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Netherlands Consumer Sector Salary Survey 2017

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This survey provides insight into the salaries, benefits and bonuses commanded by professionals working within the consumer sector across a number of disciplines in The Netherlands.

Published in: Recruiting & HR
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Netherlands Consumer Sector Salary Survey 2017

  1. 1. Netherlands Consumer Sector Salary Survey 2017 What are you worth?
  2. 2. Introduction Welcome to Nigel Wright Group’s consumer salary survey 2017 for the Netherlands, which is specifically designed to provide you with an insight into the monetary and non-monetary benefits commanded by professionals within this sector. Nigel Wright Group has earned a strong reputation within the consumer sector across Europe for providing a high-quality recruitment service that is built upon our industry knowledge. We consider it important to continue to bring you relevant, useful information that you can use, in an accessible format. This survey has been compiled from the responses of over 1,000 respondents who completed our online questionnaire in the first quarter 2017 as well as data from our extensive database of candidates. The survey represents a cross-section of respondents with the following profile in the Netherlands: • Consumer sub-sector: Advertising and Media; Clothing, Footwear and Accessories; Consumer Electronics; Food & Drink; Health & Beauty; Home Construction / DIY; Retail; Telecommunications; Toys & Games, Travel & Leisure, Sports/Sporting Goods, Warehousing & Logistics Services; • 72% of respondents are educated to degree level or above; 54% have a Masters, and 7% a PhD; • 36% have been in their current position less than two years, 38% for between two and five years, 24% for between five and ten years and 3% for 10 or more years. The survey focuses on areas such as levels of satisfaction, respondents’ motivation to change jobs as well as attitudes towards skill shortages and the qualities needed to succeed in the industry. It also covers employees’ salaries, benefits and bonuses as well as differences in flexible working arrangements. For further information or to discuss your recruitment requirements please contact us on +31 (0) 20 800 6170 and you will be directed to a consultant specialising in your area. For more information on our services please visit http://nl.nigelwright.com. Netherlands Consumer Sector Salary Survey 20172
  3. 3. educated to degree level72% have a master’s degree54% have a PHD 7% CONSUMERSUB-SECTOREDUCATIONCURRENT POSITION < 2 years 2-5 years 5-10 years 36% 38% 24% >10 years 3% Advertising and Media Retail Warehousing & Logistics Services DIY / Home Construction Travel and Leisure Food and Drink Toys and Games Consumer Electronics TelecommunicationsClothing, Footwear and Accessories Sports / Sporting Goods Health and Beauty Respondents’ profiles
  4. 4. Contents 1.0 Non-monetary indicators 1.1 Job satisfaction by job level & salary 1.2 Job satisfaction by discipline & hours worked 1.3 Factors influencing a change of roles 1.4 Methods used to search for a new role 2.0 Salaries, benefits and bonuses 2.1 Average salaries by job title 2.2 Average percentage of salary increase received and expected 2.3 Importance of benefits as part of a remuneration package 2.4 Benefits and bonus entitlement 2.5 Bonus rates received and expected 2.6 Pensions 2.7 Flexible working options 2.8 Nights away from home 3.0 Skills and attitudes 3.1 Skill shortages 3.2 Qualities needed to be successful Contact information 5 6 7 8 9 10 11 12 13 14 15 16 17 18 19 20 21 22 Netherlands Consumer Sector Salary Survey 20174
  5. 5. 1.0 Non-monetary indicators
