A QUARTERLY EXCLUSIVE ISSUE
WITH CURATED AND ORIGINAL
CONTENT ABOUT INFORMATION
TECHNOLOGY AND RESOURCING
When we dreamed about the
Market Insights, our goal was to
leverage the Job Market in New
Zealand and all changing
Technology Trends, offering an up-
to-date and solid curated content
that enable employers and
candidates to expand their
knowledge and make better
decisions. We knew that would be a
high mountain to climb.
As the great Chinese philosopher
Lao-Tzu once said, "A journey of a
thousand miles begins with a
single step." We believe that the
most decisive moment of a big
climb is the first step. The first
issue was launched in March this
year and it was a success. With
readers from the United States,
New Zealand, Brazil, Australia,
London, South Africa and France,
the 10-pages magazine had over
140 viewers in the first week.
The journey has just started and
we are ready for the challenge!
Creating this digital newsletter not
only allow us to spread the
knowledge we’ve gained through
these years of the local IT market,
but also getting the attention of
like-minded skilled people and
business from all over the globe
brings us infinity and new
WHO WINS A
Its been a really interesting landscape in the Auckland market over the last few
months. What we are seeing is software development companies at varying
stages of maturity (start up through to mature) who are reacting to a marked
increase in demand for their products and services which has necessitated
taking on board additional resources. These resources have primarily been in
the software development area including FrontEnd/BackEnd and Full Stack
Developers delivering Web & Mobile SaaS Apps to market. Tech Stacks have
included PHP and React.js and everyone is looking for that facebook look and
feel for their Apps.
This of course has created a wave of activity in the recruitment sector with
everyone vying for the same candidates and trying to be competitive and
creative with their offerings. This brings a whole discussion around what
companies can do to put themselves at an advantage when it comes to securing
the talent in a talent short market.
what makes your company unique?
What makes your team get out of bed
each day to come to the office?
Do you give your team the opportunity to
work with the latest technology
Do you offer your team the chance to try
new things and to learn along the way?
Is it OK to be wrong and make
Is working at home a day or 2 a week
something you would consider?
Do you allow your staff to work flexible
working hours so they don’t have to sit
in a car for 3 hours a day commuting?
Do you provide your staff with a training
allowance each year for them to
Do you get fresh fruit delivered each
week for the staff to grab through the
This list can go on for pages but the bottom line is, you need to have at least a
few of these options in place to make your team feel appreciated and trusted and
valued by your company. The companies that are winning the talent war are
providing many of concessions/perks listed above. They are providing the
opportunity to their people to grow their careers within the business, the
opportunity to move up the ladder, the opportunity to move into a Team Lead
role, the opportunity to move into a Practice Lead role, and further down the
track, the opportunity to move into a management role. This is how you retain
staff. You engage with them and make their lives easier, and you take them on
the journey to make them more successful so it’s a win-win for us all.
65% employers have
of employers plan to
offer more flexible
of the current job
market is candidate -
trends & tips
increase vs the same
period last year
Do you have a staff succession planning
strategy in place and have your team got
clear sight of where to next when it comes
to career progression?
Do your staff know where they can get to
within the company if they excel?
candidate as a
what are candidates
Visibility as a business in the marketplace
Vision and values
Engagement with existing employees
Social media / online presence
Culture and environment
INSPIRE PRIDE WITHIN
Presto's Senior Consultant, Talent Supply Solutions
We are blessed with an abundance of ambitious, commercial and innovative people in NZ. That we are
trying to improve, enhance and expand is a credit to our population and the fact that we as a country
are known for punching above our weight in so many areas. So it is no surprise that the companies we
have here are also trying to grow. Or are they trying to build? Because there’s a difference, and a right
time for each option.
IS YOUR NEXT
HIRE A BRICK,
OR A TREE?
If you want to build your company, fill a skills gap in the
short-term, or consolidate your performance, then go for a
brick. Someone with an established skill set, who can be
relied upon, perform from day one, and who will fit exactly
But maybe you want to grow your company? Maybe you should plant a tree? Hire someone with some
of the skills, a good attitude, and a desire to improve, and plant them in your company. They will
probably require a bit more love(soil), nurturing(water), and encouragement(sunshine), but what you
get out of it is so much more than you put in. A tree will grow to fill the skills gap you have, and it can
branch out into other areas you weren’t expecting, providing much more value than what it cost you at
Now don’t get me wrong, both options have great benefits. Bricks will allow you to execute faster, with
greater certainty. They are stable, tried and tested, and probably available now. While trees over time
will have a lot of branches and can broaden your reach into new areas. Given the restrictions of the NZ
labour market, where there are only so many bricks to go around, and the cost of these is continually
on the increase, perhaps it’s time to invest in a few seedlings. Hire someone that has potential,
enthusiasm, and who can give you a return on that investment.
the gap needed. Tried and tested, you pretty much know what you’re getting from the outset, the brick
will probably not cause any issues with the other bricks around them, and you can definitely build on
them, you just need other bricks to sit alongside and stack on top.
