Menu
​Demand for Kiwi tech talent reaches six-year high

​Demand for Kiwi tech talent reaches six-year high

"IT has regained momentum..."

New Zealand employers’ intent to hire has reached a six-year high, with 92.5 percent planning to increase or maintain headcount in the first half of the year.

Boosted by growing demand within the ICT sector, latest Hudson Report: Forward Focus 2016 findings also claim that 63 percent of Kiwis will be open to new opportunities in 2016, creating an increasingly fluid job market.

The recruitment specialists claim the six-year peak is bolstered by a surge of growth across industries that have been somewhat muted in the past, including a revival from the ICT space.

“What we’re seeing is other sectors starting to pull their weight including manufacturing, transport, tourism, financial services and, chiefly, IT has regained momentum,” says Roman Rogers, Executive General Manager, Hudson New Zealand.

Employers in the IT industry dominate the latest figures, with a net 40.7 percent looking to increase or maintain permanent headcount across all three of the main metropolitan centres; Auckland, Wellington and Christchurch.

“Organisations are looking to bring greater efficiencies to what they do, and if they’re not, then their customers are demanding it,” Rogers says.

“There is a lack of tolerance for organisations that are antiquated with their technology.

“We are seeing a real groundswell to keep pace with that demand, with organisations recognising the need to invest in IT in order to stay relevant.”

Organisational growth has been cited by employers as the number one reason to add to headcount (52 percent), followed by increased workload (43 percent).

“Growth is a good problem to have, it reflects a positive economy,” Rogers adds.

“While it makes talent attraction harder, it also means more customers and revenue for your business.

“The key is to plan for this uptick in economic and hiring activity so you aren’t caught short.”

War for Talent?

With hiring sentiment indicating a return of the “war for talent”, Rogers believes employers must be proactive with attraction, retention and engagement strategies.

As such, findings claim that 85 percent of professionals surveyed would move industries for the right role and 46 percent would move countries.

“New Zealand’s workforce is particularly inquisitive,” Rogers adds.

“And there is a pent up appetite for change that perhaps hasn’t been satisfied in the last three to four years due to things like organisations maintaining a focus on cost, and lower consumer confidence levels.”

Rogers says the most common drive for change amongst professionals is the feeling of boredom and the need for a new challenge, with 26 percent of respondents saying they would move jobs as a result.

“This stems from a fundamental engagement issue that New Zealand has battled with for some time,” Rogers adds.

“When we look at what drives boredom, there are typically three things that employees want in their jobs: to feel as though they’re contributing, to feel that their role is meaningful, and to feel that they’re successful.

“If these elements are lacking then employees will start to look elsewhere.”

Flight Risk

Findings show that Australia continues to top the list of places Kiwis would relocate to at 47 percent, but, as net migration figures show, there is also a large contingent of Kiwis wanting to return home.

“The reality of moving is that it is not that easy,” Rogers adds.

“People need to do their due diligence. Lower salaries and the cost of housing is challenging for people wanting to move back to New Zealand.”

Although many job seekers look to Australia for more senior and more specialised roles, with unemployment both there and in New Zealand at six percent, Rogers believes New Zealanders will find strong competition from the local market.

As such, the preference to relocate overseas is heavily weighted in Generations X (41 percent) and Y (59 percent), with Baby Boomers (38 percent) more likely to want to stay put.

“It is characteristic of peoples’ life stages, although we are beginning to see that desire to head overseas delayed until people hit their late 20s and early 30s,” Rogers adds.

“Couples that have gained qualifications and sector experience are deciding to do their OEs together having held off in recent years.”

Push and Pull Factors

Rogers says employees looking to jump ship are most likely to do so for the right salary (57 percent), followed closely by work life balance (51 percent).

“There is an expectation that employers will open their wallets in 2016,” he claims.

“In the past few years, employees have anticipated increased remuneration, but those expectations haven’t been met.

“There is a sense this is changing, and if an organisation is willing to pay above market value for a role, that could be quite compelling, especially among the younger workforce.”

Additionally, cost-conscious employers have in recent years avoided increasing headcount, resulting in current staff being stretched to the point of looking for new work.

“We’ve found that employees are working incrementally more each year to cover the talent shortfall, but the good news is that a significant number of organisations are investing in new people to alleviate that pressure,” Rogers adds.

Follow Us

Join the New Zealand Reseller News newsletter!

Error: Please check your email address.

Tags Hudson ICT

Featured

Slideshows

Educating from the epicentre - Why distributors are the pulse checkers of the channel

Educating from the epicentre - Why distributors are the pulse checkers of the channel

​As the channel changes and industry voices deepen, the need for clarity and insight heightens. Market misconceptions talk of an “under pressure” distribution space, with competitors in that fateful “race for relevance” across New Zealand. Amidst the cliched assumptions however, distribution is once again showing its strength, as a force to be listened to, rather than questioned. Traditionally, the role was born out of a need for vendors and resellers to find one another, acting as a bridge between the testing lab and the marketplace. Yet despite new technologies and business approaches shaking the channel to its very core, distributors remain tied to the epicentre - providing the voice of reason amidst a seismic industry shift. In looking across both sides of the vendor and partner fences, the middle concept of the three-tier chain remains centrally placed to understand the metrics of two differing worlds, as the continual pulse checkers of the local channel. This exclusive Reseller News Roundtable, in association with Dicker Data and rhipe, examined the pivotal role of distribution in understanding the health of the channel, educating from the epicentre as the market transforms at a rapid rate.

Educating from the epicentre - Why distributors are the pulse checkers of the channel
Kiwi channel reunites as After Hours kicks off 2017

Kiwi channel reunites as After Hours kicks off 2017

After Hours made a welcome return to the channel social calendar last night, with a bumper crowd of distributors, vendors and resellers descending on The Jefferson in Auckland to kickstart 2017. Photos by Maria Stefina.

Kiwi channel reunites as After Hours kicks off 2017
Arrow exclusively introduces Tenable Network Security to A/NZ channel

Arrow exclusively introduces Tenable Network Security to A/NZ channel

Arrow Electronics introduced Tenable Network Security to local resellers in Sydney last week, officially launching the distributor's latest security partnership across Australia and New Zealand. Representing the first direct distribution agreement locally for Tenable specifically, the deal sees Arrow deliver security solutions directly to mid-market and enterprise channel partners on both sides of the Tasman.

Arrow exclusively introduces Tenable Network Security to A/NZ channel
Show Comments