2017 IT commerce market update

planning-your-recruitment

The contracting market has been mature in Australia for a number of years. However, in 2016 we saw more of a shift towards a ‘gig economy’ with a significant amount of technology professionals who would normally only look for permanent work, now favouring contracting roles.

Professionals are prioritising interesting projects over the stability of permanent positions and employers are giving confidence to contractors with high volume and longevity in their contracts.We expect to see the top talent in the market continue to shift towards contracting, and we predict that companies with fixed term or permanent recruitment strategies will struggle to attract certain skills.

HOT ON THE AGENDA OF A HIRING MANAGER

The increased reality of the risk of security breaches continue to drive the cyber security agenda and maintain the importance of cyber security strategies for organisations. Roles such as cyber security robotics will be in high demand, and we predict an increased transition from traditional firewall engineers to an investment in complete cyber security and monitoring.

Digital transformation still remains high on the agenda of most organisations and therefore Big Data and digital professionals will continue to be in high demand.

We expect to see the top talent in the market continue to shift towards contracting, and we predict that companies with fixed term or permanent recruitment strategies will struggle to attract certain skills.

ADVICE FOR HIRING MANAGERS

Top IT talent demand more then just competitive pay to attract them to a role. While salary rates did increase in 2016 we found that top talent looked for interesting and innovative projects with modern technologies and opportunities where they feel their contributions are being valued. A collaborative culture where employees (including contractors) feel valued is key to attracting and retaining the best talent in the market. The training and up-skilling of graduates and junior level employees will also be vital to address the current skills shortage.

SALARY STATUS 2017

Salary activity remained consistent across the low-level operations positions including service desk, systems administration and some SAP/ERP skills, Java and development testing. The disparity between the number of candidates seeking roles in this market against the level of opportunities continues to exist and has been perpetuated by the offshoring of such skills. Conversely, in emerging skill sets such as Big Data, DevOps, cyber security and digital development we are seeing demand outstripping supply of qualified candidates, causing an increase in salary rates in 2017 as the skill gap widens.

TOP PREDICTIONS FOR 2017

  • We expect there will be a continued shift towards a 'gig economy' and a focus on a 'contractor' heavy market.
  • Further gap skills in technical roles and for the competition for top talent in Big Data, cyber security, robotics and digital is expected to continue.

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