Techspace Blog: IT Recruitment Insights in Auckland and Wellington

Engaging New Zealand’s New/Grad Tech Talent

1 November 2021 Eem Ziedins IT Comments Off

This year I learned about an awesome programme called the Summer of Tech that operates specifically to connect recent Technology graduates with internships and entry-level roles. Started in [...]

Recruiting in the gig economy: How a solid EVP gives you an edge

10 October 2021 Maarten Strijker Recruitment Comments Off

The meteoric rise of the gig economy around the world is being driven by the development of technology, which is enabling us to [...]

Is it wise to stop recruiting during lockdown?

15 September 2021 Ana Dragulescu Recruitment Comments Off

The global pandemic has had an immeasurable impact on the way we live. With all of New Zealand recently going into Level 4 [...]

Counter-offers and multiple job offers: What you need to know

21 August 2021 Tyler Hunt Business Comments Off

Considering a career change is completely natural, especially if you’ve been in a role for a long time. So, you’ve considered your options, [...]

What are the most important elements in programme management?

11 August 2021 Stephen Barrell IT Comments Off

Given the current shortage of skilled talent in New Zealand, attracting and recruiting for a major project or programme can be challenging.

The market is busier than ever, with many companies recruiting key staff to support them on projects that were put on hold due to the COVID-19 coronavirus. We’re finding it’s a highly competitive environment, with employers pulling out all the stops to retain staff and attract prospective employees.

Businesses aren’t being deterred by the shortage of personnel, however, and are pressing ahead with some large and complex programmes of work. Success relies on having effective programme management; here are some key elements to successful programme delivery.

Why is programme management so critical?

A programme controls multiple, related projects across different areas of a business to achieve a defined business goal and deliver specific benefits. A key function is to link in with the business change functions within affected areas to ensure that transformations are implemented effectively, and staff remain well informed throughout the process.

Programme management is similar to project management, in that it includes the completion of specific tasks. However, programme management aligns more closely with an organisation’s ongoing strategy rather than a specific deliverable. As a result, successful programmes generally result in transformational change within an organisation.

Key aspects of programme management

Axelos, the global best practice website, outlines these four key aspects of programme management:

Governance – defining the programme roles and responsibilities, and processes and metrics so these can be measured.
Management – planning the individual projects and overall programme with regular reviews and ensuring stakeholders are engaged.
Financial management – ensuring costs associated with the programme are tracked, with controls put in place.
Infrastructure – creating the right work environment to support programme planning. This includes developing a plan based on specific projects, resources, timescales, and controls for the overall programme.

Key roles for ensuring a programme's success

A Senior Responsible Owner (SRO), or programme sponsor, is responsible for ensuring the programme achieves the business case deliverables and provides the planned benefits for the organisation. People in this role may hold a different title to SRO, but their responsibilities remain the same.

The programme manager reports to the programme sponsor and is responsible for managing the day-to-day running of the programme and coordinating its projects.

Business change managers are responsible for transitioning people and processes into the desired business outcomes and benefits, including setting things in place for business as usual (BAU) work after projects and programmes wrap up.

Project management framework

A programme management framework is important, as it provides a governance structure and a process model. There should always be consistency between the methods for managing a programme and its projects – this is one of the key skills that a programme manager offers.

The framework usually includes these eight components:

Vision – a high-level strategy or idea that drives the organisation towards its goal.
Design – this is a framework for the projects that make up the programme. The programme manager needs to consider which projects have dependencies on others and prioritise them accordingly.
Scope – this adds boundaries to the programme and explains what will be delivered.
Benefit realisation – this is a process at the end of the programme where the metrics are measured. The programme manager will often continue to monitor the programme after the individual projects are completed to ensure that planned ongoing benefits are realised.
Approach – this is how the programme will run and it’s up to the programme manager to decide the most effective way. As a minimum, it should include a communications plan and regular updates with stakeholders.
Resource management – a plan outlining both short-term and long-term scheduling and allocation of resources.
Responsibilities – this identifies and allocates responsibility for each area of the programme.
Aims and objectives – a more detailed statement explaining what is required to achieve the vision. This provides a point of reference to go back to when a renewed focus is needed.

If a group of related projects are not managed as a programme, it is likely to run off course and fail to achieve their desired outcomes. Programmes should also operate within a framework, as this ensures there is a focus on the overall strategic objectives.

