CAREER DEVELOPMENT – WHO’S GOT YOUR BACK?

Matt Love-Smith • September 20, 2021

Who is responsible for developing your career? If you think your employers looking out for you, recent research begs to differ.

74% of workers say employers should provide professional-development training
71% say employers should identify job opportunities and career paths
68% say employers should provide career-advancement mentoring

And what do employers have to say?

98% of employers say workers should continually update and improve their skills
85% say workers should identify job opportunities and career paths
80% say workers should be responsible for building their job-hunting and career-planning skills

The results of this joint research study by EdAssist and the University of Phoenix demonstrate why so many employees and organisations struggle with career management. When each believe the other should be responsible, we get mismatched expectations and employee/employer frustration.

Chances are few employers are going to live up to your expectations. If you’re concerned about your career development, as you should be, then you need to take 360° ownership of it.

Here are five steps to help you take charge:

Find a Mentor

Look around your organisation, and your wider community too. Who out there inspires you? Whose work interests you? Striking up a mentoring relationship can be hugely beneficial. You’ll meet new people, gain valuable knowledge via your mentor’s own work experience – the ups and the downs, and you’ll pick yo strategic career advice.

Be a Top Performer

Do what you’re doing at the very best of your ability. You can network as much as you like, employ as many career development coaches as you can afford, but if you’re not delivering results, you’re going to stall. Work hard, use your energy, and keep your end goals top of mind.

Build your Capital

Reputation, experience and qualifications are the three areas of your career that build capital. Are there any training courses or workshops that would enhance your capabilities or qualifications? Have you talked to your organisation about support, including financial support options, for further training and development?

Get Out There and Network

It’s not just who you know – it’s who knows you and the work that you do. Impress with your initiative and ask to take the lead on projects or new opportunities at work. Success in areas outside your main duties will get you noticed and give you opportunities to impress others.

Work with a Career Coach

A mentor is able to give you lots of valuable advice, and connections too. But a dedicated career coach can help you develop a successful career strategy, identify the skills you need to work on, and help you build on these skills. They can also help you address any managerial challenges you face without making expensive career mistakes.

Matt is a Director of The Talent Hive and leads the Engineering recruitment practice within the business. Originally from the UK he’s been living in New Zealand for 12 years. Matt is a retired ‘amateur’ athlete who has given up chasing great marathon times for chasing his young children around the park, a far more worthy (if not exhausting) pursuit.

At The Talent Hive we specialise in connecting Engineering & IT professionals with the right career opportunities. We encourage collaboration, socialising your success and sharing industry insight and expertise. Start the journey, connect with The Talent Hive today.

< Older Post Newer Post >

Temp & Contract Recent Trends

May 1, 2024

The economic conditions are influencing the contract employment landscape in several ways. Here are some of the trends Talent Hive has seen recently. Demand Shifts NZ firms facing economic headwinds are hesitant to commit to FTE hires but with projects and deadlines still to deliver on, there is likely to be more reliance on temporary and contract solutions to manage workloads in the coming months. Available Talent Although not widespread, layoffs and restructures in the Tech sector could lead to a larger pool of candidates available for temporary and contract work, and Talent Hive has seen an increase in enquiries from people looking to understand how they might set themselves up for contract engagements. This has the potential to increase competition but could also provide businesses with access to qualified talent on a flexible basis. Tech Sector Specifics We are seeing an increase in demand for contract staff recently, particularly Software Developers, Integration and Solution Architects, and Business Analysts. This upswing in demand is reflected in the recent Seek job listings data. There are 207 Contract IT/Tech roles advertised on Seek today and 23% of those contract roles have been listed in the last 7 days. 52 of the 207 contract roles advertised are for Software Eng/Developers with 30 listed ads for Contract BA’s. Wage Control In Stats NZ’s latest update, New Zealand's salary rates actually increased by 4.1 percent in the year to March. That labour cost growth slightly outstripped inflation, which was sitting at 4 percent. Contract hourly rates in the Technology sector have stabilised in recent months as hiring demand has decreased and we may even see hourly rates come back a little, particularly for role types where there is an oversupply of contract talent. Hybrid Work Trend One trend we are certainly seeing in the contract market are fewer remote work opportunities. Increasingly there is a requirement for contractors to have the ability to work some of the week at a designated office and this is restricting the opportunities contractors are able to go for. Full remote work options aren’t completely gone but they are significantly reduced. Contract candidates must be open to in-office work for at least some portion of their engagement. Overall, the current climate creates a complex landscape for both businesses seeking talent and professionals exploring temporary and contract opportunities. Success for Contractors will depend on adaptability, flexibility around rates, and contract length. Talent Hive's Value Talent Hive's understanding of the current market dynamics, along with our strong network of skilled professionals, positions us uniquely to support both clients and candidates Addressing Uncertainty: For businesses navigating hiring uncertainty, Talent Hive offers flexible staffing solutions. We have access to contract talent that are ready to fill immediate skill gaps and help organisations manage fluctuating workloads. Beyond Just Tech Skills: We understand that finding the right technical expertise is only half the battle. Talent Hive's strong connections within the contractor talent pool allow us to identify professionals who are not only technically capable but also a strong cultural and organisational fit for our clients. This approach ensures smoother onboarding and a positive impact for both the contractor and the employer. We would like to share some of the contractors we’re working with at the moment. Click below to view some of the great IT talent we're working with to find roles at the moment.