EMR Salary Survey

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EMR Salary Survey - 2011/2012

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EMR Salary Survey

  1. 1. £25 All proceeds go to The Prince’s Trust. Salary Survey & Market Trend ReportMarketing & Communications UK & Ireland 2011 In association with
  2. 2. EMR Salary Survey 2011 With over 2,722 respondents completing our survey, congratulations go to Jo Langrish-Dixon, Digital Marketing Controller at Hallmark Cards, for winning the prize draw of a luxury dinner for two at the award winning Heston Blumenthal Fat Duck restaurant.www.emrrecruitment.co.uk
  3. 3. ContentsIntroduction ....................................................... 4 Salaries by Sector & Market Insight................... 35 Agency ................................................................ 36 Business Services & Business to Business (B2B)... 37Key Findings ..................................................... 9 Consumer Goods ................................................. 38 Demographics ...................................................... 11 Corporate Communications & Investor Relations .... 39 Length of Tenure ................................................... 12 Digital ................................................................... 40 Current Employment ............................................. 15 Energy & Utilities ................................................... 42 Career Motivators ................................................. 17 Finance & Banking ................................................ 43 Headcount ........................................................... 20 FMCG .................................................................. 44 Job Search Channels ........................................... 21 IT & Software ........................................................ 45 Reward ................................................................ 22 Leisure & Travel .................................................... 46 Bonus Trends ....................................................... 26 Media & Publishing ............................................... 47 What you said ...................................................... 32 Pharmaceuticals ................................................... 48 Professional Services ............................................ 51 Public Sector & Not for Profit ................................. 52 Retail.................................................................... 53 Telecommunications ............................................. 54 Regions................................................................ 55 Ireland .................................................................. 56 Marketing Recruitment Advertising Solutions .....58 Acknowledgements & Disclaimer......................61
  4. 4. EMR Salary Survey 2011 Introduction EMR is delighted to present our latest salary survey and market trend report on the marketing and communications industry. With response from over 2,722 marketing and communications professionals, I am pleased to say that our survey is now officially the largest and most comprehensive across the UK. Our report is produced in association with The Marketing Society, the exclusive membership network for discerning marketers to learn, develop and share knowledge, best practice and new ideas. Over the past 52 years they have emerged as one of the most influential drivers of marketing. The Society challenges its members to think differently and to be bolder marketing leaders by supporting the development of leading-Introduction edge thinking, and promoting the evidence of effective marketing. Since our last report, the economy has remained fragile. Uncertainty in the Eurozone, unclear fiscal direction and austerity measures have left many business leaders and Marketing Directors looking at their 2011 budget and staffing needs under a cloud of doubt. We hope that this report helps to shed some light for you on the general mood of the UK market and Ireland. EMR’s business progress, at the sharp end of hiring trends, is a reliable indicator into the UK marketing and communications staffing industry. Certainly our own year-on-year revenue is encouraging with consistent growth in demand and our first half of 2011 financial results were the largest since the credit crunch. Looking on a macro level rather than into specific sector trends, plenty of client demand has been driven from businesses looking to recruit the same (or very similar) positions that were surplus to requirements in the depths of the recession. Growth in the emerging markets alongside a significant uplift in staffing investments in the digital marketing space has also been a notable driver. Marketing leadership requirements, competitive pace, NPD and innovation are also factors that have underpinned client demand to hire marketing staff so far this year. Demand for temporary recruitment has increased as UK plc looks towards a more flexible workforce to fulfill its short-term staffing requirements. Many clients are cautiously hiring marketers on a temporary basis before committing to a permanent hire. From a staffing perspective, businesses are expecting their marketing departments to soon return to or surpass their pre-credit crunch headcount, suggesting that in our mature consumer market UK plc is now investing in a marketing-led recovery. Our report compares year-on-year trends to which we provide commentary and insight, though of course youwww.emrrecruitment.co.uk can draw your own conclusions too. We highlight industry trends to provide you with information and context that you need to help plan either your own career development or indeed your own staffing requirements. From our survey findings, we delve into the motivators of the UK marketing and communications industry; % of annual bonus by sector, male and female bonus %s, average salaries by region and drivers for moving.
