Hiring into technology organisations has changed significantly and rapidly in recent years as new skills and top talent are essential for growth and gaining competitive advantage, especially at the early growth stage.

It’s a clichéd phrase, but the ‘war for talent’ has never been a more accurate description, and in that war, talent acquisition finds itself on the front line.

It’s also fought on a global level, with talent leaders having to look outside their regions in order to attract the best. As one talent leader recently said to us in our research:

“The tech industry needs to understand that its critical asset is people, and the talent function is at the core of that.”

The changing role

That’s why talent acquisition leaders have had to move from conducting basic recruitment (both tactical and administrative) to being strategic, highly-valued cornerstones of the business.

To understand that shift, Odgers Berndtson’s Technology Practice recently interviewed Heads of Talent from multinational companies operating from Australia and New Zealand to better understand their complex business and talent landscapes and how they are responding.

Over 20 interviews we heard how their roles have changed and gained some fascinating insights into the challenges and opportunities faced by this function, both now and in the near future. 

5 critical factors

We uncovered that the practice of five core principles will largely determine future success and ability to attract top talent:

  1. Knowing and understanding the business and its landscape

  2. (Optimal) use of technologies for acquisition

  3. Insistence on creating an inclusive and diverse workforce

  4. Transforming the candidate experience to be more positive

  5. Making external partnerships with search firms more strategic

Those priorities go above and beyond the core tasks of hiring and filling mandates. But we also learned that there is a considerable spread of maturity across these firms when it comes to talent acquisition and their relationships within the business. It’s an evolution, and you may find yourself on that journey rather than ahead of the pack.

The full picture

Our report contains our interview findings together with our points of view on what talent acquisition leaders in tech need to consider. Click on the button below to download the full report and do get in contact to let us know your own experience, to provide feedback or to have a conversation about your technology talent strategy.

Download the report

Steve Ford

Steve Ford is a partner in Odgers Berndtson's Sydney office where he specialises in executive appointments in the Information Technology sector. With a track record of securing top talent for vendo...

Tim Sleep

Tim Sleep is the Managing Partner for Australia and New Zealand. He leads the Commercial Practice which includes Technology and Sports, Gaming & Entertainment, as well as the CFO, HR and CIO functi...

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