Analyst Programmers - Software development companies are hiring Analyst Programmers in order to meet client demands and release dates.
Web Developers/Analysts – We are seeing high demand in the retail sector for candidates to develop eCommerce platforms. Locally based Web Developers and creative Graphic Designers are also needed in the Northern Territory.
Drupal Developers – A shortage of candidates is evident at all levels. Demand is coming from digital agencies and local government clients.
Cognos Developers - Cognos remains a niche skill set, and there is a supply shortage as employers are unable to pay appropriate rates to secure suitable candidates.
Architects – Employers are requesting Architects with specialist development skills, particularly BI architecture and Sharepoint architecture.
IT Consultants – These professionals are in demand by ICT external service providers that are active in supporting micro and small business regionally.
IT Support Technicians - Helpdesk and Desktop Support candidates are in high demand to support larger user bases and assist with system upgrade projects.
Cisco Voice Engineers - There continues to be a lack of candidates with strong design and architecture skills and Cisco CCVP or CCIE voice certifications. Demand comes from current projects.
Systems Administrators – We are seeing increased staffing needs for Systems Administrators across infrastructure upgrade and migration projects.
Security Administrators – There is a shortage of suitable candidates with the required skill set. A lot of the available candidates are yet to secure certification, so those that have are in high demand.
Senior Storage Engineers – There is a lack of quality candidates in this area.
Network Engineers – Candidates are needed for permanent roles. Contract rates are significant, and as a result employers struggle to secure suitable candidates who have technical skills and are prepared to commit to a permanent role.
Senior Engineers or Technical Managers – Candidates with Exchange to Gmail/Apps migration experience are sought as preference grows for the latter solution when it comes to a hosted landscape.
VMware & Citrix - These technologies remain in high demand and appear on nearly every infrastructure job specification as more companies embrace virtualised data centre management.
Multi-tenancy exposure – Such exposure is sought by managed service providers, since working in and supporting a multi-tenanted infrastructure requires heavy customization and thus complexity.
Microsoft Server 2012 - Microsoft Server 2012 has seen significant changes and improvements in areas like Active Directory and is increasingly utilised by businesses of all sizes. As such, it is increasingly expected in candidates.
Migration expertise – Similarly, Exchange 2013 has brought about a need for candidates with 2003/2007/2010 to 2013 migration expertise as well as familiarity with product suite knowledge.
Project Managers – Candidates with specific industry experience are sought. For instance, Project Managers with health industry experience are needed to work on current projects in the healthcare industry. PMs with regulatory reporting experience are needed in the banking sector in response to strong super and APRA based reporting. And delivery focused, hands-on Project Managers who can dive deep when required to get a project over the line are valued highly. Finally, there are a significant number of projects in HR and payroll, for which employers want candidates with good levels of suitable experience.
Project Coordinators – Candidates with a focus on project governance are sought. The continuing focus on project efficiency is creating vacancies for Project Coordinators to track projects and make sure they are delivered efficiently.
Software Implementation Consultants – People with training experience and onsite client experience with funds management software are in high demand.
Business Analysts – We are seeing a need for Business Analysts with online mortgage experience to fill contract roles as the financial services industry moves to a more digitised customer experience.
Corporate IT Managers – Hands-on candidates are sought. There is a growing trend from employers for candidates who have the ability to run budgets and submit board reports but who can also be ‘hands on’ technically. Yet there is less willingness from candidates to commit to these roles due to a lack of career progression.
While employers often hold the view that there are a lot of candidates on the market, which there are, the number of candidates with specialist skills in the areas of demand mentioned above are in very short supply. In addition, hiring managers are very selective, and consequently a candidate who is the right fit for a vacancy remains a challenge to source.
Most permanent vacancies are the result of natural turnover as opposed to growth plans. Employers are however recruiting contractors for project roles, and we are seeing more requests for short-term assignments of between one and three months, with a view to extending. We have also seen the number of one and two week contracts increase significantly as employers use a temporary candidate to cover holiday leave due to low permanent headcounts.
There has also been a rise in the number of organisations taking advantage of good generic skill sets and adding to their BA or PM pool. These candidates are then utilised across multiple projects.
Employers are increasingly looking for consultative skills in IT Managers, in addition to the ability to coordinate with various other business units. This is the result of more organisations bringing IT back in-house or considering how to best embrace cloud technology solutions while keeping technology in-line with business strategies.
Hiring activity from managed service providers remains positive, and recruitment is taking place at various levels of IT infrastructure. Increasingly popular are candidates who can act as a senior technical escalation point and improve project and service delivery processes. These Team Leads act as the ideal go between for the technical team and upper management.
Within financial services, a number of banking organisations are offering long-term contractors a permanent role or finishing them up at the end of their current contract. These temporary assignments are then backfilled where possible, usually across generalist areas, with permanent or fixed-term hires.