State of the MARKET Quarter
2 2024
Prepared by Find Wellington IT & Digital
The following pages contain extensive data and reporting from our own systems and, where permitted, from our partners. This data is provided as a guide to the market, but does not guarantee or reflect the possible outcomes of job listings. Information enclosed may not be redistributed, amended or reproduced without express permission from Find Recruitment.
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MARKET OVERVIEW - WELLINGTON TECH
There is no question about it, 2024 is shaping up to be a very challenging year for the labour market in the tech & transformation space in Wellington. However, amongst the challenge there is always opportunity.
Recent statistics from our friends at SEEK for the last quarter of 2024 and past 12 months paint a pretty clear picture of the overall challenges in our market. To summarise the SEEK market data;
• Job ad growth in the ICT sector (across most roles) has decreased by 39.9% compared to the same period last year.
• Despite the decline in job ad growth, the number of applications per ad has increased significantly over the last two years.
• High demand for ICT roles in Auckland and Canterbury; Wellington has fewer candidates per role.
• 66.2% of jobs advertised in Auckland are applied for by local candidates; 35% for Christchurch and around 30-40% for Waikato and Wellington.
• There is notable interest from Auckland candidates in jobs located in regions outside of Auckland.
These insights indicate fewer roles, increased volume of applicants (from all regions) and point to some underlying challenges when recruiting within the tech sector, which we will expand on.
In-Demand Skills
The market is “still” hiring ICT and digital roles in the main centres and regionally. Advertising volumes might be down, but a wide selection of roles remain in demand. ICT and Digital skills in demand include (but are not limited to):
• Anything to do with Cloud technologies, in particular AWS and Azure. Architecture.
• Cybersecurity and related roles.
• Software Engineers.
• Project Delivery & Business Analysis, especially where domain experience is sought.
• Salesforce.
• Microsoft Dynamics 365 . Data & Analytics.
• ERP experience including SAP and Workday.
The financial services and energy sectors are busy investing in new processes and systems, with many undertaking changes including upgrades to and replacement of their core systems.
Roles with this domain expertise for example are still very much in demand, especially with Auckland and Wellington domiciled roles across permanent and contract markets.
02 State of the Market Quarter 2 Update 2024 MARKET REPORT | FIND
Passive vs Active Candidates
As mentioned, there is an excess of candidate applications across most roles when compared to the last 12 months. One constant remains, there are skilled and not so skilled candidates. The excesses of the last few years have given way to many “bad actors” in the market. So, caveat emptor, buyer beware. These words are very true in the current market. In today’s market we are recommending you seek to uncover and spend more time understanding the real motivations of candidates, their career plans and aspirations and how these align to your own organisations’ values.
Gone are the days of what seemed to be hiring FOMO. The market has returned to roles having clearly defined responsibilities, outcomes, and deliverables. Experience and skills are not being sacrificed.
Throughout the various market cycles, often, but not always, the best candidates are usually the passive candidates not necessarily applying for jobs. Passive candidates are open to considering a change for the right role and employer.
In summary, we are advising our clients it is a good time to hire if you have a clear vision and programmes of work. When you are hiring, consider:
• How you are set up to handle the excess volume.
• Review your interviewing processes to ensure you are uncovering and discussing candidate motivations and future plans.
• Ensure you have adequate communications back to candidates to leave them with a great candidate experience regardless of the outcome.
• Local tech talent is available, you will still need to filter to find the best people though.
• Continue to invest in building a strong employer brand that highlights culture, values, and opportunities for career growth and development.
• Candidate expectations, must-haves and nice-to-haves have refocused back to what they have traditionally been centred around: culture, leadership, interesting projects and work, development opportunities, employer brand in the market – with remuneration featuring but not dominating.
Even though the Labour market dynamics have shifted, certain skills and roles are still highly scarce. This is where partnering with your friendly Recruitment Agency (such as Find!) is valuable.
The additional benefit of using a recruitment agency is that we are set up to handle volume and enquiry and can not only manage advertising response, support your brand, and offer a great candidate experience but also offer a blended solution of head hunting, access to our candidate networks and talent pools to ensure you have the best possible candidate options at any time.
