Marks Sattin surveyed thousands of clients and candidates. From this research, key trends and insights were derived in order to produce the H2 2012 Australia Market Landscape

1. Market Landscape Presentation
Prepared for

2. Objectives
• Share current job market information with our key clients
• Summarise and present data from:
o Marks Sattin survey of 1589 Finance and Accounting professionals
o Marks Sattin survey of 608 Hiring Managers
o Marks Sattin Salary Survey 2012
o Third party job board statistics
o Australian Bureau of Statistics
• Provide information to assist effective decision making on resourcing,
projects, hiring and retention planning

3. About Marks Sattin
• Established in 1988
• Three areas of specialisation; Accounting, Banking & Finance and Insurance
• Leading Global specialist financial recruitment company – offices in Europe,
Asia, Oceania and South America
• Our APAC offices provide recruitment solutions throughout the region,
leveraging of our global presence and candidate network
• We pride ourselves on delivering outstanding levels of service, combined
with quality candidates. Our loyal and exclusive clientele can attest to it.
• Part of the FiveTen Group of Global Companies:

4. Market Trends
Market Trends

5. Cash rate - Australia
Source: Reserve Bank of Australia, ‘cash rate target’

6. Gross state product per capita
Source: Reserve Bank of Australia, ‘cash rate target’

7. Gross state per capita % change
Source: Reserve Bank of Australia, ‘cash rate target’

8. Gross state product growth rates - indexed
Key needed
Source: Reserve Bank of Australia, ‘cash rate target’

9. Demand for talent 2009 - 2012
Banking & Financial Services
1.80
1.60
1.40
1.20
1.00
0.80
0.60
0.40
0.20
0.00
JAN
FEB
MAR
APR
MAY
JUN
JUL
AUG
SEP
OCT
NOV
DEC
JAN
FEB
MAR
APR
MAY
JUN
JUL
AUG
SEP
OCT
NOV
DEC
JAN
FEB
MAR
APR
MAY
JUN
JUL
AUG
SEP
OCT
NOV
DEC
JAN
FEB
MAR
APR
MAY
JUN
JUL
AUG
SEP
NSW Australia
Source: SEEK Job Ad Index July 2012

10. Source: SEEK Job Ad Index July 2012
SEP
AUG
JUL
JUN
MAY
APR
MAR
FEB
JAN
DEC
NOV
OCT
SEP
AUG
Insurance & Superannuation
JUL
JUN
MAY
APR
MAR
NSW
FEB
JAN
DEC
NOV
Australia
OCT
Demand for talent 2009 - 2012
SEP
AUG
JUL
JUN
MAY
APR
MAR
FEB
JAN
DEC
NOV
OCT
SEP
AUG
JUL
JUN
MAY
APR
MAR
FEB
JAN
1.40
1.20
1.00
0.80
0.60
0.40
0.20
0.00

11. Source: SEEK Job Ad Index July 2012
SEP
AUG
JUL
JUN
MAY
APR
MAR
FEB
JAN
DEC
NOV
OCT
SEP
AUG
JUL
JUN
MAY
APR
NSW
MAR
FEB
Accounting
JAN
DEC
NOV
OCT
Australia
SEP
Demand for talent 2009 - 2012
AUG
JUL
JUN
MAY
APR
MAR
FEB
JAN
DEC
NOV
OCT
SEP
AUG
JUL
JUN
MAY
APR
MAR
FEB
JAN
1.40
1.20
1.00
0.80
0.60
0.40
0.20
0.00

12. Client
Survey Results
Hiring Intentions 2012-2013 – Employer Survey

13. About the respondents

14. Challenges hiring finance professionals
The main challenge is not a lack
of candidates, but a lack of
skilled candidates. Good talent
is becoming harder to find.
Losing LAFHA will not attract as
many overseas candidates.

15. Important factors when hiring staff
Are clients at risk of hiring
suitable cultural fit candidates
who do not have the technical
skills to perform immediately?
Clients are recruiting candidates
from different industries because
they fit culturally. Leaner times
lead to leaner teams, which need
‘harmony’ to work well and
deliver.

16. Primary source of finance professionals
Despite the anecdotal
evidence, referrals are not a material
source of Finance candidates.
A quarter of respondents do not have a
referral program.
Specialist financial recruitment
agencies are the best sources of
international talent (job seeker driven
dynamics).

17. Is it taking longer to recruit? Why?
A lack of talent is the main
driver behind the increase in
recruitment process lead
times.
Companies are at risk of losing
quality candidates if they take
too long approving the hire.
Unsurprisingly the banking
sector were the majority of the
economic “wait and see”
response.

18. Do you provide honest feedback to candidates?
Are clients concerned about
‘hurting the candidates
feelings’.
Honest feedback may not be
helping protect the brand.
Honest feedback also needs to
be intelligent.

19. How satisfied are your finance staff?
Stockholm syndrome?
Employees are worried
about retaining their
jobs, satisfaction levels
are not as important.

20. Incentives used to retain staff
Few clients are counter offering
to retain employees – 4% of
respondents.
Bonus linked to performance
reflective to market.

21. Thoughts on the future of the economy
Banking sector feeling most
pessimistic.
Insurance respondents are
most optimistic.

22. Hiring Intentions
Professional Services
(30%) and Insurance
(26%) are the
predominant industries
who will be increasing
their headcount.

23. What attracts jobseekers to your company?

24. Do you intent to outsource finance roles?
1/5 of respondents within
the banking industry intend
to outsource finance roles
within the next 12 months.

25. Job seeker insights – Candidate Survey 2012

26. About the respondents

27. Job security
How secure do you feel in your current role? 43% of clients surveyed believe there is
a risk of outsourcing, opposed to only
11% of candidates who are worried this
may happen.
Are you worried your role may be
outsourced?

28. Management
What is the most important attribute in a Manager?
What annoys you most about your Manager?
Finance professionals prefer managers
who are easy to deal with and are good
mentors. The biggest gripe with
managers is those who show no interest
in their staff’s career.
Given candidates leave roles for career
progression, this presents an
opportunity for managers to use this
knowledge to retain staff.

29. Job satisfaction
How happy are you in your current role?
Would you recommend your current employer?

30. Job satisfaction
Which of the following best describes your job seeking behaviour?
Despite uncertain market
conditions, 47% are actively looking
for a new role and a further 42%
are keeping an eye on the market.
Candidates are more aware of
ensuring they remain marketable
through career development.

31. Key observations
The Australian market is reflected in the recruitment activity undertaken
by Marks Sattin.
There is currently a lack of skilled finance candidates throughout Australia.
Team and culture fit of extreme importance to Hiring Managers.
Companies are more open to recruiting talent from other industries.
Specialist financial recruitment agencies are the No 1 source for quality
finance candidates.
Almost 90% of candidates are actively looking or keeping an eye on the
market.
retention/attraction strategies

32. Questions?