halcyonknights

The Hidden Cost of a Bad Tech Hire

Thu, 16 Jan 2025 00:00:29 GMT

What’s the real price of hiring the wrong tech candidate?

Spoiler alert—it’s far more than what you’ll find on an invoice.

Bad hires in tech roles aren’t just costly; they have a ripple effect that can hinder productivity, alienate great talent, and halt innovation. While many Hiring Managers focus on filling tech positions quickly, fewer stop to calculate the hidden costs that come with hiring the wrong person. It’s not just about the money.

If you’ve experienced the fallout of a misaligned hire, it’s time to take a hard look at your hiring process and how culture, screening, and onboarding are playing a role.

The Numbers Don’T Lie

The financial penalty of a poor tech hire is enormous, especially when considering the specialised nature of these roles. Studies estimate that a bad hire can cost anywhere from 30% to 50% of the employee's salary. And that's just the tangible cost. When you factor in lost productivity, recruitment expenses, and disruptions to project timelines, the number skyrockets.

But the damage doesn’t stop at your wallet. It trickles into team morale and even business innovation. Picture this scenario:

Your newly hired developer doesn’t fully understand their role, and their inexperience leads to a depletion of team focus because other members have to pick up the slack. Critical projects are delayed, frustrations mount, and your high performers–those you rely on to keep the wheels turning–start feeling undervalued or overworked. Some may even consider leaving altogether.

A single wrong hire can very quickly jeopardise long-standing efforts to cultivate a thriving and productive workplace.

The Ripple Effects You Can’t Ignore

Beyond budget spreadsheets, the impact of a poor tech hire often surfaces in three critical areas:

Team Morale

Hiring a candidate who is poorly suited for a tech role can create disproportionate burdens on the rest of the team. Your top engineers might spend more time fixing an unqualified hire’s mistakes than tackling key projects, breeding resentment and burnout.

Productivity Blockades

Bad hires inevitably slow down workflows. A misstep in coding or project management could set delivery timelines back by weeks—a nightmare for fast-paced industries where time-to-market matters.

Damage to Innovation

Tech leaders depend on their teams’ creativity and collaboration to foster innovation. A poorly performing hire introduces friction, stifling these efforts by creating tension and draining energy that could have otherwise gone towards developing new ideas.

Stop Bad Hires Before They Start

Addressing bad hiring outcomes isn’t just about damage control; it’s about prevention. Start by evolving your recruitment mindset and implementing improved techniques.

1. Screen for Skills AND Culture Fit

Many hiring tools overlook what we call "real alignment." While technical skills might be measurable during an assessment test, they are only part of an equation. Personality, work ethic, and alignment with core company values matter just as much.

Take time to define your company culture and communicate it throughout the hiring process. Identify candidates whose own values match your vision, so they naturally integrate into your team dynamic.

2. Prioritise Strategic Onboarding

Even candidates with the right credentials can falter without adequate onboarding. Help your hires succeed by outlining clear job expectations and measurable goals early. Offer mentoring or shadowing opportunities to help new employees acclimate to workflows and collaboration approaches without friction.

3. Upgrade Your Screening Process

Use skill-based simulations or challenges to evaluate practical abilities rather than relying on resumes alone. Modern tech hiring tools powered by AI can help predict job performance and screen out candidates incompatible with your needs.

Platforms knowledge goes far beyond a surface-level interview, digging deep into how candidates solve problems under stress, as they would in a real-world tech role.

4. Provide Continuous Feedback for Retention

One way to prevent poor performance over time? Create a workplace hungry for continuous growth. Keep communication open with tech teams by offering regular feedback loops, 360-degree reviews, or even anonymous channels.

Building Resilient Teams Starts with Intentional Hiring

Ultimately, your ability to avoid bad tech hires goes beyond identifying technical aptitude. The best tech teams flourish in data-driven yet emotionally intelligent environments where cultural alignment, shared purpose, and participation are key.

If your tech hires aren’t hitting the mark, it’s time to re-evaluate and modernise your recruitment strategy. From redefining screening criteria to building an onboarding program that succeeds, the opportunity to reset the course is within reach.

A Stronger Process = Stronger Teams = Stronger Products/Services.

Time to Take Action

Want to eliminate the hidden costs of a bad tech hire? It's time to boost your hiring process with tools and strategies that work.

Start here. Start now. ✉️ Contact us today to transform your tech recruitment process.

Case Study: Enhancing Diversity in Tech Leadership for a Leading Bank

Wed, 24 Jul 2024 01:30:18 GMT

Case Study: Enhancing Diversity in Tech Leadership for a Leading Bank.

One of Australia's leading banks faced a significant challenge in enhancing diversity within their technology leadership teams and niche areas such as cybersecurity. Despite their reputation and market position, they struggled to attract a diverse pool of talent, particularly from underrepresented groups in tech.

The Challenge

T he primary issues identified were:

> Lack of Diversity Talent Applying: The bank was not receiving enough applications from diverse candidates, which was crucial for filling leadership and specialized roles in tech.
> Perception of the Financial Services Industry: Many potential candidates, especially women and minorities, were hesitant to join the financial services sector. The industry was often perceived as predominantly white and male-dominated.
> Large Team Dynamics: Candidates were concerned about the inability to make a significant impact within large teams, a common structure in financial services.
Complex Hiring Process: The bank's in-depth hiring process, involving multiple rounds of interviews, was a deterrent for many candidates.

The Solution

Halcyon Knights deployed a seasoned consultant who leveraged his extensive network and relationships with tech professionals to address these challenges. The key strategies included:

> Leveraging Long-term Relationships:
The consultant had nurtured relationships with engineers and tech talent throughout their careers, fostering trust and understanding their career aspirations.
> Transparent and Effective Communication:
By clearly communicating the benefits of working for the bank and transparently addressing concerns, the consultant was able to sell the opportunity effectively. This included highlighting the potential for high-impact work, career growth, and the bank’s commitment to diversity.
> Streamlined Recruitment Process:
Although the bank had a complex hiring process, the consultant worked to ensure candidates were well-prepared and understood each stage. This preparation helped alleviate concerns and improved the candidate experience.
> Tailored Candidate Approach:
By understanding the unique needs and preferences of each candidate, the consultant could tailor the approach to each individual, ensuring a better fit for both the candidate and the bank.

The Results

The concerted efforts led to impressive outcomes:

> Diverse Leadership: Five women were successfully placed into various leadership and engineering roles within the bank.
> High Impact: These candidates have now been in their roles for 8-9 months, making significant contributions and driving impactful projects.
> Balanced Diversity Targets: The placements have helped the bank balance its diversity targets, fostering a more inclusive work environment.

Through strategic relationship management and a tailored recruitment approach, Halcyon Knights addressed the bank’s diversity challenges, placing high-impact candidates in leadership roles. This case study highlights the importance of trust, transparent communication, and understanding candidate needs in achieving diversity and inclusion goals in the tech industry.

The Tech Contracting Dilemma

Thu, 16 May 2024 08:14:27 GMT

Should you consider a lucrative tech contract?

Have you ever thought about signing a high-paying tech contract but hesitated due to the unknown? While contractors are commonplace in various industries, the demand for contract workers in the technology sector has surged in recent years. According to the Australian Bureau of Statistics , independent contractors constitute just under 10% of the employed population, totaling one million contract workers across Australia.

Employers are increasingly hiring on a contract basis for specific skills to achieve quicker results. To help you decide if contracting is right for you, we’ve outlined both the benefits and drawbacks of Techa and IT contracting below.

The pros

Higher Earnings Potential

Contracting can be highly lucrative. Many contractors are drawn by the potential to earn a higher income compared to full-time positions. However, remember that contractors don’t receive benefits such as annual leave, sick leave, or paid public holidays. As a rule of thumb, you should aim for a daily rate that is at least 30% higher than your salary expectations.

Top Tip: Use PayCalculator to determine your day rate. Accounting for leave and public holidays, you should expect to work 220 days per year. Multiply your daily rate by 220 to get an annual comparison.

Exposure & Variety

Adaptability and agility are valuable skills in any job market, and contracting helps you develop these. Such experience can open doors to new opportunities in the future.

Contracting provides you with opportunities to work for a variety of different employers, and gaining exposure to different environments, cultures, projects, and tech stacks is sure to build a comprehensive career.

Defining your speciality

If you’re unsure about your career path, contracting can help you explore different fields and find where your skills and passions align best. Employers often seek contractors for specialised roles, so finding your niche can make you highly sought after. Contractors are typically hired to solve specific problems, allowing you to focus on impactful projects.

RUNNING YOUR OWN BUSINESS

As a contractor, you can run your business, which offers certain benefits and tax breaks—usually with the help of a skilled accountant. Building strong relationships is crucial in this line of work. A successful contractor networks extensively, maintaining connections with former colleagues and managers. Working with skilled recruiters can also ensure that new opportunities continually come your way.

The cons

no work perks

Contractors don’t receive paid leave. If you take time off for a vacation or illness, you won’t be paid for those days. For example, if you’re a Project Manager earning $1,000 per day and take a two-week holiday, you’ll miss out on $10,000. Public holidays and sick days can also add up, making the lack of paid leave feel costly.

