The document provides a summary of the ICT job market and salary trends across different Australian states and territories in the first quarter of 2016. There is strong demand for digital skills like UX consultants and data scientists nationally. NSW and VIC have very active markets with high demand for roles involving customer experience. WA's ICT sector continues to lag due to declines in mining, while Canberra remains an attractive market for government IT projects.
In the last 15 years, BC’s tech sector has outpaced the province’s overall economy,
growing by 91% to generate over $15 billion dollars in GDP per year2. The sector’s
prominence will only increase as technology products and services become ever
more ubiquitous and deeply interwoven into all industries, including those not traditionally associated with tech.
Despite this promise, BC’s tech sector faces a significant headwind: a growing talent
deficit. The availability of talent has been a perennial concern for companies in the
sector. This was perhaps most prominently highlighted in 2016’s #BCTECH Strategy,
in which tech talent was identified as a fundamental pillar of a thriving tech sector –
and was suggested to be lacking in the province.
The goal of the 2016 TechTalentBC Report is to quantify this talent deficit and analyze
its factors in order to diagnose difficulties and identify specific areas in which remedial
action can be taken to ensure that BC’s tech companies have access to the quantity
and quality of tech talent required to compete and become global leaders.
In the last 15 years, BC’s tech sector has outpaced the province’s overall economy,
growing by 91% to generate over $15 billion dollars in GDP per year2. The sector’s
prominence will only increase as technology products and services become ever
more ubiquitous and deeply interwoven into all industries, including those not traditionally associated with tech.
Despite this promise, BC’s tech sector faces a significant headwind: a growing talent
deficit. The availability of talent has been a perennial concern for companies in the
sector. This was perhaps most prominently highlighted in 2016’s #BCTECH Strategy,
in which tech talent was identified as a fundamental pillar of a thriving tech sector –
and was suggested to be lacking in the province.
The goal of the 2016 TechTalentBC Report is to quantify this talent deficit and analyze
its factors in order to diagnose difficulties and identify specific areas in which remedial
action can be taken to ensure that BC’s tech companies have access to the quantity
and quality of tech talent required to compete and become global leaders.
Ahead of the provincial elections on May 9, we would like to help our community get a better sense of the three BC political party platforms to advance the tech sector. Here’s a summary of key tech-related promises in the three platforms as it relates to BCTECH Association’s policy pillars: talent, capital, markets, scale and competitiveness. Vote for BC. Vote for Tech.
BC Tech Policy Recommendations March 2020ChadParent3
It is no surprise that BC’s fast-growing tech sec- tor is a leading economic driver of growth in BC; technology is a tool empowering businesses, people, and governments to tackle important problems and improve lives.
BC Tech made 11 recommendations to the Select Standing Committee on Finance and Government Services' Annual Budget Consultation to address challenges facing BC's technology sector. The recommendations focused on increasing talent and encouraging scale-ups. To increase talent, BC Tech recommended funding more tech-related post-secondary graduates, attracting global talent, and increasing work-integrated learning opportunities. To encourage scale-ups, BC Tech proposed creating a $1B transformation fund, increasing Innovate BC's budget, leveraging public data, extending R&D tax incentives, incentivizing commercialization, and using procurement to support local tech companies.
This document analyzes tech talent labor trends in 50 major U.S. and Canadian markets. It ranks these markets based on 13 metrics measuring their competitiveness and ability to attract and grow tech talent pools. The top 3 markets are the San Francisco Bay Area, Washington D.C., and Seattle. The analysis also examines factors like tech talent concentrations, costs of operations for tech companies, and the impact of tech talent on commercial real estate markets.
In the last 15 years, BC’s tech sector has outpaced the province’s overall economy,
growing by 91% to generate over $15 billion dollars in GDP per year2. The sector’s
prominence will only increase as technology products and services become ever
more ubiquitous and deeply interwoven into all industries, including those not traditionally associated with tech.
Despite this promise, BC’s tech sector faces a significant headwind: a growing talent
deficit. The availability of talent has been a perennial concern for companies in the
sector. This was perhaps most prominently highlighted in 2016’s #BCTECH Strategy,
in which tech talent was identified as a fundamental pillar of a thriving tech sector –
and was suggested to be lacking in the province.