If you’re after a hiring solution for your team, or want to chat through any of the data provided, then get in touch and we’re happy to meet you for a coffee! We are regularly receiving updated data through our digital analytics and love sharing these insights with our valued partners nationwide.
Josh Rea
02 State of the Market Quarter 2 Update 2024 MARKET REPORT | FIND
We
partner with organisations
that reflect our values & help us discover exceptional people.
He aha te mea nui o te ao? He tangata, he tangata, he tangata What is the most important thing in the world? It is the people, it is the people, it is the people
Our commitment to helping our rainbow community be seen & heard in the workplace.
Working with Martin King at the Pride Pledge, we have conducted a full audit of our business to assess our rainbow progression, and are actively implementing steps to make our workplace, and our recruitment cycles, more accessible to those in the LGBTTQIA+ community.
The GenderPledge is our commitment to equity & developing robust, useful policies for our people. As leading experts on inclusivity, the team from the Genderat-Work Community help our organisation drive change from within that not only improves our workplace culture but has a positive impact on social change.
Opening recruitment gateways for people in the community with neurodiverse minds.
We are in the process of adjusting our business processes and recruitment methods to ensure that we cater to people from all walks of life. Accommodations to interview styles, and enabling people to declare their neurodiverse status allow us to serve the wider NZ community.
Our positive impact is regularly recognised and celebrated.
2023 Second Place/Runner Up | SEEK SARA’s for Outstanding Progress in Diversity, Equity & Inclusivity.
2021/2022 Winner | SEEK SARA’s for Recruitment Leader of the Year - Rob Woodward.
2023 Silver Award | Southern Cross Health Awards The New Horizons category for transformative & innovative healthcare policies.
2023 Bronze Award | Southern Cross Health Awards Small Business category for businesses that promote the wellbeing of their people.
2022 Finalist | RCSA Awards for Recruitment Leader of the Year - Mark Harper.
2021 Winner | RCSA Awards for CEO Outstanding Contribution - Rob Woodward.
2021 Finalist | RCSA Awards afor Outstanding Large Recruitment Agency of the Year. afor Excellence in Safety & Wellbeing.
We’re committed to keeping Aotearoa green & beautiful.
We have actively worked with eco-friendly partners for many years now to offset our carbon emissions and to help keep our country beautiful for generations to come. We are in the process of exploring new carbon-neutral solutions to increase the positive impact we can have on New Zealand. We welcome questions about our carbon-neutral commitments at any time.
03 State of the Market Quarter 2 Update 2024
DATA & ANALYTICS
Marketing Insights
Below we've highlighted some of our analytical data for you to give you insight into the New Zealand employment market as it stands. We've also highlighted data from polls we've conducted of our audience, to showcase what people are talking about and what's important to candidates in 2024.
Website Activity | APRIL 1 2024 TO PRESENT
Our website visitor gender spread stands steady at 70.6% female and 29.4% male. This distribution reflects a balanced and diverse representation of job seekers actively participating in the job market. This contributes to an equitable and diverse recruitment landscape, highlighting the market's appeal to a wide range of candidates and employers. This data is based on freely expressed gender demographic information that is collated by Google, and currently only defined by male and female.
5. Add recruitment costs into your 24/25 budget! Here's why.
These articles have remained consistently high with, often, thousands of views each month. This is not unexpected given the current nature of the market. We’re seeing candidates looking for advice around how to navigate employment contracts, and businesses looking to recruitment agencies for potential costeffective methods for managing their hiring needs. These are closely followed by ‘The Must Have Skills of any Candidate in 2024’ and various ‘fun’ articles we have.
Ad
~4,680,000
~180,000 Visitors by Country | APRIL 1 TO PRESENT 1. New Zealand 83.% 2. United States of America 7% 3. Australia 5% 4. India 3% 5. United Kingdom 2%
Impressions
Website Visitors
Our Top
1. /jobs ~34,000 2. /home ~18,000 3. /work-with-find ~11,000 4. /team ~7,500 5. /contact ~3,400 Our
1. Risk & Compliance Guide 2.
Ranking Pages
Highest Ranking Articles
2024 Hiring Guide 3. Navigating & Negotiating Notice Periods 4. 7 Reasons to use a Recruiter
05 State of the Market Quarter 2 Update 2024
DATA & ANALYTICS
Placement Insights
We’re seeing continued momentum across both our offices with new job listings coming in frequently. Applications remain exceptionally high with the April to June period seeing some roles receive 100’s of applications. Whilst most businesses are keeping their cards close to their chest, we’re still seeing hiring across the board, and have received a larger volume of hiring requests from outside of Auckland and Wellington.