  5. 5. EMR Salary Survey 2011IntroductionSalary tables in the second half of the report provide you with grade pay ranges and further insights from our ownpractice leaders.A taster of some of our headline findings this year include: • 46% of respondents anticipate a job change within the next 12 months • The top reason for moving employer was for career development Introduction • The majority of marketing and communications professionals are expecting a raise of up to 10% in the next 12 months • One quarter of respondents indicated that plans were in place to restructure departments to keep up with the demands of digital media during the next 12 months • The top benefit seen as vital by marketing and communications professionals was 25 days holiday or more • In comparison to five years ago, a company pension scheme and flexible working are now significantly more attractive benefits to employees • Surprisingly, average salaries for Managers in Central London were less than other regions within the UK • The top three industry sectors for bonus allocation were Finance & Banking, Energy & Utilities and FMCG • Almost double the amount of males received a bonus between 20-30% of their annual salary in comparison to females • The average bonus received across all respondents was 17% of basic salary.Whether you are looking for a new role or planning to recruit, this report offers clear insight into keycompensation trends and drivers. We hope that you find the information and results produced useful andwe welcome any suggestions for our next issue to simon.bassett@emrrecruitment.com.Simon www.emrrecruitment.co.ukSimon BassettMD, EMR 5
  6. 6. EMR Salary Survey 2011 About Us EMR aims to be the global leader in marketing and communications recruitment, thereby creating growth and opportunities for our clients, candidates, employees and Group. Established in 1994, EMR was founded on the principles of speaking with honesty, acting with integrity, providing the highest levels of service and delivering results. Under new ownership since 2008 and with strategic ambition, we model our business around our core values, which we call the 4C’s: Credibility, Commitment, Coverage and Certainty.About Us Our success is centred on delivering these values to ensure that we remain the partner of choice for all marketing and communications professionals. As a specialist recruitment brand, we are passionate about delivering a boutique recruitment offering to both clients and candidates and are fully committed to providing the highest standards of service to the marketing and communications industry at all times. With a dedicated team of consultants operating across specific sectors, we have the knowledge and expertise to succeed – for you. We are not rigid, bureaucratic or strangled by process and are able to respond nimbly to industry trends and changes in demand. We remain lean, flexible and innovative and are always striving to improve no matter what. In 2008, EMR joined the FiveTen Group - a strategic move to ensure that we are able to offer our clients access to a growing international talent pool which our clients and candidates have come to expect. As well as providing expertise across the UK, EMR has offices in Dubai, Dublin, Hong Kong, Moscow, São Paulo and Singapore. Contact Us London  322 High Holborn, London, WC1V 7PB  +44 (0)20 7850 6200  london@emrrecruitment.comwww.emrrecruitment.co.uk Dublin  Fitzwilliam Hall, Leeson Street, Dublin 2  +353 1 669 8528  dublin@emrrecruitment.com
  7. 7. EMR Salary Survey 2011About The Marketing SocietyThe Marketing Society is an exclusive network of senior marketers. Over the past 52 years we haveemerged as one of the most influential drivers of marketing in the business community. The societychallenges its members to think differently and be bolder marketing leaders by supporting thedevelopment of leading-edge thinking and promoting the evidence of effective marketing.We do this through The Marketing Society Awards for Excellence, our inspirational publications MarketLeader and Our Week, as well as our blog and online archive, which includes a Knowledge Zoneand video library. Our well-respected calendar of world class events provides extensive networking About The Marketing Societyopportunities and inspiration with speakers including Willie Walsh, CEO of International Airlines Groupand Graham Mackay, chief executive of SABMiller. Our members also enjoy connecting with one anotheronline sharing ideas through our LinkedIn community and Twitter. The Society also provides endlessopportunities to build marketing capabilities through our professional development programme andexclusive access to best practice case studies and thought leadership articles.The Marketing Society is the place for discerning marketers to learn, develop, share best practice andnew ideas as well as network with one another. If it sounds like the place for you, please do get in touch. Contact Us  The Marketing Society 1 Park Road, Teddington Middlesex TW11 0AR  +44 (0) 20 8973 1700  membership@marketingsociety.co.uk www.emrrecruitment.co.uk  www.marketing-society.org.uk blog.marketing-soc.org.uk @TheMarketingSoc 7