Lack of Safety Net

Contracting can be unpredictable. Projects can be cut short with little notice, and contractors don’t have the same employment protections as permanent employees. Contractors are often the first to be affected by project and funding cuts, regardless of their performance.

Limited Career Advancement

Companies rarely invest in upskilling and promoting their contract workforce, leaving you to feel like you’re in a stalemate situation. Inability to advance in a role can leave you feeling unfulfilled in your career; if moving up the ladder is important to you, it may be time to reconsider whether contracting is still the right fit for you at this point in your career.

Higher Expectations

As a contractor, you’re expected to bring specialised skills and deliver results quickly. Unlike permanent roles that typically include an induction period and gradual ramp-up, contractors must hit the ground running and meet immediate expectations.

To Contract or Not to Contract?

Employers are increasingly turning to contract workers to manage fluctuating workloads, but they also strive to keep top talent engaged and motivated. If you’ve mastered your craft and are confident in your skills, contracting can be a great opportunity. However, if your goal is to climb the corporate ladder, finding the right permanent position may be a better choice.

Are you interested in exploring our current permanent or contract job opportunities? Visit our careers page . Follow us on LinkedIn to stay updated with the latest in tech and see our newest job postings.

GARTNER REVEALS ITS TOP STRATEGIC TECHNOLOGY TRENDS FOR 2023

Wed, 31 Jan 2024 02:07:49 GMT

Leading research and advisory company, Gartner , recently released its annual report on the Top Strategic Technology Trends for 2023. The report provides valuable insights into the technology landscape that businesses will face in the coming years and offers guidance on how organisations can remain competitive in a rapidly evolving technology environment.

The report focuses on three main themes for sustainable technology: Optimise, Scale, and Pioneer.

OptimiSe

This theme focuses on maximising existing technology to streamline operations and improve efficiency and sustainability. Gartner highlights the growing trend of using AI and machine learning to automate processes, increase security, reduce manual workloads, and increase productivity. Applied observability is expected to play a large role in optimising operations to achieve shorter latency for decision-making, enabling competitive advantage for target business or IT processes. Due to businesses being able to manipulate their data artifacts for competitive advantage, this in turn elevates the strategic importance of having access to the right data at the right time for rapid action and data-driven decision-making.

Another key technology in this category is Robotic Process Automation (RPA), which can be deployed to automate repetitive tasks and streamline workflows. Additionally, Gartner mentions that digital twins (virtual models of physical assets) will become increasingly important for businesses looking to optimise their operations.

Scale

Scale refers to technologies that help organisations grow and reach new heights. The report identifies three key aspects of scalability for 2023 – vertically through industry cloud platforms, software delivery through platform engineers and everywhere through wireless value realisation.

Edge computing and 5G are two key technologies in this category, as they allow organisations to handle an increasing amount of data and reduce latency. The cloud will also continue to play a major role in scaling businesses, as it enables organisations the necessary computing power and storage to handle growing amounts of data.

Pioneer

Finally, the pioneer theme focuses on new and emerging technologies that have the potential to disrupt traditional business models from superapps, adaptive AI, and the metaverse. Gartner highlights the rise of blockchain and decentralised systems, which have the potential to transform industries such as finance, supply chain, and real estate. Another important technology in this category is quantum computing, which has the potential to revolutionise fields such as cryptography and optimisation.

In conclusion, the Top Strategic Technology Trends for 2023 report provides valuable insights into the technology landscape that businesses and organisations can expect to see in the coming years. By focusing on the three themes of Optimize, Scale, and Pioneer, Gartner provides a roadmap for organisations looking to stay ahead of the curve and remain competitive in a rapidly evolving technology landscape.

To ensure your business has the necessary staffing solutions to manage these ongoing trends, contact the team at Halcyon Knights. With our expertise, you can be confident that your business is ready for the future of technology.

UNLOCKING PROGRESS AND POTENTIAL: INSIGHTS FROM A CYBERSECURITY RECRUITER’S TRANSITION FROM EUROPE TO AUSTRALIA

Wed, 31 Jan 2024 02:07:36 GMT

Transitioning from Europe to Australia as a cybersecurity recruiter has provided me with valuable insights into the unique challenges and opportunities in the Australian cybersecurity market. In this blog, I will share my observations and shed light on key differences between the two regions.

GDPR vs APPs: Navigating Privacy Regulations

The Australian Privacy Principles establishes a framework of principles, to govern the handling of personal information. These principles encompass various aspects, including transparency, direct marketing regulations, and the security of personal data.

On the other hand, the EU General Data Protection Regulation (GDPR) defines comprehensive rules and guidelines regarding the treatment of personal information. In addition to specific provisions, the GDPR outlines a set of overarching principles that must be adhered to throughout all data processing activities.

Comparing the European GDPR and Australian Privacy Principles (APPs) reveals nuanced differences in the treatment of personal information. While both laws address the protection of individual data, the GDPR’s comprehensive nature and wider scope emphasise its strength. However, Australia still has room to improve awareness and understanding of privacy regulations among its population.

Opportunities & Talent Pool: Progress in Australia

Australia’s cybersecurity market, though smaller than some European countries, has witnessed remarkable growth. The challenge lies in a scarcity of skilled professionals, compounded by the niche nature of the field. Australia has recognised this and invested in initiatives to develop its workforce. Nevertheless, attracting non-domestic talent remains complex due to factors such as distance, time, cost, and administrative processes.

Market Trends: Resilience and Adaptability

Australia has made commendable strides in allocating federal budget resources to cybersecurity in recent years, with projects like “REDSPICE” exemplifying the government’s commitment. While European countries also invest substantial funds in cybersecurity, the remarkable dedication shown by the Australian government, considering the market’s size, is noteworthy. Their prioritisation of cybersecurity and efforts to enhance cyber awareness among the population are evident.

Cyberattacks: Protecting Critical Infrastructure

Both Australia and Europe share a common priority: safeguarding critical infrastructure. However, they differ in terms of the industries targeted by cyberattacks. Recent trends have shed light on the alarming gravity of cyber threats in sectors such as finance, energy, and healthcare. Notably, Australia has directed increased attention toward protecting its banking and telecommunications sectors, adapting to the ever-evolving threat landscape.

Progress and Potential

Australia is making strides in the cybersecurity market but still has progress to make in matching the depth and awareness observed in Europe. Continued investment in talent development, cybersecurity education, and regulatory frameworks will be crucial for Australia to strengthen its position in the global cybersecurity landscape.

In summary, my transition from Europe to Australia as a cybersecurity recruiter has shed light on the unique challenges and promising developments in the Australian market. While Europe has an edge in certain areas, Australia’s commitment to growth and cybersecurity resilience sets the stage for a promising future.

Margeaux Robin
Cybersecurity Recruitment Lead – QLD

THE INTERSECTION OF AI AND IOT: HOW MACHINE LEARNING IS ENHANCING IOT CAPABILITIES

Wed, 31 Jan 2024 01:59:14 GMT

The melding of the Internet of Things (IoT) with Artificial Intelligence (AI) and Machine Learning (ML) isn't just progressing; it's revolutionising how we interact with technology and the world around us. The fusion of these technologies is creating a smarter, more connected globe. With the development of advanced AI models like GPT and other innovative AI programmes, the potential to boost IoT capabilities and revolutionise various sectors is more tangible than ever. This article delves into this synergy, highlighting the transformative impact on our daily lives and the broader societal implications.

Understanding AI and Machine Learning

AI is the backbone of modern technological advancements, enabling machines to mimic human intelligence across tasks such as language understanding, decision-making, and image recognition. Machine Learning, a crucial subset of AI, empowers systems to learn from data, enhancing their accuracy and efficiency over time without explicit programming. This capacity for continuous improvement is what makes ML invaluable in handling the vast and varied data generated by IoT devices.

The Role of GPT and AI Programmes in Enhancing IoT

Generative Pre-trained Transformer (GPT) models, along with other sophisticated AI programmes, are at the forefront of this revolution, offering capabilities that extend the functionality of IoT devices:

Advanced Data Analysis and Interpretation: GPT and AI programmes can analyse and interpret the massive datasets from IoT devices, providing insights and making predictions with high accuracy. This capability is crucial for applications ranging from smart homes to industrial automation, where understanding vast amounts of data in real-time can lead to significant efficiency improvements.
Natural Language Processing (NLP): AI models equipped with NLP enable IoT devices to understand and respond to human language, facilitating more intuitive interactions between humans and machines. This advancement is pivotal in areas like customer service and personal assistants, where AI-driven IoT devices can offer personalised responses and support.
Enhanced Security: AI programmes can identify and respond to security threats in IoT networks, using anomaly detection techniques to protect data and privacy. As IoT devices become more integrated into our lives, securing these devices and the data they handle is paramount.

Real-World Applications: AI and IoT in Synergy

The combination of AI, with IoT is already making waves across various sectors:

Healthcare: AI-driven analysis of data from wearable IoT devices can lead to breakthroughs in personalised medicine, offering predictive insights into health trends and enabling proactive healthcare solutions.
Manufacturing: IoT sensors monitor manufacturing processes in real-time, with AI and ML analysing the data to predict maintenance needs, optimise operations, and enhance safety.
Smart cities: IoT devices, powered by AI, are used to optimise everything from traffic management to energy consumption, making urban environments more efficient and sustainable.

