The document provides an overview of key findings from a survey on salaries and trends in the data and analytics sector in the UK:
- Salaries increased substantially in 2014, with average base salary increases of 17% and bonuses 16% higher on average. Job security remains high and demand for skills continues.
- Candidates are seeking not just higher pay but also supportive work environments and ongoing skills development. Employers need strong recruitment processes to attract top talent.
- Emerging technologies like R, Hadoop and Tableau are becoming more widely used, while traditional tools like Excel, SQL and SAS declined slightly in usage.
- The financial services sector remained robust in 2014 despite increased regulation. Credit risk roles command
- 98% of consulting employers expect to hire at least as many staff in 2015 as in 2014, with over a third expecting considerably more hires. However, more firms also expect staff attrition rates to worsen in 2015.
- The strongest hiring demand is expected in financial services, IT, energy & utilities, technology, healthcare & pharma, and retail. Demand has fallen for public sector roles.
- In-demand consulting types include project/program management, CRM, digital, and technology consultants. Strategy consulting demand has fallen.
This document is a salary guide for the UK Data & Analytics market published by Harnham in 2014. It provides an overview of market trends, including continued high demand and a candidate-driven market. Survey results found over half of respondents expected to change roles in 2014 seeking better pay. Salary data is broken down by role, level of experience, region and sector including average increases in 2013. Emerging areas of demand are noted as big data, data visualization and new technologies.
This document provides a summary of key findings from a survey of over 750 IT professionals in Australia regarding workforce trends and the job market. Some of the main findings include:
- Optimism about the IT job market continues to rise, with 41% feeling optimistic about opportunities compared to 34% one year ago.
- An attractive salary is becoming a more important factor for job seekers, with 24% stating it is the primary reason to apply for a role.
- Recruitment processes are getting faster, with 56% of hires made after one interview. Two-thirds of candidates lose interest if a process takes too long.
- Counteroffers are increasing but most don't work, with only 25
Digital salary and industry insights report, 7th editionAlex Straw
The document provides an overview and analysis of survey results regarding digital professionals' work life blend and career perceptions. Key findings include:
- Respondents reported moderate levels of happiness, confidence and stress, with the highest scores for confidence and skills to progress. Younger and middle-aged professionals reported lower well-being scores.
- The most fulfilled elements of professionals' work life blends were personal relationships and leisure, while work elements like career goals and fulfillment at work were least fulfilled.
- Those with higher overall blend fulfillment reported greater happiness. The average gap between current and target blend fulfillment was 22% across elements.
- Younger professionals prioritized work-life balance while middle-aged groups
[Whitepaper] Talent Acquisition is Dead - Talent Attraction Takes RootAppcast
Learn simple strategies to start attracting the best talent to your organization.
Written by Tim Sackett - President, HRU Technical Resources & Industry Thought-Leader
Medical Office Marketing ROI MeasurmentMichael Wolfe
This is a case study pertinent to hospitals and multi-office medical and dental practices that will enable them to do smarter and more effective marketing through a marketing effectiveness measurement system
According to a CareerBuilder survey:
- 36% of employers plan to increase full-time staff in 2015, the best outlook since 2006, with IT, financial services, manufacturing and healthcare leading job growth.
- Hiring for STEM jobs will increase from 26% last year to 31% of employers in 2015.
- Minimum wages are expected to rise for 45% of employers in 2015, with over half raising wages by $2 or more per hour.
A study categorized 130 hospitals as either high- or low-performers based on their talent management strategies. High-performing hospitals had 91% less staff turnover, 85% less executive turnover, and 36% less nursing turnover compared to low-performing hospitals. They also had a leadership bench strength score 7x higher and spent 89% less on executive searches. Additionally, high-performing hospitals scored 23% higher on a new CMS metric evaluating quality of care, had 16% lower average Medicare spending per episode, and scored 13% higher on patient experience surveys. Overall, high-performing hospitals demonstrated 56% higher net patient revenue per employee.
- 98% of consulting employers expect to hire at least as many staff in 2015 as in 2014, with over a third expecting considerably more hires. However, more firms also expect staff attrition rates to worsen in 2015.
- The strongest hiring demand is expected in financial services, IT, energy & utilities, technology, healthcare & pharma, and retail. Demand has fallen for public sector roles.
- In-demand consulting types include project/program management, CRM, digital, and technology consultants. Strategy consulting demand has fallen.
This document is a salary guide for the UK Data & Analytics market published by Harnham in 2014. It provides an overview of market trends, including continued high demand and a candidate-driven market. Survey results found over half of respondents expected to change roles in 2014 seeking better pay. Salary data is broken down by role, level of experience, region and sector including average increases in 2013. Emerging areas of demand are noted as big data, data visualization and new technologies.
This document provides a summary of key findings from a survey of over 750 IT professionals in Australia regarding workforce trends and the job market. Some of the main findings include:
- Optimism about the IT job market continues to rise, with 41% feeling optimistic about opportunities compared to 34% one year ago.
- An attractive salary is becoming a more important factor for job seekers, with 24% stating it is the primary reason to apply for a role.
- Recruitment processes are getting faster, with 56% of hires made after one interview. Two-thirds of candidates lose interest if a process takes too long.
- Counteroffers are increasing but most don't work, with only 25
Digital salary and industry insights report, 7th editionAlex Straw
The document provides an overview and analysis of survey results regarding digital professionals' work life blend and career perceptions. Key findings include:
- Respondents reported moderate levels of happiness, confidence and stress, with the highest scores for confidence and skills to progress. Younger and middle-aged professionals reported lower well-being scores.
- The most fulfilled elements of professionals' work life blends were personal relationships and leisure, while work elements like career goals and fulfillment at work were least fulfilled.
- Those with higher overall blend fulfillment reported greater happiness. The average gap between current and target blend fulfillment was 22% across elements.
- Younger professionals prioritized work-life balance while middle-aged groups
[Whitepaper] Talent Acquisition is Dead - Talent Attraction Takes RootAppcast
Learn simple strategies to start attracting the best talent to your organization.
Written by Tim Sackett - President, HRU Technical Resources & Industry Thought-Leader
Medical Office Marketing ROI MeasurmentMichael Wolfe
This is a case study pertinent to hospitals and multi-office medical and dental practices that will enable them to do smarter and more effective marketing through a marketing effectiveness measurement system
According to a CareerBuilder survey:
- 36% of employers plan to increase full-time staff in 2015, the best outlook since 2006, with IT, financial services, manufacturing and healthcare leading job growth.
- Hiring for STEM jobs will increase from 26% last year to 31% of employers in 2015.
- Minimum wages are expected to rise for 45% of employers in 2015, with over half raising wages by $2 or more per hour.
A study categorized 130 hospitals as either high- or low-performers based on their talent management strategies. High-performing hospitals had 91% less staff turnover, 85% less executive turnover, and 36% less nursing turnover compared to low-performing hospitals. They also had a leadership bench strength score 7x higher and spent 89% less on executive searches. Additionally, high-performing hospitals scored 23% higher on a new CMS metric evaluating quality of care, had 16% lower average Medicare spending per episode, and scored 13% higher on patient experience surveys. Overall, high-performing hospitals demonstrated 56% higher net patient revenue per employee.
The document summarizes key findings from a survey of over 1,200 respondents in the UK data and analytics sector. Some of the main findings include:
- Average base salary increases were 17% in 2014, higher than the 13% increase in 2013. Bonuses also increased, with 68% of respondents receiving higher bonuses than the previous year.