  8. 8. EMR Salary Survey 2011 Methodology During March and April 2011, EMR conducted an online survey with clients and candidates focused on the demographics, length of tenure, working week, job security, career motivators, department changes, job search channels, reward and bonus trends of marketing and communications professionals. This report is based on findings received from respondents completing the survey as well as sector specific market insight and salary ranges (annual and day rates) from our experienced sector consultants based at EMR’s UK and Ireland offices.Methodology Key survey findings are documented in the first half of the report. Market insight and salary range data tables are provided in the second half of the report across the following sectors and regions: Agency, Business Services & Business to Business (B2B), Consumer Goods, Corporate Communications & Investor Relations, Digital, Energy & Utilities, Finance & Banking, FMCG, Ireland, IT & Software, Leisure & Travel, Media & Publishing, Pharmaceuticals, Professional Services, Public Sector & Not for Profit, Regions, Retail and Telecommunications. 2,772 professionals responded to the online survey.www.emrrecruitment.co.uk
  9. 9. Key Findings
  10. 10. “EMR Salary Survey 2011 Pressure from clients that their advisers should be well-managed confirms what smart firms have always known, namely that leadership is not an optional extra. brand building, Watch as vision setting and internal communications become the ‘must have’ skill sets. As marketing is the main discipline providing these skills, the future is lookingwww.emrrecruitment.co.uk bright for marketers in the professions. Richard Chaplin, Founder & CEO of the Managing Partners’ Forum
  11. 11. EMR Salary Survey 2011Demographics Specialisms• 2,722 marketing and communications professionals were surveyed between Account Management March and April 2011 Brand Management Business Development Category/Trade Management• 57% of respondents were female and Creative 43% male CRM/Segmentation Digital Direct Marketing Demograhics• 82% were employed on a permanent Event/Sponsorship basis, 7% on a contractor basis, 6% on Investment Communications Marketing Communications a freelance, interim or temporary basis PR and 5% were unemployed Product Management Research & Analysis Other• All industry sectors were represented. 0% 5% 10% 15% 20% 25% The top three were finance and banking (16%), business services & B2B (13%), and consumer goods (7%)• All specialisms within the marketing mix were represented, the majority being within marketing communications (25%)• Respondents were from across the Industry sector representation UK, with the majority based in Central London (44%), Greater London (13%) Business Services & B2B Consumer Goods and the South East (13%) Agency Energy & Utilities 5015 4510 40 5 35 0 30 25 20• 86% of respondents were of Finance & Banking FMCG management level or above IT & Software Leisure & Travel• 67% of respondents were graduates Media Digital (with 17% of post-graduate level) and Not for Profit 18% held a CIM qualification Pharmaceuticals www.emrrecruitment.co.uk Professional Services Public Sector Retail Telecommunications Other 0% 5% 10% 15% 20% 11
  12. 12. EMR Salary Survey 2011 Length of Tenure Time in profession 2% Less than 1 year 7% 1-3 years • Over 23% of respondents have been 3% More than 25 years 17% 3-6 years in the marketing and communications profession 15 to 25 years and longer 25% 6-10 years 7% 20-25 years • 77% of respondents see their future within a marketing careerLength of Tenure • 46% of respondents anticipate a job change within the next 12 months with 13% 15-20 years one third of permanent staff stating they had no appetite for change 26% 10-15 years Time in current role – permanent Less than 1 year • For permanently employed respondents, one third have been in 1-2 their current role for less than a year (compared to 27% in 2010) and 20% 2-3 5015 4510 40 5 35 0 30 25 20 have been in their current role between 1 and 2 years (compared to 33% in 3-5 2010) 5-10 • Only 36% have been in their current More than roles between 1 and 3 years (compared 10 years to 56% in 2010 and 39% in 2007).www.emrrecruitment.co.uk 36% have also been in their current role 0% 10% 20% 30% 40% 50% between 2 and 5 years (compared to 35% in 2010 and 21% in 2007) 2011 2010 2007
  13. 13. EMR Salary Survey 2011 Length of TenureTime in current role Less than– non permanent 2 months• 28% of contractors (compared to 24% in 2010) and 35% of freelancers, interim 2-3 mths and temporary professionals have been in their current position for one year or more 3-6 mths Length of Tenure 6-9 mths 9-12 mths 12-18 mths 18-24 mths More than 2 years 0% 5% 10% 15% 20% 25% 2011 Contract 2011 Freelance/Interim/Temp 2010 Contract www.emrrecruitment.co.uk 2010 Freelance/Interim/Temp 13