LOOKING AHEAD: THE FUTURE OF AI, ML, AND IOT

As we move further into the future, the potential for AI, including GPT and other AI technologies, to enhance IoT and impact our world is limitless. With each advancement in AI and ML, IoT devices will become smarter, more efficient, and more integrated into our daily lives, offering unprecedented levels of personalisation and convenience.

EMBRACING THE FUTURE WITH STRATEGIC TALENT ACQUISITION

For businesses and industries to thrive in this evolving landscape, staying ahead of the curve in adopting these technologies is crucial. Partnering with specialised Tech Recruitment Services like Halycon Knights to attract and retain talent skilled in AI, ML, and IoT is essential for harnessing the full potential of these transformative technologies.

As we look to the rest of 2024 and beyond, the joining of AI, ML, and IoT holds the promise of a more connected, intelligent world. The advancements in AI models like GPT and other programmes are not just enhancing IoT capabilities but are setting the stage for innovations that we have yet to imagine, driving forward the technological revolution.

Contact your local Halycon Knights office today to learn more about tech talent and the niche skillsets you can hire based on your needs.

THE POWER OF EMPATHY IN TECH LEADERSHIP AND CULTURE BUILDING

Wed, 31 Jan 2024 01:58:45 GMT

Empathy is the ability to understand and share the feelings of another person. In the fast-paced and often cut-throat world of tech, empathy might seem like a “soft” skill that has little place in an often-high-pressure environment. However, the reality is that empathy is one of the most powerful tools that tech leaders can use to build a strong and supportive culture that drives innovation, collaboration, and success.

The Importance of Empathy in Tech

Despite the tech industry’s obsession with productivity, efficiency, and results, it’s crucial to remember that the people who work in this field are not machines. They have emotions, needs, and desires that must be recognised and valued. Failing to do so can lead to a toxic work environment that can negatively impact mental and emotional health, ultimately resulting in high turnover rates and a disengaged workforce.

Moreover, empathy is not just a “nice-to-have” quality in tech leadership; it’s a fundamental driver of innovation. Leaders who are unable to understand and empathise with their users and customers risk creating products and services that fail to meet their needs. This can lead to a poor user experience, weakened brand loyalty, and decreased revenue. By prioritising empathy in tech leadership, companies can drive innovation and build a stronger, more profitable brand.

How to Cultivate Empathy in Tech Leadership

Cultivating empathy in tech leadership requires a conscious effort to recognise and value the emotions and experiences of others. Here are a few strategies that your leadership team can use to build empathy:

Active Listening: A crucial skill that involves fully focusing on the speaker, asking thoughtful questions to gain deeper understanding, and offering constructive feedback. This shows that you value their input and are invested in their ideas.
Perspective-Taking: Put yourself in another person’s shoes and imagine how they might be feeling or thinking. Understanding and being open to different perspectives allows responses that are empathetic and supportive.
Emotional Intelligence: The ability to recognise, manage and understand your own emotions, as well as those of others. Cultivating emotional intelligence can create a positive and supportive workplace culture that prioritises empathy and emotional awareness fostering strong relationships, boosting morale, and open communication.
Feedback and Support: Providing regular feedback and support can help team members feel valued and supported, which can increase engagement, productivity, and job satisfaction.

The Benefits of Empathy in Tech Leadership

Empathy has numerous benefits in tech leadership, including:

Increased Collaboration: Empathy can help team members communicate more effectively and work together more collaboratively.
Improved Innovation & Stronger Brand Loyalty: When leaders understand and empathise with the needs of users and customers, they are better able to create products and services that meet their needs, building stronger brand loyalty and increased revenue.
Increased Productivity: A workplace culture that values empathy and emotional intelligence can lead to higher productivity, lower turnover rates, and a happier, more engaged workforce.

A powerful tool that tech leaders can use to build a strong and supportive workplace culture that drives innovation, collaboration, and success, empathy should not be overlooked in your effective leader’s tool belt. Recognising and valuing the emotional needs of team members creates a workplace culture that supports mental and emotional health, with undeniable benefits in return.

TOP 6 CYBERSECURITY ROLES IN AUSTRALIA

Tue, 30 Jan 2024 23:56:45 GMT

2023 has so far brought with it a surge in cyber attacks that utilised sophisticated techniques such as ransomware, IoT vulnerabilities, and AI-driven threats. These advanced forms of attacks highlight the pressing need for skilled cybersecurity professionals in Australia. Additionally, with more businesses shifting their operations and data to the cloud, there is an urgent need to address cloud security concerns. In this blog post, we’ll explore the top 6 cybersecurity roles that are in high demand in Australia.

Penetration Tester

Penetration Testers are ethical hackers who are hired by organisations to test the security of their IT systems. They attempt to exploit vulnerabilities in a system to gain unauthorised access, providing recommendations on how to improve the security of the system. A crucial role in identifying vulnerabilities before they can be exploited by malicious hackers, improving their overall security posture.

Threat Intelligence

Threat Intelligence Analysts are responsible for monitoring and analysing data related to cyber threats, including malware, phishing, and other types of attacks. They use this information to identify emerging threats and develop strategies to prevent them. Threat Intelligence Analysts play a critical role in ensuring that an organisation’s cybersecurity defenses are up-to-date and effective.

IDAM (Identity and Access Management)

IDAM specialists ensure that only authorised users have access to an organisation’s IT systems and data. They develop and implement policies and procedures related to user authentication, authorisation, and access control. IDAM specialists play a critical role in ensuring data and systems are secure.

Cloud Security Specialist

Cloud Security Specialists are responsible for securing the cloud infrastructure. They are experts in cloud security, cloud architecture, and cloud-based security solutions (AWS, Azure, GCP). They ensure that cloud-based systems and applications are secure and that data stored in the cloud is protected from cyber attacks.

Cyber Security Analyst/Engineer

Cybersecurity Analysts & Engineers protect networks, systems, and data from attacks. They analyse security risks, develop and implement security policies, and monitor network traffic for signs of intrusions. Working closely with the broader security team to identify and mitigate threats, they play a critical role in ensuring the security of an organisation.

Network Security Architect

Network Security Architects are responsible for designing and implementing an organisation’s network security infrastructure. They develop and implement security policies and procedures, identify vulnerabilities in the network, and work to prevent attacks from compromising the network.

In conclusion, the demand for cybersecurity professionals in Australia is rapidly increasing, and these top 6 roles in the field offer exciting and challenging career opportunities for those interested in pursuing a career in cybersecurity. With the right skills, experience, and qualifications, there are plenty of job opportunities available in this dynamic and fast-paced industry.

Do you want the inside scoop on new to market Cybersecurity opportunities? Create a job alert here or get in touch . Follow us on LinkedIn to keep up to date with all things Tech.

THE LOW-CODE AND NO-CODE REVOLUTION: TRANSFORMING TRADITIONAL CODING PRACTICES

Tue, 30 Jan 2024 23:11:39 GMT

Traditional coding practices that once required extensive training and expertise are being replaced by a new trend: low-code and no-code development. This revolution is transforming the way businesses and developers approach the creation of software, making it easier and faster to build applications. Below we explore the low-code and no-code movement, its benefits, and how it’s changing the game for software development.

What is Low-Code and No-Code?

Low-code and no-code development is an approach to software development that allows developers to build applications using graphical user interfaces (GUIs) and pre-built templates. In the past, developers had to write code from scratch to create software applications. However, with low-code and no-code development, developers can drag and drop components and configure them using a visual interface.

Low-code development involves using a visual interface to build applications using pre-built templates and components. Developers can add custom code as necessary, but the process is much faster and less error-prone than traditional coding methods.

No-code development takes low-code development one step further by eliminating the need for coding entirely. Developers can create applications using a graphical interface without writing any code. This approach is ideal for non-technical users who want to create their own applications without relying on developers.

Benefits of Low-Code and No-Code

Faster development: With low-code and no-code development, developers can create applications much faster than with traditional coding methods. This is because they can use pre-built templates and components and configure them using a visual interface.
Lower costs: Traditional coding methods require significant expertise and training, which can be expensive. Low-code and no-code development reduces the need for highly skilled developers, which can lower costs.
Increased agility: Faster development enables businesses to respond quickly to changing market conditions.
Easier collaboration: Using a common visual interface and pre-built components, teams can collaborate more easily on software development projects.
Accessibility: No-code development makes application development accessible to non-technical users who want to create their own applications without relying on developers.

Shifting Developer Focus: From Writing Code to Building Reusable Components

The low-code and no-code revolution is transforming the software development landscape. Businesses of all sizes are adopting this approach to build applications faster, more efficiently, and at a lower cost. This has created a new market for low-code and no-code development tools, which are becoming increasingly popular among businesses and developers.

The growing popularity of low-code and no-code development has also led to a change in the way developers approach their work. Many developers are now focusing on building reusable components that can be used in low-code and no-code development tools. This allows them to create value for their organisations and the wider development community.

It’s an exciting time to be a developer, and we can’t wait to see what the future holds.