- While salary was a top motivator for job changes in 2013, only 26% cited it in 2014, showing candidates prioritize new technologies, team dynamics, and flexible employment over salary alone.
- Common data tools like Excel, SQL and SAS saw decreased usage, while R, Hadoop and Tableau saw increased adoption.
- Nearly half of company teams expanded in
The document is a survey of 117 executives from major companies in Romania regarding business outlook for 2014. Some key findings:
- 28% foresee significant turnover growth of 10-30% in 2014, up from 25% in 2013. 67% expect 5-10% growth compared to 51% in 2013.
- Only 21% expect 5-10% profit growth in 2014, down from 37% in 2013, but 26% expect 10-30% growth compared to 31% in 2013.
- 14% expect their number of employees to grow 10-30% in 2014, up from only 5% in 2013.
- 2% expect salary increases over 10%, the same as 2013, but only
The document summarizes the results of a survey of middle market companies on their economic outlook and expectations for 2013. Key findings include:
- 64% of companies expected the economy to improve in 2013 while only 14% expected it to decline.
- 92% of companies expected to see revenue growth in 2013, with almost 40% anticipating double-digit growth. Revenue growth was expected to come primarily from new customers for existing products/services.
- Over 60% of companies planned to increase hiring in 2013, focusing mainly on sales and marketing roles.
- Sales/marketing and a healthy economy were viewed as most critical for achieving targeted revenue growth, particularly for smaller companies.
- The survey of 136 Czech CEOs found growing optimism about the economy and industrial production seen as the highest growth area. 82% reported a positive company atmosphere, up from previous years.
- The biggest challenges in human resources were a lack of leadership, vision and strategic thinking abilities. It remains difficult to find qualified candidates, especially for senior management roles.
- Most respondents had been CEO for over 5 years, were male, and between 40-49 years old, consistent with previous years. The majority represented manufacturing, IT and telecommunications industries.
EN_AD2_How can Technology Help You Surf the Global Talent RevolutionYohan Labesse
This document discusses the challenges that companies face in managing global human capital as they expand across borders. It notes that while technology solutions have proliferated, relying solely on technology does not address the challenges. Outsourcing certain HR functions through solutions like multi-process HR outsourcing (MPHRO) and recruiting process outsourcing (RPO) can significantly reduce costs while improving processes. Integrating HR technology with outsourced services provides companies with seamless human capital management that allows HR to focus on strategic priorities rather than administrative tasks.
The document provides the results of a survey of 253 professionals in the facilities management industry in the Middle East. Some key findings from the survey include:
- Respondents were optimistic about business prospects, with a majority expecting increases in turnover, budgets, and workforce size over the next 12 months.
- Demand for facilities management services is expected to grow as more functions are outsourced. However, attracting and retaining skilled staff is seen as a major challenge due to competition.
- Most respondents saw opportunities to expand their business in areas like training and adopting new technologies, though views on how technology is currently being utilized differed.
- Overall the survey indicates positive confidence in the facilities management industry across the Middle East region
Mercer Capital's Value Focus: Professional Services Industry | Mid-Year 2014Mercer Capital
Mercer Capital's Professional Services Industry newsletter provides perspective on valuation issues. Each newsletter also typically includes a macroeconomic trends, industry trends, and guideline public company metrics.
DCR TrendLine January 2014 – Contingent Worker Forecast and Supply Reportss
Hello 2014! As we approach a fresh year, the editorial staff at TrendLine is excited to share our analysis and insights into the staffing industry. Our up-to-date research and in-depth analysis of industry trends ensure that you have a clear reading of what’s happening in the world of contingent worker supply and demand and talent acquisition.
- DCR National Temp Wage Index
- 2014: What to Expect in the Workforce
- The Manufacturing Revival
- Temp Jobs Continue Steady Upward Trend
- Special Topic: Brazil e-commerce Market Watch
This document summarizes the key findings from a survey of creative agency leaders conducted by The Agency Works in Q3 2015. The survey found that more respondents expect their agency's performance to decrease over the next quarter compared to late 2014. Agencies are focusing on increasing new business but struggling with retaining existing clients due to reduced budgets and increased competition. The majority of agencies set goals over the next 1-5 years and review targets monthly. Success is defined as both financial and personal achievements. The report provides insight into the challenges facing the creative industry.
Manpower is a global staffing and workforce solutions company with over 4,000 offices in 82 countries. It places over 5 million professionals annually in a variety of occupational fields including IT, engineering, finance, and healthcare. Manpower acquired COMSYS, a leading IT staffing and project solutions provider, in 2010 to expand its portfolio of services. COMSYS has over 800 employees and 5,000 consultants working across a range of industries with a focus on financial services, IT, government, and healthcare clients.
Supply Chain Visibility in Business Networks - Summary Charts - 11 MAR 2014Lora Cecere
Executive Summary
Teams claim that they are building end-to-end supply chain processes; but we do not find that this is true. Despite the growing need to automate the extended supply chain, the focus of most companies is on enterprise automation. The process flows of the extended supply chain are dependent on spreadsheets and Electronic Data Interchange (EDI). It is not sufficient.
Companies want better supply chain visibility. The gaps in current supply chain capabilities are large. While EDI is effective in moving transactional data, it is point to point lacking community interaction.
Companies are seeking new and deeper forms of supply chain visibility through business networks. It takes many forms. It is foundational to deliver on the promise of agility. They want to be more agile and the current IT architectures are not meeting this need.
High level survey findings are:
• Outsourcing is a Reality. It is here to Stay. For the average company, outsourcing of manufacturing and transportation is a reality. In the study, approximately ninety percent of respondents report having some level of outsourcing. Thirty percent outsource forty percent or more of their manufacturing and fifty-five percent outsource at least forty percent of their logistics on a volume basis.
• Supply Chain Visibility has Many Forms. Few are Being Delivered Well. The term supply chain visibility is a nebulous term with many meanings. There is no standard definition. In this report, we share insights on the forms of visibility and the issues with each. Visibility within the company is being addressed by current IT architectures; but B2B architectures to support emerging supply chain visibility requirements are evolving.
• The Gaps in Supply Chain Visibility are Large. The Satisfaction with EDI is high. The Confidence in ERP to Close the Gap is Low. The average company with ERP has seven different ERP instances and forty-nine percent of respondents report ERP spending plays a major role in their IT budget. However, as shown in this report, the gaps for supply chain visibility are high and the confidence that ERP implementations can close the gaps is low. As a result, the extended supply chain runs on EDI and spreadsheets. In the words of one supply chain leader that we interviewed, “Today, it is much like chewing gum, bailing wire and a shoestring.”
In this report, we give an overview of the current state of supply chain visibility--the different forms and the state of each-- and share insights on current levels of importance and performance. We then look critically at current efforts of IT investment/focus and give recommendations on how business users can work with IT teams to close these gaps.
2013 Bullhorn North American Trends ReportBullhorn
In December of 2012, Bullhorn conducted its annual trends survey of North American recruiting agency
professionals, seeking to assess the state of the staffing industry from the vantage point of business performance,
recruiter compensation, recruiting technologies, and measurement best practices. In addition to the 2013 North
American Staffing and Recruiting Trends Report, the 2013 EMEA Staffing and Recruitment Trends Report and
the 2013 APAC Staffing and Recruitment Trends Report are also available on the Bullhorn website.
The document is a report summarizing the results of a demand generation marketing survey. Some key findings include:
- The average cost per lead is $198, with organizations generating over 470,000 website visitors, 1,800 leads, and 300 new customers per month on average.