  6. 6. ALL % JOB % Over 80,000 € Executive (board level) Management ANNUAL SALARY % Under 80,000 € 1.1 Job satisfaction by job level Respondents were asked to rate their level of job satisfaction on the following five-point scale: Our Dutch respondents displayed a much higher level of job satisfaction than their other European counterparts. Indeed none of our sample said they were very dissatisfied and 27% said they were very satisfied. Executive (C-suite & board level) unsurprisingly display the highest levels of job satisfaction. 1. Very satisfied 4. Moderately dissatisfied 5. Very dissatisfied 2. Moderately satisfied 3. Neither satisfied or dissatisfied 27 56 11 6 0 35 41 6 6 0 16 47 26 11 0 15 59 19 7 0 31 60 4 4 0 Netherlands Consumer Sector Salary Survey 20176
  7. 7. 30 48 11 11 0 1.2 Job satisfaction by discipline and hours worked Respondents were asked to rate their level of job satisfaction on the following five-point scale: We also examined job satisfaction by discipline and the number of hours people were working. As we find in other European countries, people who work in sales are inclined to job dissatisfaction compared to other disciplines. The longer people in our sample worked, the more job satisfaction they display. This could be used to demonstrate that people who like their jobs work longer hours. 1. Very satisfied 4. Moderately dissatisfied 5. Very dissatisfied 2. Moderately satisfied 3. Neither satisfied or dissatisfied Marketing DISCIPLINE % WEEKLY HOURS WORKED % Sales Operations & supply chain 14 45 18 20 4 22 56 15 7 0 29 57 14 0 0 18 55 27 0 0 40-50 50+ 40-50 50+ Netherlands Consumer Sector Salary Survey 2017 7
  8. 8. 1.3 Changing jobs - factors influencing a change of roles internally or externally to another organisation Respondents were asked to select the top three factors that would motivate them to change jobs, both within their current company (internally) and to another organisation (externally). In the consumer sector, although money is important, the opportunity to experience new challenges is a more persuasive factor for employees considering their next move. Achieving an improved work-life balance is also an increasingly important factor for job seekers today. Internal External New challenges Change discipline Increased remuneration Nothing Promotion Change location Gain new skills Different environment / culture Achieve an improved work-life balance Flexible working 25 26 7 5 16 9 5 7 16 18 5 2 15 11 3 9 7 10 1 3 CHANGING JOBS % Netherlands Consumer Sector Salary Survey 20178
  9. 9. 1.4 Methods used to search for a new role Respondents were asked to select all methods that they would utilise when looking for a new role. Social networking is the most important method for job seekers in the Netherlands but a high proportion will also make approaches directly to employers. Using social networking sites and online job boards to identify job opportunities now completely surpasses the use of printed media such as newspapers and magazines, which none of our sample said that they used. Social networking sites Online job boards Internal bulletin boards / employer intranets Trade magazines Nigel Wright website Regional or local newspapers 56 21 19 0 21 0 Direct approaches to employers 26 Other recruitment consultancies 47 NEWS JOB SEARCH % Netherlands Consumer Sector Salary Survey 2017 9
  10. 10. 2.0 Salaries, benefits and bonuses This section presents information from respondents from all disciplines and levels of the Netherlands’ consumer sector on their salaries, benefits and bonuses.
  11. 11. 2.1 Average salaries SALARY PER ANNUM % Salary by job title of respondent € 3 27 70 Up to 50,000 € 50,000 € to 80,000 € 80,000 € + 3% of our sample were earning up to €50,000 per year, and 70% were earning €80,000 or more, which is obviously not representative of the entire Netherlands’ workforce. It should be noted that salary levels can vary depending on company size, industry sector and the availability of candidates in a specific discipline. Executive Director 160,000 Senior Manager 90,000 Non-Executive Director 125,000 Consultant 55,000 CEO 160,000 Manager 80,000 Operational Director (below main board level) 120,000 Managing Director / General Manager 140,000 Analyst 55,000 Head / Controller 95,000 Netherlands Consumer Sector Salary Survey 2017 11
