STABILITYRETURNSWhile it is clear that there is now sustained demand, much of itin the more traditional disciplines such as Accountancy &Finance, IT and Sales & Marketing – it’s not in every function, inevery region. Our clients are making strategic hires into roles thatwill offer long term benefits for the organisation – be theypermanent or short term.The qualities of the most valued candidates are consistentthough, with capability, culture fit and specific relevance to thejob at the top of many shortlists. The keys to attracting thosehigh potential candidates still lies with finding them, engagingwith them and making sure that they see the right opportunitiesat the right time.Nick DeligiannisManaging Director, Hays Australia & New ZealandTHANK YOUHays would like to express our gratitude to all those organisations thatparticipated in our online survey and provided such invaluable feedback, whichwe feel has contributed to making this the most accurate and up to date surveyof its kind in Australia and New Zealand. A list of all contributors who kindly gavetheir permission to be named as participants can be found on our website.This Guide is reproduced in full in PDF format and can be requested from ourwebsite – hays.com.au and hays.net.nzFEEDBACKWe welcome any feedback or comments regarding this guide whether positive ornegative to ensure that it continues to be relevant to Australian and New Zealandorganisations across all industries. Please address any suggestions to your localHays office or to: Hays, Level 11, Chifley Tower, 2 Chifley Square, Sydney NSW2000. E: firstname.lastname@example.orgDISCLAIMERThe Hays Salary Guide is representative of a value added service to our clients,prospective clients and candidates. Whilst every care is taken in the collectionand compilation of data, the guide is interpretive and indicative, not conclusive.Therefore information should be used as a guideline only and should not bereproduced in total or by section without written prior permission from Hays.2013 Hays Salary Guide | 3As the dust starts to settle on the shifting picture for WA andQLD, forecasts point towards a more stable economic climatewith increased conﬁdence; 68% of respondents say they envisagebusiness activity increasing in the coming months and record lowinterest rates will only support that.
2013 Hays Salary Guide | 5Employers are cautiously optimistic about the yearahead. Last year, only 27% saw the outlook for theeconomy as strengthening. In comparison, thisyear 40% say they see a more positive outlook onthe horizon.When asked about the 12 months ahead, an encouraging68% of employers expected their levels of business activityto increase. And 55% had already seen an increase inbusiness activity over the 12 months prior to the survey.Of the total employer group, 8% had no plans to increasesalaries in the 12 months after the survey and 11% hadnot awarded any increases in the preceding 12 months.Continuing to look at theses two time periods, 57% ofemployers plan salary increases of less than 3% (49% hadawarded such increases in 2012); 32% increases of 3% to6% (33% in 2012) and 2% increases of 6% to 10% (5% in2012). Only 1% of employers planned salary increases ofmore than 10% compared to 2% in 2012.When asked about permanent headcount over the next12 months, 37% of those surveyed expected headcount toincrease, 51% for staff levels to stay the same and 12% fornumbers to decrease. Reﬂecting on the past 12 months,35% of employers had increased permanent headcount,42% kept it on hold and 23% decreased numbers.Of those employers planning to hire, 83% say the roleswill be full-time (down from 85% in 2012), 20% plan morepart-time staff (18% in 2012), 14% more casual staff (15%in 2012) and 17% will increase their use of temporary/contracting staff (unchanged).By sector, permanent headcount is expected to grow mostwithin Engineering and Project Management with 60%and 49% respectively of employers predicting growth inthese areas. Hiring intentions in Accountancy & Finance areconsistent with the prior year at 26% planning to increasehiring. A large 80% of employers plan to keep Marketingheadcount unchanged but of those employers surveyednone were planning to decrease headcount.Sales professionals are in demand but mostly for “hunter”roles that will increase the revenues of the organisationwhile demand for Account Management talent hasdeclined. Resources & Mining employers remain focusedon retention, a continuing trend from 2012.The largest area of skills shortage appears to be juniorto mid management talent in both Operations andAccountancy & Finance. The next highest areas of skillsshortage were for Junior to Mid Management talent forEngineering, Technical roles, Sales & Marketing and IT roles.As an indicator of the need to increase ﬂexibility in theworkforce we’ve seen a 25% increase in the number ofrespondents expecting to utilize temporary and contractstaff on an ongoing basis. In terms of skills shortages, morethan 63% of those surveyed said that the effectivenessof their operations would be impacted by not ﬁnding theright skills for their business. Interestingly, career path anddevelopment was identiﬁed as being critical to attractingthe best candidates by 41% of respondents, yet in contrastonly 10% say their organization is perceived as offeringthose opportunities by the market. Similarly, in orderto cope with skills shortages, 61% of employers wouldconsider sponsoring candidates from overseas comparedto 59% in 2012.