Job Listing Location
Applications by Source
Placement Location
* Sitting at 0% as no Fixed-Term or Part-Time roles were listed through Find Recruitment between April and June 2024, or they are still active in the market.
06
Apr
Jan
Mar
Oct
Dec
Wellington 46.07% 47.78% 52.63% Auckland 44.94% 47.78% 44.74% Wider New Zealand 8.99% 4.44% 2.63%
to Jun 2024
to
2024
to
2023
Apr
Jan to Mar 2024 Oct to Dec 2023 Find Recruitment Database 11% 13% 13% Find Recruitment Website 3% 3% 2% SEEK 79% 81% 79% TradeMe 7% 3% 6% Listing
Type Apr to Jun 2024 Jan to Mar 2024 Oct to Dec 2023 Permanent 47.13% 54.55% 49.37% Contract 47.77% 40.56% 40.93% Fixed-Term 3.82% 3.50% 8.02% Part-Time 1.28% 1.40% 1.27%
to Jun 2024
Work
Apr
Jan to Mar 2024 Oct to Dec
Wellington 50.00% 47.50% 61.33% Auckland 50.00% 52.50% 38.66% Placement Type Apr to Jun 2024 Jan to Mar 2024 Oct to Dec 2023 Permanent 35% 30.12% 32.69% Contract 65% 65.06% 62.18% Fixed-Term 0%* 4.82% 4.49% Part-Time 0%* 0.00% 0.64%
to Jun 2024
2023
State of the Market Quarter 2 Update 2024
DATA & ANALYTICS
Audience Insights
In partnership with our friends at the Gender-at-Work Community and The Pride Pledge, we are proudly taking steps to understand our candidates on a deeper level. All of this data is being collected freely, of the candidates' volition and is anonymous so can not be matched to specific candidates, to ensure we continue to combat bias in hiring processes.
We can collect demographical data for your specific roles going forward, so if you would like this done, please let your consultant know and once the job is filled we will survey all applicants to give you insight into who saw your role, and who applied! Please note below that the arrows used indicate a change in total dispersal of percentage from previous report and not a reduction in people or identities.
Candidate Ethnic Identity
Based on the willing responses of candidates across roles recruited through Find Recruitment.
Category
Respondees
Candidate Gender Identity
Based on the willing responses of candidates across roles recruited through Find Recruitment.
Identifying Gender
Cisgender Male (my sex assigned at birth and gender identity are the same)
Cisgender Female (my sex assigned at birth and gender identity are the same)
Prefer not to say
Respondees
Gender Queer, Intersex, Trans Woman & Takatāpui*
* Gender Queer, Intersex, Trans Woman & Takatāpui are all listed individually in our survey however are grouped here to accommodate space in this report.
06
State of the Market Quarter 2 Update 2024
% of
Indian 28.6% New Zealand European/Pākehā 28.1% Other, e.g. Japanese,
21.9% Chinese 12.8% European 8.7% Prefer not to say 4.6% Fijian 3.1% Māori 2.6% American 1.5% Cook Islands
0.5%
Tokelauan
Māori, Samoan or Tongan
%
of
53.1%
35.7%
6.1% Gender Diverse 2% Gender
listed 1% Trans Man 1% Non-Binary 0.5%
is not
0%
Candidate Location
Based
Location
Candidate Industry Based
of Respondees
Candidate Age Groups
Based on the willing responses of candidates across roles recruited through Find Recruitment.
Age Group
Auckland 43.9% Wellington 25.5% Other 21.9% Christchurch 1% Gisborne 1% Hamilton 1% Nelson 1% New Plymouth 1% Palmerston North 1% Prefer not to say 1% Tauranga/Bay of Plenty 1% Northland 1% Dunedin 0% Greymouth 0% Invercargill 0% Queenstown 0% Rotorua 0%
%
roles
on the willing responses of candidates across
recruited through Find Recruitment.
