In this episode of let's talk, 55 Australia's leading executives share ideas on how we can alleviate the pressures of the skills shortage. Helpful tips were shared across the board, touching on areas of culture, secondments, a clear vision, outsourcing, upskilling and many more insights that can help when talent is scarce.

1. Simple methods to
overcome
skill shortages
Let's Talk

2. DynamicBusiness.com
Acting up a level, or secondments to other areas or positions - this is a great opportunity to support
someone in your business to grow their skills and career.
Outsourcing low value work - this is an opportunity to review the amount of low value work in positions
and either outsource (eg: to a VA or an agency).
Get creative with Job Design - let’s say you are looking for two engineers, but you can only find one
good one… take out the low value work for the engineer from the two positions and place it with a part-
time administrator or create a ‘para-professional’ role.
Outsource important projects to an expert consultant = consultants bring expertise, but they also are a
great way of getting discrete projects completed without a burden on your short-staff team.
Most importantly - make sure you continue to work on your operational effectiveness, your culture and
leadership capabilities. If you have a skills shortage and you finally find someone, you don’t want to
hire and lose them because of crappy systems, the culture or their leader.”
“There are no real simple methods but there are ones that can be a good stop gap, and also ones that can
be effective in the short term:
Executive Director
SynergyIQ
Michelle T Holland

3. DynamicBusiness.com
The first is to create a culture that nurtures employees in an environment where talent is retained, and
valuable initiatives and programs match the expectations of employees, so that they don’t seek other
opportunities.
The second is to ensure the best deployment of available resources through the use of an innovative
workforce management (WFM) solution. This includes having the right employees rostered at the right
time and for the right tasks, as well as using analytics to identify any gaps within the current workforce.
The right WFM solution will facilitate self-service and flexibility for employees improving the overall
employee experience. Accurate rostering will also help with fostering a positive culture and minimising
unplanned absences.
The third is to use the WFM to tap into your partner ecosystem, through features such as labour
pooling, so that shared resources can be used to fill skills gaps where possible.”
“There are three critical factors for small and medium-sized enterprises to consider in overcoming skills
shortages:
Managing director ANZ/SEA
UKG
Charlie DeWitt

4. DynamicBusiness.com
“A staggering 87 per cent of businesses report experiencing skills gaps. Small businesses that are looking
to rebuild, or scale efficiently as they grow, too often rely on skills brought in by new staff.
“With a shrinking talent pool, due to the decline in skilled immigration and low unemployment, this lack of
employee knowledge can pose a difficult hurdle for business leaders to overcome.
“One approach is investing in the skills and knowledge of your existing employees. This could include
harnessing learning communities such as Trailhead, a free self-paced online platform for building digital
and soft skills to earn globally recognised credentials.
“Businesses can embrace the current uncertainty by turning challenge into opportunity. By investing in the
learning and development of your employees, businesses can show employees that they’re valued. This
will create a more united, engaged, loyal, and effective workforce that drives your business' growth and
success in a new economy.”
Regional Vice President
Salesforce
Merlin Luck

5. DynamicBusiness.com
“Instead of defaulting to recruitment to overcome skill shortages, consider looking at the talent in your
existing workforce. You know the strengths and experience your people bring to the table, and to what
extent they fit into the company’s culture. Current employees likely already have a solid understanding of
how things work, what systems are available, and who to connect with for context and information. It
makes business sense to give current employees the opportunity to upskill and share their expertise by
contributing to a different department—even if it is only for a set period of time—to fill a different role.
“Ultimately, this also supports staff retention. Exposing employees to varied work experiences gives them
the opportunity to take on unexplored challenges and responsibilities, realise ambitions, and add value to
new areas in meaningful ways. By thinking creatively about how skills and expertise are utilised,
organisations can make a significant dent in challenges arising from ongoing skills shortages. The
resulting efficiencies and engaged teams are a win for both organisations and their teams of people.”
Vice President Sales APAC
Nintex
Christian Lucarelli

6. DynamicBusiness.com
“Thinking beyond job roles and considering the skills of their existing staff is one of the first things business
leaders could do. A recent Oracle study found 34% of people want more skill development from employers, so
consider training your existing workforce to tackle new challenges. Where applicable, businesses should also
take a closer look at how they schedule their workforce to ensure that staffing is optimised for demand and is
aligned to business conditions.
“Many businesses also find that adopting relevant technology tools has helped close the skills gap. By
leveraging automation for repetitive tasks or administration, business leaders can free up staff to work on
tasks that require a human touch or more strategic thinking. For example, automating tasks like accounts
payable can eliminate manual data entry and associated errors, while freeing up the finance team to focus on
higher value tasks that also keep them more engaged.
“Hiring the right talent is already a challenge, and with this happening during a skilled labour shortage, adds
additional pressure to the business operation. It is now critical to put plans in place to help businesses have
the right employees, in the right place, and at the right time.”
Vice President and General
Manager ANZ
Oracle NetSuite
Jason Toshack

7. DynamicBusiness.com
“The number one challenge for CEOs in 2022 is ‘talent acquisition, retention and re/upskilling to meet a
more digitised future’ (KPMG CEO survey). With ongoing work visa delays and a workforce that
increasingly values flexibility, many Australian businesses are overcoming the skills shortage by adopting a
global hiring approach to talent acquisition. In fact, Deel’s H2 Global Hiring Report found Australia is the
APAC country with the most organisations hiring overseas remote workers.
“The idea is that instead of taking people to where the work is, you can take work to where the people are.
This opens us a global pool of talent that can be deployed immediately thanks to platforms like Deel that
handle compliance and payroll for international remote workers. Crucially, the benefits of global hiring go
beyond addressing the skills shortage; businesses can expand strategically into key regions and offer
unparalleled flexibility to employees who value the ‘digital nomad’ lifestyle.”
Head of Expansion ANZ
Deel
Shannon Karaka

8. DynamicBusiness.com
“Salary isn’t the only factor that can help attract and retain talent. People are looking for organisations that
have a great brand in the market, boasting a culture that incorporates employee benefits and flexibility, a focus
on diversity and inclusivity, and provides opportunities to upskill with clear career progression. Beyond that
people want to work for a company that has a vision they can believe in.
“Being a fast-moving start-up or scale up, like we are at Stax, usually helps businesses attract talent. Job
seekers are looking for meaning in their employment, and my advice to other businesses is to ensure you’re
offering a constant flow of interesting work, opportunities for growth, and providing the right culture to support
your employees’ development. At Stax, we empower our teams to explore and improve, creating an
environment where every idea is valued.
“While it’s always a challenge competing against large tech companies to attract talent, we have created a
team of builders by being authentic to our values. Like most employers in the tech space, Stax provides staff
with a range of perks, including paid parental leave, and we have a strong commitment to maintaining a family
first culture, no matter how big we grow.”
Managing Director
Stax
Adam Beavis