6 | 2013 Hays Salary GuideSALARY INCREASESMARKETOVERVIEW&TRENDS:SALARYPOLICY1. Average % increases from last reviews: across all countriesFor speciﬁc industries:11%Nil49%Less than 3%33%From 3% to 6%5%From 6% to 10%2%More than 10%Advertising & MediaConstruction, Property & EngineeringFinancial ServicesHospitality, Travel & EntertainmentIT & TelecommunicationsManufacturingMining & ResourcesProfessional ServicesPublic SectorRetailTransport & DistributionOther18207101191777879464553625154294855575448322635232831453436333837735736914422333211212
2013 Hays Salary Guide | 7SALARY INCREASES2. When you next review, by what percentage do you intend to increase salaries? across all countriesFor speciﬁc industries:8%Nil57%Less than 3%32%From 3% to 6%2%From 6% to 10%1%More than 10%Advertising & MediaConstruction, Property & EngineeringFinancial ServicesHospitality, Travel & EntertainmentIT & TelecommunicationsManufacturingMining & ResourcesProfessional ServicesPublic SectorRetailTransport & DistributionOther2116558910432145395258724659415665676059322535233630433731292533461725211411311212
8 | 2013 Hays Salary GuideMARKETOVERVIEW&TRENDS:SALARYPOLICY3. Does your company offer ﬂexible salary packaging?Of those who answered yes, the following beneﬁts were indicated as being commonly offered to...BENEFITSAll employees More than 50% Less than 50% Few employeesCar 13% 8% 29% 51%Bonuses 25% 16% 22% 37%Private health insurance 32% 5% 8% 55%Parking 33% 14% 18% 36%Salary sacriﬁce 54% 7% 14% 26%Above mandatory superannuation 34% 6% 12% 48%Private expenses 14% 5% 12% 70%76%YES24%NO
2013 Hays Salary Guide | 94. Over the last 12 months, have permanent staff levels in your department... across all departmentsSTAFFINGMARKETOVERVIEW&TRENDS:RECRUITMENTTRENDS23%Decreased42%Remained the same35%IncreasedFor speciﬁc departments:Accountancy & FinanceEngineeringHuman ResourcesInformation TechnologyMarketingOperationsProject ManagementPurchasingSalesOther191621213025272126315344455460342429483128403425104149502638
10 | 2013 Hays Salary GuideSTAFFINGMARKETOVERVIEW&TRENDS:RECRUITMENTTRENDS5. Over the coming year, do you expect permanent staff levels to... across all departments12%Decrease51%Remain the same37%IncreaseFor speciﬁc departments:Accountancy & FinanceEngineeringHuman ResourcesInformation TechnologyMarketingOperationsProject ManagementPurchasingSalesOther941411141628996536515780383536614826603532204849363043
2013 Hays Salary Guide | 116. If you expect staffing levels to increase, please specify how:STAFFINGNote: Multiple choices permitted.Full time/permanent staff83%Employment ofpart-time staff20%Employmentof casual staff(on your payroll)14%Temporary/contractors(through an employmentconsultancy)17%Job sharing3%Mixture, other(inc. overseas recruitment,acquisitions)3%
12 | 2013 Hays Salary GuideMARKETOVERVIEW&TRENDS:RECRUITMENTTRENDSSTAFFING7. How often do you employ temporary/contract staff? across all departments19%Regular ongoingbasis43%Special projects/workloads38%Exceptionalcircumstances/neverFor speciﬁc departments:Accountancy & FinanceEngineeringHuman ResourcesInformation TechnologyMarketingOperationsProject ManagementPurchasingSalesOther132018251023274326163948455770425421304248323718203519364442
2013 Hays Salary Guide | 13STAFFING8. In the next 12 months, do you expect your use of temporary/contract staff to... across all departments14%Decrease71%Remain the same15%IncreaseFor speciﬁc departments:Accountancy & FinanceEngineeringHuman ResourcesInformation TechnologyMarketingOperationsProject ManagementPurchasingSalesOther1281518301513149127784715770676557567211814251822293516