  14. 14. EMR Salary Survey 2011 Length of Tenure Time out of work – unemployed • 72% of unemployed respondents have been out of work for less than six months • 44% were out of work due to redundancy, 14% wanted more challenging/interesting work and 8%Length of Tenure wanted a career change • Only 5% were unemployed due to wanting a better work/life balance and 5% due to relocation • 78% saw their future within a marketing career • The top three ways in which unemployed respondents plan to find their next position are through a recruitment consultancy or headhunter (87%), online advertising (57%) and a direct approach (52%)www.emrrecruitment.co.uk
  15. 15. EMR Salary Survey 2011Current EmploymentThe working week Number of hours worked per week• 44% of respondents work over 45 hours 1% 10-20 hours 1% Less than 10 hours a week with 52% being management 3% More that 60 hours 2% 20-30 hours level or above 3% 30-35 hours 14% 50-60 hours• 57% of permanently employed males work over 45 hours a week, in comparison to 40% of females Current Employment• 71% of respondents would recommend their current employer to a friend 49% 35-45 hours 27% 45-50 hoursJob security Very Secure• 86% of all permanent respondents rated their job security as secure or Secure very secure, in comparison to 53% of contractors Insecure 5015 4510 40 5 35 0 30 25 20• 14% of permanently employed Very Insecure respondents rated their current role and job security as insecure and very 0% 10% 20% 30% 40% 50% 60% 70% insecure Permanent Contract Freelance/Interim/Temp• 47% of contractors and 67% of freelance, interim and temporary www.emrrecruitment.co.uk professionals rated their job security as insecure and very insecure 15
  16. 16. EMR Salary Survey 2011 “ Salaries in marketing and communications are rising again and that makes the opportunity cost of quitting your job less attractive. The ONS shows average salaries for marketing and sales managers £58,946 in 2010, up rose to 4.5% over 2009, while advertising and PR managers saw their pay jump 5.3% to £53,352. The job market’s booming for talented marketers.www.emrrecruitment.co.uk
  17. 17. EMR Salary Survey 2011 Career MotivatorsDrivers for moving 2011• The top three reasons for moving Career development 20% employer were career development More challenging/interesting work 15% (20%), more challenging/interesting work (15%) and a higher salary (13%). Higher salary 13% These findings are consistent with previous findings over the last four Career Motivators years, apart from in 2007 where a higher salary was the primary motivator• These findings suggest that marketing and communications professionals are putting learning and development opportunities and job satisfaction before monetary incentivesSalary expectations Yes, up to 5%• 75% of permanently employed professionals expect a raise over the next Yes, between 5-10% 12 months with 69% expecting a raise of up to 10% Yes, between 10-20%• 53% of contractors and 46% of freelance, Yes, more than 20% interim and temporary professionals expect a raise during the next 12 months with the majority expecting between a 5 No and 10% increase 0% 10% 20% 30% 40% 50% 60% 70% www.emrrecruitment.co.uk Permanent Contract Freelance/Interim/Temp 17
  18. 18. EMR Salary Survey 2011 Career Motivators Acceptable salary increase 0% for next role 1-5% • 59% of respondents identified an acceptable salary increase for a new role was between 5 and 15%, down 5-10% 10% from 2007 and 2010, showing expectations have reduced this year – 10-15%Career Motivators a reflection of the economic climate 15-20% • However, the % of respondents that perceive an acceptable salary increase 20-25% for a new external role between 15 and 25% has increased slightly by 2% to 25-30% 27% in comparison to 2007 and 2010 30% or more 0% 5% 10% 15% 20% 25% 30% 35% 40% 2011 2010 2007www.emrrecruitment.co.uk
  19. 19. EMR Salary Survey 2011 Career MotivatorsAverage salaries by region South West• Surprisingly, average salaries for London Managers in Central London were (Greater) less than other regions across the London UK. Employers in the South East pay (Central) on average £10k more per annum than in Central London for marketing South East Career Motivators and communications professionals at Manager level Scotland• Average salaries for Director level North West positions were highest in London and the South East, followed closely East Anglia by Scotland Yorkshire &• Central London and Scotland were top Humberside of the list for average salaries at Head of Midlands level positions North East £30k £40k £50k £60k £70k £80k £90k £100k £110k Average Salary DIrector Average Salary Head of Average Salary Manager www.emrrecruitment.co.uk 19
  20. 20. EMR Salary Survey 2011 Headcount Department changes Department growth potential • Respondents indicated that almost 40% of marketing departments increased in 4% Not applicable size over the past 12 months and 20% 39% Increased 3% Not sure decreased (mostly due to redundancy and company restructuring procedures) • 34% of respondents stated there hadHeadcount been no department changes during 20% Decreased the last year • One quarter of respondents indicated that plans were in place to restructure departments to keep up to the demands of digital media during the 34% Remained the same next 12 months • 72% of permanently employed professionals indicated there were plans within the companies that they work for to expand into emerging markets this yearwww.emrrecruitment.co.uk