- Organizations exceeding revenue goals focus more on content creation, online advertising, and branding/PR tactics.
- Results are broken down by industry, organization size, revenue, and revenue achievement, showing differences in tactics, leads, customers, and cost per lead across categories.
This document provides a summary of the healthcare IT services industry for major firms in Q1 2016. It analyzes the financials and market announcements of 5 major IT services companies (Wipro, Infosys, TCS, HCL, CTS). The analysis finds that CTS remains the dominant leader in healthcare revenue, though growth softened in Q1 2016. Operating margins show mixed trends across companies, impacted by M&A activity and portfolio changes. Overall, the healthcare IT industry continues transforming as consolidation occurs among clients and new competitors emerge.
This presentation by AtmanCo discusses the company's current position and future plans. It contains forward-looking statements that involve risks and uncertainties. The company has historically not been profitable. It aims to grow through acquisitions of companies like VuduMobile and PlusMobile to expand into new markets and cross-sell products. Financial forecasts project increasing revenues and earnings through 2018 by leveraging synergies across the combined businesses.
Sistema de información Hemeroteca UPE- IPByahi_muhamad
Sistema de información de la sala de Hemeroteca ubicada en la Upel sede IPB, con la finalidad de sistematizar los detalles de dicha sala y los servicios que ofrece la misma.
The document summarizes key findings from a survey of over 1,200 respondents in the UK data and analytics sector. Some of the main findings include:
- Average base salary increases were 17% in 2014, higher than the 13% increase in 2013. Bonuses also increased, with 68% of respondents receiving higher bonuses than the previous year.
- While salary was a top motivator for job changes in 2013, only 26% cited it in 2014, showing candidates prioritize new technologies, team dynamics, and flexible employment over salary alone.
- Common data tools like Excel, SQL and SAS saw decreased usage, while R, Hadoop and Tableau saw increased adoption.
- Nearly half of company teams expanded in
The document is a survey of 117 executives from major companies in Romania regarding business outlook for 2014. Some key findings:
- 28% foresee significant turnover growth of 10-30% in 2014, up from 25% in 2013. 67% expect 5-10% growth compared to 51% in 2013.
- Only 21% expect 5-10% profit growth in 2014, down from 37% in 2013, but 26% expect 10-30% growth compared to 31% in 2013.
- 14% expect their number of employees to grow 10-30% in 2014, up from only 5% in 2013.
- 2% expect salary increases over 10%, the same as 2013, but only
The document summarizes the results of a survey of middle market companies on their economic outlook and expectations for 2013. Key findings include:
- 64% of companies expected the economy to improve in 2013 while only 14% expected it to decline.
- 92% of companies expected to see revenue growth in 2013, with almost 40% anticipating double-digit growth. Revenue growth was expected to come primarily from new customers for existing products/services.
- Over 60% of companies planned to increase hiring in 2013, focusing mainly on sales and marketing roles.
- Sales/marketing and a healthy economy were viewed as most critical for achieving targeted revenue growth, particularly for smaller companies.
- The survey of 136 Czech CEOs found growing optimism about the economy and industrial production seen as the highest growth area. 82% reported a positive company atmosphere, up from previous years.
- The biggest challenges in human resources were a lack of leadership, vision and strategic thinking abilities. It remains difficult to find qualified candidates, especially for senior management roles.
- Most respondents had been CEO for over 5 years, were male, and between 40-49 years old, consistent with previous years. The majority represented manufacturing, IT and telecommunications industries.
EN_AD2_How can Technology Help You Surf the Global Talent RevolutionYohan Labesse
This document discusses the challenges that companies face in managing global human capital as they expand across borders. It notes that while technology solutions have proliferated, relying solely on technology does not address the challenges. Outsourcing certain HR functions through solutions like multi-process HR outsourcing (MPHRO) and recruiting process outsourcing (RPO) can significantly reduce costs while improving processes. Integrating HR technology with outsourced services provides companies with seamless human capital management that allows HR to focus on strategic priorities rather than administrative tasks.
The document provides the results of a survey of 253 professionals in the facilities management industry in the Middle East. Some key findings from the survey include:
- Respondents were optimistic about business prospects, with a majority expecting increases in turnover, budgets, and workforce size over the next 12 months.
- Demand for facilities management services is expected to grow as more functions are outsourced. However, attracting and retaining skilled staff is seen as a major challenge due to competition.
- Most respondents saw opportunities to expand their business in areas like training and adopting new technologies, though views on how technology is currently being utilized differed.
- Overall the survey indicates positive confidence in the facilities management industry across the Middle East region
Mercer Capital's Value Focus: Professional Services Industry | Mid-Year 2014Mercer Capital
Mercer Capital's Professional Services Industry newsletter provides perspective on valuation issues. Each newsletter also typically includes a macroeconomic trends, industry trends, and guideline public company metrics.
DCR TrendLine January 2014 – Contingent Worker Forecast and Supply Reportss
Hello 2014! As we approach a fresh year, the editorial staff at TrendLine is excited to share our analysis and insights into the staffing industry. Our up-to-date research and in-depth analysis of industry trends ensure that you have a clear reading of what’s happening in the world of contingent worker supply and demand and talent acquisition.
- DCR National Temp Wage Index
- 2014: What to Expect in the Workforce
- The Manufacturing Revival
- Temp Jobs Continue Steady Upward Trend
- Special Topic: Brazil e-commerce Market Watch
This document summarizes the key findings from a survey of creative agency leaders conducted by The Agency Works in Q3 2015. The survey found that more respondents expect their agency's performance to decrease over the next quarter compared to late 2014. Agencies are focusing on increasing new business but struggling with retaining existing clients due to reduced budgets and increased competition. The majority of agencies set goals over the next 1-5 years and review targets monthly. Success is defined as both financial and personal achievements. The report provides insight into the challenges facing the creative industry.
Manpower is a global staffing and workforce solutions company with over 4,000 offices in 82 countries. It places over 5 million professionals annually in a variety of occupational fields including IT, engineering, finance, and healthcare. Manpower acquired COMSYS, a leading IT staffing and project solutions provider, in 2010 to expand its portfolio of services. COMSYS has over 800 employees and 5,000 consultants working across a range of industries with a focus on financial services, IT, government, and healthcare clients.
Supply Chain Visibility in Business Networks - Summary Charts - 11 MAR 2014Lora Cecere
Executive Summary
Teams claim that they are building end-to-end supply chain processes; but we do not find that this is true. Despite the growing need to automate the extended supply chain, the focus of most companies is on enterprise automation. The process flows of the extended supply chain are dependent on spreadsheets and Electronic Data Interchange (EDI). It is not sufficient.
Companies want better supply chain visibility. The gaps in current supply chain capabilities are large. While EDI is effective in moving transactional data, it is point to point lacking community interaction.
Companies are seeking new and deeper forms of supply chain visibility through business networks. It takes many forms. It is foundational to deliver on the promise of agility. They want to be more agile and the current IT architectures are not meeting this need.
High level survey findings are:
• Outsourcing is a Reality. It is here to Stay. For the average company, outsourcing of manufacturing and transportation is a reality. In the study, approximately ninety percent of respondents report having some level of outsourcing. Thirty percent outsource forty percent or more of their manufacturing and fifty-five percent outsource at least forty percent of their logistics on a volume basis.
