The 2020 Hays Salary Guide outlines key findings on hiring trends, employer confidence, and the importance of diversity and inclusion in the workplace. Employers are optimistic about industry growth, but face challenges such as skills shortages and employee dissatisfaction. Strategies for attracting talent include offering competitive salaries, flexible work arrangements, and developing a strong employer value proposition.

1. 2020 HAYS SALARY GUIDE

2. Rowan O’Grady
President, Hays CanadaAbout the presenter
• Over 25 years of experience in
specialist recruitment
• Leading 300 people across eight
offices in 12 specialist fields

3. 3,000+Respondents
12Industries/functions
10th
Hays Canada
Salary Guide
Salary ranges of
over 800 job titles
Hiring plans
for 2020
Diversity &
Inclusion
Employer Value
Proposition
Advice for
today’s market

4. WHAT WE
WILL COVER
TODAY
Discuss key findings and insights
from the Salary Guide
Advice on how you can gain
competitive advantage in attracting
and retaining top talent
How you can get your Diversity &
Inclusion program off the ground in
a few easy steps

5. KEY
FINDINGS

6. ECONOMIC
OUTLOOK

7. Employers are confident about
their industry's growth and the
economy in the year ahead
62%of employers believe that their industry is
poised for growth in the next 12 months
43%of employers see the economy
strengthening in the next 12 months
versus last year at 40%
GENERAL OUTLOOK OF THE CANADIAN ECONOMY

8. Employers are confident about
their industry's growth and the
economy in the year ahead
YEAR OVER YEAR TREND IN ECONOMIC PREDICTIONS BY RESPONDENTS
Strengthening Static Weakening
0
10
20
30
40
50
60
2014 2015 2016 2017 2018 2019 2020

9. WORKFORCE &
HIRING TRENDS

10. 52%
Optimistic yet cautious
with hiring plans
2019
40%
2020
of employers plan to increase staff in the
year ahead and only 8% of employers
are expecting to cut positions
of employers intended
to increase headcount
PERMANENT HIRING ACTIVITY

11. 0
10
20
30
40
50
60
2015 2016 2017 2018 2019 2020
41% of employers plan to keep their staff levels the same and even
fewer employers plan to decrease at 13% in 2020
5-YEAR TREND IN PERMANENT HIRING PLANS
TEMP AND CONTRACT HIRING ACTIVITY
Predicted Increase Actual Increase

12. SKILLS
SHORTAGE

13. Skills shortage looms
79%of employers suffer from a
shortage of skills in their industry
Decrease in efficiencies32%
Increase in stress/work pressure57%
Decrease in office morale29%
NEGATIVE AFFECTS OF SKILLS SHORTAGE

14. Employers are confident about
their industry's growth and the
economy in the year ahead
YEAR OVER YEAR TREND IN PERCENTAGE OF EMPLOYERS AFFECTED BY THE SKILLS SHORTAGE

15. Companies are fighting
the war for talent on
several fronts
BIGGEST HIRING CHALLENGES
Salary/Total
compensation
46%
Local competition
for talent
47%
Lack of
candidate
network
25%

16. WORKPLACE
SATISFACTION

17. Employers fall short in
keeping their staff satisfied
Salary/Total
compensation
24%
Career growth
opportunity
25%
Company
culture
12%
MAIN REASONS RESPONDENTS ARE
CONSIDERING LEAVING THEIR ROLE
89%say they are open to leaving if
they receive the right offer (WPW report)
53%of respondents are
satisfied in their role

18. COMPENSATION
& BENEFITS

19. Increasing wages is not
the only way to entice
top talent
66%
of employers said they would go outside
their budget to secure new talent
34%
of employers are willing to
increase salaries 3% or more for
existing employees versus last
year at 23%

20. Employers are confident about
their industry's growth and the
economy in the year ahead
YEAR OVER YEAR COMPENSATION INCREASES 3% OR MORE
0
5
10
15
20
25
30
35
40
45
2013 2014 2015 2016 2017 2018 2019 2020 Predicted