Are you wanting to reap the benefits of this approach? Our specialist software development recruiters can equip you with resources for faster development, lower costs, increased agility, easier collaboration, and accessibility. Find out more about our specialist IT recruitment services here , or list a job with us . You can get in touch with your local HK branch here .

TECH TRANSFORMATION IN GOVERNMENT

Tue, 30 Jan 2024 09:43:41 GMT

The crossroads of tech and Government has always been fraught with challenges. But if you’re thinking that Australia’s Government agencies are nailing their tech game, think again. At Halcyon Knights, we don’t just observe trends—we challenge them. Buckle up as we delve into the audacious world of tech hiring trends, and why some of them might just be overrated.

1. Cybersecurity: Are We Just Playing Catch-Up?

Digital battles rage on, and our Government agencies seem to be perpetually on the defence. While the demand for cybersecurity warriors grows, one wonders: are we just reacting rather than innovating?

Waiting for the ultimate ‘cyber-soldier’ might be a game of diminishing returns. We’re not just racing against internal competitors, but also vying with corporate giants for top-tier talent. Ever thought of doubling up manpower for critical roles? Or welcoming an intelligence insights expert (i.e., a returned serviceman) with unique skills who can help be proactive in the fight against cybercrime? It’s time we took a hard look inward. If our hiring focus remains rigidly on ‘the complete package,’ we might find ourselves perpetually on the sidelines.

2. Cloud Migration: A Bold Jump or a Stumble in the Fog?

The buzz around the ‘cloud’ is undeniable. Yet, as government entities hustle to wave goodbye to outdated systems, are we fully prepped for potential turbulence in the skies?

Initiating a cloud transition isn’t just about moving ahead—it’s about knowing where you’re landing. A calculated understanding of available expertise tailored to your chosen platform ensures a smoother flight while maintaining daily operations. Perhaps it’s time to diversify our approach? Embracing a multi-cloud strategy, harnessing the strengths of each of AWS, Azure, and GCP and not just one, might just be the way to go for a seamless landing.

3. Data’s Rise: Do We Even Understand the Story?

Big Data is the buzzword, but how many understand the narrative? Are our Government agencies genuinely leveraging data, or are we just drowning in a sea of numbers without a compass?

It’s a case of data abundance yet underutilisation. For instance, the massive pool of potential candidates on job platforms—so much untapped potential merely waiting on the sidelines. The reactive approach to recruitment is a sign: we might be staring at the treasure but missing the map to unearth it.

4. AI’s Crescendo: Symphony or Noise?

The world of AI and automation is buzzing, but is everyone dancing to the same rhythm? While the tech world fine-tunes the harmony, it seems the Australian Government may be off-key.

Government agencies seem to hesitate, still clutching onto thick layers of dated processes which can be overtly layered, cumbersome and time intensive. These processes can be so covert at times where there’s no visibility or transparency for taxpayers and constituents. The big wonder: are we prioritising bureaucratic comfort like job protection and inefficiency over the smooth cadence of AI and automation-driven efficiency? It’s time to decide if we’re leading the dance or just trying to keep up.

5. Remote Work: A Genuine Shift?

Ditching cubicles for couches is trendy, but is the government genuinely equipped to manage a dispersed workforce? Or is this just another checkbox trend we’re too eager to tick off?

Interestingly, Government agencies seem keen on bringing back the traditional 9-to-5, pushing for a minimum of three office days. In fact, the call for fully office-bound roles is on the rise. While there’s a nod towards flexibility to lure top talent, it often comes with a pinch of reluctance. It begs the question: Is Government truly adapting or merely satisfying?

6. Soft Skills Hype: All Talk, No Walk?

Suddenly, everyone’s chanting the ‘soft skills’ song. But when it comes to the real tech game, do these skills genuinely weigh in, or is it just another bandwagon jumping exercise?

Several dynamics come into play. For starters, an agency or department’s pull isn’t solely determined by its projects. The essence lies in the ambiance and the collective spirit of the workforce. In today’s competitive labour market, a desirable workplace isn’t just about the job; it’s about the vibe and ethos, with soft skills woven in.

Plus, as the Government sector adapt to contemporary business strategies , the emphasis on workplace culture and soft skills has magnified. And given the scarcity of certain tech skillsets, it’s pivotal to pivot. By focusing on innate talent and a positive mindset, nurturing an environment of continuous learning, agencies can organically bridge the skill gap over time.

7. Government Process and lengthy hiring process is killing candidate interest

Here’s a statistic that might ruffle some feathers: Government agencies typically take and average of two months to fill a vacancy, whereas commercial businesses wrap it up within weeks .

The old “it’s policy” is not cutting it anymore because Government agencies are competing for candidates who are equally qualified for jobs in the corporate world. Those businesses don’t have the process for processes sake.

Many Government agencies are slow to adapt their legacy mindsets and jobs remain open for far longer periods than in the commercial world. You don’t need to be putting barriers in front of candidates to join in a skills short market. Surely, there’s a middle ground between diligence and agility?

Time to Wake Up?

Let’s face it: trends are enticing. But at Halcyon Knights, we believe it’s high time to question, critique, and maybe even stir the pot. Because if we don’t challenge the hiring game, who will?

Fancy a debate? Dive into these topics, join the conversation with us, agree, or passionately disagree— Got opinions? Share!

Halcyon Knights isn’t just about recruitment; it’s about sparking change in Tech and IT. Learn more about Tech Hiring Sentiment in Australia

WOMEN CRUSHING IT – SATHYAKHALA ANANTHARAJAN

Thu, 09 Nov 2023 07:37:37 GMT

Our Women Crushing IT blog series aims to showcase the achievements of amazing women who are making waves in the tech industry. From software developers to cybersecurity experts, product managers to data analysts, we shine a spotlight on talented women who are breaking down barriers and shattering stereotypes. We believe that representation matters, and that by sharing the stories and insights of these incredible women, we can inspire the next generation of female tech leaders.

Today, SathyaKhala Anantharajan , API Platform Leader at Medibank shares her insights and journey of becoming a female leader in the tech space.

Can you share a little bit about what it is that you do and what a typical day for you is like?

I’m Sathya, the Platform Leader of Medibank’s API team. As part of my role, I’m responsible for establishing and maintaining the integration platform where we build Enterprise APIs for our internal and external customers. Our engineering team is committed to ensuring quality across the services we create and maintain, by setting standards and guidelines for building APIs.

Each day I make sure I am using my time wisely by connecting and collaborating with important partners and colleagues, leading and inspiring teams, ensuring that projects are well planned and organised, and building engineering roadmaps and strategies that align with the greater Medibank vision.

What are the benefits of having women in leadership roles?

Companies everywhere are starting to understand the importance of a diverse team. Studies have revealed that teams with equal gender representation are more creative, better at handling changes, build great products, and bring in significantly better engagements. This is true for leadership roles too. The lack of women in positions of power is still a persistent issue. I strongly believe that women have the potential to be transformative game-changers, bringing fresh perspectives and adding invaluable insight to critical decision-making for any organisation.

Having more women in IT not only contributes to a better gender balance in the workplace but can also create a positive atmosphere leading to more innovation and development. These professionals can help teams grow by building strong personal relationships while encouraging unbiased decisions and greater brand visibility.

In your experience, does being a woman in your profession come with extra challenges that you have had to overcome? If so, what are they and how did you overcome them?

In my own career journey, I feel fortunate to have not faced any major obstacles. This is something to be grateful for! I consistently seek constructive feedback and aim to learn from it. Unfortunately, I do sometimes feel my ideas lack the same weight in comparison to those proposed by male colleagues. While I do not want to bring a gender card into this, it’s a matter of how we learn to become better communicators and influencers. This can be done by observing our leaders and peers and taking the necessary steps to improve our persuasive skills.

12 years ago, my career was at its peak when I had to move to Australia. Regrettably, I had to begin anew and restart my career. After settling down, managing a family with two kids brought about its own unique challenges where many things need to get done both professionally and personally in a single day. Navigating careers and motherhood is a constant challenge for many women. It is wonderful to witness many businesses across Australia offering help and guidance in these situations; The support provided gives women the opportunity to further their career paths.

While equality and women empowerment are important topics that deserve attention, I’d like to recognise the many wonderful men in my life that have been a great source of guidance. From my Dad, Husband and friends, to leaders I’ve encountered throughout my professional career—each of them has had a hand in helping me reach where I am today.

Why do you think it is important for more women to join the tech industry?

Valuing diversity in the workplace has many benefits, including the development of new skills and ideas. Women, in particular, can bring a unique perspective resulting in more innovative and effective solutions that benefit the industry as a whole.

Do you think enough is done to help women get into the tech industry? If not, what would you recommend?

I don’t think so. Despite great strides, there is still much progress needed when it comes to female representation in tech-related roles, especially in Australia. It is time to create an environment that allows women’s skillsets and expertise to shine. Stepping up and creating a level playing field for everyone starts in educational institutions.

Women should be actively encouraged to take up roles in the ICT industry through initiatives like mentor programs, targeted coding workshops, graduate programs, etc. Organisations such as Code Like a Girl and VIC ICT for Women provide women access to the education and networks necessary to succeed in this field. Organisations have a responsibility to empower and support women in technical roles and such programs open up unique opportunities for learning, growth, and exploration to make technology a primary career path.