  21. 21. EMR Salary Survey 2011 Job Search ChannelsHow current role was found Advertising (online) Advertising (print)• Over 40% of respondents found their Direct approach current role through a recruitment consultancy or headhunter. This is a Internal promotion reduction of 6% from 2010 Personal contact Professional network• Triple the number of respondents used Recruitment consultancy/ online advertising over print advertising Job Search Channels headhunter to find their current role, however, only Social network 17% used advertising sources overall Other 0% 10% 20% 30% 40% 50%• 28% of respondents used a direct approach or personal, social and 2011 2010 professional contacts to secure their current role. This is an increase of 3% from 2010• The social network remains a negligible recruitment channel. www.emrrecruitment.co.uk 21
  22. 22. EMR Salary Survey 2011 Reward Benefits received Permanent • The top four benefits received for permanently employed professionals 10% Other were 25 days holiday or more (84%), 84% 25 days a company pension scheme (76%), 27% holiday or more an annual bonus scheme (70%) and Share incentive/EMI insurance cover (60%) 60% InsuranceReward (PMI/death in service/ • More than two thirds of contractors life insurance) and over half of freelance, interim and 70% Annual bonus 38% Flexible working scheme temporary professionals received (home working/flexitime) benefits in addition to their day rate/pro rata salary 35% Car/car allowance 32% Flexible benefits 76% Company pension schemewww.emrrecruitment.co.uk
  23. 23. EMR Salary Survey 2011 RewardBenefits received cont’d Contract• The top four benefits for contractors were 25 days holiday or more (55%), flexible working (30%), an annual 37% Other bonus scheme (25%) and a company 55% 25 days pension scheme (25%) holiday or more 5%• The top four benefits for freelance, Reward Share incentive/EMI interim and temporary professionals were flexible working (40%), 25 days 23% Insurance (PMI/death in service/ 25% Annual bonus holiday or more (29%), a company life insurance) scheme pension scheme (14%) and flexible 30% Flexible working 9% Car/car allowance benefits (11%) (home working/flexitime)• Respondents indicated that in addition 15% Flexible benefits to the benefits highlighted in the chart to 25% Company pension scheme the right, additional corporate incentives and reward schemes were in place for 37% of permanently employed professionals, 20% of contractors Freelance/Interim/Temp and 13% of freelance, interim and temporary professionals. 29% 25 days 52% Other holiday or more 10% Annual bonus scheme 10% Car/car allowance 14% Company www.emrrecruitment.co.uk 6% Share incentive/EMI pension scheme 8% Insurance 11% Flexible benefits (PMI/death in service /life insurance) 40% Flexible working (home working/flexitime) 23
  24. 24. EMR Salary Survey 2011 Reward Benefits assessment 25 Days Holiday • The top three benefits that respondents Company felt were vital are the same as those Pension Scheme currently received by those permanently Flexible employed – 25 days holiday or more Working (69%), a company pension scheme 0% 10% 20% 30% 40% 50% 60% 70% (45%) and an annual bonus (38%)Reward • In comparison, the top three benefits 2011 2010 2007 that contractors felt were vital were 25 days holiday or more (64%), a company pension scheme (28%) and flexible working (22%) • For freelance, interim and temporary professionals, the top three vital benefits were 25 days holiday or more (59%), a company pension scheme (29%) and flexible working (26%) • Of the benefits considered unimportant to all respondents, a car/car allowance came top of the list followed by share incentive/EMI • In comparison to five years ago, a company pension scheme and flexible working are now significantly more attractive benefits to employeeswww.emrrecruitment.co.uk
  25. 25. “ EMR Salary Survey 2011From the 1st October, the new Agency WorkersRegulation (commonly referred to as the AWR orAWD) comes into force. It’s stated aim is “To provide agency workers with the entitlement to the same or no less favourable treatment with respect to basic employment and working conditions”.Essentially, this requires temporary workers toqualify for the same pay and rights to comparablepermanent employers. We have been busy workingwith all of our clients to implement best practice to www.emrrecruitment.co.ukcomply with these changes and it will be fascinatingto report on the impact next year in our report. Simon Bassett, MD, EMR 25
  26. 26. EMR Salary Survey 2011 Bonus Trends Bonus received Permanent Contract Freelance/Interim/Temp • 64% of permanently employed 64% Yes 27% Yes 25% Yes professionals, 27% of contractors and 25% of freelance, interim and temporary 36% No 73% No 75% No professionals received a bonus last year. A decrease of 3% from 2010 for those permanently employed and overBonus Trends 10% for contractors, and freelance, interim and temporary professionals • For respondents that did receive a bonus last year, over two thirds received between 0-20% of their annual salary or day rate/pro rata equivalent with over one third receiving between 10-20%, apart from contractors at 29%. This is similar to 2010 but a notable decrease of 9% from 2007 • The top three industry sectors for bonus allocation were Finance & Banking, Energy & Utilities and FMCG • On average, 26% of non-permanent workers received a bonus; a decrease of 11% from 2010 • Over 42% of respondents saw an increase to significant increase in their bonus in comparison to the previous year, with on average 33% indicating that their bonus remained the samewww.emrrecruitment.co.uk