• Supply Chain Visibility has Many Forms. Few are Being Delivered Well. The term supply chain visibility is a nebulous term with many meanings. There is no standard definition. In this report, we share insights on the forms of visibility and the issues with each. Visibility within the company is being addressed by current IT architectures; but B2B architectures to support emerging supply chain visibility requirements are evolving.
• The Gaps in Supply Chain Visibility are Large. The Satisfaction with EDI is high. The Confidence in ERP to Close the Gap is Low. The average company with ERP has seven different ERP instances and forty-nine percent of respondents report ERP spending plays a major role in their IT budget. However, as shown in this report, the gaps for supply chain visibility are high and the confidence that ERP implementations can close the gaps is low. As a result, the extended supply chain runs on EDI and spreadsheets. In the words of one supply chain leader that we interviewed, “Today, it is much like chewing gum, bailing wire and a shoestring.”
In this report, we give an overview of the current state of supply chain visibility--the different forms and the state of each-- and share insights on current levels of importance and performance. We then look critically at current efforts of IT investment/focus and give recommendations on how business users can work with IT teams to close these gaps.
2013 Bullhorn North American Trends ReportBullhorn
In December of 2012, Bullhorn conducted its annual trends survey of North American recruiting agency
professionals, seeking to assess the state of the staffing industry from the vantage point of business performance,
recruiter compensation, recruiting technologies, and measurement best practices. In addition to the 2013 North
American Staffing and Recruiting Trends Report, the 2013 EMEA Staffing and Recruitment Trends Report and
the 2013 APAC Staffing and Recruitment Trends Report are also available on the Bullhorn website.
The document is a report summarizing the results of a demand generation marketing survey. Some key findings include:
- The average cost per lead is $198, with organizations generating over 470,000 website visitors, 1,800 leads, and 300 new customers per month on average.
- Organizations exceeding revenue goals focus more on content creation, online advertising, and branding/PR tactics.
- Results are broken down by industry, organization size, revenue, and revenue achievement, showing differences in tactics, leads, customers, and cost per lead across categories.
This document provides a summary of the healthcare IT services industry for major firms in Q1 2016. It analyzes the financials and market announcements of 5 major IT services companies (Wipro, Infosys, TCS, HCL, CTS). The analysis finds that CTS remains the dominant leader in healthcare revenue, though growth softened in Q1 2016. Operating margins show mixed trends across companies, impacted by M&A activity and portfolio changes. Overall, the healthcare IT industry continues transforming as consolidation occurs among clients and new competitors emerge.
This presentation by AtmanCo discusses the company's current position and future plans. It contains forward-looking statements that involve risks and uncertainties. The company has historically not been profitable. It aims to grow through acquisitions of companies like VuduMobile and PlusMobile to expand into new markets and cross-sell products. Financial forecasts project increasing revenues and earnings through 2018 by leveraging synergies across the combined businesses.
Sistema de información Hemeroteca UPE- IPByahi_muhamad
Sistema de información de la sala de Hemeroteca ubicada en la Upel sede IPB, con la finalidad de sistematizar los detalles de dicha sala y los servicios que ofrece la misma.
Este documento presenta el ranking de países en la plataforma Amarillas Internet entre mayo y diciembre de 2015. Brasil ocupó el primer lugar con más de 130,000 anuncios, seguido de Colombia y Venezuela. En general, los países de América Latina dominaron los primeros lugares del ranking.
This document discusses how social media can benefit businesses and provides guidance on developing an effective social media strategy and presence. Some key points covered include:
- Social media allows businesses to reach a broader audience and build relationships at a lower cost than traditional marketing methods.
- Over 60% of Irish people aged 16-24 use the internet for social networking, with Facebook being the most popular platform in Ireland.
- Developing a presence on Facebook, Twitter, YouTube and other major platforms can help drive traffic to a company's website while also providing insights into customers.
- When using social media, businesses should focus on engaging with customers, sharing relevant industry news and content, and promoting their brand, products and services. Regular posting and
Mr. Arturo Ramirez provides his contact information and availability for various job types and locations. He has over 15 years of experience in security, corrections, and communications roles for the military, federal government, and private sector. His experience includes serving as a security chief, correctional officer, communications chief, and automations NCO. He is currently pursuing a master's degree in mental health counseling.
Proyecto de Diseño " Creación de un Banner de Navidad para web"dredmusic
Proyecto de la asignatura de diseño en la clase 11 ( 1º Bachillerato ) del Colegio Oficial Alemán de Las Palmas de Gran Canaria . Profesor : David Campodarve
Harnham is a specialist recruitment firm focused on recruiting for data and analytics roles. They have experience recruiting for roles across multiple sectors in the UK, US, and Europe. Harnham understands the challenges that clients face with recruitment and can help supplement clients' needs. They work to offer the best specialist recruitment service for the data and analytics sector through their dedicated teams focused on areas like credit risk, data science, digital marketing and more. Recent customer surveys found that 92% of clients use Harnham for their industry knowledge and 90% said Harnham makes their recruitment process easier.
This document contains a resume for Donald Shepard, who has experience working as a security personnel and law enforcement officer. He has over 5 years of experience in law enforcement and served 1 year in the US Army in Afghanistan. He has extensive training and certifications in security procedures. His work history includes over 15 years providing security at various facilities like airports, government buildings, and apartment complexes where he monitored access points and responded to security incidents. He has an Associate's degree in computer marketing and continuing education in security-related topics.
(1) A generator's output is limited by rotor heating, stator winding heating, stability, core end heating, and stator core heating. Exceeding these thermal limits reduces insulation life.
(2) The document explains each limitation, how they are shown on capability curves, and the consequences of exceeding them. Rotor temperature impacts insulation life while stability issues cause dangerous power surges.
(3) For a generator at rated speed, MW output is limited by turbine output and stator heating, MVar (lag) by rotor heating, MVar (lead) by core heating and stability, and voltage by stator core heating.
The document discusses how to properly parallel and synchronize DC and AC electrical systems, including:
1) DC systems are paralleled by ensuring voltages are similar before closing the breaker to avoid circulating currents.
2) Single phase AC supplies are synchronized by matching frequency, voltage, phase, and polarity between the generator and grid using a synchroscope and voltmeters before closing the breaker.
3) Three phase AC systems require matching frequency, voltage, phase, and polarity as well as ensuring consistent phase rotation (RWB) between systems to avoid damage when the breaker is closed.
- Recent surveys show employers are more positive about hiring in 2014-15 after a few difficult years. However, a skills shortage threatens as recruitment increases, especially for highly skilled roles.
- While some job functions have a surplus of candidates, employers report difficulty finding suitable talent for junior to mid management roles in areas like operations, accounting, engineering, IT and sales.
- Most employers plan to increase salaries by less than 3% and make only modest increases to permanent headcount over the coming year, focusing on retaining existing skilled staff through stable pay and a flexible workforce. Skills shortages remain a challenge and may impact business operations.
The Harnham UK 2016 data and analytics salary guide highlights not only our ever popular salary tables but a comprehensive view of the data and analytics market trends that will impact hiring decisions in the coming year and beyond.
Data and Analytics Salary Guide 2016 | Harnham UK Harnham
As you would expect from a leading presence in the data and analytics industry, we have an on-going process of monitoring trends within the market.
The Harnham UK 2016 data and analytics salary guide highlights not only our ever popular salary tables but a comprehensive view of the data and analytics market trends that will impact hiring decisions in the coming year and beyond.