What advice would you give yourself just starting out?

Push yourself to do more and never let fear hold you back. Stay brave, no matter the situation, and don’t be scared to move out of your comfort zone to explore the greater potential and knowledge awaiting you.

Join our Promoting Women in IT group and connect with like-minded individuals who are passionate about advancing their careers in the tech field. Together, we can break down barriers and pave the way for more women to succeed in the tech industry.

HOW GOOGLE & META ARE REDEFINING WORKPLACES

Thu, 09 Nov 2023 07:20:36 GMT

When most people think of two places they would love to work, two companies tend to snap to the front of their minds: Google and Meta .

The Google domain name was registered in 1997 and has since become the biggest name in search engines .

Meta took social media by storm when it was created back in 2004 , and by the third quarter of 2012, over one billion users had accounts with Meta. Today, approximately 3.59 billion people have accounts with Meta.

So who wouldn’t want to work for these innovative companies? Apart from all the shared success that comes with working for either of these tech giants, there is also an incredibly large (and well known) selection of employee perks. Take a look behind the scenes to find out what it’s really like to work for Google and Meta and how they are redefining workplaces.

Google

It’s no secret that Google is our secret overlord. With an unheard of 82 percent of the search engine market, Google has its hands in all types of Internet companies. From their video networking platform of Google Meet, to Google business suites like Google Drive, it’s no wonder the internet giant impacts almost every internet user in one way or another.

For all its influences, Google is a benevolent overlord, and its employees can back that up. Current and past employees have posted their reviews of the company on Quora, a social media site that allows employees to look up benefits and information about companies they want to work for.

Here are some of the biggest perks that past and present Google employees have listed:

Tonnes of free stuff: Google is run by the philosophy that the happier your employees are, the more they will work and the better their work will be. With that in mind, Google built gyms for employees to use on its campus anytime they want, free learning programs and some offices even offer on- site childcare for parents.

Gourmet food and drink: Free gourmet food , in fact. Google campuses have access to free breakfasts, lunches and dinners, as well as juice and coffee bars around the campus. Employees from all areas of the company can meet in the cafeteria for lunch and get to know their co-workers. They also save time and money rather than going off-campus for lunch.

Access to the coolest gadgets: Google is one of the world’s leaders in technology, always coming up with new innovations and products that will change the way people use technology. At work, employees get to access and learn about all the latest AI tools , as well as brand new products that haven’t even hit the market or been announced.

The best IT team: For a company full of tech geeks, it’s essential to keep their computers running and fully functional. Google tech team TechStop, offers the very best in in-house tech support. TechStop is available 24/7 for Google employees with hardware and software problems.

Pets at work: Perhaps one of the best perks of working for Google is that employees are allowed to bring their dogs to work. Though dogs can be distracting at times, many employees get the opportunity to unwind with their furry friend and manage their energy more effectively. Non-pet owners also enjoy the chance to play with an animal during their breaks.

Redefining Workplaces

Google and Meta aim to provide their employees with a fun and convenient workplace. By giving their employees a few extra perks, Google and Meta are encouraging productivity and engagement amongst their employees. While it is unlikely that other companies can afford to offer such perks to their employees, Google and Meta’s strategy is definitely one that you can reproduce in a small scale.

No doubt, Meta and Google are making it a tough time to be an employer! However, as an employer or an employee, it is possible for you to view your workplace in a different light, and find innovative ways to ensure you get the most out of your job, or employees. If your team is spending 8-12 hours a day in a dull and uninspiring environment, why not explore the possibilities to transform it into something special?

Joe Pilling

General Manager QLD Halcyon Knights

INSIDE SALES – THE NEXT GREAT TECH CAREER PATHWAY?

Thu, 09 Nov 2023 06:57:04 GMT

Inside sales is fast becoming a must-have function for many tech sales teams. And if you’re thinking about a tech sales career, we have some good news: the demand for inside sales reps is high (and likely to stay that way). The attributes of a good ISR are qualities you probably already have and it’s a career path where the entry-level can earn you a good wage. With plenty on offer in terms of benefits, experience and training, starting out as an ISR can give you the tools you need to build an enviable career

So if you’re just out of uni, or looking to change careers, here’s everything you need to know about Inside Sales as a career move.

What is inside sales anyway?

Put simply, inside sales are those performed remotely via channels like email, phone, and video conferencing. This is in contrast to traditional sales, which are typically done face-to-face. From calling potential customers to handling inbound leads, the role of an inside salesperson leverages frequent, virtual interactions with prospects. Given 75% of customers would prefer not to meet with sales teams face-to-face, inside sales help businesses align with what customers want. In addition to handling prospects remotely, the inside sales function relies on a high level of personal contact where prospects expect quick responses and typically need more hand-holding throughout the sales process.

What does an inside sales rep do?

Inside sales reps often work closely with traditional sales teams usually in a physical office. But unlike outside or typical ‘road warrior’ sales reps, they don’t meet clients face-to-face, work on the road or frequently go to networking events. Since there is little to no face-to-face interaction with prospects, inside salespeople need to master the mechanics of capturing their attention. Unlike telemarketers, who rely on rigid sales scripts, inside sales reps need to know the products they are selling inside out. Training, acumen, and ingenuity all play a key role in an inside sales rep’s ability to successfully acquire customers and be a great asset to the business.

It’s a lucrative job

Of course, pay isn’t the only thing that attracts people to a career in tech sales. Flexible hours, flat company structures and exciting career opportunities all play their part. However, high demand for inside sales professionals coupled with the skill shortage in the market means salaries are competitive. Data from LinkedIn Insights reveals the salary ranges for candidates with 1-3 years’ experience in inside sales is $70,000 to $ $90,000 plus super. While those at the senior end of the spectrum can expect to earn up to $95,000 per year plus super. This is well ahead of other industries such as Marketing where the average early career salary is $55,466 .

Career pathways are plentiful

Many technology leaders - like Samuel Oalmisano, CEO of IBM or Nick Woodman, founder of GoPro - start out their careers as sales reps. Likewise, many business owners, top rank marketers and business managers come from sales backgrounds - not that surprising since a lot of these positions involve revenue targets and sales quotas. If you’re at the beginning of your sales career or are looking to make the jump into tech from outside industry, inside sales can equip you with the experience, transferrable skills and foundations to build your dream career.

Ready to kick start your career in tech sales? Talk to us to learn about our current inside sales opportunities with leading tech companies.

NAVIGATING ON-RAMPS AND OFF-RAMPS IN THE IT INDUSTRY

Thu, 09 Nov 2023 06:39:56 GMT

Few people follow simple career paths, and while the millennial generation has often been known for job-hopping, many people have genuine reasons for taking a break from their chosen profession and pursuing different methods of fulfilment.

In its broadest sense, the concept of on-ramps and off-ramps in the world of work mostly effects women, and makes it easier for them to balance personal and professional desires without compromising either. In an industry such as IT, where staffing solutions are still grappling with a gender imbalance, a renewed focus on inclusive employment practices could make a massive difference to the sector as a whole.

What are on-ramps and off-ramps?

To make this metaphor work, think of a career as a highway. Off-ramps provide a way to take a well-earned break without disrupting a journey, and on-ramps allow people to return to work and reintegrate with the workforce.

An off-ramp in the recruitment context is any event that enables a person to leave their role for extended periods of time. According to a 2010 survey conducted by the Harvard Business Review, the average time women spent out of the workforce was 2.7 years.

One of the most common off-ramps for women to exit through is maternity leave, an employer-approved process allows people to put their careers on hold to start families. The Australian Bureau of Statistics (ABS) discovered that 83 per cent of women who work during their pregnancy take paid leave following the birth of the child.

While maternity leave is intended to keep an on-ramp available for women to rejoin the workforce through their previous roles, many decide not to use it. The ABS found that many women are subjected to discrimination when working while pregnant, with more than one-third (34 per cent) indicating their choice to take maternity leave saw them miss a valuable opportunity for promotion.

What’s the solution to easier on-ramping?

The best way for organisations to make on-ramps attractive to people who have been out of the workforce for an extended period of time are defined by inclusive and flexible working arrangements.

For a woman looking for IT jobs after having kids, a 40-hour week based around traditional nine to five work hours may not fit her new schedule. In these cases, this arrangement may mean she is unable to pick up or drop off children to school or daycare. To solve these issues, businesses can implement a range of different flexible work practices to make their organisations more inclusive.

Part-time working – Only come into work on select days or for shorter shifts.
Job sharing – Split the role between multiple part-time candidates, creating a full work week for the business.
Home working – Work remotely when applicable.

According to Boston College, one of the benefits that arises from flexible working practices is a greater proportion of senior women end up leading companies. The institution noted that these practices are of particular value to mothers looking for on-ramps back into the workforce.

Boston College drew on a testimonial from Ernst & Young to reinforce how flexible work practices create more inclusive environments.

“We’ve seen faster attainment of our goal to achieve 30% female partner admissions each year,” the consultancy stated.

“A culture of flexibility as a norm will enhance the opportunity for all our people to succeed, and is mentioned often by our senior women.”