By applying these important elements, organisations will create an effective environment where they can monitor and control the progress of their programmes and ensure successful delivery of the business benefits within the required timeframes.

Do you need programme managers?

Techspace are technology and programme management recruitment specialists. We build partnerships with your best interests at heart. If you’re looking to employ a programme manager or you are a programme manager open to new roles, please get in touch and we can talk through the next steps.

About the author

Stephen Barrell is a Client Manager at Techspace. He has a broad background encompassing sales and marketing, which ultimately lead Stephen into the recruitment sector with a focus and passion in technology.

You can connect with him on LinkedIn or send him an email.

The digital talent gap in New Zealand

21 July 2021 Gabriel Dragos IT Comments Off

In the wake of COVID-19, Kiwi businesses are stepping up their investment in digital transformation, including increasing the number of roles that require technology skills. Changes to immigration due to closed borders mean that employers need to rely on candidates that are based here in New Zealand.

While this is good news for job seekers, it has flipped the power dynamic of the job market on its head. Candidates are now in a position where they can negotiate hard for jobs and the compensation they want.

One area in technology that’s received a lot of headlines recently has been cybersecurity. As fast as businesses have ramped up their investment in digital, so too have cybercriminals been quick to exploit any weaknesses.

Employers, consumers, and even the government, are concerned about security and protecting sensitive data from hackers. Unfortunately, however, there just isn’t enough talent in New Zealand to meet the current demands within the industry.

According to ISACA’s annual State of Cybersecurity 2021 survey, New Zealand and Australian respondents when it comes to a lack of cybersecurity skills and capability:

66% of respondents say their cybersecurity teams are understaffed (compared to 55% globally).
59% have unfulfilled cybersecurity positions (compared to 55% globally).

52% say their cybersecurity applicants are not well qualified (compared to 50% globally).
35% of HR staff understand what is required of the role when recruiting.

However, cybersecurity is just one example of an IT sector that’s struggling with a shortage of skilled talent. ICT, Electronics and Telecommunications are currently listed on Immigration New Zealand’s long-term skill shortage list.

There are 23 occupations on the list, including Architects, ICT Project Managers, Business Analysts, Developers, and Software Engineers. These are all high-paying roles, with the latest Seek data showing ICT roles as having the highest growth in salary nationwide Seek Highest Paying Roles.

The shortage of skilled staff, plus high demand, means that employers are struggling to source and retain talent in this competitive market. Good people are being poached by other companies as employers struggle to offer more money, promotions, or development opportunities that would entice them to stay.

Employers that can afford to – traditionally the big IT companies – are also increasing their average pay to retain their pool of skilled staff and make vacancies more attractive to prospective employees. This is making it even more difficult for small-medium companies to compete.

While some candidates are open to changing jobs and leaving for new opportunities, some employees are unwilling to change roles and look for new opportunities. According to a survey conducted by Trade Me Jobs of 1,400 Kiwis, just 17% said they were looking to move roles in the next 12 months.

This tells us that job security is important for Kiwis amidst the continued global uncertainty, which is perfectly understandable. However, it doesn’t help those trying to fill specialised IT roles in their company.

With New Zealand’s borders set to remain closed for the foreseeable future, the pressure on the labour market is likely to continue in coming months. Now is the perfect time for forward-looking employers to develop their USP and build non-tangible brand assets like their company reputation and culture and offer staff personal fulfilment and healthy career progression.

It’s also important to keep up with the demands of the tech industry by upskilling staff through learning and development opportunities. Combined, these should all help attract candidates in the competitive IT sector.

Success in recruiting candidates in NZ’s current IT market requires strategic thinking and specialised experience. If you’re looking to recruit in IT and digital, talk to Techspace Consulting. As technology specialists in the recruitment industry, we build the best-fit technology and digital resource capability for our clients.

Best of all, we take the weight off your shoulders and do it in a way that makes doing business with us easy. We build partnerships with your best interests at heart and work to match you with the best candidates.

About the author

Gabriel Dragos is the Technology Resourcing Manager at Techspace. He provides tailored solutions to a varied client portfolio that ranges from International to medium and small software houses within the New Zealand ICT market.

You can connect with him on LinkedIn or send him an email.