The goal of the 2016 TechTalentBC Report is to quantify this talent deficit and analyze
its factors in order to diagnose difficulties and identify specific areas in which remedial
action can be taken to ensure that BC’s tech companies have access to the quantity
and quality of tech talent required to compete and become global leaders.
In the last 15 years, BC’s tech sector has outpaced the province’s overall economy,
growing by 91% to generate over $15 billion dollars in GDP per year2. The sector’s
prominence will only increase as technology products and services become ever
more ubiquitous and deeply interwoven into all industries, including those not traditionally associated with tech.
Despite this promise, BC’s tech sector faces a significant headwind: a growing talent
deficit. The availability of talent has been a perennial concern for companies in the
sector. This was perhaps most prominently highlighted in 2016’s #BCTECH Strategy,
in which tech talent was identified as a fundamental pillar of a thriving tech sector –
and was suggested to be lacking in the province.
The goal of the 2016 TechTalentBC Report is to quantify this talent deficit and analyze
its factors in order to diagnose difficulties and identify specific areas in which remedial
action can be taken to ensure that BC’s tech companies have access to the quantity
and quality of tech talent required to compete and become global leaders.
Ahead of the provincial elections on May 9, we would like to help our community get a better sense of the three BC political party platforms to advance the tech sector. Here’s a summary of key tech-related promises in the three platforms as it relates to BCTECH Association’s policy pillars: talent, capital, markets, scale and competitiveness. Vote for BC. Vote for Tech.
BC Tech Policy Recommendations March 2020ChadParent3
It is no surprise that BC’s fast-growing tech sec- tor is a leading economic driver of growth in BC; technology is a tool empowering businesses, people, and governments to tackle important problems and improve lives.
BC Tech made 11 recommendations to the Select Standing Committee on Finance and Government Services' Annual Budget Consultation to address challenges facing BC's technology sector. The recommendations focused on increasing talent and encouraging scale-ups. To increase talent, BC Tech recommended funding more tech-related post-secondary graduates, attracting global talent, and increasing work-integrated learning opportunities. To encourage scale-ups, BC Tech proposed creating a $1B transformation fund, increasing Innovate BC's budget, leveraging public data, extending R&D tax incentives, incentivizing commercialization, and using procurement to support local tech companies.
This document analyzes tech talent labor trends in 50 major U.S. and Canadian markets. It ranks these markets based on 13 metrics measuring their competitiveness and ability to attract and grow tech talent pools. The top 3 markets are the San Francisco Bay Area, Washington D.C., and Seattle. The analysis also examines factors like tech talent concentrations, costs of operations for tech companies, and the impact of tech talent on commercial real estate markets.
Together with our partners at KPMG, BC Tech Association released the latest installment of our BC Technology Report Card for 2016, a comprehensive analysis that compares the BC tech sector against other sectors in the province and against tech sectors in other jurisdictions.
Since 2012, BC Tech has teamed up with KPMG to assess the impact of the technology sector in BC, and with this 4th report card, BC’s tech economy takes its place as a clear Canadian leader. In 2018’s report card, the BC technology sector’s economic performance received an A compared to other BC industries, and—for the first time—an A compared to other Canadian provinces.
Together with our partners at KPMG, we have released the latest installment of our BC Technology Report Card for 2020, a comprehensive analysis that compares the BC tech sector against other sectors in the province and against tech sectors in other jurisdictions.
The document summarizes ICT trends over the past year. It finds that careers in ICT are in high demand globally and in New Zealand, with the ICT industry contributing $19.3 billion annually to New Zealand's economy. Roles such as business analysts, cloud specialists, and mobile app developers are among the most in-demand. While ICT job postings have declined slightly in recent months, the overall outlook remains positive with continued skills shortages expected.