14 | 2013 Hays Salary GuideMARKETOVERVIEW&TRENDS:RECRUITMENTTRENDSSKILL SHORTAGES9a. Do you think that skill shortages are likely to impact the effective operation of your business/department?37%No45%Yes - in a minor way18%Yes - signifcantly9b. In skill-short areas, would you consider employing or sponsoring a qualiﬁed overseas candidate?10. For which areas have you recently found it difficult to recruit?61%YES39%NOJunior to midmanagementSeniormanagementJunior to midmanagementSeniormanagementAccountancy & Finance 19% 8% Operations 19% 11%Distribution 3% 1% Purchasing 2% 1%Engineering 15% 13% Sales & Marketing 14% 8%Human Resources 5% 2% Technical 15% 7%IT 12% 3% Other 15% 6%
2013 Hays Salary Guide | 15WORK PRACTICES11. Does your workplace allow for ﬂexible work practices?83%YES17%NO12. If yes, which practices do you currently offer?*Flexible leave optionsCareer breaks Phased retirementPart timeemployment80%Flexible workinghours76%Flex-place54%Job sharing29%35%17% 14%13. Has overtime/extra hours in your organisation over the last 12 months...If increased, by how much?Per week Month end Year end5 hours or less 37% 15% 9%5 - 10 hours 35% 26% 15%More than 10 hours 10% 22% 34%11%Decreased63%Remained the same26%Increased*Multiple choices permitted.
16 | 2013 Hays Salary Guide14. For non-award staff in your organisation, is overtime/extra hours worked...15. Is it your policy to counter-offer staff when they resign?Of those you counter-offered, on average, did they....MARKETOVERVIEW&TRENDS:RECRUITMENTTRENDS&EMPLOYERBRANDINGWORK PRACTICES38%Paid62%Unpaid61%No38%Sometimes1%Yes16. Over the last 12 months has your staff turnover rate:22%Decreased52%Remained the same26%Increased3% 22%42%33%$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$Stay less than3 monthsStay3 - 12 monthsStay longer than12 monthsLeave anyway
2013 Hays Salary Guide | 17EMPLOYER BRANDING17. How important do you think the following factors are for an employer brand and how well do you thinkyour organisation is perceived on the same criteria?Level of importanceOrganisational perceptionCareer path/training & developmentAn individual’s ‘ﬁt’ with the company’s vision, culture and valuesDirect/indirect experience of the companySalary and beneﬁtsWork/life balance22212339441414292018403841524552223161281211353033413434364538374143192331102012715PoorNo impactOkayMinor impactGoodSome impactVery GoodSigniﬁcant impactExcellentMajor impact
18 | 2013 Hays Salary GuideECONOMIC OUTLOOKMARKETOVERVIEW&TRENDS:ECONOMICOUTLOOK18. In the past 12 months, has business activity...21%Decreased24%Remained the same55%Increased19. In the next 12 months, do you envisage business activity: across all industries7%Decreasing25%Remaining the same68%IncreasingFor speciﬁc industries:Advertising & MediaConstruction, Property & EngineeringFinancial ServicesHospitality, Travel & EntertainmentIT & TelecommunicationsManufacturingMining & ResourcesProfessional ServicesPublic SectorRetailTransport & DistributionOther1513248747513525242519832232626222426606373818860707067736369
2013 Hays Salary Guide | 19ECONOMIC OUTLOOK20. What are the key factors driving your business activity?Current economic conditionsProjects driven by governmentCapex investmentsConsumer/business conﬁdenceCurrency/forex ratesInterest rates 4650153930546374237363681343243459None Some Signiﬁcant21. Do you see the general outlook for the economy in the forthcoming 6-12* months as...$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$10%Weakening50%Static40%Strengthening*This data was collected during March 2013.