McKinsey & Company also investigated the factors that influence the number of women who pursue leadership roles. The firm found that, while the numbers are improving, the quantity of women who remain in the leadership pipeline still drops off noticeably. While women make up 45 per cent of entry-level positions, this figure drops to just 17 per cent when focusing on the C-Suite.

While there is still an imbalance in the number of women who pursue IT jobs, if employers and candidates focus on the role of flexible work practices, these trends are likely to change.

SELLING YOUR TRANSFERABLE SKILLS

Thu, 09 Nov 2023 06:33:20 GMT

The value of transferable skills or soft skills has quickly been shoved back into view as some of the most important characteristics of today’s workforce. The last 18 months have been a true testament to some such as resilience, adaptability, empathy, emotional intelligence, creative thinking.

As the job market and hiring trends of 2021 continue to shift and change, has the way you approach your career goals changed? Businesses are crying out for talent, and it’s prime time for candidates to sell themselves into opportunities they don’t necessarily tick all of the boxes for in terms of experience.

Transferable skills are incredibly valuable to any business. It’s the DNA of its people outside of their experience. If you’re a jobseeker in the market now, I encourage you to focus not on what you don’t have, but on what you CAN bring.

HErE’S hOw to SEll yOur trAnSfErAblE SkIllS

IDENTIFY YOUR TRANSFERABLE SKILLS

As mentioned above, these skills and attributes also known as soft skills can be applied to a range of different roles and industries. They include things such as:

Communication skills
Leadership ability – coaching, mentoring, delegating
Creative and critical thinking
Organisational skills and execution – skills that help you execute in the workplace
Planning, administration, time management, tech literacy et al.

You can use a skills checklist such as this one to help.

You may also take a look at job descriptions of the kinds of roles you’re interested in applying to, and see which transferable skills are commonly sought after, or could be valuable in these roles.

LET’S GET VISIBLE

Now you know what your transferable skills are, make them known from the get-go, and continue to draw upon them throughout the hiring process.

Your cover letter is a great place to start as is your skills summary on your resume.

Ensure you have examples of how you’ve used these transferable skills in your past roles with success. Don’t be shy, note these examples down in your application.

THE INTERVIEW SELL

If you’re interviewing for a role you’ve not held before, or in a new industry, it’s likely you may feel a few more nerves as you navigate how best to sell yourself. Those examples of the soft skills you mentioned in your application, now’s the time to tie these examples back into your answers during an interview.

Sell your alternative

If your interviewer asks about your experience in something you don’t have, this is your opportunity to sell your alternative.

“Whilst my experience within that area is yet to be gained, my {insert transferable skill here} has given me valuable experience where I was able to {insert your successful outcome from utilising skill}.”

Giving a tangible result from drawing upon your skills in past roles really helps to solidify your answers.

So what are you waiting for? Don’t let your lack of experience hold you back from a dream role!

Kara Porter

Marketing Manager

Looking for a role in Tech Sales or IT? Check out some of the available roles we have open here . Comprehensive interview coaching included!

WOMEN CRUSHING IT – DAVINIA SIMON

Thu, 09 Nov 2023 06:20:00 GMT

Can you share a little bit about what it is that you do and what a typical day for you is like?

Davinia is a leader at native AWS Cloud Management platform vendor, Stax.

What do I do? My responsibilities revolve around developing and executing strategies to bring the Stax platform to market effectively, both locally and globally.

A typical week involves leading a team of marketing, sales and customer; providing dire ction, mentoring, and coaching to ensure we meet our business objectives. I’ll spend time with our team developing and executing campaigns, sales initiatives, and launches – and spend time meeting with customers, partners, external agencies, and vendors. And when there are quieter moments in a week, I’ll deep dive into strategic planning for the future, reviewing current market trends, customer insights, and the competitive landscape.

What are the benefits of having women in leadership roles?

It’s often discussed how women bring different perspectives and approaches to business, and we’re all aware there are benefits in driving a more inclusive workplace. From improved innovation to better employee engagement, improved profitability and overall, better performance for the company.

From my own experience, I’ve found it critical to have female representation in leadership roles because it ensures that women’s perspectives and experiences are represented in decision-making processes. These decision-making processes affect both employees and internal stakeholders, but they also affect our customers, partners and other strategic external relationships. Non-inclusive and gender-biased teams struggle to understand and meet the needs of a diverse customer base, leading to decreased customer satisfaction and loyalty. In my role as Head of Growth, I find this one of the most compelling reasons to ensure a diverse, equitable and inclusive leadership group.

In your experience, does being a woman in your profession come with extra challenges that you have had to overcome? If so, what are they and how did you overcome them?

In an industry that is male-dominated, there are often established social activities, formal and informal, that too often leave professional women out. The impact here for me often meant I had limited access to building networks in which my male peers were often participating. From golf days to happy hours, to poker nights – it was easy to feel like an outsider, and difficult to establish myself as an equal with male colleagues and leaders. To overcome those feelings, I tapped into different networks and developed my own where they didn’t exist. I got proactive at organising gatherings, attending events, leaning into communities and taking up space in the room.

Over time, I started my own family and new challenges emerged; juggling the demands of a professional career with my role as mum to two children. But with this, a whole new set of skills were developed as I focused on careful planning, prioritisation, and finding a balance that worked for my own priorities. Whether caregiving for young children, elderly parents, friends, pets or family members, many of us are in a similar boat and juggling those demands alongside our careers. Setting boundaries has been helpful for my time management, but a turning point came during COVID when I stopped hiding those external responsibilities and started sharing more with colleagues and leaders around me.

Why do you think it is important for more women to join the tech industry?

If nearly half of consumers are women, it should be common sense to have around half of the product manufacturing, engineering, and marketing done by women. The lack of women in technology jobs means that female consumers are also being underrepresented. If women use technology frequently, why is the majority of technology being designed exclusively by men?

Do you think enough is done to help women get into the tech industry? If not, what would you recommend?

It’s a slow process and let’s not forget that we’re undoing years of gender stereotyping and biases. And while there have been many efforts to encourage more women to enter the tech industry, I firmly believe we have a long way to go in terms of achieving gender parity in the sector.

Personally, I feel like more needs to be done to ensure that women have equal access to opportunities and are supported in their tech careers. This includes addressing biases and improving workplace culture. Ensuring that there are female-focused workplace benefits on offer and a gender-neutral recruitment process. It means in some cases, playing the long game and hiring outside of the usual talent pools. Achieving gender parity in an organisation is hard. So we need to work harder at it. It’s that simple.

What advice would you give yourself just starting out?

Stay courageous, stay positive, and don’t be afraid to take up more space in the room. And remember, others are always watching, so lead by example.

Thank you to all the amazing women who shared their experiences and insights on being a female leader in the tech industry. Your contributions have been invaluable, and we hope that your stories will inspire other women to pursue a career in the tech space and achieve success in this field. Are you a female leader wanting to share your insights? Please reach out here to share your story.

Davinia Simon

Head of Sales & Growth Markets at Stax

IN DEMAND: SOFTWARE ENGINEERING SKILLS FOR 2023

Thu, 09 Nov 2023 06:09:38 GMT

With the Software Engineering industry a perpetual evolution and roles continue to shift with emerging tech, the competition for engineers is as fierce as ever.

From web applications to backend services, mobile applications to SPA’s, machine learning/AI and data science, IoT, Games, AR/VR, Software Engineers who seek to grow their skill set, upskill or focus on a niche are proving to be the ideal candidate, landing the best opportunities on market.

But What Should I Specialise In?

True specialists who possess niche skill sets such as React Native are low in supply but high in demand. Someone with Flask or Django experience, or a Machine Learning expert are other examples of growing skills within this space.

For niche languages such as Clojure and Scala, there remains a higher demand than there is supply. A great area to look into further should you wish to embed within a smaller specialised area.

Below we have listed some of the most in demand skills we foresee for the next 12 months. Master these, and you’ll be sure to move ahead of the pack.

Of most demand and fastest growing is JavaScript – Node/React
Python
Golang
Cloud (AWS & Azure)
Azure Integrations Service – API Management, Logic Apps, Function Apps
TypeScript
AI & Machine Learning
DevOps, CI/CD – Octopus Deploy / Team City

It’s impor tant to mention that companies who are open-minded with their hiring, adjust their view on the “ideal” candidate and look at soft skills to substitute any missing tech skills. Keep this in mind when demonstrating your ability in an application or interview – offer a transferrable skill or willingness to learn rather than stating you don’t have experience in their desired tech stack.

The demand for leaders who are more technical is also growing. If you can complement your technical skill set with great soft skills, you are low in supply – if you focus on growing in both a technical and soft skill capacity, your career journey is sure to be a successful one.

Launch your career in Software Engineering with Halcyon Knights

Not sure which pathway best suits your skill set? We’d love to help – get in touch! You can also create a alert here and follow us on LinkedIn to keep up to date with all things Tech.

HOW TO CREATE AN AUTHENTIC EVP IN THE TECH INDUSTRY

Thu, 09 Nov 2023 05:33:22 GMT

Snagging top talent isn’t getting any easier for tech companies. According to our research, as of January 2018, there were a whopping 74,000 roles unfilled across the industry. A strong Employer Value Proposition (EVP) can be the difference between finding the right candidates and an expensive recruitment flop.

