Grant Habgood

Government IT Contractors, are you drowning in the 'sea of sameness'?   A thought-provoking (AND VERY CURRENT) piece by Cristina Criddle in the Australian Financial Review highlights a critical issue in today's hiring landscape:   AI-driven tools are generating a 'sea of sameness’ in job applications.   With AI increasingly being used to draft resumes and cover letters, Criddle asserts that candidates are at risk of losing their unique voices, and companies may miss out on diverse talent.   The takeaway?    While AI can enhance efficiency, Criddle recommends maintaining authenticity and personal touch in applications. She encourages candidates to use AI as an aid, not a replacement, for their unique experiences and perspectives.   And so do I!   Here's my view:    I review hundreds of technology candidate resumes and applications per week, and this trend is SUPER evident.    Recently, I shortlisted 3 candidates for one role.   At the time of application review, I proofread all three.   All three, with nearly the EXACT same response to criteria.   All three were structured exactly the same, all three often with the same sentences generated by AI.    I recognise the value AI brings in automating tasks and boosting productivity, but when it comes to representing your personal brand to prospective employers, nothing replaces the power of your authentic voice.   Think about your resume and application as your own personal marketing material.   If the first impression a hiring manager has of you, your skills, and your capabilities.   Imagine trying to interpret someone's abilities when they look exactly the same as the next person.    My recommendation to you?   By all means, leverage AI for support and to increase productivity, but always ensure your resume and application genuinely reflect your experience and your tone of voice.    How do you balance AI efficiency while maintaining originality in your work? Share your thoughts below 👇🏽 #TechRecruitment #GovernmentIT #CareerAdvice #TalentAcquisition      

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Sorciety's latest Recruitment Insights have been released. Market trends, Salary Guide & the latest insights from the Australian Recruitment Market. Drop a 👍 👏 💜 , Comment "Yes" or send me a message and I'll send you a copy! Chris Perdikis

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Peoplebank NZ | 7 IT leadership hacks that deliver results I thought this was good read and hopefully this info will be of use to some of you IT Leaders in New Zealand. 👉 https://lnkd.in/gRg4hz48 Comment and let us all know what you think. #ITLeadership #AucklandITIndustry

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Navigating Counter Offers in the NSW IT Market: A Sign of Shifting Tides? I recently encountered an interesting scenario: I had two counter offers on two offers for candidates in NSW government technology contract roles. This experience got me thinking—are we witnessing a shift in the IT job market in NSW? Counter offers are a testament to a candidate's value and the increasing competition among employers to secure top talent. For candidates, this is a sign of their growing worth and the abundance of opportunities available. For employers, it underscores the need to offer not just competitive salaries, but also appealing work environments and growth opportunities. In this changing landscape, it’s crucial for both candidates and employers to stay adaptable. Candidates should weigh their options carefully, considering long-term growth over immediate gains. Employers, on the other hand, need to focus on retention strategies, ensuring they provide not just attractive offers but also fulfilling career paths. While counter offers can complicate the hiring process, they also signal a robust market where skilled professionals are in high demand. As the tides shift, there’s a light at the end of the tunnel—opportunities for candidates to advance their careers and for employers to attract and retain the best talent. Let's embrace these changes and navigate the evolving market with optimism and strategic foresight. #ITJobs #Recruitment #NSW #TechIndustry #CounterOffers #JobMarket #CareerGrowth

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Our Hays IT Contractor Rates Guide FY24/25 is OUT NOW! 🔥 Discover the daily rates for over 50 IT contractor roles and find out: 💡 Where rates have skyrocketed over the last year 🌍 How rates vary by region across Australia and New Zealand 🔐 Why cyber security is vital for

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Leadership days are certainly beneficial to your network! DM to ask me how you can be involved in the next one! Technology People Group

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🔍 Navigating the New Zealand Recruitment Landscape: For Employers and Employees 🔍 Reflecting on the past three months in the New Zealand recruitment market, it's clear that we've been navigating through a period of significant change and adaptation. From shifts in candidate preferences to evolving employer needs, the landscape has been dynamic and challenging. Some of the key things we have been seeing are: 💥Challenges & Market Volatility: Businesses going through change and reductions creating a spike in candidates available so competition is fierce. Less contract roles available with businesses focusing on permanent hires 🌟 Remote Work (un)Revolution: Remote working for the most part a thing of the past with many organisations and the shift towards hybrid work models combining office and remote work is here to stay. 🎓 Skills Are Key: With an influx of candidates in the market and there is growing demand for candidates with specific but adaptable skill sets. Companies are investing in upskilling and reskilling programs for employees   💼 Candidate Experience Matters: Focus on creating positive and engaging experiences for candidates. Streamlined application processes and transparent communication is key Both the employer brand and your personal brand matter! 🚀 Moving Forward: As we move forward, it's essential for both employers and candidates to remain agile and adaptable. The recruitment landscape will continue to evolve, and those who can embrace change and innovation will thrive in this dynamic environment. With all this being said! We are seeing some positive shifts at the end of this tunnel and the team have great roles and great candidates at the moment so if you are looking to hire or in the market for a new role then get in touch with us today! Jennifer Brogan, Caitlyn Spedding, Tanique Francis, Stuart Maxwell https://lnkd.in/g4Hn_VHX