9. DynamicBusiness.com
“The Australian Government increasing the skilled migrant cap will help, but the labour market for technical
professionals has become increasingly competitive and expensive. Skillsoft’s 15 top-paying certifications
of 2022 show that professionals with reputable credentials enjoy more leverage in the marketplace
because they’ve earned certifications recognised as trustworthy affirmations of their skills.
“As a result, companies are finding it costs to address their skill gaps through new hires and will need to
rely on learning and development programs to cultivate the skills they — and their workforces — need for
the future. In some ways, this is good news, as retaining existing talent is typically more cost-effective than
hiring new employees.
“Our most successful customers generally are all placing greater reliance on upskilling and reskilling
programs to address their growing skill gaps. They are building cultures of learning, which not only help
future-proof their workforces but also have a demonstrable positive impact on employee satisfaction and
retention.”
VP APAC
Skillsoft
Kath Greenhough

10. DynamicBusiness.com
Improved onboarding/training. AR can be used for all areas of training, from onboarding to ongoing
skills development, and offers on-the-job training while monitoring the employee to guide them through
tasks and ensure they are confident and capable of tasks like operating equipment safely.
On-hand, constant support. Specialists can monitor, diagnose, and repair issues at any time or location
by using camera-enabled AR devices.
Sharing knowledge across teams and the business. Through live video streaming and recording,
businesses can retain and provide hands-on training and expert knowledge from across the company
that is easily accessible, ensuring consistency and immediacy.”
“To mitigate the ongoing skills gap, the next step for organisations, regardless of size, is to embrace new
intelligent technology, such as augmented reality (AR). Using AR can help to improve productivity, business
innovation, staff onboarding, and training. Some industries have already started leveraging AR technology
for this include mining, manufacturing, and logistics.
“Three ways AR can help to overcome the skills shortage:
Vice president sales – ANZ
TeamViewer
Emad Afghani

11. DynamicBusiness.com
“Most Australian industries are feeling the pressure of skills shortages. Compounded by the pandemic,
increased security concerns, reduced newcomers to the field, and higher levels of burnout-induced
resignation, the cybersecurity industry is no different. While it may be true to some extent that there are
many trained cybersecurity people in the industry, the issue is more around the level of expertise these
professionals have, particularly in the SME sector or in third-party providers that SMEs bring on to protect
their business.
“To combat the skills gap, it’s up to SMEs to either upskill existing teams through learning and growth
opportunities and attract the right talent through having the right culture. Having the propensity to
effectively upskill their own workforce and encourage a promising career trajectory will help SMEs
encourage loyalty and retention. In addition, cyber specialists are looking for remote work, interesting
projects, and a culture of inclusivity, openness, and diversity in a fun environment.
“SMEs should also look overcome cybersecurity skills shortages with automation and outside expert
assistance. The right provider can help SMEs track, hunt, and eradicate threats, keeping them ahead in a
dynamic and complex cyber environment and increasing their cybersecurity resilience to combat the
evolving threat landscape.”
general manager for Pacific,
Trustwave
Jason Whyte

12. DynamicBusiness.com
“The war for skilled talent remains an issue that is affecting companies all across the globe. No where more so
is this more evident than in the cyber security industry. As the threat of sophisticated cyber-attacks heighten,
creating a home-grown talent pool that can counter and thwart these attacks is paramount.
“Developing this talent pool starts from encouraging secondary school students to cultivate an interest on this
topic and providing an entry level into the subject of cybersecurity. This could lead to developing similar
programs in high schools that already exist in partnerships with TAFE organisations.
“Another option is to tap into the current skilled mature workforce in Australia who may be looking to transition
to the cybersecurity industry. These individuals often bring with them valuable experience and skills from their
previous jobs and industries.
“Finally, staff retention should be a key focus for all companies. While recruitment of new employees can be a
challenge, making sure that current employees are happy and engaged is key to building employee loyalty and
holding on to your current talent pool. Provide professional development and career opportunities for existing
staff. Also make sure that there is open two-way communication between management and employees which
will allow workers to feel valued and appreciated.”
Managing Director and Regional
Vice President ANZ
Akamai
Chris Gibbs

13. DynamicBusiness.com
“The skill shortage is an ongoing issue that is impacting organisations across the globe.
“For companies struggling to find new staff, employee retention plays a key role. Businesses that can keep
employees happy and engaged can expect greater staff loyalty and retention.
“Two-way communication between management and staff is essential. Regular catch ups between
employees and managers can help provide a great pulse check on how individuals are feeling and allow
companies to take the appropriate steps to employees as needed.
“When we pivoted to a remote working model, we delivered surprise care packages and established a work
from home stipend to help employees on the home front to assist them with working from home.
“To mitigate burnout, Neo4j has also added additional holidays such as Global Wellness Day every quarter,
to give employees a bit more time away from work in an age where unplugging is a perpetual challenge.
“From a professional development standpoint, we’ve increased the career opportunities and budget for
external learning opportunities and work closely with managers to effectively and inclusively lead diverse,
remote teams to foster efficiency and a sense of belonging.”
Vice-President Asia-Pacific
Neo4j
Nik Vora

14. DynamicBusiness.com
“With talent shortage continuing to grow more severely along with the Great Resignation globally,
employee recruitment and retention are at risk. Business leaders must proactively implement programs to
help them stand out from the competition and win the right talent from a limited pool of job seekers.
“One of the top priorities for employees is flexibility. Therefore, rolling out flexible working policies will play
a crucial role in attracting new talent and avoiding losing staff. Focusing on improving the employee
experiences by addressing workers’ needs, being committed to supporting and driving positive cultural
values, deploying a robust technology enablement approach for a mix of in-office and remote workforce,
and emphasising achieving work equality while providing equal remuneration are essential part of that mix.
“These steps could be the difference in successfully attracting or losing the best talents.”
Senior Director APAC
Poly
Bill Zeng

15. DynamicBusiness.com
“According to Deputy’s latest report, The Big Shift, hospitality businesses in major markets are rostering
30% fewer shift work hours compared to pre-pandemic levels. These businesses relied heavily on
international students and overseas workers before borders closed, and are now struggling with labour
shortages. While older workers and women have entered the industry to fill this gap, much more can be
done to encourage hospitality as a viable career path.
“First, businesses should introduce flexible working arrangements to make it easier for caretakers to work
around childcare responsibilities. Second, businesses must prioritise their employees’ mental well-being
and do their part to foster healthy workplaces where every employee feels valued. This includes creating
channels for employees to share anonymous feedback and actioning them in a timely manner. Last but not
least, a responsibility also falls on the government to provide greater support to hospitality businesses and
increase spending on training so as to encourage more locals to consider hospitality and to close the skills
gap.”
CEO and co-founder
Deputy
Ashik Ahmed

