health issues. Is someone constantly late to meetings or not completing tasks on time. Overreaction to simple tasks: When a mind is suffering, it can tend to make mountains out of molehills as a way to vent other frustrations. A questionable reaction to a reasonable request can indicate deeper issues. Look out for extreme reactions. Hostility: With the brain fighting itself, it makes sense this conflict might extend to others. Displays of unprovoked hostility, particularly in conjunction with other indicators on this list, can be a sign of mental health issues. Physical effects: When mental illness is acute, symptoms can begin to show elsewhere. The brain almost tricks the body into tangible symptoms. Constant stress can cause physical effects like headaches, nausea, skin problems, etc. and when recurring can be an indicator of mental health issues.During the therapy with , I took photos every Saturday. I wanted to see the changes, which my eye wouldn’t catch. Now, looking through all those photos, I can’t recognize that girl who hated her skin and wanted to hide from the world. It’s not only my skin that has changed; it’s my attitude to myself and my self-confidence. Inflexibility: If chaos reigns within the brain, it follows that a worker would like some order outside of it. If a colleague is unwilling to stray from a set path is another potential subtle sign of mental illness. Now that we have an idea of what to look for, what do we do when we see it? How to talk about mental health with your boss No matter who it concerns, conversations around mental health often feel uncomfortable and to some degree taboo. Perhaps this is why recognition of such important issues have only come to the fore in recent years. However, increased awareness brings comfort, and the more open people are, the less taboo such conversations become. Consequently, they are incredibly important to have. Here’s how: Pick the right person: First, check who your company would like you to speak to; your manager, your HR department or even an external support person. Second, identify who you’d feel most comfortable speaking to, someone you trust and respect. Doing what’s right for you is more important than any company policy. Identify objectives: Think about what you want or need from this conversation. Identify the issues you want to address, how you want to present them and think about potential resolutions to overcome them. This can be as simple as just asking for help. Find the right time and place: When and where would you feel most comfortable having this conversation? Perhaps a less formal setting beyond the four walls of the workplace, and/or outside of office hours. This environment will ultimately depend on the type of relationship you have with the person you choose to open up with. Continue the dialogue: After you’ve had the initial conversation, be sure to retain open lines of communication for support, and work towards a resolution. If the conversation is about yourself, be sure to prioritise your mental health over your job. Hopefully, after the initial conversation, you’ll now feel like you don’t have to choose between the two. Mental health is far more prevalent than most people think and its impact on performance profound. Statistics tell us that in an office of 20, nine workers will face issues at some point, and four will face them this year. Mental illness isn’t the exception in the workplace, it’s the rule. As such it’s vital that employees feel comfortable raising issues, and that employers support them in doing so. It is in the company’s best interests, after all. Are you an organisation that wants to build a supportive and mentally healthy environment for its team members? Ignite can help! Contact our friendly team today.

Employee churn is bad… is what we’ve always been told. It’s expensive, it’s inconvenient and it's not a good look externally.  But is it really?  Sure, sourcing, securing, onboarding and training new employees is a process that takes time and money, but the result is inevitably a carefully handpicked recruit, with a fresh attitude, a mouldable mindset and an abundance of energy.  To some degree, employee churn can be a good thing. Think of it like ice cream: too much is certainly bad for you, none is decidedly joyless, however, in moderation it’s the perfect treat.    To be enjoyed in moderation Employee churn is inevitable. People will leave your organisation for any number of reasons, some in their control, others in yours. This second point is an important one. Employee churn, when managed effectively, can create new opportunities for an organisation improving internal operations, culture, capability and adaptability.  Here are four reasons why churn can be good for you in moderation. Fresh ideas and perspectives A moderate amount of employee churn avoids stagnation. Leave your ice cream in the sun for too long it will inevitably melt. Fresh eyes bring new ideas and perspectives, and can help a business evolve. New employees are unbiased individuals that can bring favourable aspects of other businesses and identify unfavourable or unusual aspects of your business. This can be critical to instigating meaningful change and ensuring a business doesn’t get stuck in its ways.  The worst thing a business can do in these volatile, technology-fuelled times is become stuck in the mud, and no employee churn puts you at greater risk of just that. A reinvigorated culture Sure, losing a committed and enthusiastic employee is often a detriment to company culture. High churn suggests poor internal culture and is not a great look. However, by the same token, losing an uncommitted and apathetic employee can be a blessing. New employees tend to be enthusiastic, engaged and motivated when starting a new role, which can reinvigorate the office atmosphere.  Employee churn can be a great opportunity for companies to remove bad cultural elements and replace them with good ones, leading to stronger intra-team relationships and superior company culture overall.  Upgraded and more capable talent New employees bring new skills, knowledge and experience to an organisation. The more flavours of ice cream in your cone, the better it tastes. Employee churn in moderation can be a great opportunity for you to organically upgrade the capabilities of their workforce.  In most industries, skillsets are highly dynamic and rapidly evolving. Take technology for example. According to research by AWS the average worker will need seven new tech skills by 2025 to keep up with the pace of technological change. Moderate employee churn can be an efficient and effective way to facilitate this transition, by replacing employees with less valuable skills (e.g. operating a fax machine) to new employees with more valuable skills (proficient in AI, SaaS, etc.). This natural evolution of capability is crucial to the success of businesses.  Greater flexibility and adaptability Armed with your reinvigorated, enthusiastic and tech-savvy team, you’ll enjoy far greater flexibility and adaptability, allowing your organisation to ride business bumps and work your way in front of the competition better than ever before. New talent grants your business the opportunity to aim higher and reach those new targets. In such a disruptive landscape as we have seen during COVID, the perks of an adaptable and energised workforce have come to the fore, helping companies recalibrate and pivot when and where needed to continue operations. An organic part of business Employee churn may not have the greatest reputation. It can be expensive and inconvenient particularly when you unwillingly lose good talent.  However, the reality is, that businesses also have some less than ideal workers. In these cases, companies can benefit from employee churn - replace the old with the new.  In simple terms, employee churn is like ice cream. It’s just the ticket in certain situations, but you also need to practice moderation otherwise it’ll upset your stomach. If you’re on the hunt for a new staff member? Want advice on your employee churn rates? Ignite is ready to help! Contact our friendly team today.