The document provides key findings from a 2014 staffing and recruiting trends survey. It finds that 77% of respondents met or exceeded revenue goals in 2013, though growth plans for 2014 are more conservative. Total placements was the top performance metric for the third year. The average fill rate was 46% and hit rate increased to 40%. Temporary placements had the fastest time-to-fill at 6 days on average. Most firms generate over half their revenue from repeat clients, though some rely too heavily on a single large client. Candidate shortages remained an issue, with existing applicant tracking systems providing the best source of qualified candidates.
The document provides an overview of market trends in the accounting and business support sectors in Australia in 2015 based on a survey of over 3,000 employers and employees. Some of the key findings include:
- 61% of employers anticipate business growth in 2015 leading to more hiring.
- Movement between jobs was high in 2014 and is expected to remain high in 2015 with 68% of support staff planning to change roles.
- Recruiting candidates through recruitment agencies remains the most effective strategy, with 78% of candidates finding roles this way.
- Developing strong leadership and company culture are increasingly important for attracting and retaining top talent.
The State of the Sales & Marketing FunnelDemand Metric
The classic B2B sales and marketing funnel is a model that has served marketers well for decades. An entire ecosystem of job titles, roles, responsibilities and technologies now exists around the funnel. Funnel management has evolved as a science with precise measurements that marketers use to manage and optimize a set of complimentary tools, processes and relationships that have to work in harmony to pull things through the funnel. But whether marketers realize it or not, they’re no longer working with their grandfather’s funnel.
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2. 2014 was undoubtedly a good year
for the Data and Analytics sector.
Many candidates found that the high
demand for their skills led to the
opportunity to explore their career
development, and almost half of our
respondents had changed jobs in the
last year.
This candidate driven trend has
continued into the early part of 2015
and shows no signs of abating as we
head further into the year.The volume
of vacancies is still high, and this
is naturally supporting a candidate
driven market.
As one would expect, candidates are seeking
roles with better benefits and increased
financial reward but supportive, and
collaborative working environments are also
high priorities. In a candidate-driven market,
it is important that employers demonstrate
that they are well-run organisations with a
strong, supportive culture to meet the key
requirements of the potential employee.
Successfully attracting the best people will
require a strong offer.
Therefore a streamlined process of screening
and selection must be in place to secure the
services of talented candidates.
Of those that received a bonus,
68% reported that it was higher
than the previous year
A significant uplift was
expected among
candidates looking
to move job
Welcome to the Harnham 2015 salary guide.In these pages we will be
presenting you with the market trends,predicted developments and
of course salary data for the Data and Analytics sector.
UPTAKEOFR
BIGGERBONUSES
DESIRED
SALARYINCREASE
ACHIEVED
INCREASE
Our survey shows evidence of
the increased use of open source
products with R the winner among
our respondents
Companies responded
to candidates salary
expectations by closely
meeting their demands
SALARYGUIDE
INTRODUCTION
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3. As you would expect from a leading presence in the Data and Analytics
industry,we have an ongoing process of monitoring the trends within the
market.Our salary guide is based on responses from over 1,200 respondents
from around the UK and additional information sourced from;
_ Analysis of our online advertising
during 2014
_ Market intelligence gathered first
hand from client and candidate
interaction
_ Objective data gathered from
placements made by Harnham
The responses to our survey were
gathered from a wide range of regions
within the UK, with London and the
South East containing the highest
concentration of contributors. Once
again this year we ensured that data
was gathered from the rest of the UK to
safeguard the accuracy and quality of
the analysis.
Careful collation and interpretation of the
gathered data ensures that this guide is an
invaluable interpretation of the current Data
and Analytics market.
NUMBER
OFRESPONDENTS
DATA
SOURCES
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4. In addition to a wide geographical reach,the range and profile
of respondents ensured a spread of market intelligence.
Contributions were gathered from all the major sectors
within the field of Data and Analytics,including Retail,FMCG,
Banking,Consultancy,Digital Technologies and
Financial Services.
MALE
FEMALE
0 to 2
in years
3 to 6
7 to 10
11+
18-24
25-34
35-44
45-55
55+
CAREER
LEVEL
AGE
GROUPS
GENDER
RESPONDENT
PROFILES
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5. OTHER REASONS
FORLEAVING
REASONS
FORLEAVING
AVERAGE
TENURE
46% of our
respondents stay
in a role 0-2 years
with a further 48%
3-6 years
_ Poor Management (24%)
_ Team dynamics (11%)
_ Benefits (8%)
_ Job stability (8%)
_ Relocation (8%)
Last year 26% of
respondents changed
companies due to
uncompetitive salaries
The speed of change in the data market has thrown up interesting results with regard
to motivations for moving roles.In 2013,38% of our respondents cited salary as their
key motivator for seeking a move,yet in 2014 this has dropped to 26%.
Whilst the general increase in salaries across the industry suggests the market is
catching up with demands;it also shows that those seeking a new role are looking
beyond the monetary offering and other influences are becoming more prevalent.
Exposure to new technology and
techniques has been a key driver to
job seekers, both from our experience
across the year but also within the
survey results.
As an employer, ensuring that
interviewees experience the
work environment and meet their
prospective team has become more
important, along with highlighting
the variety of opportunity and tasks
that will feature in the role.
Flexibility of employment terms has heightened
importance for prospective employees. As a
result, candidates are looking to assess more
closely the management and team dynamics
before the move to a new employer.
In a market where tools and techniques in the
application of data are constantly evolving,
jobseekers are looking for a commitment
from the business that there will be ongoing
investment in Analytics, that will both enable
the business to stay ahead of the market
and will also ensure the development
of their skillset.
CHANGING
MOTIVATIONS
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for more information, go to: harnham.com
6. The upward trajectory of salaries has continued with some
interesting findings from our survey responses this year.
The average increase in base salaries
was 17% over the previous year, vs.
an increase of 13% in 2013 over the
previous year.
When it came to bonuses, 68% of our
respondents received larger bonuses over
the previous year.The average bonus pay
out was 16% above base salary, compared
to 15% in 2013.
According to data from the Office of
National Statistics for 2014, average annual
salary increases in the private sector are
now 2%. Clearly a stark contrast to the
demand shown for Data and Analytics
professionals, as evidenced by our
survey data.
BONUS
AMOUNT
AVERAGE
INCREASE
NOINCREASE
BIGGER
BONUS
Of those who received
bonuses in 2014, 68%
received a higher bonus
than the previous year
in base salaries vs.
last year which
was 13%
For one-third of respondents
there was no increase
in salary at all
The average bonus payout
above base salary achieved
in 2014 was 16%
INCREASING
REMUNERATION
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for more information, go to: harnham.com
7. JOB SECURITY
- Respondents feel secure in their
roles. Our survey results show
that 89% of respondents feel as
secure as, if not more secure than
they did last year in their role – a
3% increase year on year.
BONUSES
- The average bonus achieved
in 2014 was 16% above base
salary – 1% higher than in 2013.
The expectation of a bonus pay
out in 2015 continues to remain
high at approximately 78%.This
is on par with 2014 expectations.
As a core discipline Credit Risk
offered bonuses to the highest
percentage of respondents (77%)
and the highest average bonus
pay above base salary (18%).
SALARIES
- - The average base salary
reported by our survey sample
was 5% higher in 2014 than in
2013. For those whose salary
changed within the period, the
average base salary increase
was 17% – a 4% increase over
2013. Respondents who work in
the area that Harnham classify
as the Data and Technology core
discipline reported the biggest
salary uplift with an increase of
approximately 19% on average.
WHO IS HIRING?