21. Top benefits desired by
employees
3+ weeks vacation time
Health/dental
76%
52%
Ability to work from home
43%

22. Improving retention through
flexible working offerings
37%
of employers offer no flexible
working option, but we are seeing a
rise in demand for flexible working
Offering flexible working arrangements will help improve:
Morale EngagementWork-life balanceProductivity
Advice

23. EMPLOYER
VALUE
PROPOSITION

24. Stand out with a strong EVP
73%of respondents are not aware of their
company’s EVP
43%of respondents think their company
has a compelling employer brand

25. Developing an EVP to
attract & retain talent
Present clear values
Highlight your benefits
Offer strong mission statement
Advice

26. 2020 SUMMARY
• Personal growth/empowerment trumps everything
• Some uncertainty about the economy
• Employers feeling good about their own sector
• Aggressive hiring of rare skills
• Salary growth finally happening
• Less permanent hiring overall in 2020
• Dissatisfaction amongst employees is prevalent
• People are not afraid to move jobs

27. QUESTIONS
& DISCUSSION

28. What single change did
you make to your hiring
strategy that has had the
most effect?

29. Going beyond salary to attract
and compete for top talent
Advice

30. Exploring new ways to
attract & retain to combat
the skills gap
Advice

31. What single change did
you make to your retention
strategy that has had the
most impact?

32. Creating a thriving
company culture
Advice

33. DIVERSITY &
INCLUSION

34. Diversity & inclusion
strengthens company culture
45%of companies do not have a dedicated
full-time a diversity and inclusion staff
75%
of respondents agree that working in a
diverse and inclusive company is a
priority for them
40% of employers say they are using their company
culture to attract new candidates

35. Kimberley Messer
Global Diversity
Business Development Leader -
North America, IBM
About the presenter
• 20 years with IBM Canada
• Recognized thought leader
in diversity, inclusion &
talent management

36. DIVERSITY & INCLUSION: THE BUSINESS CASE…
Companies in the top-quartile for gender diversity on their
executive teams were 21% more likely to have above-average
profitability – McKinsey 2018
The business case for diversity in the workplace is now
overwhelming… - World Economic Forum
The 2018 Deloitte Millennial Survey shows that 74% of
these individuals believe their organization is more
innovative when it has a culture of inclusion.
It has been estimated that closing the gender gap would add
$28 trillion to the value of the global economy by 2025, a 26%
increase. – McKinsey 2015
- Russell Renolds Associates, 2019
- BCG, 2018
Companies with the most ethnically/culturally diverse boards
worldwide are 43% more likely to experience higher profits.
- Boston Consulting Group
For ethnic/cultural diversity,
top-quartile companies were
33% more likely to outperform
on profitability.
- McKinsey, 2018

37. Agree on
what D&I
means
Develop
a D&I
strategy
Publicly
commit to
D&I
Use D&I
to attract
talent
Imbed D&I
into talent
strategy
Lead by
example
STEP 1 STEP 2 STEP 3 STEP 4 STEP 5 STEP 6
WHAT SEPERATES THE BEST FROM THE REST?

38. Discuss 1-2 factors that are drivers of (or barriers to)
your organization's effort in attracting, retaining, or
developing diverse talent?
of companies interviewed, say that diverse talent
has left their organization due to a lack of inclusion.
- Russell Reynolds, Diversity Pulse 2017
32%

39. WHAT SMALL CHANGES CAN YOUR COMPANY MAKE TODAY?
INCREASE VISIBILITY AND AWARENESS
2
CREATE UNBIASED TALENT MANAGEMENT PROCESSES
1
LEAD BY EXAMPLE - OWN YOUR BIAS
3
Consider behavioral & competency-based interviews
Use interview panels
Trust your recruiter
Give visibility to diverse role models in your organization
Provide a platform for underrepresented groups to connect
Encourage cross-cultural mentoring
Attend an event, listen to a podcast that exposes you to different communities & ideas
Challenge your assumptions to overcome unconscious bias
Model inclusive leadership - Individual values, beliefs, and attitudes create culture

40. KEY TAKEAWAYS
Go beyond the salary
increase solution
Create a thriving
company culture
Explore new ways to
combat the skill gap
Meet the demand for
flexible working
Boost your
EVP
Kick start your
D&I initiatives

41. THANK YOU!