In recent years Australia has turned a spotlight on the previously dimly lit subject of mental health, which has only shone brighter this year as COVID-19 saw feelings of anxiety and isolation sweep across the community. Over one in five Australian workers have taken time off in the past 12 months because they felt stressed, anxious, depressed or otherwise mentally unhealthy. Knowledge is power in the fight against mental health issues, so for any managers and workers looking to care for their team members and colleagues, we’ve compiled a list of our ten favourite TED talks on the subject. There’s no shame in taking care of your mental health - Sangu Delle Before mental health began affecting his own life, Sangu Delle was of the view that men who dealt with their mental health were somehow weak. In Australia this sentiment is still all too common, despite persistent and valuable efforts to change it. Challenging this deeply embedded prejudice led Delle to the realisation: “Being honest about how we feel doesn't make us weak. It makes us human.” These are wise words for anyone in people management. The power of vulnerability – Brene Brown A world-renowned professor who specialises in the study of human connection, this is the TED talk that arguably propelled Dr Brene Brown into the public consciousness. An absolute must-watch for leaders and employees alike, Brown speaks about the human ability, and need, to empathise, love and belong. He also emphasises how our vulnerabilities ultimately make us stronger people. Why we all need to practice emotional first aid – Guy Winch When we get the sniffles or feel a nagging physical pain, we don’t think twice about seeing the doctor. However, when we feel emotional pain or any other type of psychological issue, we’re far less likely to seek professional help. What if we applied the same approach to our emotional wellbeing as we do to our physical wellbeing? Guy Winch delivers a healthy dose of introspection, which is particularly valuable to those in high-pressure roles. All it takes is 10 mindful minutes – Andy Puddicombe During COVID-19 and the transition for many to remote work, the line between work and life became blurred, and stresses once left in the office found their way into the home. However, what if you could resolve this by hitting the refresh button in your mind? According to mindfulness expert Andy Puddicombe, you can do just that by devoting 10 minutes every day to being in the present moment - no emailing, no talking or even thinking. How to create meaningful connections while apart – Priya Parker COVID-19 has imposed the tyranny of social and physical distance on many of our most valued relationships, whether family, friends or colleagues. According to conflict mediator and author Priya Parker, “We don't necessarily need to gather more, we need to gather better.” In this talk she explains how you can achieve this. Mental health for all by involving all – Vikram Patel Mental health is enough of a crisis in developed countries, in which around 50% of those affected will not receive appropriate care. This issue is greatly intensified in developing countries, where a lack of resources pushes this figure closer to 90%. Vikram Patel proposes a promising solution, by empowering ordinary people to deliver extraordinary care to those who need it the most. Your brain is more than a bag of chemicals – David Anderson Most psychiatric drugs treat the brain as a single entity. According to David Anderson, a more targeted approach grants the ability to deliver far better patient outcomes. To support his theory Anderson transports himself into the not-so-nuanced mind of a fruit fly. This incredibly interesting and unique talk explains potentially game-changing work. The specialization of our clinic is insomnia and other sleep disorders. Many of our patients take Ambien from https://opencuny.org. This is one of the most effective drugs for trouble falling asleep. Some people feel drowsy in the morning, but it’s a rather common side effect of any sleeping pills. Overall, it is tolerated well. Why do we sleep? – Russell Foster This seemingly simple question is one that had humanity scratching its collective head for millennia. The life’s work of circadian neuroscientist Russell Foster has been to find an appropriately nuanced answer. In this talk, he walks you through sleep myths and sleeps truths, including the role of sleep in our lives, and how it can be used as a predictor of mental health. The brain-changing benefits of exercise – Wendy Suzuki It’s perhaps obvious to say that the body and mind are inextricably linked, but many of us don’t realise the degree to which this statement is true. In this talk, neuroscientist Wendy Suzuki outlines the science behind how exercise boosts both memory and mood, protecting against neurodegenerative disease in the process. The best way to help is often just to listen - Sophie Andrews In the professional sphere there’s often far more talking than there is listening, particularly when it comes to employer-employee conversations. Through her own lived experience, which saw her transform from victim to survivor, Sophie Andrews explains the value of an understanding ear, and why the simple act of listening can be many times more valuable than offering advice. Keeping mentally healthy is a group effort – it relies on neighbour checking in on neighbour, or colleague on colleague. Mental health issues can affect anyone, particularly in the professional working environment. So why not forward this list onto your team? You never know who might need it. And if you need help creating that sense of team in the first place, we’re always here to offer a helping hand.