  12. 12. As part of their last salary review over one third of respondents (38%) received an increase of between 2% and 5%. At all levels, there is degree of positivity regarding this year’s annual raise. Over half of the sample (52%) anticipate an increase of at least 2%, with 5% expecting over 10%. 17 90% 16 13Between 3-5% 27 23Between 1-2% 3 2Between 10-15% SALARY INCREASE LEVEL Received % Received Expected % Expected 11 16Up to 1% 3 3Between 5-10% 22 31Between 2-3% 2 3Between 15+ 2.2 Average percentage of salary increase received and expected by level Netherlands Consumer Sector Salary Survey 201712
  13. 13. 2.3 Importance of benefits as part of a remuneration package Respondents felt that the three most important employer benefits as part of a remuneration package were a personal bonus (59%), a company car and petrol (52%) and holiday entitlement (38%). For women, flexible working is more important than a personal bonus in an overall remuneration package. Men tend to value bonuses and car allowances as more important factors in their overall benefits package more than women do. 59 34 20 52 27 17 38 25 11 BENEFITS All % Bonus - personal Non-contributory pension Employer contributory pension Holiday entitlement Share options Company car and petrol Flexible working Bonus - company performance Health insurance Netherlands Consumer Sector Salary Survey 2017 13
  14. 14. Company bonus Car allowance Personal bonus Pension Healthcare Guaranteed bonus 84 81 73 67 71 14 RECEIVE BENEFITS AND BONUSES % The majority of our sample (62%) in full time employment have over 26 days holiday a year with 17% having over 31 days. Overall 98% of those surveyed receive some form of benefit or bonus. The most common being a company bonus (84%), a car allowance (81%) and a personal bonus (73%). 2.4 Benefits and bonus entitlement 5Under 20 days 4526-30 days STANDARD HOLIDAY ALLOWANCE (WITHOUT LIEU DAYS) % 3321-25 days 1731 days or more Netherlands Consumer Sector Salary Survey 201714
  15. 15. 2.5 Bonus rates received and expected Bonus payments this year were anticipated to be broadly the same as last year. 11.7 12.6 13.8 11.7 12.5 13.5 GUARANTEED BONUS COMPANY BONUS PERSONAL BONUS Received % Expected % Netherlands Consumer Sector Salary Survey 2017 15
  16. 16. Over two thirds (67%) of respondents receive a company pension. Of those who receive a pension there is an average of 4.8% contribution from the employer with the recipient contributing less (4.3%). We asked whether those receiving a pension were concerned about their final pension pot, and 29% said they were not concerned with the vast majority of people expressing varying levels of concern. 2.6 Pensions RECEIVE A COMPANY PENSION CONCERN ABOUT SIZE OF FINAL PENSION % 12 4.3 Average number of years in pension Percentage contribution from employee 4.8Percentage contribution from employer 29 21 Not concerned at all Concerned 43 8 Somewhat concerned Very concerned Netherlands Consumer Sector Salary Survey 201716
  17. 17. 2.7 Flexible working options Nine out of ten respondents (92%) work for a company that offers some kind of flexible working – the most common being working from home (77%) followed by part-time hours (32%). WORKING OPTIONS % Job sharing None Compressed hours (same hours over fewer days) Flexi-time Working from home Part-time working 77 32 13 8 7 2 Netherlands Consumer Sector Salary Survey 2017 17
  18. 18. We also asked our sample how many nights do they stay away from home during the week, and found that 55%, spend at least one night away from home. 44% average one or two nights away per week, and 9% are spending at least three away (although 67% of those spending 3 nights away are earning €80,000 or more). The figures show an unsurprising correlation between higher salaries and time away from home. 2.8 Working away from home % of respondents 0 10 20 30 40 50 60 70 80 90 100 Up to 50,000 € 50,000 € to 80,000 € Over 80,000 € NIGHTS AWAY PER WEEK SALARY: NIGHTS SPENT WORKING AWAY FROM HOME PER WEEK % 45None None 44 11 One / two nights One or two nights Three or more nights Three or more nights Netherlands Consumer Sector Salary Survey 201718
  19. 19. 3.0 Skills and attitudes This section presents information from respondents on skill shortages and what qualities they believe are needed to be successful in their industry.