Presto's Client Manager, Talent Supply Solutions
As internet use grows, cyber threats do too. In 2018 alone, CERT (Cyber Emergency Response
Team) NZ reported a 205% increase in all incidents reports. This represents the greatest transfer of
economic wealth in history, puts the incentives for innovation and investments at risk, and will be
more profitable than the global trade of all major illegal drugs combined.
It is definitely a good time to be looking for jobs in Information Security
and Cyber Security. New Zealand depends on cyberspace and the local
security job market is already short some 2,300 workers.
A report from the Information Systems Security Association (ISSA) and Enterprise Strategy Group
(ESG) shows that the cybersecurity skills shortage has worsened for the third consecutive year,
impacting 74% of organisations worldwide.
0% 10% 20% 30% 40%
Security Analysis and investigations
Risk and/or compliance
With a global spending prediction to exceed US$1 trillion by 2021, the need for prevention and
preparedness putting IT firms ahead of the cybercrimes trends is a must. No wonder the number of
unfilled cybersecurity jobs is expected to reach 3.5 million by 2021. This industry is now booming
and many experienced IT professionals are now migrating to InfoSec or CyberSec specialisms.
According to the Cyber Security Ventures, the cybersecurity unemployment rate continues to hover
The top three technology areas
most affected by the cybersecurity
skills shortage include:
- cloud security (33%),
- application security (32%), and
- security analysis and
the report found.
As a result, IT security specialists are listed on
Immigration New Zealand's long-term skill
shortage list. This means the NZ Government is
actively encouraging skilled security analysts
from overseas to work in New Zealand. While
most opportunities are in the main centres
(Auckland 50%, Wellington 27%, Christchurch
12%), there are jobs across the whole country.
Teodora shared her recommendations to the local industry:
I see the cybersecurity skills shortage as an opportunity, and IT
managers should face this not just as a security problem, but as a
business problem. There are a bunch of graduated and new people
coming into the market ready to be trained. When experienced
cybersecurity professionals are valued and able to mentor new people into the field,
this issue become easier to solve.
We are witnessing a change in the cultural perspective, as now every technology
worker needs to be involved in protecting and defending apps, devices, infrastructure
and data. With new certifications and techniques, skills are growing and changing
daily - it is definitely a place for dynamic and curious minds.
Presto is present at the most relevant industry conferences and we are establishing great
conversations with our key clients. A number of them are expecting a huge growth, as 33% of them
are looking to hire security-specific skills. We are now building a strong talent pool in this sector and,
if you are looking for specific skills, please contact us.
Presto's Practice Lead, IT Security Talent
Throughout the New Zealand market HR professionals face a
considerable number of drains on their resources on a daily basis, with
time needing to be spent on everything from managing the needs of
existing staff, through to helping in the on boarding of new employees
and dealing with those busy periods when hiring spikes strike, some
planned for but often not.
It means there is limited time available for the essential and critical role of
talent acquisition, yet this is increasingly seen as the most integral aspect
of delivering lasting benefits for your organisation.
When it comes to their level of aggressiveness, risk-taking, and
competitiveness, these two functions have also slowly moved apart.
A MIND SHIFT
why companies are separating
the Talent Acquisition function
As a standalone business function, Recruiting (or Talent Acquisition) will go through a transition from
an overhead role into a unit with direct accountability, and can create a strategic competitive
Ensuring you are able to acquire the best, brightest and most suitable employees is essential for
long-term prosperity and success. Its primary goal will move beyond simple job fulfilment and into a
heavily proactive state of sustainable, long term recruitment.
In today’s world of extremes, finding the right talent needed to deliver to promises made, goals and
budgets set, and expected delivery timelines is such a crucial, yet often the most challenging, piece
of the puzzle. To make things even more complex the multitude of ways to find this crucial talent is
evolving at such a dramatic pace through the improvement of innovative sourcing tools and
It has been reported that if the TA function
were considered an independent business
line, it could improve results by up to 25%.
the 6 key requirements for
an effective TA function
Increasing innovation and technology in recruiting
involves accepting a much higher degree of risk and
the speed needed in today’s market is hard to meet
under HR’s pace. Moving fast and deciding quickly is
a non-negotiable for today’s talent community, and
is essential in an optimal hiring strategy.
Successful TA strategies take risks and
require speed of
As an overhead function, HR often has an internal
focus on its own processes and rarely has alignment
and visibility into the company’s core tools,
processes and strategy.