The document summarizes the activities and achievements of the BC Technology Industry Association (BCTIA) in 2011-2012. It discusses the BCTIA's efforts to support the technology sector through initiatives like Centre4Growth, which helped over 285 tech companies and generated $57 million in new revenue and investment. It also notes that the technology sector employed over 83,000 people and is expected to add 3,000 new jobs in the coming year based on a BCTIA survey. The BCTIA hosted over 60 events that connected over 3,000 people and worked to advocate for the technology industry.
salary, a fundamental question
Knowing that the wages you are offering employees is
fair is intrinsic in your success. When you’re recruiting for a
new position does what you’re offering stack up with your
competitors in your own city, and what about companies
in other major Canadian cities?
It is a matter of perception; if offers are too low will strong
performers choose to work with you? If they are too high
can you afford to keep your staffing levels where they
need to be?
The question of what people are being paid so
fundamental that it is something we are asked about by
our friends and families, the media, our clients and it is a
discussion we have with job candidates literally tens of thousands of times a year.
Randstad technologies has commissioned a comprehensive analysis of our own
internal numbers and numbers from a valued external resource and have produced a
guide to the salaries of roles that matter to you, focused on the cities where you work.
The business intelligence of salary is a complex problem to address. Randstad Canada
places thousands of people a month, in cities across the country in every industry – but
that data, as strong as it is doesn’t comprise all of the data we use and should make
available. To help us fill in the gaps, we worked with the Economic Research Institute
to establish a more comprehensive view of salaries in Canada.
We’ve separated our guide by industry and by region — providing you a focused look
on the jobs that matter to you.
We hope that this guide helps you plan your future growth.
Randstad Canada is the Canadian leader for staffing, recruitment and HR Services. As the only fully integrated staffing company in the country, we understand the recruitment needs and demands of employers and job seekers across all levels and industries. Through our insightful knowledge of local markets, employment trends and global network of recruitment experts, we are shaping the Canadian world of work.
Find out how Randstad Canada can help you find and manage the best talent to move your business forward.
Visit http://www.randstad.ca
The document discusses several topics:
1) Proposed changes to tax benefits for employee perks like meals and childcare could cost employees $3,000-$5,000 annually. Employers argue this will reduce their ability to motivate employees.
2) Demand for UI/UX designers has increased, with jobs doubling in 2013. Their salaries are expected to rise 7% in 2013, more than the industry average.
3) Electronic Arts is restructuring by laying off 10% of staff and shifting focus from console to mobile games. This has increased mobile gaming talent available to competitors.
Knowing that the wages you are offering employees is
fair is intrinsic in your success. When you’re recruiting for a
new position does what you’re offering stack up with your
competitors in your own city, and what about companies
in other major Canadian cities?
It is a matter of perception; if offers are too low will strong
performers choose to work with you? If they are too high
can you afford to keep your staffing levels where they
need to be?
The question of what people are being paid so
fundamental that it is something we are asked about by
our friends and families, the media, our clients and it is a
discussion we have with job candidates literally tens of thousands of times a year.
Randstad technologies has commissioned a comprehensive analysis of our own
internal numbers and numbers from a valued external resource and have produced a
guide to the salaries of roles that matter to you, focused on the cities where you work.
The business intelligence of salary is a complex problem to address. Randstad Canada
places thousands of people a month, in cities across the country in every industry – but
that data, as strong as it is doesn’t comprise all of the data we use and should make
available. To help us fill in the gaps, we worked with the Economic Research Institute
to establish a more comprehensive view of salaries in Canada.
We’ve separated our guide by industry and by region — providing you a focused look
on the jobs that matter to you.
We hope that this guide helps you plan your future growth.
about Randstad Canada
Randstad Canada is the Canadian leader for staffing, recruitment and HR Services. As the only fully integrated staffing company in the country, we understand the recruitment needs and demands of employers and job seekers across all levels and industries. Through our insightful knowledge of local markets, employment trends and global network of recruitment experts, we are shaping the Canadian world
of work.
To find out how Randstad can help you find and manage the best talent to move your business forward, visit http://www.randstad.ca
This document summarizes an analysis of emerging jobs and skills in the new economy. Key findings include:
- Seven professional clusters are emerging, reflecting both new digital technologies and continuing human interaction. These clusters include care, data/AI, engineering, green jobs, people/culture, product development, and sales/marketing.
- Growth in these clusters will create over 6 million new jobs globally from 2020-2022, with the largest growth in care roles and smallest in green jobs.