SKILLSSHORTAGESSTILL POWERINGSALARY MOVES20 | 2013 Hays Salary GuideSALARYINFORMATION:SALARIES&SECTOROVERVIEWSUsing our salary tablesSalaries are in ‘000. The bold number represents the typical salary. Thenumber(s) underneath represent the salary range. Refer to the notessection under the salary table to determine if superannuation or otherbenefits are included. All salaries are represented in local currencies.Head of HRSydney300 Typical salary220 - 400 Salary range
114 | 2013 Hays Salary GuideSALARYINFORMATION:INFORMATIONTECHNOLOGYINFORMATION TECHNOLOGYAUSTRALIAAs predicted, both private and publicsector employment has remained fairlysteady overall in the first half of 2013 asorganisations looked to improve systemsin order to create a better customerexperience, gain efficiencies and takeadvantage of developing technologies.We did see a number of job cuts in thepublic sector but this activity was offset bythe job growth in the private sector as majorinstitutions continued to reform their ITstructures. Within the private sector, majorprogrammes of work were undertaken inbanking and financial services, utilities andtelecommunications organisations.The majority of the recruitment activity ininformation technology involved anincreased volume in contracting staff ascompanies looked to remain flexible. Wealso saw fairly major growth within thesystems integrators and other IT servicesorganisations such as software and advisory.In infrastructure, we witnessed constantdemand over the year for all levels ofsupport, and, moving up the levels, skills innetworking, security and design as majorprojects, upgrades and new networkbuilds in the enterprise space continued.Skills in the communications vendor spacewere in high demand, and we also startedseeing challenger brands to thesetechnologies enter the market.The software development area sawcontinued growth within Java technologiescreating consistent hiring across the board.Microsoft technologies also kept up, withSharePoint, ASP.Net and MVC frameworkprofessionals in demand. Candidates withopensource technologies were also highlysought after particularly those with skills inDRUPAL and Magento as organisationslooked to implement more cost-effectivestrategies. In addition, increased mobileactivity pushed up demand in the iOS andAndroid space.With continued IT investment, programs ofwork demanded strong business analystskills and we have seen a significant push forfunctional BAs with excellent communicationcapabilities. This has been an ongoing trend,as IT touches on all areas of a business. Suchmajor pieces of work saw requirements forstrong Project and IT change managerscoming through. Furthermore, we saw alarge number of senior roles recruited asbusinesses looked to bring intellectualproperty and IT knowledge back in-houseafter years of outsourcing. This has led tostrategy and enterprise architecture skillsbeing in high demand.As companies are increasingly looking atways to harness information to help themmake the right decisions and gaincompetitive advantage, we are seeing anincreased demand for candidates withstrong data warehousing and businessintelligence skills. With the big data trend,candidates with strong technical andanalytical skills will continue to be soughtafter for targeted projects and campaigns.We predict demand for technology expertswill continue with candidate demand drivenparticularly by the mobile and securityareas of the IT sector. Organisations arekeen to take advantage of cloud technology,virtualisation and its knock-on effect as wellas to use technology to enable bettercustomer relationships – moving fromtransactional to networked consumers.Technology continues to move fromoccupying a back-office cost-reduction roleto the role of “enabler” within theorganisation. Technologists with business-focused softer skills will continue to be inconstant demand.Public sectorWithin the public sector, there has been anumber of major business driven projectsenabled by technology developmentswhich has meant an increased demand forIT change and business readinesscandidates. Within federal governmentthere has been a focus on decreasingcontractor numbers in preference forengaging candidates on fixed termcontracts or permanently. This hasprimarily been cost-led and has had aknock-on effect on rates and candidateavailability. This has been coupled withslight contract rate reductions, but has notbeen offset by higher permanent salaries.Contractors are still being sought wherethey have hard to find or specific skill sets.High candidate demand exists in DRUPAL,CRM, SharePoint, Oracle BI developers,and those with a strong knowledge ofcloud computing.New ZealandDemand for talent in the IT andtelecommunications sectors was higherthan other sectors in both 2012 and early2013. Factors influencing the increase inboth temporary and permanent rolesinclude the roll out of ultra fast broadband,increased competition in e-mobile devicesand data, the infrastructure rebuild inChristchurch, and upgrades and roll outs ofnew ERP solutions.ERP consultants such as Dynamics AXSpecialists have been in high demand. Anincrease in Windows-based projects alsocreated a shortage of experienced clientfacing Wintel Engineers. Developmentsupport and business intelligence havebeen two other employment hot spots in2013 with more companies wanting toacquire SQL DBA professionals. Demandfor Business Analysts within the healthand telco sectors has also been high.Contract Test Analysts and VMware(virtual storage) experts for cloudtechnology projects are also on theincrease. Rates and salaries rose in allareas of high demand.Employers are keen to hire candidates onfixed term contracts while candidatesprefer either the security of permanentemployment or a higher hourly contractrate. Indecisiveness has proved costly forsome employers. In demand candidatesreceive multiple offers so a lengthyrecruitment processes will see an employerregularly miss out on the best candidates.88%OF EMPLOYERS SEE BUSINESSACTIVITY IN INFORMATIONTECHNOLOGY AS INCREASINGOVER THE NEXT 12 MONTHS