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Did you know? 💡 A pay rise is the number one benefit employees are looking for at 71% accordingly to Hays Salary Guide, and the cost of living is the number one reason they may look elsewhere at 64%. Decision time 💸 Who deserves a pay raise? Need clear guidelines to determine which employees merit a raise? Don't stress! We have 8 top tips to help you determine the right decision, especially when budgets are tight. #haysgippsland #haysrecruitment #hays #gippsland #regionalvictoria #payraise #salaryguide #recruitment

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READY, SET …. RECRUIT!! So conference season in talent acquisition has come to an end for another year. Kudos to Rich Lewis-Jones of SmartRecruiters & Jo Vohland Trevor Vas of ATC - Talent Acquisition Events & Media for fantastic events in Melbourne this week & last. Both #HSAPAC2024 & #ATC2024 were, to use a Melbourne term, “grouse”. There was a treasure trove of content shared over 3 days. Topics such as #artificialintelligence, #skillsbasedhiring and talent intelligence were front & centre. As was technology, how it’s used, how it’s deployed, what’s the business case & how do we know it’s successful. So much to consider can be heading spinning & disorienting. The eternal question for #talentacquisition leaders is “With so much to consider, where do I start?” I know this is the eternal question because I heard it asked numerous times by audience members of the presenters during the two conferences. “What advice would you give in regards to getting started on (INSERT ISSURE HERE)?” Something struck me at these conferences when this question was asked. The case studies & presenters I found most impressive had variations on the same answer. That being - “JUST START!!” “GET GOING AND WORK IT OUT AS YOU GO!!” “SOMETIMES YOU HAVE TO BUILD THE PLANE WHILE FLYING IT!!” The ancient military strategist Sun Tzu said “Opportunities multiply as they are taken.” Confucius spoke of the longest journey starting with a single step. It’s my opinion this millenniums old wisdom has real application for TA professionals in 2024. Of course not everything can be changed without assistance, sign off or agreement from the wider business, but there are areas where incremental enhancements can be shown. Done well, these can deliver real business impact elevating the TA function’s prominence & perceived value. Opening up those larger projects that require wider business sign off on the basis of your newly displayed credibility. I thought Allen Russell’s presentation on talent intelligence was a superb example of this. I don’t see taking action as asking for forgiveness rather than permission, more it is about having the courage to see yourself as a genuine subject matter expert capable of taking your broader business on a journey of understanding. Show them what you already know - how transformative seemingly small but proactive first steps can be with regards to talent. As the great Paul Kelly warbles “From little things, big things grow.” Thank you to both sets of conference organisers for their efforts in elevating the value of our profession over the last week & a half.

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In Australia—and even more so in Queensland—the tech industry is small and people talk. When hiring, it isn’t just about finding the right person, it’s also an opportunity to leave a good impression on candidates, whether they’re successful or not. Why? People talk. A smooth process enhances your brand, while a poor experience can spread quickly, especially in niche industries. Engagement. A positive experience keeps candidates excited about the role, making them more likely to accept offers. Retention: First impressions count. Candidates who feel valued are more likely to stay engaged and committed once hired. So as someone in a hiring position (hiring managers or recruiters), how do you provide a good candidate experience during the Interview process? • Clear Communication: Keep candidates informed at every stage.  • Timeframes: Respect candidates' time with quick feedback.  • Feedback: Provide constructive information, even if they don’t get the role - it leaves the door open for future opportunities & potentially helps them with other Interview processes that they are in. If you’re hiring and are struggling with creating a top hiring process, feel free to reach out. I’d be happy to share insights or help refine your approach. Sam Alex Philippa Jimmy Amy

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Looking for the best talent to join your organisation? Look no further! A partnership with Talent, is more than working with a typical employment agency- you’re working with the best who understand what’s best for your team. Adeline Le Bris and I added our insights into this latest blog - sharing what we feel sets us apart! 😊 #HiringStrategy #TechHiring #ITJobs #ITEmploymentAgency