  27. 27. EMR Salary Survey 2011 Bonus TrendsBonus received cont’d• 27% of permanently employed professionals, 34% of contractors and 11% of freelance, interim and temporary professionals were dissatisfied or highly dissatisfied with their bonus which is statistically the same as Bonus Trends in 2007 and 2010 “• Expectations from respondents for bonuses next year were at over 73% for a 0-20% bonus and over 15% for a 20-40% bonus The average bonus received across all respondents was 17% of basic salary. www.emrrecruitment.co.uk 27
  28. 28. “EMR Salary Survey 2011 The UK’s digital marketing marketplace is one of the most exciting places to currently work. The whole of online has bounced back incredibly quickly following the recession and candidates with the right skills and experience are very much in demand. In recent years, as the online industry has matured, even the most experienced traditional marketers are finding that they need to enhance their skill set to take into account the new marketing channels which are increasingly being used, such as social media and digital PR. These channels are constantly evolving and therefore the biggestwww.emrrecruitment.co.uk challenge is often simply keeping up with the new. James Saunders, Managing Director, 4MAT
  29. 29. EMR Salary Survey 2011 Bonus TrendsMale and female bonus level Maleas % of annual income 1% 60-70% bonus 1% 70-85% bonus• 82% of females received a bonus of 1.5% 50-60% bonus 2% 85-100% bonus less than 20% of their annual salary in 1.5% More than comparison to 68% of males 3% 40-50% bonus 100% bonus 6% 30-40% bonus• 16% of males received a bonus Bonus Trends between 20-30% of their annual salary in comparison to 9% of females 16% 20-30% bonus 32% 0-10% bonus• Only 7% of males received a bonus of 50% or more, however, this was double the amount of females 36% 10-20% bonus Female 0.5% 60-70% bonus 1% 50-60% bonus 0.5% 70-85% bonus 2% 40-50% bonus 0.5% 85-100% bonus 4% 30-40% bonus 0.5% More than 9% 20-30% bonus 100% bonus 49% 0-10% bonus www.emrrecruitment.co.uk 33% 10-20% bonus 29
  30. 30. EMR Salary Survey 2011 Bonus Trends % of annual bonus by sector • Over 90% of respondents received a bonus of less than 30% of their annual salary, 5% received between 30-40% and only 4% received more than 50% • Over two thirds of respondents working within the Telecommunications, Consumer Goods, FinanceBonus Trends & Banking, Digital and Pharmaceuticals sectors received more than a 10% bonus 90% 80% 60% 40% 20% 0% Business Services & B2B Consumer Goods Agency Energy & Utilities Finance and Banking FMGC IT & Software Leisure & Travel Media • Over 50% of respondents workingwww.emrrecruitment.co.uk within Consumer Goods, FMCG, Media, Digital, Pharmaceuticals and Telecommunications sectors received a bonus between 10-30%
  31. 31. EMR Salary Survey 2011 Key 0-10% 20-30% 40-50% 60-70% 85-100% 10-20% 30-40% 50-60% 70-85% More than 100% Bonus Trends 90% 80% 60% 40% 20% 0%Leisure & Travel Media Digital Not for Profit Pharmaeceuticals Professional Services Public Sector Retail Telecommunications .• Less than 20% of respondents in the Not www.emrrecruitment.co.uk for Profit and Public Sector received a bonus greater than 0-10% 31
  32. 32. EMR Salary Survey 2011 What you said Some companies use an economic downturn to justify lower salaries and this doesn’t help the economy grow. Marketing departments haveWhat you said taken a big hit in terms of pay and staff morale over the last two years. Employers that do little Internal communications to redress the balance risk losing salaries are trending upwards. their top talent to competitors. There is more demand for communicators with integrated Branding is extremely important in the communications and business current economy where people buy strategy experience. more based on feelings rather than facts. Investors are seeing this trend too, which means that the future is golden for talented marketing people. It is the beginning of the end for Salaries for marketing roles traditional marketing comms. have been fairly stagnant in Marketing is now integrated with the last two years, but the digital media and Internet/web scope of roles is often more communications with social media demanding than previously. playing an important role. There has been a marked increase in the number ofwww.emrrecruitment.co.uk opportunities available to marketing and BD professionals over the past year. Organisations seem to be back in Not-for-profit sector seems to be the recruitment market again. Similarly the number of maintaining/slightly-increasing. candidates in the markets appears to have increased.
