Australian tech sector seeks talent with diverse backgrounds & skills

Australian organisations are revisiting the way they hire and develop technology talent as the demand for skilled workers grows. The country needs an estimated 1.2 million tech professionals by 2030. This is prompting many employers to look beyond traditional recruitment pathways and consider candidates with unconventional backgrounds.

Talent pipelines

Australian Chief Information Officers are responding to a competitive labour market by exploring new approaches to building capability. Notitia, a data strategy and analytics firm, has found success by focusing on candidates with transferable skills rather than formal qualifications or direct experience.

"I don't necessarily look for direct experience, but I want to see transferable skills and a great culture fit, which is about self-motivation, the ability to ask the right questions and forge out-of-the-box solutions," said Alex Avery, Founder and Managing Director, Notitia.

Non-traditional hires

Brett Earle, now a senior web developer at Notitia, previously served as a combat engineer in the Australian Army. After leaving the military, Earle set a course for a career change by self-training in web development while working full-time in an unrelated field.

"I researched a lot of different fields and thought about going back to school and getting another qualification," said Earle. "Essentially, I chose web development because it had everything I really enjoyed about serving in the ADF, which was problem solving. My new career has set me up in a great position, from a lifestyle, financial and progression perspective."

Earle explained that his self-directed training involved early mornings and long hours of study around his job as a refrigeration technician. "I followed a free curriculum by figuring out what I needed to know and learning it. After eight months, I had put myself through my own intensive coding and programming bootcamp."

After building a portfolio and attending local developer events, Earle found a fit with Notitia. He noted the company's emphasis on values and motivation when hiring.

"After a few interviews they ended up as my first employer. Having worked at Notitia for more than three years, now I can see that they employed me on a values and culture fit, they recognised my 'hunger' to grow my skills."

Team culture

Notitia attributes its approach to a focus on assembling a team with diverse backgrounds and perspectives. Avery commented on the commercial benefits of recruiting for culture and offering structured professional development.

"We now have a passionate and dedicated team who work really well together by leveraging our different backgrounds and diverse ways of thinking, to achieve amazing outcomes. From the very start we've prioritised getting the 'right' people on board, genuinely looking after them and ensuring that we're clear on every employee's career progression."

"We provided Brett with external mentorship to progress quickly and take on more responsibility and challenging work. This is something that's a win-win for everyone because our people all have the right mindset and skills to produce amazing results for our business. It's a no-brainer to invest heavily in our team, because we get back multiples on what we put in," said Avery.

Changing careers

Career change is increasingly mainstream, with many Australians reconsidering their professional futures. Olivia Salvitti, Career Counsellor and Co-Founder of Pro ME, has worked with many people seeking new directions, including former military personnel.

"I've attributed this to a variety of factors, including reflections prompted by the post-pandemic landscape and the current economic landscape. Many of our clients have reassessed what truly matters to them, and they want to shape their ideal lifestyle with a new career that aligns with their personal, lifestyle and financial aspirations," said Salvitti.

She dispelled the belief that changing fields must involve financial setbacks. "People generally think that it will take them years to financially recover from changing careers, when in fact it can actually boost income, in a short amount of time."

Upskilling opportunity

Salvitti encouraged organisations to broaden their approach to internal mobility and develop training programmes that support career progression at all levels. "Comprehensive training and mentorship programs empower employees at all levels to upskill and explore new opportunities," she said. "These initiatives foster a culture of continuous learning and promote internal mobility, allowing employees to chart their own career trajectories. I would like to see more of Australia's private sector invest in long-term development and create environments where people are empowered to take ownership of their career progression."

Sector outlook

Australia's digital sector is expanding. The National Skills Commission reports that software engineering roles are expected to rise by 27% between 2021 and 2026.

"In today's job market, employers increasingly appreciate the significance of transferable skills, viewing them as a valuable asset to any workplace," said Salvitti. "Career changers, with a diverse skill set, bring a fresh perspective and a wealth of expertise, enriching their new roles and contributing to a dynamic work environment."

"I don't see myself wanting to change my career as a software engineer, for a very long time, if not, ever," said Earle.