16. DynamicBusiness.com
“The tech talent shortage in Australia is an ongoing challenge, with cyber skills in particularly short supply.
There aren’t any quick fixes, but there are things we can do today that will put us on a path to a more
prosperous industry in the future.
“Australian cyber talent was impacted even further during the pandemic due to skilled professionals
leaving the country, the border closures preventing new skills from entering, and important studies and
teaching for the next generation being impacted. But despite this, organisations can’t let their cybersecurity
posture drop - so relying on technology, the wider ecosystem, and experts, has never been more important.
“To help overcome the challenges of the skills shortage, businesses should foster deep partnerships and
collaborate with trusted external providers, as they provide instant support for the IT and cyber skills gaps.
Businesses should also educate their workforce about types of attacks and unusual activity, so they won’t
create unnecessary extra work for an already stretched team. Finally, even if the skills aren’t an issue, a
team can always only do so much. It's important that businesses invest in the technology to provide
automated, always-on extended-detection-response (XDR) support, to not only relieve the load on the team,
but also empower them to step up to do more strategic work.”
Vice President ANZ
Trend Micro
Ashley Watkins

17. DynamicBusiness.com
“In a world where it’s almost impossible to touch anything without creating data, many businesses now have more
data entering their networks than any human team can monitor.
“Veritas research reveals Australian organisations now need an additional $2.3m and 27 new IT staff each to bring
their data protection up to speed.
“With just 43% of Australian leaders believing their teams have the skills to protect organisations from cyber
threats, companies need to be smart if they want effective protection infrastructures against the increasing threat
of ransomware.
“Adopting modern data-protection tools allows Artificial Intelligence (AI) and Machine Learning (ML) to reduce the
need for so many employees and help retain good data-driven decision making.
“This is called Autonomous Data Management (ADM). It relies on technology platforms learning data-management
practices and applying them to new data sets. With ADM, technology monitors files across a business, indexing
identical data, storing only unique data, and replacing duplicates with links to original versions.
“Detecting and responding quickly to a cyber event is more critical than ever – no organisation wants to suffer the
brand impact that Optus has faced following their recent incident. ADM has potential to restore the powers of big-
data-decision making and put businesses back in control.”
Managing Director ANZ
Veritas Technologies
Pete Murray

18. DynamicBusiness.com
Appealing to the next generation: Businesses in trade-based roles must modernise their approach to talent
acquisition. Trade-based roles present effective pathways to long-term and rewarding careers, so we need
to reshape the stereotype of a ‘trade’ job to encourage new talent and demonstrate rewarding careers
outside of those associated with a university degree. It’s important to help address our ongoing skills
shortage, and there’s a rising trend in trade professions providing real career growth.
Investing in reskilling and upskilling programs: Upskilling team members is crucial for the automotive
sector in the coming years, to equip workers with the skills needed for technological industry disruption
and long-term career opportunities. This includes creating long-term partnerships with education providers
to develop ongoing training opportunities.”
“With Australia’s skills shortage being the second highest in the OECD, and technicians and trade occupations
facing the most significant skill shortages, it’s imperative we start thinking differently. It’s anticipated the
automotive sector will have 41,000 job vacancies by the end of 2022.
“With limited access to international talent markets, businesses are being forced to re-think how to attract and
retain talent. We need to look at growing our own, and investing in reskilling and upskilling programs,
specifically:
Managing Director
mycar
Adam Pay

19. DynamicBusiness.com
“Whilst the skills shortage is impacting all industries across Australia, it is hitting our logistics and manufacturing
industry hard with most already stretched thin by a relentless supply chain crisis. Organisations have even had to
adjust to shorter lead times and a much faster turnover of goods as a direct result from changing consumer
demands.
“As these impacts linger on, businesses need to ensure better use of their human resources by leveraging systems
that can increase visibility of their goods at any stage of the supply chain and help manage unexpected problems
that may arise.
“Logistics visibility allows for businesses to be aware of the real-time status of their goods across any leg or region
so that if disruptions emerge, they are easily identified. This allows for human resources to be optimised in a more
valuable and effective way as effort can be focused on the small orders that are actually facing problems, rather
than using labour to concentrate on all orders that are running smoothly.
“Additionally, businesses who are looking to maximise the upcoming shopping seasons should focus on
simplifying the labour input in the purchase and returns process. Providing access to support, FAQs and even self-
serve returns with clear information on the processes, can minimise the resource required to manage each order.
“As Australia continues to navigate the skills shortage, it is more important than ever for businesses to rethink
processes that can be simplified, and where human effort can be refocused to produce more valuable outcomes.”
Regional Director ANZ
e2open
Paul Soong

20. DynamicBusiness.com
“Across the globe, infrastructure spending is ramping up, but there are concerns that the rate of new
people joining the workforce isn’t sufficient to support this future growth. One way to overcome this issue
is to focus on the digitisation of the industry and what future jobs will look like. Since the pandemic
outbreak, issues of mental and physical health have increased dramatically for many people, especially
young workers. In addition, there has also been a dramatic shift in the importance of a work-life balance.
“The digitisation of construction means that the definition of what it means to work in the industry has
expanded beyond working long hours on a construction site. While there will always be people working on
site to construct buildings and infrastructure, a digital future means that there are a vast host of roles that
support the construction process. Highlighting these non-traditional construction roles such as data
scientists, sustainability specialists, robotics experts, drone operators, logistics planners and material
scientists, is key to generating excitement in the construction industry amongst new workers.”
Director - Product solutions
engineering, construction
Bentley Systems
Paul King

21. DynamicBusiness.com
“The rising cost of living and inflation means salary will continue to be a consideration for employees who are
seeing their buying power drop. However, as people are fundamentally rethinking their careers, now more than
ever, they want to contribute to a broader purpose and feel valued.
“This value exchange needs to be factored into an employer's broader value proposition and hiring process.
Consider what you can offer both prospective and current employees with regard to development and training,
company culture and opportunities for career progression. Additionally, companies should also be thinking
about long term incentives linked to achieving business success, rather than only individual performance.
“We talk often about the first 100 employees being responsible for hiring the next 100. It is up to us to create a
workplace we are proud of, that people want to join and are actively involved in contributing towards the
company’s success.
“At Tic:Toc, our values are deeply embedded into the business and the decisions we make - when a clear
direction is set for people to navigate and be successful, it creates a level of transparency, connectivity and
community. We are grateful that our approach has been welcomed by our people, with 93% of our employees
saying it is a great place to work compared to 56% of employees at a typical Australia-based company.”
Chief People Officer
Tic:Toc
Lisa Virgo