  33. 33. EMR Salary Survey 2011 With the growth of digital andsocial media existing resources Getting a good media profile get more and more stretched. in social as well as traditional Many marketing departments media/a good reputation willhave the same staffing structure be even more important for but increased demands. companies tomorrow. What you said Digital is definitely a big trendSkills in digital marketing are and there is a gap between www.emrrecruitment.co.ukessential now for progression demand and the offer, therefore within a marketing career, as professionals with the know- well as an understanding of how in this area are on demand the marketing metrics. and in a position to negotiate. 33
  34. 34. EMR Salary Survey 2011 “ Just 27% of marketing professionals would consider quitting their job for a chance to take part in The Apprentice.www.emrrecruitment.co.uk
  35. 35. Salaries by Sector & Market Insight
  36. 36. EMR Salary Survey 2011 Agency Percentage of annual bonus received by sample Job Title Annual Salary Day Rate Min Max Min Max 34% received 10-20% Group Account Director £70k £100k £300 £500 Account Director £50k £80k £250 £350 2% received 85-100% Senior Account Manager £35k £50k £200 £250 Account Manager £30k £45k £150 £200 2% received moreAgency than 100% Account Executive £23k £30k £125 £150 Assistant £18k £25k £100 £125 57% received 0-10% Graduate £18k £20k N/A N/A Key Trends & Outlook In the recession, the agency market decreased considerably as clients reduced spend. However, during 2011 so far this sector is quickly bouncing back and growth and demand for candidates is currently high. Movement across leading agencies is relatively low compared to other sectors, so the war to secure the best talent (in particular management talent) remains a key challenge for agencies to outperform their competitors. The landscape of the agency market continues to evolve at pace with many new entrants to the market and the digital demands of clients shaping the industry, a trend we only expect to increase further. It is now unusual for hiring requirements in this sector not to be based around digital needs. 2% received 50-60% Agency hiring in 2011 is non-comparable to 2010 and 2009 and we expect 3% received 30-40% demand for Account Directors to remain high well into 2012.www.emrrecruitment.co.uk
  37. 37. EMR Salary Survey 2011Business Services & Business to Business (B2B) Percentage of annual bonus received by sampleJob Title Annual Salary Day Rate Min Max Min Max 10% received 20-30%Director £70k £120k £400 £800 0.5% received 50-60%Head of £60k £90k £300 £400 1% received 60-70%Senior Manager £50k £60k £250 £300 0.5% received 85-100%Manager £40k £60k £175 £250 Business Services & Business to Business (B2B)Executive £25k £35k £125 £175 1% received more than 100%Assistant £22k £27k £100 £150 45% received 0-10%Graduate £18k £22k N/A N/A Key Trends & Outlook This year so far there has been an increase in the number of marketing opportunities within business-to-business environments of around 24% compared to the same period in 2010. By the very nature of this sector the type of roles vary greatly in type and remit, however there have been similar requirements to those that were recruited before the recession as business services based organisations realign their marketing strategy and headcount requirements to pre-recessionary plans. Marketing communications, PR and online roles have been the highest in demand in 2011. Clients are open to industry experience and favour skills more than specific sector expertise, though most do demand B2B expertise rather 1% received 40-50% than Business to Consumer (B2C). Notably there have been more new senior positions at Head of and Director 5% received 30-40% level than 2010 suggesting increased investment in marketing resource within www.emrrecruitment.co.uk the B2B sector. 36% received 10-20% 37
  38. 38. EMR Salary Survey 2011 Consumer Goods Percentage of annual bonus received by sample Job Title Annual Salary Day Rate Min Max Min Max 18% received 20-30% Director £90k £140k £400 £800 Head of £70k £90k £300 £400 2% received 50-60% Senior Manager £60k £70k £250 £300 Manager £40k £70k £150 £250 1% received 85-100%Consumer Goods Executive £28k £35k £125 £150 Assistant £22k £28k £100 £125 30% received 0-10% Graduate £18k £22k N/A N/A Key Trends & Outlook In the past 12 months we have witnessed a large increase in demand across consumer goods, consumer durables and hardware clients. Undoubtedly this is led by the pace of technology, innovation and consumer demand in the UK for electronic goods with NPD in mobile handsets and tablets adding a significant dimension to the industry. The consumer goods sector remains highly competitive for marketing talent which has certainly increased salary levels compared to previous years. Many leading brands in this sector are based outside London, which reduces talent pools and drives higher demand. With product innovation so high, it is no surprise that talent within NPD and 1% received 60-70% product roles continue to be highly sought after along with consumer insight. 1% received 40-50%www.emrrecruitment.co.uk 9% received 30-40% 38% received 10-20%
  39. 39. EMR Salary Survey 2011Corporate Communications & Investor Relations Bonus CommentJob Title Annual Salary Day Rate Bonuses have remained static across the Min Max Min Max board, typically within a 10 – 50% rangeDirector £125k £275k £500 £500+ of salary, and are less tied to company financial performance than in previousHead of £85k £125k £350 £500 years when taking recent economicSenior Manager £65k £80k £250 £350 circumstances into consideration.Manager £45k £60k £180 £240 Salariy increases, however, have been Corporate Communications & Investor Relations commonplace in 2011.Officer / Executive £35k £45k £140 £180Assistant £30k £35k £120 £140Graduate N/A N/A N/A N/A Key Trends & Outlook In 2011, the demand for corporate corporate communications & investor relations professionals has increased substantially from 2009 and 2010. Perhaps ironically given that for UK Plc there is no greater need for effective shareholder relations and employee communications than in a bear market. Though in the previous year lower demand was partly due to senior communications