- There is growth across all sectors
based on our survey responses.
Team sizes are increasing. Our
survey results show that nearly
half (49%) of teams expanded in
2014 – a 14% increase over 2013.
THE RISE OF THE SME
- Employment in the Data and
Analytics sector continues
to be dominated by large
companies – i.e., companies with
1001+ employees. Employees
representing companies within
this bracket accounted for
49% of all responses. Within
large businesses, the Digital
core discipline registered the
highest year-on-year increase in
responses (108%).
The next largest employment
group is small companies –
companies with 1-100 employees.
Employees working within small
businesses accounted for 21% of
all responses, with the Credit Risk
core discipline registering the
highest year-on-year increase in
responses (74%).
TOOLS
- With wider utilisation of Open
Source technologies and
increased desire for data
visualisation, there has been a
marked shift in the tools used
last year.
Whilst MS Excel, SQL, and SAS
were most frequently mentioned
by respondents as their most
commonly utilised tools, these
experienced a year-on-year
decline in mention by 11%, 16%,
and 10% respectively.Tools
becoming more widely used
within the Data and Analytics
sector include R, Hadoop, and
Tableau.These tools saw a year-
on-year increase in mention of
44%, 38%, and 29% respectively.
For those who received
a salary increase, it was
by an average of 17%
over last year
Nearly half of teams
expanded in 2014
JOB
SECURITY
SALARY
INCREASE
TEAM
EXPANSION
BONUS
LEVEL
89% of respondents
feel secure in their role
The average
percentage pay out
above base salary
achieved in 2014
was 16%
KEYFINDINGS
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R 44%
HADOOP 38%
TABLEAU 29%
SAS 10%
MS EXCEL 11%
MS SQL 16%
for more information, go to: harnham.com
8. The salary data presented in the tables to follow reflect base compensation
excluding bonuses,incentives and other benefits.Trends relating to the
packages offered are highlighted in the commentary preceding each table.
Salaries are broken down by
experience level and in a broad sense,
they represent the following guide to
likely years of experience.
By using this salary guide as a
baseline, candidates should be better
positioned to evaluate their relative
value in the marketplace from the
point of view of financial reward and
reasonable expectations of additional
benefits.
As discussed in several other areas
of this guide, the current candidate
driven nature of the Data and
Analytics employment arena means
that for the employer an up to date
and applied result of contemporary
data is vital in positioning their offer.
This information is intended
as general guidance. As with
any generally applied data your
circumstances, career path and other
factors should be taken into account,
and we are happy to offer further
assistance. Please contact us directly
for a confidential discussion.
ENTRY LEVEL
0-2 years
MID LEVEL
3-6 years
SENIOR TECHNICAL
OR MANAGER LEVEL
7-10 years
SENIOR MANAGER + LEVEL
11 years +
SALARIES
BYSECTOR
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for more information, go to: harnham.com
9. Looking first within the Retail
banking sector – the crunch area of
competition for talent remains at
the Senior Analyst level (i.e. hands-
on roles without management
responsibility).
The range of salaries at this level
has widened again, with companies
having to pay more to bring in
talented individuals.
Within the subprime space,
companies have had to build new
regulations into their policies and
models, leading to an increased need
for data and analytics professionals.
Considering the companies that have
successfully hired in this arena, there would
seem to be two clear routes:
1. Building in-house training and
development programmes from graduate
level to upskill candidates at the very start
of their career
2. Hiring candidates with transferable skills
from alternative industries and training
them within the required discipline
2014 was a fluctuating and,at times,even turbulent year in the financial
services marketplace.However,despite a year where levels of regulation
increased,and there was a wave of media scrutiny,confidence in the market
and consequently levels of hiring remained high.
This is expected to continue well into 2015.
“Increased data, greater
automation and increased
regulation”
“Bigger drive in trying to
find insight rather than
just churning out reports”
“High demand for
SAS / SQL analysts
already driving wages
up, potentially impacting
ability to recruit”
Have you noticed any changes in the Data Analytics
market, or emerging technologies / sectors that you feel
will have an impact in 2015?
?
YOUR
ANSWERS
CREDIT
RISK
_ harnham
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2015
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for more information, go to: harnham.com
10. Increased regulatory scrutiny and new requirements for control
and process reporting resulted in institutions elevating their
standards for governance and risk management.
The volume and number of cyber-attacks in the financial services industry has
increased substantially. What historically was an IT domain now extends horizontally
across many business functions.
There is now a formal expectation of effective regulation for the collection and analysis
of data across the enterprise which is then used to facilitate the risk management and
performance reporting requirements.
CREDITRISK
Role Type
Decision Science
Decision Systems
Portfolio Management
Reporting
CREDITRISK
Role Type
Decision Science
Decision Systems
Portfolio Management
Reporting
Daily Contract Rate - £ GBP per day
£475
£470
£460
£450
£700
£694
£652
£640
£890
£908
£878
£824
£233
£265
£251
£243
CYBER SECURITY
- With increased regulatory scrutiny and security expectations
extending well beyond ITand information departments,
financial institutions will need to strengthen their first
line of defence,review third parties and update and clarify
expectations of line staff,management and board members.
STRESSTESTING
- A greater emphasis is being placed on assessment of overall
risk exposure.Enterprise-wide stress tests are increasingly
becoming the norm.The trend is towards capturing risk at
inception and reporting at a higher frequency across risk types.
SHRINKINGTALENTPOOL
- Candidates who are talented and experienced enough to lead
and support the risk management functions at large financial
institutions are in short supply – nationally and globally.
Organisations are increasingly recruiting from academic
programmes or providing promising employees with industry
training to help address this shortage.
TOP 3
SECTOR
TRENDS
Annual Base Salary - £ GBP [London / Outside London]
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CREDITRISK
DAILYCONTRACT AVERAGE PAY RATES
ANNUALPERMANENTSALARYAVERAGE
£38k / £29k
£34k / £28k
£36k / £30k
£32k / £27k
£56k / £46k
£52k / £44k
£54k / £45k
£50k / £35k
£77k / £71k
£75k / £66k
£70k / £61k
£66k / £57k
£121k / £104k
£116k / £102k
£111k / £103k
£96k / £82k
SeniorTechnical
orManager
SeniorTechnical
orManager
Mid
Level
Mid
Level
Entry
Level
Entry
Level
Senior
Manager+
Senior
Manager+
for more information, go to: harnham.com
11. As a result, larger businesses with
regulated data sets are now further
along with their big data journeys,
and this is a driver of the increasing
skills shortage, particularly in Hadoop
and Big Data technologies.
There has also been an increased
emphasis on data quality, resulting
in a corresponding increase in data
governance and management roles.
There is a continuing high demand for people
with a combination of tech and business skills,
but also a demand for Data Engineers with
good scripting and OO programming skills as
well as data management.
We commented in last year’s guide regarding
the trend of growth in the need for visualisation
skills.This has been realised over the year, and
we are seeing much more need for tools such
as Qlikview and Tableau than we have
seen previously.
“Move to real-time
analytics and an
increased demand for
Data Scientist roles.”
“Greater focus on digital,
social media, data
integration and CRM.”
“Trend Analysis has
become a major role and
the complexity of Big Data
has complicated real-
time reporting. Surge in
infographics.”
The exponential growth in data volumes and variety appears to have precipitated
an equivalent growth in the introduction and development of the data toolkit.
We have seen companies move away from what have been historically considered powerhouse tools
in favour of Open Source technologies that are able to offer more nimble solutions for businesses.