An EVP should be like a strong sales pitch; positioning your company in a way that appeals to potential employees and defines why they should work (and stay working) for you. It goes beyond the list of job responsibilities, ping pong tournaments, and Friday night drinks. For small and mid sized tech companies, a strong EVP has a big impact on how well they attract and keep top talent.

Today with social media and review sites like Glassdoor, an employee can voice their opinion and share their workplace experience. Your company’s EVP, or at least what employees think of it, is more visible than ever. According to a 2016 Glassdoor US Site Survey, 70% of people now look to reviews before they make career decisions. Articulating and delivering on what makes your company unique to others and why people would want to work for you is critical to building and keeping all-star teams.

So how can tech companies create an authentic EVP that holds true in the real world? Here are our three tips.

Start with your employees

Formulating an authentic Employee Value Proposition should start with your most important audience: your employees. Measuring the tangible and intangibles benefits or desired rewards provided by the company will help you define your value as an employer and what future employees are likely to see as attractive about working at your company. Ideally, surveys should be conducted once or twice a year. Online tools like Survey Monkey make it easy for companies to create and collect feedback from staff. Uncovering what employees truly value about working at your company, why they choose you and what makes them stay will not only help your retention efforts, but will also help leverage your company’s selling points to attract new employees.

Put advocacy tools in their hands

Word of mouth is one of the most powerful tools to attract the best talent - but the most authentic advocacy comes from within. Once you understand what it is employees value in your company, bring it to life through your people. With the right tools, your employees can be your brand’s voice and best storytellers. For example, a video on what it’s like working at your company can be a powerful way to articulate and corroborate your EVP. People buy from people they trust. This is why stories based on personal experiences are always going to be far more compelling than a lengthy job description. In fact, candidates trust a company’s employees 3 times more than the company itself to provide credible information on their workplace experience.

Provide more than just a job

With more than 61% of tech professionals reporting being more than satisfied with their current employer, tech workplaces tend to be sticky. So when it comes to your EVP, make sure it is credible and can be backed up with proof points. Work is no longer just about showing up for 8 hours a day; it’s now about feeling heard, included and valued as part of a collaborative team. Our research found 70% of tech professionals valued financial considerations in their top 5 factors for choosing a new role, but they rarely came out on top. Rather, flexibility, career progression, leadership, and culture were cited as having a bigger impact on tech professional’s willingness to pursue and stay in a new opportunity. So if these are attractive benefits your company offers and employees value, be sure to showcase them in a way that demonstrates you do walk what you talk.

Need help crafting an effective Employer Value Proposition for your company? A Halcyon Knights consultant can partner with you to create and promote an authentic EVP that resonates with your current and future employees.

6 STEPS TO BUILDING A SUSTAINABLE WORKPLACE

Thu, 09 Nov 2023 05:06:14 GMT

We all know how important it is to have a sustainable living environment, but not everyone knows creating a sustainable workplace is a slightly more difficult task. The key is to keep your employees motivated and invested in their work and the company.

A sustainable workplace is about keeping employees happy and motivated to do their work and do it well. So how do you create this type of workplace for your employees? Read on to learn the six steps to building a sustainable workplace.

1. Understand the dynamics of your employees

Your first step to creating a sustainable workplace is to get to know your employees and how they function as teams. Obviously, if you’re running a big company with more than fifty employees, this might be difficult, but you’ll quickly see why just knowing a bit about your different teams can be extremely beneficial.

Try to suss out the strengths and weaknesses of your team. Where do they excel? In what areas could they use a little work? Talk with your teams’ supervisors to get a clearer picture of how each team is managed and how they operate. You’ll be able to lead your teams of employees more effectively when you know how they work together and communicate .

Don’t forget that all of your employees offer something unique. They bring their talents to work every day, and it’s up to you to harness those talents and make sure they’re tested every day.

It’s important for you to understand that all of your employees are different, no matter how alike they may seem. From their cultures to their family lives, your employees have diverse needs and their experiences shape how they perceive work, the company and their position.

2. Set expectations

The next goal is to make sure that all of your employees are aware of the company’s expectations. This applies to their daily routines, such as start and end times, and to the prospects of the company.

No matter how big your company is, you should have some sort of employee handbook that sets company standards for all practices at work. For example, you should have a designated start time in the morning and an end time at night. You should also outline a dress code and list consequences if someone comes to your office wearing shorts or an offensive t-shirt.

Be sure to inform your employees about the goals of the company. If your employees feel like they have a personal stake in the company, they’ll be more willing to push themselves to the limits in order to deliver the best results. They’ll also be more loyal to your company.

3. Create a challenging environment

Fast food restaurants have one of the highest turnover rates of nearly any industry. Why? Well, what’s so challenging about flipping a burger or scooping ice cream? A monotonous environment drives away talented employees away and almost forces them to seek creative challenges elsewhere.

A sustainable workplace is challenging to its employees. Every day there are new problems arising that need creative and inventive solutions. No task is ever handled in quite the same way, and employees are encouraged to find innovative solutions to their problems.

While no one wants to work around the clock, don’t assume that your employees don’t enjoy what they do. Create an environment that gets them excited to come to work and you’ll see happier employees and more productivity.

4. Take advantage of development resources

When technology changes or new updates on old systems come out, it’s important for your teams to be as up-to-date and ahead of the curve as possible. This is how you stay in front of your competition by offering goods and services that are modern and relevant to the modern world.

While you might not be able to send your employees back to school for a bachelor’s degree, there are many other schooling options that can be just as beneficial. Many institutions offer certificates and diplomas in variety of subjects. Your copywriters might want to learn basic web coding so they can put text on websites or perhaps your IT department wants to learn about a new computer system.

You can also start programs within your company to foster growth, especially in new employees. Design a mentorship program that pairs a new hire with a veteran of the company. Your new hires will get the very best information from someone who knows the company and the position inside out.

Many employers have their employees join professional networks or bring in industry experts to run workshops and give lectures. Experts can bring new wisdom and advice for young professionals and inspire new thought within your company.

5. Communicate often

Open communication with employees is a must for all companies, no matter what line of business you’re in. Everyone should be aware of how the company is doing in general and what its future plans are.

Do your best to send out emails whenever big news happens. Whether you’re welcoming a new employee or congratulating one on a great sale, it’s best to keep communicating with employees whenever something happens within the company. It makes them feel like they’re in the loop about what goes on around the office.

This is also true about bad news. Rather than blaming one person or department, everyone should shoulder the burden. By being honest with your employees on the state of the company, you’ll motivate them to change their methods and offer new ideas.

6. Have an open, yet respected position as boss

Many employers and bosses struggle with what’s an appropriate level of contact and friendship with their subordinates. On the one hand, you don’t want employees to be scared of you or think that you’re unapproachable. On the other hand, you also can’t be their best friend.

It’s really all about balance. Remember that your employees are looking to you for leadership. You have to follow through with your consequences when employees underperform, and you have to make the tough choices when the company is in trouble.

When it comes to building a sustainable workplace, remember that open communication is the cornerstone. Get to know your employees and try to make them all feel appreciated. Embrace your employees’ new ideas and encourage them to be creative with their solutions. Salary increases won’t always be an option, especially for smaller companies, but timely recognition, caring for their wellbeing and a just-because pizza lunch can go a long way.

Create an environment that fosters creativity and inspires excitement and loyalty. Have a laugh along the way and you’ll have a happy, healthy workforce.

THE SENIOR CANDIDATE VS THE JUNIOR ROLE: WHY YOU SHOULD STILL APPLY

Thu, 09 Nov 2023 04:53:27 GMT

Have you ever been told you are too senior for a role? Don’t be disheartened. Keep applying because, well…the job market currently is crazier than a walk through a lion cage with pork undies!

I understand how discouraging this can be. Following an investment of your time in reading through a job description, jumping online and researching the business to find that the role and company ticks all your boxes…you are excited…you apply confidently knowing that you can really nail this role. Then a few days later (and sometimes, if at all) you get a response:

“ You have all the right skills we’re looking for, but you are too experienced for the role and we won’t be progressing further… ”

Disheartened and frustrated, these feelings can impact your next application or interview process.

AN INVESTMENT OF TIME & MONEY GOES BOTH WAYS

I have had to be the one to deliver this very news to candidates. I hate it. It feels like a lazy response and I can offer zero advice to help that person out in their next application. But…there is a but. I can see it from the other side as well. Employers invest in such a large amount of time and money to ensure their staff are trained up and oftentimes with the lack of resources, I can easily forgive them for taking a safer option; On the flip side, we see jobseekers take a safer option when accepting as well – it goes both ways.

It’s a situation without an easy fix, and I certainly don’t have an answer.

Sadly, we rarely hear good news stories of a “too senior candidate” that absolutely nails a “too junior role”. The human brain has a natural tendency to give weight to (and remember) negative experiences or interactions more than positive ones. This negative bias means we only hear of the bad outcomes. The candidates that commit and then pull out for a better role in the first few months.

DON’T LOSE HOPE!

Well, this post is a shout-out for those of you that have experienced this situation – I see you. I hear you. Don’t lose hope.