%
30 to 40 33.7% 40 to 50 24.5% 24 to 30 19.4% 50 to 64 14.3% 18 to 24 6.6% 65 or older 1.5% Prefer not to say 0%
of Respondees
Industry % of
Accounting & Finance 37.8% IT & Digital 30.6% Other 10.2% Professional Services 5.1% Technology 4.6% Sales & Marketing 4.1% Business Support 3.1% HR 3.1% Risk & Compliance 1% Prefer not to say 1%
Respondees
on the willing responses of candidates across roles recruited through Find Recruitment. 06 State of the Market Quarter 2 Update 2024
Sexual Identity
Based on the willing responses of candidates across roles recruited through Find Recruitment.
Candidate Sexual Identity
of Respondees
Candidate Preferred Pronouns
Based on the willing responses of candidates across roles recruited through Find Recruitment.
Pronouns
he/him/his (masculine pronouns)
of Respondees
My pronouns are not listed
ia (Māori gender neutral pronouns)
they/them/theirs (neutral pronouns)
ze/zir/zirs (neutral pronouns)
Neurodiverse Status
Based on the willing responses of candidates across roles recruited through Find Recruitment.
Identifying Neurodiversity
of Respondees
Not Applicable 85.1% Prefer not to say 4.8% Other 3.7% ADHD 3.2% Autism 1.1% Bipolar 1.1% Dyslexia 0.5% Sensory Disorder 0.5% Borderline Personality Disorder 0% Dyscalculia 0% Dyspraxia 0% Epilepsy 0% OCD 0% Down Syndrome 0% Tourettes 0%
%
%
56.6% she/her/hers
38.3% Prefer not to say 4.6%
0%
(feminine pronouns)
0%
0%
0%
Heterosexual 63.9%
not to say 23%
listed here 4.2% Bisexual 3.7% Gay 3.1% Asexual 1% Pansexual 1% Lesbian 0% Queer 0% Takatāpui 0% 06 State of the Market Quarter 2 Update 2024
%
Prefer
My sexuality is not
DATA FROM SEEK
Top industries by job ad volume
A month-by-month review of industry data as provided to us from industry leaders.
Job Listings 2024
Job ad change by region
National Job Ads April Job Listings Month on Month -4% Job Listings Year on Year -3% Applications Month on Month 96% Hiring Demand Low Candidate Supply High Healthcare & Medical 11.2% Consulting & Strategy 11.1% Banking & Finance 8.1% Insurance & Superannuation 8.1% Engineering 6.1% Accounting 6.0% Trades & Services 5.3% ICT 5.1% Admin & Office Support 5.1% Customer Service 4.6% Sales 4.3% Government 4.1% Legal 3.5% Marketing & Comms 2.3% Location April 2024 (vs. March) January 2024 (vs. December) Nationwide -4% -6% NORTH ISLAND | TE IKA-A-MĀUI Northland 4% -7% Auckland -5% 1% Waikato 1% 3% Bay of Plenty -2% 2% Gisborne 21% 4% Taranaki -7% 5% Hawkes Bay -8% 8% Manawatu -5% 20% Wellington -8% 0% SOUTH ISLAND | TE WAIPOUNAMU Tasman -9% 4% Marlborough -23% -12% West Coast -36% 1% Canterbury -2% -5% Otago -6% 4% Southland 7% 7% Industry April 2024 January 2024 Trades & Services -4% 1% Manufacturing, Transport & Logistics -6% 2% Healthcare & Medical -3% 3% Information & Communication Technology -4% -5% Administration & Office Support -11% 5% Hospitality & Tourism -21% -2% Retail & Consumer Products -10% 10% Accounting -2% 7% Sales -7% 2% Insurance & Superannuation 17% -6%
Supply & Demand (vs. 5 year average). Salary Trends (Year on Year
April)
-
Eager for more data? Chat with your consultant at Find and ask for a custom report. State of the Market Quarter 2 Update 2024