Facing an expected deficit of 286,000 tech workers in the next two years, observers caution Australia may lack the number, depth and diversity of skills to compete in a volatile and cyber-connected world.
And although a peak industry body proposes to lift Australia’s estimated 860,000 tech workers to 1.2 million by 2030, there are no quick fixes. Falling skilled migration and overseas student enrolments crimp the supply of tech talent just as Australia needs to embrace ‘Smart Industry’ (Fourth Industrial Revolution) that blurs boundaries between physical, digital and biological spheres.
Indeed, the ICT industry contributes up to $167 billion a year to Australia’s economic wellbeing (8% GDP) – just behind mining — and accounts for $5 billion in exports. So to capture emerging global opportunities, observers say reskilling and upskilling is paramount. Over the next two years, the ICT sector must entice 146,000 workers who are now in other sectors to reskill and upskill for its workforce.
Turns out there is a silver lining to the pandemic-fueled disruption of the ‘Great Resignation’ — an unprecedented and unexpected abundance of skilled, mid-career Australians from diverse backgrounds seeking new challenges just when the nation needs them.
The head of Akkodis Academy and company vice president, Anatoli Kovalev, says artificial intelligence (AI) will democratise education by providing personalised and accessible learning experiences, removing geographical and financial barriers while increasing the efficiency and effectiveness of education solutions.
“By leveraging the power of technology in education, Akkodis and our partners hope to create a more equitable and inclusive technology industry,” Kovalev says.
He believes, Akkodis, as a global leader in IT training, talent development and deployment, is poised to fill Australia’s widening skills gap with an emerging group of individuals seeking rewarding and flexible jobs in growth areas of cloud, data analytics, cybersecurity, application development, AI and the Internet of Things (IoT).
“Akkodis has a strong focus on engaging Australia’s under-represented groups in technology to help fill this gap. For instance, our Tech Start program in partnership with Microsoft in SA, is designed to appeal to women upskilling and kickstarting their careers in data analytics.
“SA is ideally positioned to foster the establishment and expansion of new technology businesses, and we are collaborating closely with the state government to ensure that suitable training solutions are accessible to meet the increasing demand for tech skill.”
Kovalev says it equips emerging tech talent with industry-recognised certifications, professional connections and practical experience in areas where Australia urgently needs more skills. “We are scaling up Tech Start in NSW, WA and Queensland to also spark new opportunities in those states.”
And while he cautions that AI disrupts the location and type of jobs offered, technologies such as machine learning, generative AI (eg ChatGPT), and natural language processing also provide exciting professional avenues.
“The growing interest in AI and technology education calls for a collaborative effort among individuals, educational institutions, organisations and the Australian Government to determine the starting point and the desired outcomes and develop scalable upskilling opportunities that meet industry needs.
“Akkodis Academy is about creating a collaborative learning ecosystem where everyone thrives, and we see this as a very important contribution to be making to the technology industry, especially given the skills shortage.”
Akkodis Academy difference – A guided pathway from curious learner to productive worker
Akkodis and its partners provide skills services from training the next generation of ICT workers at 10 technology academies around the world, to placing ICT professionals in jobs. And while Akkodis holds 5 million tech professionals on its books, last year it placed 182,666 people in permanent jobs and upskilled or reskilled some 6900 people, including among its own 30,000 consultants.
Many of these programs are provided ‘on the job’ or accommodate a learner’s commitments. For instance, in the Akkodis Work Integrated Learning program, learners collaborate in teams to put theory into practice to solve a business problem, which they present in a student showcase before potential employers.
And with two in three executives saying lack of talent hobbles their organisations’ innovation, Akkodis teamed with Microsoft to rapidly certify learners on up to eight in-demand technologies such as Azure, cybersecurity and trust, Dynamics 365, and Power Platform.
Gemma Marshall, Akkodis head of talent programs, says employers face unique complications with the 10,599 domestic students from Australian institutions who entered the workforce in 2021
In its Future Tech Talent Program, Akkodis provides a safe harbour for recent graduates to settle them into the critical first year of their work lives.
“We wrap our arms around the graduates, ensure they land well in their new careers and continue to upskill them,” Marshall says.
“We also help our client organisations understand their new talent and tailor any upskilling programs to get them up to speed with the unique requirements of the employer.”
Marshall says that in addition to First Nations, women and neurodiverse people, Akkodis Academy collaborates with partners to transition people leaving the military and emergency services for high-paying ICT jobs.
“Getting a more diverse spectrum of people into tech roles brings different ideas and ways to solve problems,” Marshall says.
“Traditional hiring methods erect barriers to people who are neurodiverse, female or from a minority background. Organisations need to think outside the box to recruit and redeploy Australia’s existing talent where it will do the most good.”
A white gloves solution to cement employer and talent relationship bond
Jaryd Wallis, vice-president of Akkodis tech talent services, says Australian employers are in a Catch-22 – they need a skills infusion but lack capacity to hire freshly minted talent. So they’re stuck in a wage-price spiral, poaching experienced staff from partners and customers, as well as competitors.
“Most hiring managers are already at capacity, so they aim to find new starters who can hit the ground running, but they’re drawing from a shallow pool of experienced candidates,” Wallis says.
“Furthermore, a lot of recently upskilled and reskilled people struggle to find an organisation willing to take them on without prior, relevant work experience. Akkodis offers a solution: the ‘Future Tech Talent Program’ assists organisations in providing these individuals opportunities to put their new skills into practice, by facilitating a supportive framework for employers and employees while upskilling where needed.”
Even once a newly skilled employee manages to secure their first role, there can be further complications, he says.
“In that first 12 months we get many calls from people we placed about work issues they encounter. For example, some people would rather leave their jobs than have a difficult conversation with their manager,” Wallis says.
The Akkodis Future Tech Talent Program ensures each new hire has a dedicated Akkodis mentor to shepherd them through any points of friction, lifting burdens from the hiring manager and HR team.
And it raises everyone’s gaze to the horizon, Wallis says.
“It helps our clients be more future-focused and consider their medium and long-term recruitment needs, rather than the reactive, ‘I need someone now’ approach, which is a common occurrence elsewhere.”
Akkodis Academy leader Anatoli Kovalev is buoyant that Australia has all the talent it needs; it just needs pathways to deliver maximum benefit.
“Collaboration is the key. We won’t solve this challenge overnight, but working with our engineers, clients and technology partners, we can identify scalable solutions to bridge the gap.”
To learn more about the Akkodis Academy, please visit Akkodis Academy | Up-skilling & Re-skilling Training Programs
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