22. DynamicBusiness.com
“With most occupations experiencing skills shortages across Australia, employers have to be resourceful in
their approach to secure top candidates.
“One key resource businesses already have is their existing employees. Ensuring the career development of
your staff is as high on your list as it is on theirs is the first step to plugging the skills gap. Support them by
launching internal training and mentorship programs, providing access to external education courses and
certifications, or provide the necessary flexibility for your employees to go back to University part-time so they
can come back to work stronger and more fulfilled.
“If hiring internally for a skilled role is not an option, make sure diversity plays a part in your recruitment
process. Not only do candidates from a variety of economic backgrounds, races, genders and neurological
distinctions make for a more productive and open-minded workforce, they will also become a drawcard for
new talent. In fact, our most recent Global Hiring report revealed that hiring managers will increasingly source
talent including mature aged workers (47%), neurodiverse workers (29%), non-permanent residents (28%) and
veterans (21%) to help overcome skills shortages.”
Head of Asia Pacific
HireVue
Damon Pal

23. DynamicBusiness.com
“Even prior to the pandemic, skilled resources in Australia were at a premium. However, the pandemic has
only exacerbated this shortage as the economy has gained momentum. The good news is that there are a
number of initiatives that can help to at least bridge the gap.
“First up, businesses can look to re-train their most valuable asset – their existing employees - to higher
priority roles. A longer-term strategy could include engaging with educational institutions to gain access to
the graduate market by offering internships or indeed training undergraduates while they’re still completing
their degree qualifications.
“Why not consider being open to offshore resources via organisations such as Deel and Remote
Resources, or accessing the contingent workforce on an as needed basis? Indeed, today, some people may
work for multiple organisations at the same time as we increasingly place value on freedom and flexibility
and finding fulfilling work whilst balancing family and leisure.
“Another program might be to implement an internal employee referral program that incentivises internal
employees to act as recruiters. Also, consider fractional human resources provided by consultancies on a
pay-as-you-need basis as well as part-time roles for those that have either retired or are approaching
retirement.”
Chief Revenue Officer
NextMinute
Michael Savanis

24. DynamicBusiness.com
“With the updated 2022 Skills Priority List finding that 286 occupations have skills shortages across
Australia, up from 153 last year, it's important businesses are doing everything they can to secure the best
possible talent.
“Expanding recruitment to a global talent pool is one of the best short-term solutions to the national skills
shortage, and can be easier than it seems to execute.
“Now that borders are open, there is renewed interest in migrating to Australia. Recent analysis by
Safeguard Global found a 116% year on year increase in the frequency that the term ‘Skilled Migration’ is
searched in Australia. Additionally, more businesses are willing to recruit overseas with The Australian
Information Industry Association’s (AIIA) 2022 annual member survey finding more than a third of
companies would hire an even mix of workers from Australia and overseas.
“Hiring globally is a great method for overcoming the immediate skill shortage because it’s not only a quick
way to hire the best talent anywhere in the world, but it also provides businesses with long term solutions
with the possibility of permanently migrating talent to Australia when a good working relationship between
the employer and employee is formed.”
Country Manager ANZ
Safeguard Global
Jonathan Perumal

25. DynamicBusiness.com
Firstly, tapping into traditionally overlooked pools of talent, including First Nations Australians,
Australians living with a disability, migrants, youth and female workers, by supporting them to
overcome the barriers to employment.
Secondly, partnering with organisations from in-demand sectors to design accelerated training
programs that equip participants with the specific skills and mindset for long term career success.
Lastly, specific government funding for organisations that offer evidence-based solutions that provide
opportunities for candidates to enter roles in sectors experiencing the worst shortages (such as tech,
aged and disability care) so they can scale, at pace. Organisations like Generation Australia.”
“As the skills shortage widens in Australia, a more tailored, demand-led approach that engages
marginalised talent is required to immediately address Australia’s stressed labour market.
“There are three key elements required to ensure the success of this approach:
CEO
Generation Australia
Malcolm Kinns

26. DynamicBusiness.com
“Skills shortages have become one of the defining issues in the wake of the pandemic. In the hospitality
industry - one of Australia’s most significant in terms of both its economic and social contribution - the
issue has been particularly pronounced. Technology, though, can play a substantial role in mitigating the
impacts of skills shortages. Specifically, technology that allows businesses to do more with less, by
automating the time-consuming, mundane and non-revenue generating tasks that once required human
involvement.
“For example, rather than requiring an employee to manually log reservations, take down orders and
facilitate payments, these processes can be automated through online bookings and contactless order and
pay via QR codes. Through these processes, businesses are not only able to alleviate skills shortages, but
drive loyalty and, therefore, revenue too. Through the approved data collected, businesses can understand
individual customers’ habits and preferences then send personalised, automated marketing that boosts
loyalty. When businesses can automate these previously time-consuming, manual processes they can
simultaneously alleviate the impact of skills shortages and spend more time providing the face-to-face,
meaningful interactions consumers demand.”
General Manager APAC
SevenRooms
Paul Hadida

27. DynamicBusiness.com
“Recent high-profile incidents have further necessitated the need to ramp up security efforts. Given
Australia is facing a chronic shortage of security workers – the question is, how?
“While addressing the tech talent shortage requires a deliberate and long-term effort – there are some
immediate steps small businesses can take now. Firstly, they should investigate where employees are
spending their time to free up resource. Staff may be tied up in process driven admin or working on tasks
that aren’t aligned to business objectives. Then businesses should review their tech stack and simplify.
Remember - the more specialised tools, the more skills needed to support them.
“Next, assess the technology landscape and identify new solutions to alleviate the strain on resource, likely
through automation. The technology landscape evolves so fast that there are almost certainly new tools
available now that weren’t only a few years ago. Finally, ensure adequate planning on how to implement
and operationalise the technology, as this will define its success.”
Area Director ANZ
Lacework
Richard Davies

28. DynamicBusiness.com
“Solving the cyber security job shortage requires collective efforts from government, industry and academic
organisations. We can’t wait around for the next generation to go through years of traditional cyber-specific
education. Instead, there are three steps we should take:
Broaden our definition of top tech talent: Organisations mustn’t have unrealistic expectations such as requiring
CISSP certification for an entry level role. This certification requires five years of experience and insisting on it
is losing candidates with potential at the first hurdle.
Mathematicians, scientists, and engineers are critical to creating fundamental technology. But it takes more
than just individuals with this skillset to build a standout company. Even in cyber security, we need linguists,
philosophers, artists, storytellers, and ethicists too if we are to truly solve challenges with innovation.
Support on the Job learning: Businesses can save time and money in the long run by hiring eager candidates
and investing in both upskilling them and defensive technologies that support in-house training.
Make sure you are doing something different and do it with purpose – It’s no easy feat but if you are creating
breakthrough, world-first technologies then the best and brightest minds will want to join you.”
Director, Red Team
Darktrace
Liam Dermody