The innovative data solutions from disruptive tech firms are showing massive commercial gains
and have forced large established businesses to catch-up with data storage techniques.
Have you noticed any changes in the Data Analytics
market, or emerging technologies / sectors that you
feel will have an impact in 2015?
WE
ASKED
YOU
ANSWERED
DATAAND
TECHNOLOGY
_ harnham
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2015
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for more information, go to: harnham.com
12. DAILYCONTRACT AVERAGE PAY RATES
ANNUALPERMANENTSALARYAVERAGE
DATATECHNOLOGY
Role Type
Microsoft BI
Data Architecture
Data Gov./ Mgmt.
Big Data Tools
Data Warehouse Dev.
SAS Programming
DATATECHNOLOGY
Role Type
Microsoft BI
Data Architecture
Data Gov./ Mgmt.
Big Data Tools
Data Warehouse Dev.
SAS Programming
£551
£559
£453
£506
£592
£538
£54k / £50k
£60k / £54k
£54k / £41k
£58k / £46k
£52k / £43k
£51k / £44k
£673
£726
£717
£708
£713
£700
£73k / £64k
£85k / £78k
£74k / £49k
£85k / £57k
£73k / £62k
£70k / £58k
£915
£868
£897
£850
£861
£875
£122k / £95k
£110k / £106k
£95k / £69k
£115k / £84k
£103k / £94k
£113k / £101k
£220
£231
£290
£350
£385
£352
£37k / £29k
£39k / £30k
£39k / £25k
£37k / £33k
£35k / £30k
£34k / £30k
DATAAND
TECHNOLOGY
The Internet of Things,cloud and cybersecurity will continue to
dominate the IT landscape.Big Data is continuously evolving as new
technologies increase capacity to mine structured,semi-structured
and unstructured data.
Big Data is also enhancing Business Intelligence and leading to a more sophisticated
interaction with customers. Financial institutions are increasingly relying on Big Data
to develop the algorithms that generate credit ratings. Retail has also seen significant
advancement to Big Data enhanced business intelligence.The increased demand for greater
sophistication in analysis and data consumption will necessitate that organisations refine
their talent acquisition strategies to compensate for the resultant skills gap.
MULTIPOLAR ANALYTICS
- The‘layer-cake’model of analytics is being replaced by a new,
multipolar model where data is collected and analysed in
multiple places,according to the type of data and analysis
required.
CLOUD-BASED DATA SCIENCE:
- Data science execution is going to move to a cloud environment.
Companies will be leveraging a packaged suite of data science
tools and libraries in a certified cloud performance capability
on a distributed architecture.
DATA VIRTUALISATION
- Data will increasingly come in from multiple channels and
formats,mined for semantic attachments and then stored
internally within a data system.Queries to this database can
be done using natural language questions -“Who were our top
sales reps?”
TOP 3
SECTOR
TRENDS
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2015
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Daily Contract Rate - £ GBP per day
Annual Base Salary - £ GBP [London / Outside London]
SeniorTechnical
orManager
SeniorTechnical
orManager
Mid
Level
Mid
Level
Entry
Level
Entry
Level
Senior
Manager+
Senior
Manager+
for more information, go to: harnham.com
13. The most notable uplift in demand
has been for the insight-savvy Web
Analyst.
Such a candidate can not only tag a
site, analyse a funnel and optimise
a page but also stitch that data
together with other data sources
and build a highly desirable “single
customer view”.
This enables their company to target
and personalise more effectively,
in essence, giving the Marketers,
Content Writers and Brand Managers
the ammunition to optimise their
roles.
At the other end of the scale, more and
more businesses are looking to bring both
their optimisation and their web analytics
implementation in-house giving great
opportunities to the more technical Web
Analytics professional whose passion lies
within the code.
A Web Analyst who can code in JavaScript
or build an entire A/B testing roadmap is a
valuable thing indeed, and is likely to have
blue-chip companies jostling to secure their
services.
In 2014,companies gained a greater understanding of the importance in
knowing their users / customers and began to reap the rewards of effectively
personalising their approach.
Here at Harnham, we have seen many of our clients’ kick-start their “Digital Transformation”, fleshing out
their original teams with Web Analysts, SEM Tracking Specialists, Optimisation Analysts, Implementation
Developers and UX Insight professionals, in a bid to deliver a cutting-edge digital service. A fortunate
caveat of these digital teams is that the increase in demand for top-calibre specialist professionals
allows broader analytics professionals to specialise, as well as giving existing specialists a more defined
career path.
“Machine Learning and
Real Time Decisions
will impact traditional
analysis and reporting.”
“Increased expectation to
be multi-skilled and have
disciplines that cross over
into other areas, such as
online advertising.”
“Movement towards
including digital analytics
as part of customer
data;Data Management
Platforms key to
prolonged success.”
Have you noticed any changes in the Data Analytics
market, or emerging technologies / sectors that you
feel will have an impact in 2015?
WE
ASKED
YOU
ANSWERED
DIGITAL
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salary guide
2015
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for more information, go to: harnham.com
14. Digital marketing has now displaced traditional advertising and
is absorbing a larger share of marketing budgets at most major
corporations.
Being no longer considered as up and coming means that digital marketing is now not just
the domain of industry giants. Small businesses of all types are finding that they need
to spend on content creation, search advertising, social media branding, etc. What local
business can survive in today’s market if they don’t show up in a web search? Companies
of all sizes are increasingly reliant on digital data.
If companies can identify trends, settle on an actionable strategy, and take measurable
movements forward, they are better positioned to succeed regardless of size.
DIGITAL
Role Type
Developer
SEO/PPC
User Experience (UX)
Web Analytics
DIGITAL
Role Type
Developer
SEO/PPC
User Experience (UX)
Web Analytics
£56k / £43k
£42k / £35k
£49k / £36k
£54k / £39k
£330
£385
£451
£418
£68k / £56k
£59k / £50k
£88k / £57k
£69k / £56k
£440
£450
£660
£452
£82k / £71k
£80k / £69k
£110k / £88k
£100k / £72k
£550
£550
£881
£572
£40k / £29k
£33k / £25k
£35k / £24k
£35k / £26k
£315
£260
£350
£360
DAILYCONTRACT AVERAGE PAY RATES
ANNUALPERMANENTSALARYAVERAGE
USERTRACKING ACROSS PLATFORMS
- Users utilise multiple platforms to access the content and services
offered by a company (computer,smartphone,tablet,etc.).Collecting
all this data issued from diverse sources will allow for better
understanding of each platform,to segment and better understand
the process of conversion and creation of loyalty.
DIGITALANALYTICS FOR SMB’S
- Small and mid-sized businesses also need data but often lack in-
house experts to analyse it and develop insights about their business.
New digital tools will increasingly cater to this need of SMB owners
like restaurants,doctor’s offices,specialty stores and more.
WEARABLES DATA
- WiththeanticipatedreleaseoftheAppleWatchand CESquickly
approaching,morewearablesaresuretomaketheirdebut.Shortlyafter
that,analyticsprofessionalswillbebusytryingtofigureouthowtobest
measureengagementandconversiononthesenewdevices.
TOP 3
SECTOR
TRENDS
DIGITAL
_ harnham
salary guide
2015
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14
Daily Contract Rate - £ GBP per day
Annual Base Salary - £ GBP [London / Outside London]
SeniorTechnical
orManager
SeniorTechnical
orManager
Mid
Level
Mid
Level
Entry
Level
Entry
Level
Senior
Manager+
Senior
Manager+
for more information, go to: harnham.com
15. New streams of businesses, such
as challenger brands and start-ups,
have thrown their hats into the ring
for the fight to secure analytical
talent for their businesses.