Just recently, two clients have shared with me examples of where a more senior candidate applied for a role, progressed to interview and absolutely nailed it.

The outcome – both these clients had multiple opportunities they were recruiting for and as part of the interview process, both candidates ended up in a process for a bigger and better role than they first anticipated! In one case it’s going to result in a manager role for that candidate, and in the other, the candidate is stepping into a bigger role that wasn’t exactly in line with what they applied for however they were a perfect fit.

Both of these roles hadn’t gone to market and all of sudden these two candidates were first in the door for these new roles.

OVERCOME THE NO

My point is this – the job market is going crazy, but don’t let the fear of being told “No“, scare you off. Back yourself and don’t let the word no get you down because in this market, you could be the next success story.

Do you know of an “overqualified” candidate who nailed a more junior role? – Share the win!

Scott Allen

General Manager, Halcyon Knights Corporate

HOW TO SAVE THE ENVIRONMENT BY GOING PAPERLESS

Thu, 09 Nov 2023 04:47:30 GMT

Every business should be conscious of the environment around them. If no one took responsibility for helping to protect our earth, future generations would find themselves in a very bleak world.

Today, one of the main ways that companies are helping to improve the environment is by going paperless. Going paperless means instead of printing out documents, invoices, presentations, or other kinds of materials, they are kept in a digital format to save trees from being used as paper. According to the Association for Information and Image Management, some of the benefits of going paperless include savings on labour, printing, and lost or misplaced documents. If you are wondering how to save the environment by going paperless, remember that there are several other benefits of deciding to go paperless that will help your organisation function more effectively while also protecting natural resources.

Making Information More Flexible

One of the key benefits of paperless documents is that they can be accessed from a larger number of places. With traditional paper documents, information has to be passed along to other team members in a physical way. If they don’t have the documents, there is no other way for them to get it.

Paperless documents, on the other hand, can be accessed from almost any location. For example, you might decide that your organisation needs to create a server where all of your important files can be accessed whenever someone needs them. This way, if one of your employees is out and about and needs a document, they can simply use a laptop or smartphone to access the file in question without having to worry about whether or not they brought it with them.

Improving Your Storage

One traditional storage tool used by many companies today is a filing cabinet. These cabinets tend to fill up quickly, which makes it harder and harder to keep the papers inside of them organised once the cabinet gets full. For businesses that handle a large amount of records or documents, such as medical doctors or hospitals, disorganised filing cabinets and other storage areas can seriously detract from productivity. To combat this, many companies that are considering how to save the environment by going paperless are beginning to realise that going paperless will keep their information better organised and prevent their employees from dealing with the dreaded task of combing through physical storage to find a document that they need.

Enhanced Security

Even the toughest physical locks can be broken by a determined burglar, and it is likely that your business does not have the resources available to invest a significant amount of money into physically protecting your documents and papers. If a robbery occurred, you would most likely be left scrambling to try to reassemble the data as best you could.

When you go paperless, however, you don’t need to worry about a physical break-in that compromises your data. It is true that there are some risks involved with keeping information in a digital format, but sophisticated security encryptions can help you protect these records so that there is less of a chance that they will be stolen or compromised. With a good backup in place, it will be easier for you to continue your operation even if there is an incident of theft or a problem that causes your data to be lost.

How to Get Started With a Paperless Policy

For companies wondering how to save the environment by going paperless, it is important to have a plan in place that will allow you to ease into this transition as smoothly as possible. It may be wise for you to start this transition gradually; for example, you could switch one department to paperless to start off with, and then once you work out some of the kinks with that transition, you might add more departments to your paperless program. Be sure to take a hands-on approach to your switch to a paperless approach, as there will most likely be some hiccups or setbacks that you need to address so that the change goes as smoothly as possible.

The world around us is a treasure that everyone is responsible for protecting. Companies which are thinking about how to save the environment by going paperless are doing the whole world a favour. Best of all, businesses can reap many benefits from the switch as well, which makes going paperless something that all sorts of businesses today should be thinking about.

4 REASONS TO CONSIDER A CAREER IN TECHNOLOGY SALES

Wed, 08 Nov 2023 12:26:21 GMT

So you’ve just graduated, or finished working your first job out of high school and you’re devising a plan to become the next Jeff Bezos. A family friend recommended you have a look in to becoming a sales rep, he seemed to be doing pretty well and thought you’d be a good fit… “you’re good with people” he said. All of a sudden, the image of an unwanted telemarketer stops you in your tracks; the traditional image of a smarmy used car salesman flashes through your brain. Maybe that’s not for me you decide… I’m not that type of person. But what about all the business people you admire and aspire to be like, people like Bill Gates, Steve Jobs, Richard Branson, and Warren Buffet… aren’t they salespeople, or were at some point in their career?

Gone are the days of the pushy, loud, and brash salesperson we’ve come to know through popular culture. Why? Because customers know better! In today’s ‘microwave era’ we’re flooded with information and able to find out whatever we really need to make a buying decision. In fact, a recent B2B buying study indicated that 94% of buyers conduct research before even speaking to a sales rep. However, interaction with salespeople is still the most influential activity in a B2B customer’s buying journey, so it’s even more imperative that salespeople are informed, and able to understand customer needs. As a result, a newer breed of sales professionals has been born, the new generation of sales reps are intellectually curious, intelligent, consultative, and driven by a desire to improve the status quo through a passion for their product and solution.

Sound more like you? Here’s why you should consider a career in technology sales :

Longevity

It’s a great time to be in involved in technology for obvious reasons. While a number of industries and jobs are downsized and made redundant, the technology industry is growing. The emergence of new technology players paved the way for a mass of careers in sales. Aaron Levie, the sneaker wearing CEO at Box recently told audiences “If you want a job for the next 10 years work in IT. If you want a job for life work in cyber security

Salary

With a technical skillset, drive and intelligence you could earn very well. Coupled with on target earnings most technology sales jobs remunerate more than twice the median for all other professions (Based on recent findings in US market).

Travel

Field sales gives you autonomy, and opportunity to travel around the world. I met a sales leader last week who was in town for a couple of day after flying in from USA, on his way to Singapore. It can be pretty gruelling, but it’s being paid to travel and talk about a product you love can be pretty satisfying.

Discovery

You’ll have the opportunity to meet interesting people and learn about their businesses, become a thought leader in your area of specialisation, and ultimately help businesses solve problems.

Some of the most satisfied, intelligent, and thoughtful people I’ve met have been salespeople, and most importantly it’s not so difficult to get in to technology sales . If you’re curious, driven, and want to have an impact why not give it a go. You might just prove yourself wrong!

For current IT Sales & Marketing job opportunities, visit our website, create a Job Alert to keep up to date with future vacancies, and follow us on LinkedIn .

Marcus Lynch

Halcyon Knights Founder/Co-CEO

WHAT I KNOW ABOUT MODERN LEADERSHIP

Wed, 08 Nov 2023 12:07:02 GMT

I’ve been leading teams for almost 20 years and shudder at the thought of some of my early leadership values and tactics. In 2021, this is what I know to be instrumental to great leadership.

Belief

You have to start by believing your people are talented and can achieve great things. Belief creates the actual fact. If you doubt people from day one, you’re stuffed from the start.

Be Good

Similarly, your team has to believe in you and your advice/messaging, whatever it is. It certainly helps if you’re good at their job too. Like Gareth in The Office said “In a war situation, if you want your platoon to go over the top with you to certain death, it’s no good saying to them “please come with me lads, I’ll tell you a joke.”

Mezzanine Managers are dead ducks… modern leaders are “in the traffic” helping their team through actions.

Grey

Whilst it is important to give your team clear goals and guardrails to achieve them, give them plenty of grey to interpret. More of your team interpreting the grey, changing the rules, finding new, different and possibly better ways, creates a much stronger team. Programmatic playbooks can be too restrictive and inhibit innovation and fun.

People are unbelievably talented – let them go!

Magnanimity

You have to delight in seeing other people do well; that has to be your number one driver. Leaders who hate seeing their staff earn more than them will be pushing up daisies over the next few years.

Invest

You need to have an active interest in the lives of your team and recognise that work is but one component of a much richer tapestry. This takes effort, but without it, you’ll create a superficial environment where your team doesn’t really care about you either.

Share your knowledge, networks, wealth, opportunities, tricks, friendships, car park, et al. with your team. You can’t create a great team by keeping them ignorant and dependent and besides, it sounds awfully lonely.

Don’t Compete

I hate the term “internal competition” – it conjures up images of teammates fighting one another to the death. That’s not a great team. Give your team the greatest opportunity to be successful and they are more likely to be.

Great leaders are credit givers… as it should be.

Fun

Life and work co-exist more than ever so don’t expect high performers to accept dreading the working week – or “working for the weekend” – as previous generations. Make work fun to increase performance. This means focusing on the good, laughing at yourself, leaving ego at door, embracing diverse thinking, skills and attributes, and recognising that “success” is measured differently by everyone, including yourself.

If a deal falls over, the sky isn’t going to fall in – so how about celebrating the learning opportunity that comes from a loss?

Interested in what others think I’ve missed? Leave a comment and share your opinions on what an authentic leader looks like in today’s working era.

Marcus Lynch

Halcyon Knights Founder/Co-CEO