29. DynamicBusiness.com
“When the skills you need to grow your business simply aren’t to be found in Australia, it’s time to think
more broadly and look beyond Australia’s borders.
“Our research shows that while 76% of Australian businesses admit that finding skilled staff is the single
biggest issue facing their business, more than half (52%) would not consider hiring offshore. These
Australian businesses appear to have a blind spot when it comes to considering all their options to solve
the twin challenges of finding skilled labour and managing their cost base, despite 1/3 of those surveyed
knowing of other businesses in their industry already offshoring a range of business functions.
“In many cases, attitudes towards employing overseas workers haven’t caught up with the reality of the
broad types of work and quality of skills available to Australian companies. With unemployment at record
lows in Australia, companies need to consider all options when it comes to employing specialist skills. We
believe it's time to end the secrecy and the stigma around offshoring.”
VP of Growth
Cloudstaff
Chris McDonald

30. DynamicBusiness.com
“I know that some businesses will insist that the answer to overcoming skills shortages lies outside their
organisations, expecting and assuming solutions from government or educational institutions will fix the
problem.
“However, if businesses are waiting on the answers from government, unions and industry, then they might
be waiting far longer than they are comfortable with.
“In the meantime, business and industry should stop looking to hire for experience; there are just not
enough experienced people about.
“They should stop using resumes as the source of truth, since resumes only highlight what the few
remaining unemployed people in the community don’t have.
“Rather they should be looking to hire on basic employability skills: communication, teamwork, problem-
solving, initiative and enterprise, learning skills, and self-management skills. And then training people in the
rest of the job.
“This obviously won’t work for those highly specialised jobs, but for most of the jobs in the market today,
this is surely a better solution to keeping a business growing while the longer-term solutions from
government are developed.”
Executive Chairman
Asuria
Con Kittos

31. DynamicBusiness.com
“The skills shortage is a reality felt throughout many different industries, but it’s undeniable that for
Australians it’s been a rising challenge within the technology sector. The Tech Council of Australia
identified that vacancy rates in tech are 60% higher than the national average, with the most severe gaps
featured in technical occupations like software programmers and computer network professionals. This is
a grim scenario for companies that need to develop and deliver critical applications to achieve their
business goals. There needs to be a solution that can help organisations continue their digital
transformation journey despite the shortage in full-fledged IT professionals.
“While traditional software development requires in-depth knowledge of programming languages using
waterfall methodology, low-code application development platforms, like Mendix, do all the hard work
behind the scenes, empowering IT professionals to build software applications and meet business needs
with enhanced ease and ten times faster than usual, despite the talent shortage.
“Using a mix of enterprise-grade visual development approach, drag-and-drop components, model-driven
logic and intuitive interface, the platform also greatly reduces the barrier to entry in application
development, giving domain experts from different business units the ability to develop technology
solutions that logically work for their teams.”
Regional Vice President at Asia
Pacific
Mendix
Jornt Moerland

32. DynamicBusiness.com
“Identify the skills, knowledge and expertise that will be required to deliver on your strategy to future-
proof your business and ensure your workforce is skilled to deliver on its business growth priorities.
Develop career paths and invest in learning platforms - at Pureprofile we work closely with our learning
partners to ensure our teams are upskilled now and in the future. It’s also critical to support your
subject matter experts to actively participate in industry events, learn about emerging trends and
integrate them into the business.
Broaden your search for talent – as a key component of our talent acquisition strategy, Pureprofile has
diversified our team & deepened our expertise by hiring in multiple markets where required skills are
evolving more rapidly.
Reshape roles to better align with your team’s natural talents and strengths, rather than taking a fixed
view that they must perform a role as it’s rigidly defined.
Ensure your retention strategy aligns with the needs of your workforce – investing heavily in upskilling
your workforce must be coupled with regularly tuning into what your team is seeking in terms of
reward, motivation, engagement and well-being to ensure the skills are retained and deliver on positive
business outcomes.”
Global Head of Talent and Culture
Pureprofile
Michelle Mowle

33. DynamicBusiness.com
“We adopted the mindset that to find the best people we need to be proactive, so we stopped relying on
recruitment agencies and invested in our talent acquisition team. Our hiring managers are trained to
identify transferable skills buried within a CV and if candidates don’t have the skills needed for the role they
have applied for, the team looks for other roles within the company.
“Once new employees have joined us, they access career development planning which enables us to
identify where additional training can support growth and career aspirations. Developing internal
programmes sits at the very core of our talent strategy.
“More broadly, enterprise leaders must play their part in supporting a new generation of tech talent. Our
team collaborates with universities on six-month-long internship programmes, which gives students the
opportunity to actively imagine, design and build new technologies and systems, while working with
industry to develop job-ready skills.”
CTO
Cyara
Luan Tran

34. DynamicBusiness.com
“Managing warehouse orders, storage, and delivery in the past have been relatively straight forward,
however, supply chain challenges caused by our current skill shortages has added additional layers of
complexity. Today, it is crucial to be able to manage and plan for delays, no shows and frequent reskilling.
In fact, the past two years have seen more changes to the way we work than during the previous 10 years,
predominately due to Covid. Staff shortages and turnover issues increase organisation workloads and can
create issues at every point of the supply chain. By using digital workflows to automate solutions,
companies can ensure processes keep moving and even update customers on the progress of their
orders. Enabling organisations to gather unstructured data and automatically implement it into the right
systems faster, automation helps speed up the workflow. This reduces time spent on bookings, checking
inventory stock levels, managing deliveries, and customer communication.
“Supply chain woes aren’t going to go away any time soon, here in Australia and globally, but with the right
technology, organisations can minimise the impact of supply chain and staffing problems, getting
products and services to customers faster and improving the bottom line.”
Sr. Vice President Software and
Solution Sales, APJ
Kofax
Matthew Thomson

35. DynamicBusiness.com
“There will inevitably come a time when your company will experience a lack of skilled employees or even a
decrease of skilled workers within the industry in which you operate. One way to address this issue is to
focus on long-term viable solutions such as personalised learning paths for skill-building. This method is
paramount for companies that want to not only attract new staff, but also retain their top talent. As people
have different learning preferences, interests and expectations, it is important to ensure that tailored
training programs meet individual demands.
“Another great method for overcoming skill shortages is to consider how existing employees might be able
to fulfill other roles - assess current employee skill sets and see how you can transfer their skills into other
positions within the business. Staff retention is essential, as you don’t want to lose the knowledgeable
employees you already have. Aim to create a positive company culture where people want to stay - show
that your organisation fosters and supports employee development and career progression.”
CEO
CYPHER LEARNING
Graham Glass