professionals staying with the current employer, this has certainly changed in 2011 with a notable uplift in the number of communications professionals now looking to further their career. This movement has certainly created momentum within the market. Hiring demand has increased within all key areas of this market, notably: internal communications, employee communications, investor relations, CSR, financial PR, corporate PR, public affairs as well as within service providers (PR agencies and financial communications consultancies). www.emrrecruitment.co.uk Demand has picked up with FTSE 100s and we have noted significant increases in hiring needs for FTSE 250 businesses so far this year as well as internationally listed organisations and high growth SMEs - all investing in their headcount within corporate communications and investor relations. Experienced communications professionals command a premium when moving jobs often looking for a remuneration increase of circa 15-20%. 39
  40. 40. EMR Salary Survey 2011 “ Digital Key Trends & Outlook If there is a consistent thread Digital marketing has reached the throughout this year’s survey, it is the simple fact that the demand for digital talent in the marketing industry has singularly been the largest contributor to shaping point where it’s a core businessDigital recent recruitment trends in marketing. driver for organisations, rather than a Coming out of the recessionary useful addition to the marketing mix. Its period, with UK Plc now needing to invest in their marketing strategy to differentiate themselves more than diverse and rapidly evolving nature, at ever, the need for digital expertise has never been greater. least quarterly changes in mobile, social, Perhaps this can best be search, has meant that the demand for marketers who provide not illustrated by the fact that in 2011 so far 1 in 3 new jobs that EMR have handled have had a digital focus. Of this influx of digital positions we estimate that around only proven experience in the channel 75% of them are newly defined positions within all organisations. but the drive to keep up to date with It is quite clear that if 2011 has been the beginning of a marketing the developments, able to adopt them at an all time led recovery that this is largely underpinned by the at the right time is digital revolution. high. Unfortunately the pool available iswww.emrrecruitment.co.uk So much so, that we have adapted our own business to ensure that we can cater for this level of reasonably small, driving wage inflation and demand by boosting headcount in our specialist Digital practice. also demand for robust training. Scott Gallacher Director, Aston Group
  41. 41. EMR Salary Survey 2011 Bonus CommentJob Title Annual Salary Day Rate Bonus potential for individuals driving Min Max Min Max tangible commercial results is highlyDirector £80k £120k £400 £1,000 attractive, with Senior Manager acquisition positions earning up to 30% bonus andHead of £70k £90k £300 £500 Director and Department Heads earningSenior Manager £45k £70k £250 £400 up to 40 – 50%. Potential bonus earningsManager £35k £50k £200 £275 for usability and conversion specialists, Digital driving sales through web trafficExecutive £26k £30k £125 £200 conversion, are not far behind this eitherAssistant £18k £22k £100 £150 right now.Graduate £18k £20k £80 £110 The new buzz words are almost too many to mention but on a daily basis we see new digital job titles appearing that two years ago would have been received with a quizzical look. Have a look at the snapshot below for a flavour: Head of eCRM Content and Social Media Manager Head of Online Acquisition Traffic Manager Head of Digital Engagement Head of PPC Cloud e-Commerce Manager Cloud Marketing Technician SEM Manager Interactive Direct Marketing Manager These digital needs are apparent across every sector but do vary. What is evident from many clients (including blue chips) is that there is a degree of ambiguity in the market about how and what the structure of the digital team should www.emrrecruitment.co.uk look like and where it should sit. Online marketing may have been straight forward but with the complexities of new job descriptions constantly evolving, the lines between marketing, IT, operations and customer services are no longer so clear cut. Perhaps this is to be expected as a key aspect of the digital revolution, however with over a quarter of respondents suggesting their marketing departments have plans to restructure to accommodate digital demands, it’s clearly a point that will remain high on the agenda for CMOs, Marketing Directors and business leaders. 41
  42. 42. EMR Salary Survey 2011 Energy & Utilities Percentage of annual bonus received by sample Job Title Annual Salary Day Rate Min Max Min Max 19% received 20-30% Director £90k £150k £500 £1,000 Head of £70k £90k £300 £500 5% received 40-50% Senior Manager £55k £70k £250 £325 Manager £40k £60k £200 £250 5% received 50-60%Energy & Utilities Executive £30k £40k £125 £175 Assistant £25k £35k £100 £150 37% received 0-10% Graduate £21k £25k N/A N/A Key Trends & Outlook The number of roles within the energy and utilities sectors has increased by around 19% compared to the same period in 2010. The utilities sector has seen increased demand for marketers across a number of areas with an ever increasing customer centric mentality. With price comparison sites shaping consumer markets and new products and services a constant requirement, it is no surprise that proposition development/ NPD experience remains highly sought after alongside roles responsible for customer online experience. Demand for senior talent in these sectors is high and client demand is typically open to considering marketing expertise from other consumer service based 29% received 10-20% businesses such as telecommunications and financial services – these movements across sectors are not uncommon and key players in the market 5% received 30-40% are prepared to pay a premium to entice the right talent.www.emrrecruitment.co.uk Within the energy arena (large brands in particular), it’s been business as usual. Communication based roles are always in high demand within leading brands in the energy market.

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