In previous years, we’ve experienced
limited demand from these types
of organisations. Possibly due to
the cost of statistical tools such as
SAS, but we also suspect that the
relentless hype around ‘Big Data’ has
ignited more awareness and alerted
many organisations to the importance
of analytics.
In conjunction with the diversity of
organisations hiring and the reality that
demand far exceeds supply, we are seeing a
greater interest in candidates with varied
skill sets. Broadly speaking, SAS is still the
dominant tool in the analytics market, however
2014 has cemented the need for flexibility
and the necessity to consider applicants with
experience in alternative tools such as SQL,
SPSS and more recently, R.This acceptance
of alternative or transferable skill sets is now
commonplace.
In comparison, it must also be acknowledged
that there has been a notable rise in clients
moving away from SAS, which may also help to
explain the depreciating importance of the skill.
We’ve seen businesses that have been long
standing users of SAS, migrating to alternative
tools. As mentioned R has been particularly
popular and many organisations who are
introducing ‘Data’ for the first time are exploring
other options, rather than immediately
reverting to SAS.
The insatiable appetite for analytics professionals is unlike anything seen before,
and the consumption of skilled candidates is far from slowing down.Continuing
with trends seen last year,the supply of candidates in this sector did not come
close to satisfying demand.
MARKETING
ANDINSIGHT
“Larger datasets,
requirement for
distributed computing
and transition from
SAS to R”
“A lot more people like
to describe themselves
as Data Scientists these
days, and the requirement
for Big Data experience is
greater”
“Change from importance
of capture and housing
data to real time insight
and highly automated for
scale”
Have you noticed any changes in the Data Analytics
market, or emerging technologies / sectors that you
feel will have an impact in 2015?
WE
ASKED
YOU
ANSWERED
_ harnham
salary guide
2015
_ page
15
for more information, go to: harnham.com
16. The ever present challenge for marketers (particularly those
who are web based) is connecting audiences with the most
relevant content.
Site personalisation for product targeting will continue to take centre stage as the
development of new tools that help boost conversion become more widely available.
Development of new technologies is rapidly changing the face of digital marketing and
the sector is quickly coming to rely much more on ‘technologists’ as much as (if not
more than) the creative content designers for successful campaigns.
MARKETING
ANDINSIGHT
MARKETINGINSIGHT
Role Type
Campaign Analyst
Customer Insight Analyst
Data Planner
Econometrician
Market Research
MARKETINGINSIGHT
Role Type
Account Manager
Campaign Analyst
Commercial Analyst
Customer Insight Analyst
Data Planner
Econometrician
Market Research
£390
£435
£420
£460
£430
£48k / £40k
£60k / £51k
£52k / £44k
£61k / £54k
£69k / £54k
£54k / £50k
£47k / £40k
£538
£610
£655
£672
£645
£74k / £66k
£85k / £78k
£75k / £58k
£89k / £61k
£86k / £66k
£104k / £96k
£76k / £65k
£775
£793
£826
£820
£795
£97k / £81k
£121k / £102k
£107k / £98k
£136k / £116k
£113k / £97k
£142k / £112k
£106k / £94k
£230
£254
£235
£254
£240
£35k / £28k
£39k / £35k
£35k / £28k
£40k / £33k
£42k / £34k
£41k / £38k
£30k / £26k
DAILYCONTRACT AVERAGE PAY RATES
ANNUALPERMANENTSALARYAVERAGE
GETTING PERSONAL:
- The world is more connected because of technology and
marketing is becoming more individualised as consumers
resist homogenisation. Personalisation is here to stay and
will transform how companies think about and manage their
brands.
MARKETING TECHIES
- Marketing has moved to the digital world, and the best
marketers will have a wide range of digital and technology
skills. They will be integrated with the marketing groups and
will play an increasingly prominent role in how marketing
strategies are developed and applied.
GO MOBILE
- Mobile devices are ubiquitous fixtures of the modern life, and
no marketing campaign is planned without considering that
platform. Mobile is the best method to reach masses and
should, therefore, be a priority for marketers.
TOP 3
SECTOR
TRENDS
_ harnham
salary guide
2015
_ page
16
Daily Contract Rate - £ GBP per day
Annual Base Salary - £ GBP [London / Outside London]
SeniorTechnical
orManager
SeniorTechnical
orManager
Mid
Level
Mid
Level
Entry
Level
Entry
Level
Senior
Manager+
Senior
Manager+
for more information, go to: harnham.com
17. Providing meaningful commentary
on the Data Science arena is made
particularly difficult by the nebulous
nature of the term itself.The lack of
a cohesive interpretation of the role
and nature of data makes effective
discussion difficult.
There are even a number of
commentators referring to the terms
‘Data Science’ and ‘Big Data’ as
overused buzzwords. While we do not
agree with this notion, one thing is for
sure – the term has a wide number
of definitions dependent on which
organisation you are in.
One company’s Data Scientist is
another’s Insight Analyst.
Upon crunching the data, we have
separated based on skillset and tools.Those
professionals using a tool such as Python
or C++ to work on low-level algorithmic
development have been classified within
Data Science, and those with skills in SAS or a
similar tool for creating models for generating
insight have been placed into other relevant
sections within the guide.
The level of useful insight into this sector will
grow year on year, but the information we have
gathered so far has been included below.
As the UK’s largest Data and Analytics recruiter,we couldn’t
have a salary guide without including Data Science.
HARNHAM’SVIEW
ONDATASCIENCE
_ harnham
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2015
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DATASCIENCE
Role Type
Data Scientist
DATASCIENCE
Role Type
Data Scientist
£60k / £50k
£420
£85k / £70k
£570
£120k / £100k
£800
£42k / £37k
£250
Daily Contract Rate - £ GBP per day
Annual Base Salary - £ GBP [London / Outside London]
SeniorTechnical
orManager
SeniorTechnical
orManager
Mid
Level
Mid
Level
Entry
Level
Entry
Level
Senior
Manager+
Senior
Manager+
for more information, go to: harnham.com
18. We provide consultancy covering
all aspects of attracting, selecting,
securing and retaining the most
suitably skilled and ‘best fit’
individuals for our diverse range
of client companies, who range
from high profile users of analytics
techniques through to a wide
selection of leading consultancies
and SME’s.
Our services include contingency and
search for both the permanent and
contract marketplace.
Having undergone rigorous training in all
aspects of recruitment as well as the Harnham
core values, our consultants and resourcers
are dedicated to the provision of the very
highest quality service whether your need is for
recruitment campaigns or support in finding
the next step in your Analytics career.
For further information on our services, or if you
have any questions on the content of our 2015
Salary Guide please get in touch.
1ST FLOOR, ASHVILLE HOUSE,
131-139 THE BROADWAY,
WIMBLEDON,
SW19 1QJ
T: 020 8408 6070
E: info@harnham.com
W: harnham.com
FRANKFURT
NEW YORK
LONDON
Harnham focus solely on recruitment within the Data
Analytics sector.
This focus has enabled us to establish an extensive network of skilled
candidates both within the UK and further afield,developed through
pro-active sourcing combined with a rigorous and proven selection and
delivery approach.
CONTACT
HARNHAM
_ harnham
salary guide
2015
_ page
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for more information, go to: harnham.com