36. DynamicBusiness.com
“I’ve never seen the SMB professional services employment market like it is today. It seems like everyday
I’m having a conversation with accountants about their difficulties in finding suitable hires. The
conversation inevitably leads to the impact on the workplace culture and ways to alleviate impact on
current teams.
“We looked into it and our recent State of Client Engagement report validated a common issue in
professional services which is employees delay or avoid having awkward client conversations like out-of-
scope work or chasing clients for payments.
“While at surface level this may not seem a big issue, the impact is employees are working longer hours,
have low morale and are taking sick leave and time away from work because of the stress. What’s worse,
we found a third of business owners said staff had quit. The survey also highlights how an accepted
culture of overservice and overworking could impact employee wellbeing, engagement and retention.
“By understanding the factors that could be affecting your ability to attract and retain staff, you can then
build cultures and programs that reflect what employees need and want, creating great places to work.
“Another way to combat skill shortages is to upskill or retrain existing employees."
Head of APAC
Ignition
David New

37. DynamicBusiness.com
“When recruiting you must think radically differently, you must stand out from the crowd.
“Don’t write your own job ad, hire an expert to help you understand what you offer that’s truly unique and
hire a marketing firm to help you write a job ad that appeals to your candidate pool.
“Treat candidates well. Provide an exceptional recruitment experience. Make it easy, make it fast and make
it enjoyable.
“Think about the tasks that need to be done like a jigsaw. Which pieces can be automated? Which pieces
can be done by someone overseas? Which can be done by someone with the right skills, but no experience
in your industry?
“Make sure you also have a broad pool of candidates by considering job share, older workers and people
with disabilities; and up-skill your existing staff.
“Lastly, look to boost employee retention by ensuring you have quality managers and team leaders. Study
those managers and supervisors who everyone wants to work for. What do they have that the others don’t?
Hire, train and promote for those characteristics.”
CEO
Ignite Global
Kim Seeling Smith

38. DynamicBusiness.com
“Our latest research on the state of small businesses in Australia revealed that nearly 3 in 10 (28%) small
business owners say they are not digitally savvy, yet 7 in 10 (69.9%) agree they need to be digitally savvy
for their business to be successful.
“Specifically, many small business owners understand the importance of a social media presence but find
it very overwhelming, time-consuming or both. Tasks pertaining to this realm in particular tend to slip
towards the end of their to-do list as a result.
“The good news is that a Customer Relationship Management software can act as (the much needed!)
extra set of hands a small business owner often needs. This offers the capability to centralise and
automate tasks across all social media platforms.
“Not only is it possible to browse pre-designed posts and copy that can be adapted to suit any brand, but
users can also access Facebook, Instagram, Twitter and more from a single place and schedule posts for
publication ahead of time.”
Head of Thryv Australia
Elise Balsillie

39. DynamicBusiness.com
“In competitive industries with highly sought-after skills, the cost of employment can rapidly get out of hand for
businesses – especially smaller businesses experiencing tighter cash flow as a result of ambitious growth
plans.
“Companies with high future value and limited access to immediate funding can look to offer an Employee
Share Scheme (ESS) as a way to compensate and retain staff with future wealth. Therefore a higher market
value of shares will result in a higher personal net wealth for employees in the future.
“The scheme also shifts the mindset within a business by encouraging staff to go beyond their daily tasks and
pursue an active role in building the business. The metrics in which Employee Share Schemes can be issued
can be either reaching key metrics for the entire business as a whole or an employee reaching key milestones
in a defined period of time. When an ESS is linked to length of tenure, this too can assist with retention in that a
lock-up period exists to prevent an employee from selling their shares or receiving income for several years.
“Employee Share Schemes have various tax benefits such as concessions and tax-deferral arrangements, but
it’s important to structure and implement your ESS in the right way to avoid costly mistakes when it comes to
the complexity of legal, accounting and tax implications.”
Director in Accounting
BlueRock
Kudzai Mhishi

40. DynamicBusiness.com
“As worker shortages continue and job vacancies skyrocket, it’s becoming increasingly difficult for
businesses to secure talent. And as we move into the Christmas period, competition is only going to
increase – particularly amongst the hospitality, retail and logistics industries.
“Recruiting permanent staff is a time consuming and costly process - one of the quickest and easiest
ways to bolster team numbers is with the addition of temporary workers. Temp workers and casual
contractors are highly skilled, pre-vetted, and can immediately deliver on tasks with minimal training.
With very little notice required to secure temp workers, teams can be scaled up and down as needed.
And with another COVID-19 wave expected to hit Australia around December, temporary workers can
help keep businesses afloat should multiple staff fall sick.”
CEO and Co-Founder
Sidekicker
Thomas Amos

41. DynamicBusiness.com
Focus on the talent you have: offering your existing people new opportunities to be mobile within the
business via stretch assignments or mini projects can develop the skills of your people, but also improve
retention.
Develop your people: investing in upskilling or reskilling your people can be highly valuable. It means you’re
no longer looking at talent as a supply chain, but as a way to unlock the full potential of the people already
within your business.
If you do need to recruit externally: broaden your talent pool and think creatively about where to find these
skills. Utilise hyper-personalised sourcing strategies to attract talent and convert them quickly. Look for
transferable skills rather than ‘purple unicorns’.
Remunerate fairly: now is not the time to try and bag a bargain. Make sure you are benchmarking
remuneration externally and do whatever you can to keep your existing people engaged. Also consider
meaningful benefits that will resonate with your people to continue their loyalty to the business.”
“Businesses are operating through an unprecedented skills shortage, with almost 20% of Australian
occupations struggling to attract and retain talent. Here are some strategies you can implement now to embed
talent in your business or find it when you need to look externally:
General Manager
TQSolutions
Nadine O’Regan

