She completed a course in brand experience and social media marketing with RMIT Online, which resulted in her being offered a job as a marketing coordinator for Strongroom AI in Melbourne six months ago.
More than two in five workers (44%) are currently looking or considering looking for a new position in the second half of this year, while a third would consider changing jobs for the right offer, according to research by recruiter Robert Half.
Low pay, lack of career progression and dissatisfaction with job content were the top three reasons professionals sought employment.
Ms Whittier hasn’t looked back since taking part in the digital jobs scheme, which she said was free and well-suited to people like her who weren’t “particularly tech-savvy”.
“When I first applied I came into it with such low expectations and I really can’t believe how much knowledge, growth, experience and skills I have gained through to this opportunity in such a short time,” said Ms. Whittier. .
Under this initiative, students complete a 12-week course with various training providers, followed by a 12-week internship with employers including ANZ, Salesforce, Carsales, Amazon Web Services and MYOB.
The tight labor market and skills crisis in many industries means there’s never been a better time for workers considering a career change, experts say.
“The job market always favors the worker, and now is a great time to explore the job market and take advantage of opportunities that offer better pay, greater challenge and more flexibility,” said Robert Half director , Andrew Brushfield.
Mr Brushfield said industries facing shortages, such as technology, finance and human relations, tended to be more open to hiring candidates on their potential to grow in a role rather than to expect a “perfect technical pedigree”.
“Those with excellent critical and analytical skills or those who bring excellent business acumen to a position – for example those with a legal background – are well suited for business consulting or business analyst roles within finance,” he said.
“Exceptional experience in time management, stakeholder management or events might be a good fit for a role in project management. Communication skills are perhaps the most widely transferable and lend themselves to customer service roles. customer base, sales and talent acquisition.
Short courses and micro-degrees are a way for professionals to hone their skills and prepare for changing careers and even industries.
“Companies are increasingly looking for skills and are much more open to hiring candidates who have obtained qualifications in short courses or with micro-degrees”, explains Claire Hopkins, acting general manager of RMIT Online.
Digital Marketing, Cybersecurity, Blockchain, and Business Analytics are RMIT Online’s most popular short courses.
Jobs for software development and statistical analysis were among the fastest growing on ASX-listed Freelancer.com in the second quarter of this year. But after rapid growth, crypto-related jobs have fallen following this year’s “crypto winter,” the website’s latest quarterly index reveals.
Professionals considering a change may consider going freelance or even doing personal projects to build on their experience.
“For example, many people who want to get into coding work on personal projects that can demonstrate their abilities and connect them with other coders,” Ms. Hopkins said.
“That’s why we build practical assessment into our short courses, to allow you to apply your skills to a business problem – making for a great job portfolio when you graduate.”
Recent research from the Boston Consulting Group reveals that more than a third of “deskless” workers who need to be physically present for their job, such as construction, manufacturing or healthcare workers, are at risk of quitting their jobs. over the next six months.
With around three-quarters of Australia’s workforce being ‘deskless’, this posed a significant challenge for employers, said chief executive and BCG partner Chris Mattey.
“This underscores a real need to rethink what jobs look like for our officeless talent and consider ways to help them build careers through, for example, clearer promotion paths, senior mentors and more diverse learning opportunities.”