2. The best strategies build competitive
HR’s culture and processes are designed primarily to
react to events, while a successful recruiting
strategy will work to ensure hiring strategies are
embedded into the company’s future talent pipeline.
3. Workforce planning and TA require a
proactive and blended approach
Most of HR’s decision-making is based on intuitive
decisions and a disruptive shift brings data-driven
decision-makers to be more efficient. This allows
recruiting to become more digital, and data focused.
4. A data-driven model
It is almost impossible to demonstrate effective TA
business impacts under HR’s exclusive use of
transactional metrics. Being separated from HR would
allow TA to develop teams that understand the
importance of demonstrating immediate business
impacts. An independent function would emphasize the
ROI of great hires in key positions, rather than the costs
of hiring (which are insignificant compared to the
5. To demonstrate TA business impacts
effectiveness (new metrics)
Its focus on consistency allows HR to be cost effective.
However, TA operates in a constantly changing external
environment. Being independent would allow this
function to increase its emphasis on adaptability,
scalability, and having agile processes. TA and
recruiting technology is also advancing at a much faster
pace than the rest of HR and regular industry data
shows that recruiting has the highest revenue and profit
impacts of all HR functions. This high impact alone
makes recruiting worthy of the special focus that
6. Modern TA and recruiting requires an
agile, technology-dominated approach
The advantages of working alongside a provider like
Presto lie in the fact that, should your recruitment
accuracy dictate your success, or lack thereof, then
we can take over or guide you through part of your
current TA function.
The use of market intelligence by our domain experts helps us to identify the best candidates, while
comprehensive reporting and analytics help drive the process and improve behaviours to drive
At the same time, our models bring economies of scale up or down during times of changing need, to
allow clients to benefit from improved cost reduction. Our clients also gain an advantage through
increased speed of hire and lower fees compared to more traditional third-party recruitment models
currently in play.
Presto's Executive Director, Talent Supply Solutions
Delivering an IT transformation project requires a
multitude of skills, experience, and knowledge. In
addition to the need for high calibre experienced
IT professionals to deliver the core outcomes, a
MORE THAN IT
the job market in New
Zealand is hot for
skilled and experienced
project must be underpinned by a strong and capable corporate function to ensure finance,
communication, and human resources are all pulling in the same direction to enable lasting and effective
business transformation. Presto recognise that IT recruitment is only one piece of the puzzle, so has
actively sought out and appointed two experienced and accomplished recruiters with expertise that
reflects that diverse requirement. This has allowed Presto to expand from its core IT talent services, to
now include the provision of high-end Professional Services recruitment.
Chris Young is an internationally experienced Finance and IT recruiter with over 10 years
(and a lot of airmiles) under his belt. Having worked for a leading global consultancy in NZ
and the UK before a stint in Africa, he partnered with FTSE 100 companies, start-up
businesses, and everything in between to ease them through their change and growth
our professional services team
of employers found it more
challenging to find qualified
staff than 5 years ago
Only in Auckland, professional
services jobs are forecast to
grow by 31,000 jobs
Leigh Mackay brings with her 5 years of experience in the Wellington market, and
experience in both recruitment and learning and development in the UK market. Leigh is
known by clients and candidates alike as someone that understand the needs, the brief and
the market to ensure they get the right outcome. She is adept at working across the HR,
journeys. Now back in New Zealand, he is eager to work with businesses embarking on transformation
projects. Chris offers a consultative approach, working closely with candidates and clients to ensure
best-fit matches, and is equally adept at working with leadership and delivery functions.
Comm’s, marketing and leadership spectrum, and is relied on by a number of businesses to find talent
where others fall short. Leigh doesn’t often place adverts as she is constantly looking for talent so that
she can offer a shortlist to her clients that she can stand behind without any hesitation at short notice.
Leigh is full of energy and cultivates genuine relationships with her colleagues, clients and candidates.
are the best
Developers from New Zealand score
the highest (54.66%) on coding tests,
followed by the Netherlands, out of
70% of companies want to hire a
the most popular language devs are
tested in (37%).
indian devs are
India is the country that produces the
most candidates, followed by the US.
us wants our
The US is the largest recruiter of
overseas developers, and is the 1st
recruiter for kiwi developers. The US
also has famously high wages for tech
aren't the most
37.7% of candidates who apply to
Australian employers are accepted,
against 19.4% of companies in
Singapore - the most selective.
devs are not
affraid of tests
The vast majority (73%) of
candidates take the coding tests sent
to them, and they wait on average
2.88 days to take a coding test.
Source: Devskiller Global Technical Hiring & Skills Report 2019
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