42. DynamicBusiness.com
“Today, the experience which an organisation provides as an employer is critical in finding and keeping talent.
“When it comes to recruitment, attracting great employees is significantly easier if your organisation has
earned a reputation as a great place to work. Meanwhile, offering a seamless onboarding experience can
ensure new starters get off on the right foot.
“Fail to focus on all the elements that keep employees engaged and committed – think supportive workplace
culture, attractive career paths, ample professional development opportunities, competitive remuneration and
a compelling benefits package – and you’re condemned to the hiring merry-go-round.
“Businesses also need to make a serious commitment to fostering talent internally; taking on rookie recruits
and equipping them with the skills they need to kickstart successful careers.
“Through homegrown talent, we’ve developed a culture of learning, rich in diversity and experiences. Here at
Tecala we have introduced the Tecala Learning Academy, leadership programs and mentoring plans for our
most promising individuals.
“Leveraging talent where differing industry skills can be reapplied to the technology environment has been an
invaluable asset for us. We’ve taken chances on those wishing to get their first break into the workforce as well
as those embarking on a career transition.”
General Manager – People and
Culture
Tecala
Renata Bastalic

43. DynamicBusiness.com
“There are a range of steps managers can take to overcome the skills shortages currently plaguing many
organisations.
“The first is to forge a closer working relationship with the HR department. This will ensure those
responsible for recruitment clearly understand the types of skills and experience required to help the
organisation function in a highly competitive environment.
“Another is to be aware that potential new staff are looking for more than just a healthy pay packet.
Managers need to ensure they have in place everything from flexible working patterns to leave
entitlements and training allowances.
“Also, it’s important that an organisation can offer new hires appropriate and satisfying work to undertake.
Rather than feeling as though they are stuck in a dead-end position, staff need to be able to see a clear and
achievable career path that will help them to grow as individuals.”
Head of Consulting
Atturra Advisory
Peter Murphy

44. DynamicBusiness.com
“To maintain productivity during a global skills shortage businesses need to maximise their existing
workforce talent. That demands automating repetitive processes to free up staff for mission-critical work.
“To do this efficiently businesses need to better leverage cost-effective cloud-based technologies to train,
upskill and reskill their workforce rapidly.
“Research shows cloud services deliver improved operational efficiency and growth. In Australia, small to
medium businesses can access new tax offsets to support their adoption of new technologies and to
deliver workforce training.
“Today’s digital training solutions, like Cloud Assess, are visually engaging, intuitive, accessible and as
easy to use as Facebook. Employees and trainees can access content on their device of choice, be it a
smartphone or tablet, bringing learning to the floor, or whenever and wherever it suits them. Critically,
employers have instant visibility of their workforce skills base, giving them control over the key driver of
their business operations – their people.
“Upskilling staff not only builds their capabilities but also makes for happier and more committed
employees as our research shows – a win for everyone.”
Founder and CEO
Cloud Assess
Rob Bright

45. DynamicBusiness.com
“Competition for skilled talent is uniquely fierce at the moment. Employers have two options; to compete
more effectively for skilled talent by offering them more incentives or find unique ways to locate untapped
skilled talent.
“One of the key perks that attracts and retains employees is the ability to work flexibly and from home. The
pandemic gave employees a taste of what it's like to work remotely and many don’t want to go back to
working in the “old way”. Employees enjoy having more flexibility to fit work around family and other
commitments, reducing their commute time and gaining greater control over their time.
“By offering flexibility and creating hybrid workplaces, not only will employers be able to more effectively
compete for skilled talent, they will also widen the talent pool by being able to employ people interstate or
offshore.
“Legally, employers just need to make sure all their ducks are in a row in regard to formalising and
documenting remote working provisions. They also need to be careful when engaging remote or offshore
talent to ensure they are complying with the rules around contractors such as when to pay superannuation
or workers compensation.”
Managing Partner
Owen Hodge Lawyers
Rolf Howard

46. DynamicBusiness.com
“Skill shortages have become a fact of life, and I don’t expect them to go away soon. There’s short and
long-term steps you can take to reduce the impact on your business.
“In the short-term, you may be able to contract skills into your business via university interns or gig
workers. Interns need training and management, so you must weigh benefit against the time it costs to
supervise and coach them. Gig workers can be fantastic on projects, but it’s risky to put them in charge of
ongoing work as they may go elsewhere at short notice.
“In the mid-term you may be able to hire lower skilled workers and train them up, leveraging grants and
other support from governments. This can develop loyal and well-skilled staff, but risks workers leaving
once trained due to opportunities elsewhere.
“In the long-term the best option for most businesses is to automate what they can, using artificial
intelligence to perform repetitive tasks and processes. You can then redeploy staff to higher value tasks.”
CEO and co-Founder
reKnow
Suzette Bailey

47. DynamicBusiness.com
“Talk of a skills shortage can sound confronting on paper but the reality is that it’s more simple to address
than you might think. Learning institutions can’t equip their graduates for every possible scenario they may
face in a constantly-changing business environment, and it’s up to employers to put opportunities in front
of their employees to help them fill these gaps. Short courses are one of the easiest ways to add more
arrows to the proverbial quiver of specific skills. Whether it’s a course on financial literacy, data science or
creative writing, short courses help learners to fill the gaps that their previous education experiences didn’t
provide. Employers who are seeing gaps between work that needs to be done and the capabilities of their
staff should undertake an audit to identify the missing pieces and invest in courses that address specific
needs.”
Director of Workforce Planning
Pearson
David Burrows

48. DynamicBusiness.com
Introducing project-based learning, such as through certificates or micro-credentials. These retain and attract
workers by tapping into their desire to seek new skills.
Building a strong internal culture of ongoing L&D empowering employees to enhance their personal and work
skills. According to research from PMI, 37% of respondents believe that their organisation has adequately
prioritised learning and development opportunities.
Leveraging new technologies that deliver innovative ways of working, allowing employees to work efficiently in
a hybrid environment.
Adopting agile business practices that increase organisational resilience and improve the ability to respond to
change.”
“With the ongoing skills shortage, businesses must be more innovative in their approach to work and investment in
upskilling.
“One practical approach is looking at workflow from a project lens, with project management frameworks as the
driving force for consistent and efficient delivery of outcomes. This trend of ‘projectised work’ is only set to
increase, with PMI forecasting the need for 25 million new project professionals globally by 2030 to tackle talent
gaps.
“However, this project-oriented mindset is not limited to the ‘project manager’ title; the broader business can also
benefit from implementing it. Simple methods include:
ANZ Head
Project Management Institute
Annie Sheehan

49. DynamicBusiness.com
Win the competition to attract top talent by offering a great work environment
Organisations need to provide enjoyable and flexible workplaces which means leaders need to prioritise
managing workplace culture and ensuring that employees are supported and challenged to grow their
skills. Organisations then need to design strategies to communicate these attributes to their marketplace.
Invest in quality training to upskill your current staff
Provide your team with formal and informal mentoring and educational courses to retain staff and upskill
their capabilities to match the changing needs of your organisation. Teaching people rather than ‘buying in’
new skills is fundamental to showing you care about your staff, builds confidence and insulates your
company against challenges.
“For those employing, the current skills shortage is a major challenge, one that requires multiple strategies to
make an impact now and into the future. All organisations need to ensure they are striving for employer of
choice status and standing out in the marketplace.
We know that formal training has an immediate impact because 67% of participants from our Professional
Certificate of Asset Management Planning reported an uplift in skills that they were able to instantly apply to
their work, benefiting them and their employers.”
CEO
Institute of Public Works
Engineering Australasia (IPWEA)
David Jenkins