2013 Hays Salary Guide | 83KEY TRENDFOR EMPLOYERS, ONLINE& DIGITAL SKILLS AREDOMINATING DEMANDWHEN HIRING MARKETINGPROFESSIONALSAUSTRALIAThe sales and marketing recruitment spacehas been generally buoyant over the pastyear. In terms of remuneration we havecertainly witnessed a market willing toreward experts.Companies continue to look for a competitiveadvantage and that means securing thestrongest sales talent in the market - salesprofessionals who can build strongrelationships as well as those that come withstrong relationships already in place.In the latter part of 2012 and into the firstquarter of 2013 we saw growth in the IT & Tsales space with hiring demand comingfrom both services and softwarecompanies. Employers have been lookingfor experienced solution sales professionalswho can build strong business cases andprove return on investment to clients.The FMCG space has seen a lot ofmovement across the country, with somemajor companies recruiting to help themadapt to an ever-changing marketplace.Within the industrial space, some locationshave fared better than others, withbuoyancy in the resources & mining andthe energy sectors offsetting slowergrowth in the construction and propertysector, particularly in Australia’s easternstates. Employers across both the FMCGand industrial markets have also beenlooking to hire proven sales performers.A major trend across all areas within saleshas been a drop in demand for accountmanagement professionals as the focushas shifted more strongly on the huntertype of roles.On the management side there has beenan increase in the number of internationalbusinesses trying to break into theAustralian market as it is regarded asstable and offering growth potential. Thishas created hiring demand for rolescategorised as ”Sales Manager” but whichare in reality more typically NationalBusiness Development Managementpositions where the successful candidatesare expected to grow the business andthen create opportunities for employingadditional staff.Candidates at the senior end of the markethave sensed more insecurity, which in turnhas led to a lack of turnover as peoplestay where they are.Within marketing and PR the job sheddingin media and a reduction in traditionaljournalist type roles has seen an increasein these people looking for opportunitiesin public relations and communications.Experienced marketing candidates whocan prove previous ROI are in demandparticularly for mid management roleswhere the candidate can prove experiencein a similar industry.The major trend within marketing hasagain been in the online space. All statesreport that skills with online and digitalmarketing are in high demand. Thisdemand extends right through the onlineprocess, from Campaign Designers, tosearch engine optimisation to front enddesign and implementation.Moving forward, we predict a continuedshift to candidates with online skills andexperience especially for roles across socialmedia channels, and for candidates whocan engage in real time with the customer.This has been a very active year in thepublic sector with the supply of qualitycandidates expected to remain steady.Social media will continue to grow throughthe year with most sales and marketingroles now incorporating some form ofsocial media. Media Advisors andCommunications Managers are still in highdemand with good candidates not stayingon the market for long. We are findingthat both candidates and clients are beingmore particular about the roles with somecandidates holding out for higher salariesand budget constraints in governmentcreating more thorough hiring processes.NEW ZEALANDEmployers supplying products and servicesto the building/construction market aredriving demand for sales professionals.Those with experience in new businessdevelopment are in particular demand asorganisations seek to capitalise on theopportunities brought about by theChristchurch rebuild and the improvementin the Auckland residential market.As a result, salaries have increased inChristchurch due to a lack of availabletalent, yet have remained constant acrossboth Auckland and Wellington where thecandidate pool is larger.Within marketing departments there hasbeen an increasing demand for digital andinsights professionals on the client side, aswell as an increased interest in socialmedia experts with experience developinga brand and products using new media.The need for digital and social mediaspecialists will continue to grow asbusinesses begin to understand the valuethey can contribute to their brand and thebottom line.Demand for sales and marketingprofessionals is expected to increase withhiring sentiment underpinned by theChristchurch rebuild, with the emphasisbeing on customer acquisition.Professionals with mature skills in this areaare regarded as having transferable skillsand thus are able to attract multiple offersfrom employers across different industriesleading to increased salary demands.SALARYINFORMATION:SALES&MARKETINGSALES & MARKETING