  20. 20. Whilst less than a third (30%) of respondents felt that there were currently no skill shortages at their place of work, we asked everyone what their employer had been doing to address skills shortages. Increasing training budgets was top of the list of actions (27%), followed by recruitment either from other industries or professions (13%), at an apprenticeship level (8%) or from another country (5%). 3.1 Actions to address skills shortages SKILL SHORTAGES % Transferred employees into skill shortage Don’t know Increased marketing activity to raise profile with prospective candidates No current skill shortages Allowed employees to take study leave for external training Recruited workers from other countries5 Recruited apprentices8 Increased training budgets27 Increased recruitment budget5 Recruited from other industries or professions 13 3 2 27 5 30 Netherlands Consumer Sector Salary Survey 201720
  21. 21. 3.2 Qualities needed to be successful Respondents were asked to select what qualities they felt were the most important for those working in the consumer sector. Being an excellent communicator (66%), being flexible and adaptable (61%), and a strategic thinker (61%) were considered the most significant. Self-sufficient / independent Action orientated Strategic thinker Strong leader Cope well under pressure Great people skills Professional knowledge Great networker Excellent communicator Confident / self-assured 66 44 41 34 61 48 33 55 31 27 Flexible / adaptable 61 QUALITIES NEEDED % Netherlands Consumer Sector Salary Survey 2017 21
  22. 22. Contact details For more information on the Netherlands Consumer Sector Salary Survey 2017, please contact Nigel Wright Group on the details below: David Feldman Country Director - Germany and Netherlands David van der Capellen Manager Nigel Wright Group Parnassusweg 819 1082 LZ Amsterdam The Netherlands DD: +31 (0) 208 006 170 M: +31 (0) 641 64 17 22 E: david.feldman@nigelwright.com DD: +31 (0) 208 006 172 M: +31 (0) 641 64 17 37 E: david.vandercapellen@nigelwright.com Netherlands Consumer Sector Salary Survey 201722
  23. 23. Nigel Wright Group has offices across Europe: NEWCASTLE UPON TYNE Lloyds Court 78 Grey Street Newcastle upon Tyne NE1 6AF T: +44 (0)191 222 0770 TEESSIDE Eshton Suite, Office 2 Wynyard Park House, Wynyard Avenue, Wynyard, TS22 5TB T: +44 (0)1740 661000 LONDON 20 St Dunstan’s Hill, London, EC3R 8HL T: +44 (0)207 405 3921 COPENHAGEN Havnegade 39 1058 Copenhagen K Denmark T: +45 7027 8601 LAUSANNE Rue Caroline 2 1003 Lausanne Switzerland T: +41 (0)21 311 2376 ÅRHUS Værkmestergade 2, 17. etage 8000 Aarhus C Denmark T: +45 7027 8601 STOCKHOLM Grev Turegatan 3, 4 tr 114 46 Stockholm Sweden T: +46 (0)8 400 264 35 MALMÖ High Court, Malmöhusvägen 1, 211 18 Malmö, Sweden T: +46 (0)8 400 264 35 OSLO Dronning eufemias Gate 16 0191 Oslo Norway T: +47 238 97 773 AMSTERDAM Regus World Trade Centre Zuidplein 36, H-Toren 1077 XV, Amsterdam, The Netherlands T: +31 (0)20 799 7730 HELSINKI Bulevardi street 7 00120 Helsinki Finland T: +45 7027 8601 PARIS 29 rue de Bassano 75008 Paris France T: +33 1 76 73 29 80 DÜSSELDORF Königsallee 2b 5th Floor 40212 Düsseldorf Germany T: +49 211 882 42 364 MADRID Palacio de Miraflores Carrera de San Jerónimo, 15 - 2ª 28014 Madrid Spain T: +34 91 788 3172 GOTHENBURG World Trade Center, Mässans gata 18, 412 51 Göteborg, Sweden T: +46 (0)8 400 264 35 Our offices Netherlands Consumer Sector Salary Survey 2017 23
  24. 24. www.nigelwright.com © Nigel Wright Group 2017. All Rights Reserved.

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