50. DynamicBusiness.com
“The hotel industry was hit hard during the pandemic with the biggest causality being the loss of experienced
workers to other industries. Hotel recruitment today means taking more of a risk with people that have never
worked in the industry before. Flexibility is key.
“People are looking for a more balanced work/life structure and want to work for an employer that offers not
just a wage, it is about creating a culture within the hotel that says ‘we care about you as a person’. Offering
flexible work shifts and adopting technology solutions that will help hotels to match work supply and demand,
are two ways the industry can address the skills shortage.
“The long-term success of a hotel depends on how well they train and look after their team. Hotels delivering a
5 Star experience need to offer a consistent level of service, a hard task when rebuilding the knowledge and
experience required with teams new to the industry. Controlling the level of occupancy so they can maintain
the 5 Star service, without employee burnout is one solution.
“At the end of the day, the soul of a hotel comes from the people running and working the operation.”
General Manager
Radisson Blu Plaza Hotel Sydney
Peter Tudehope

51. DynamicBusiness.com
“There are many options if you’re challenged by the current skills shortage. One option is to take a longer
term view, and look at attrition, and consider how many people you hire that need replacing. Across
Australia and New Zealand the average attrition is 17%. In other words the average firm loses 17 people
out of 100 each year. In another survey once 18 months have passed around 46% of newly-hired
employees have failed, having been pushed out, fired, or having quit.
“One of the best ways to reduce attrition is through an effective onboarding process. The employee review
website Glassdoor recently found that organisations with a strong onboarding process improve new hire
retention by 82 percent and productivity by over 70 percent. However in my global research study 83% of
organisations have an onboarding process of 14 days or less, with almost 50% of the total being less than
seven days. Yet, the data also demonstrated that the real impact of onboarding continually increases from
30 to 90 days. The vast majority of onboarding processes have a duration that is simply too short to
produce a tangible impact on either productivity or retention. Perhaps the best way to avoid limited job
applicants is to not need job applicants in the first place.”
Founder of Evolution Partners and
author of Onboarded
Brad Giles

52. DynamicBusiness.com
“The skills shortage has placed significant strain on businesses across all industries, particularly in the STEM
sectors. But what many don’t realise is that the solution is quite literally right in front of them. The simplest
method to overcome the shortage is to look at ways in which you can upskill and train your existing team
members to access the immediate skills required to support your business.
“The opportunity to upskill not only demonstrates to your team members that they are valued and supported in
their career ambitions, but it also helps fill an emerging skills gap — it’s a win-win. In fact, research shows that
younger demographics care about their personal development more than they do about their remuneration.
“It’s important to remember, this isn’t about overloading the capacity of your team members. It’s about working
smarter and empowering team members to pursue their passions that align with business priorities, while
placing less important tasks on the backburner. Through upskilling we’ve successfully filled gaps in our
marketing and customer success teams at Limepay. In return, our team members have rewarded us by
showing loyalty and continuous passion day in and day out.”
CEO
Limepay
Willie Pang

53. DynamicBusiness.com
Be honest.
Have you done everything else you’re supposed to do - or are you jumping the gun?
If you want to contract a skill to a third party - cowboys beware - use your nose, instinct and wise
referrals if possible. When they start using the same irritating terms - you then know if you have an
irritating parrot or a thinker.
Call a University - ask the lecturer who was the best in their class.
Simplify, do you really need what’s going through your head? What is the minimum that will succeed
that isn’t influenced by a vanity skill?
Weigh it up - depending on the task and length - sometimes it’s easier to do it yourself.
If money is no option - pay the dollars with a signing fee and moving fee (if applicable).
Founder and CEO
Backpack Bed for Homeless
Tony Clark

54. DynamicBusiness.com
“Paying people to learn, either through apprenticeships or specific training courses, is one of the primary
ways to address skill shortages. It attracts people who treat the skill they are being taught as an
opportunity rather than a requirement.
“In an area like data analytics, there’s a critical shortage of well trained and experienced people to meet
current needs. At the Data School our aim is to create the next generation of great data analysts and
consultants. Our cohorts are paid while they train and throughout their two year, on site assignments, and
routinely graduate to six figure salaries.
“Once skilled and qualified, they are then supported by our network of highly-experienced, senior data
analysts so they are never left to fend for themselves.
“In short, payment, high quality coaching and ongoing senior support will go a long way meeting the
current skills gap.”
Director
MIP, The Data School
JJ Phillips

55. DynamicBusiness.com
Firstly - Only ever offshore or outsource a process. Never offshore or outsource a problem. An outsourced
problem is multiplied.
Secondly - Your greatest cost in outsourcing is not the hourly rate, it is in constant turnover of team members.
Make sure you partner with someone that has a good process and record for retention.
Thirdly - Make sure you have a local (to the country you are hiring in) on the ground that can help you manage
all the cultural norms and communication.
Fourth - Hire in a country you might actually want to visit. As digital as the world has become, if you are going to
build an offshore team, you should go and visit them sometimes.
Finally - Do your homework on the countries you might offshore to in terms of access to language capability
and the specific skills you need.
“Having run teams in over 30 countries, I can honestly say that remote and culturally diverse teams can pose some
challenges unfamiliar to Australian business owners and offshoring has had it's bad press over the years but those
challenges can be overcome with a few simple pillars to success:
“In the world of offshoring and outsourcing knowing what to do isn't as important as knowing what not to do.
“The single greatest competitive advantage a business will have in the next few years will be their ability to source
talent. Direct, Outsourced, Offshore... the trick will likely be in nailing all of the above.”
Head of Growth
Trust The Process
Ben Shipley

56. DynamicBusiness.com
“‘How do you eat an Elephant? In small bites.’ When addressing business, hospo or otherwise, something
that will always be a constant you have to be ready for evolution. When you start to come up against it,
share the load as a team and look for the changes that'll lead closer to success/happiness. In practical
terms, prioritise resolving the pain points but don't get bogged down and lose sight of what you’re all
working towards. Rather than stressing about uncertainty, what keeps Ben going is the understanding that
time doesn't stop moving, so when things are bad, understanding time will pass, everyone will have the
opportunity to move forward again, and reset is something that excites him.”
CEO
Legacy Hospitality Group
Ben Avramides