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30 minute Lunch & Learn! Register now so you still gain the information. be a part of an engaging conversation with industry expert Simon Devine from Hopton Analytics as they cover topics based on: - The importance of scalability in recruitment technology. - How a centralised dashboard can support growing recruitment needs. - Preparing for the future: Adapting to changes in the recruitment landscape. Don't miss out - Register now! https://lnkd.in/eHfH9S87 #LinkedIn #Recruitment #Technology #Event #Business #Future #Change

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Information on the data contract market in Australia & NZ 👇👇👇 I've looked into the data. 📚 On average data contractors are given a 6 month initial contract in Australia 📚 On average data contractors are given a 3 month initial contract in NZ 📚 The time a contractor is in a data contract on average is 1 year in Australia 📚 The time a contractor is in a data contract on average is 9 months in NZ 📚 30% of the data market is contract in the Australian & NZ market 📚 BI, data engineering, ETL data governance, ML and data visualisation roles tend to be where the data contract demand is less in the data science and data analytics roles #datacontract #Australia #NZ #information

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Is your industry on its knees? Have you decided it’s time to move into a different environment? Here are some tips for a smooth transition. https://lnkd.in/ghuJ-a9

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In the age of automation, human connection becomes your superpower. ⬇️ Automation should enhance, not replace, relationships. This week I was in the SGP Technology offices and you see that live with Alexander Beckett Edwards and his team who are growing and standing out by…… focusing on relationships. Constantly on the phone, in meetings, on video calls……building real connections. No mass bulk emails or thousands of souless messages being hammered out Automation has its place but for me It’s , not to outsource relationship management.

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Sharing this new report Hays has just released to my Tech Network and Talent Network in Tech in ANZ as thought could be of great interest. Please see below. 💰 Downloading your free copy of the Hays IT Contractor Rates Guide FY24/25. LINKS BELOW: AU: https://bit.ly/3zTQVUE NZ: https://bit.ly/4dZVryG Discover the daily rates for over 50 IT contractor roles and find out: 💡 Where rates have skyrocketed over the last year 🌍 How rates vary by region across Australia and New Zealand 🔐 Why cyber security is vital for the future of IT contracting 📈 The high-demand roles YOU should be chasing #ITContracting #TechCareers #CyberSecurity #Hays #ContractorRates #technology #ITrecruitment

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Exciting Insights into the Software Engineering Landscape across Australia! Did you know that software engineers are playing a crucial role in driving innovation and growth across various regions in Australia? Here's a breakdown of software engineering employment compared to all occupations in different states and territories: Let's delve into the numbers: 🔹 NSW leads the pack with 41.7% of software engineering employment, surpassing the 31.6% average across all occupations. 🔹 VIC follows closely behind at 30.1%, outstripping the 25.6% average across all occupations. 🔹 QLD holds a respectable 12.4% share, despite falling below the 20.0% average across all occupations. 🔹 SA demonstrates potential with 5.1% employment in software engineering, just shy of the 7.0% average across all occupations. 🔹 WA showcases its tech growth with 5.9% in software engineering, although it's below the 10.8% average across all occupations. 🔹 TAS exhibits promise with 0.6% in software engineering, though it's a smaller share compared to the 2.0% average across all occupations. 🔹 NT and ACT show room for growth, with 0.2% and 4.0% respectively in software engineering employment, both surpassing their corresponding averages across all occupations. What strategies do you think can further boost software engineering employment in Australia's emerging tech hubs? Share your thoughts below! 💬👇 #TechTalent #Innovation #AustraliaTech

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🌟 Monday Motivation: Exciting Times in Sydney's IT Job Market! 🌟 Happy Monday, everyone! As we kick off a new week, it's good to see some opportunities rising within the Sydney IT landscape. 🚀 With just 8 working weeks until Christmas, it's the perfect time to gear up for new opportunities! The demand for tech talent is soaring, and many companies are ramping up their recruitment efforts. From innovative startups to established enterprises, projects in AI, cybersecurity, and cloud computing are flourishing! 🌐✨ Additionally, the recent announcement of 2024 CRN 50 fast-growing companies is a game-changer, paving the way for even more opportunities. {Link Below} Let’s embrace the possibilities that this week brings and support each other in our professional journeys! What projects are you currently working on, and what's coming up that you are excited about? 💼💡 #SydneyIT #JobMarket #MondayMotivation #TechInnovation #Networking https://lnkd.in/g7gUnYDn

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