- The highest-growth individual jobs span all clusters, such as AI specialists, data scientists, and customer success specialists.
- In-demand skills for these jobs include both technical skills like data science as well as soft and business skills.
Over the past year the median salary in the NZ IT sector has seen a healthy rise in contrast with the wider economy. In January 2014 Absolute IT recorded the first notable increase in the national base median salary, now sitting at $80,000, since 2011.
ICT Trends Article March 2016: Contrasts in DemandGarry Roberton
1. Demand for ICT jobs in New Zealand has seen a slight downturn in early 2016, decreasing 7% year-on-year according to Seek job listings, while Australia has experienced 10% growth.
2. The skills shortage in Australia has led to international workers filling the majority of new ICT roles, with 23,000 added in the past year, as few as 3,000 were filled domestically.
3. Gender diversity in the technology sector remains an issue globally, with women making up only about 19% of software developers and engineers according to a survey of 84 companies. Initiatives in various countries aim to increase the number of women in technical fields.
India is the world's largest sourcing destination for the IT industry, accounting for 67% of the $124-130 billion global market. The industry employs 10 million people and has transformed the Indian economy. India has a competitive advantage due to its lower costs, which are 3-4 times cheaper than the US. The IT industry has driven growth in education. Key segments include IT services, BPM, software products, and hardware. The sector is expected to grow at a CAGR of 9.5% to $300 billion by 2020. India is also becoming a major player in areas like internet services, e-commerce, cloud computing, and startups. The government is undertaking initiatives like Digital India to further promote the
1) Miguel Carrasco discusses how technology is driving immense change but digital transformations by governments have been rare and transformative. Citizens are often unimpressed with current government technology efforts.
2) Carrasco argues that the focus needs to shift from technology to people and organizations. 70% of success is dependent on people, not algorithms or technology alone.
3) To build a "bionic future", governments need principles for digital talent, technology platforms, and new organizational models to better serve citizens and adapt to changing workforce needs and skills. Modular, scalable systems and boundary-less teams are important.
'Converge' Report - Shaping Artificial Intelligence for Southeast AsiaShu Jun Lim
This document provides an overview of artificial intelligence and how startups in Southeast Asia are applying AI. It discusses how startups are collecting local training data to build AI solutions that understand Southeast Asian contexts. It also explores how startups are developing natural language processing for local languages and building chatbots on popular regional messaging platforms. Additionally, it examines how other startups are using AI and automation to digitize field operations and business processes.
On March 22, 2017, the Government of Canada released its “Innovation Budget”, in which it proposed, “To invest up to $950 million over five years, starting in 2017–18, to be provided on a competitive basis in support of a small number of business-led innovation ‘superclusters’ that have the greatest potential to accelerate economic growth.”
It is in this context that leaders of industry, industry associations, research, and post-secondary education from across British Columbia have come together to discuss BC’s global positioning, competitive strengths, and cluster capabilities.
The objective of this document is to describe the existing set of strengths and capabilities in BC that are foundational to the growth of a digital technology supercluster in the province.
This document is intended to serve as a key input to the national discussion on creating world-leading clusters and partnerships in Canada.
It is a precursor to any formal letter of intent or proposal to the national supercluster competition announced by Canada in the March 2017 budget.
Read more on how BC is paving the way for Canada’s economic growth as a global supercluster in digital technology. http://bit.ly/BCsuperC
The document discusses India's business process outsourcing (BPO) industry. It notes that while other countries like China, Philippines, and Malaysia are gaining in the BPO industry, India remains the top outsourcing destination globally according to a recent report. This is due to factors like availability of English-speaking talent, lower costs, strong infrastructure, and high quality of services in India. Several Indian cities like Bangalore, Mumbai, and Delhi feature highly in the rankings of top outsourcing destinations worldwide. The document concludes that India is well-positioned to retain its leading position in the global outsourcing industry.
- Coverage of M&T's DIVERSITY event at the Sydney Opera House featuring the Hon. Anna Bligh.
- Hiring trends in the Business Intelligence and Information Management space, commentary by BI specialist, Tom Sweeney. Includes breakdown of most in-demand roles in the space, cotnract vs permanent, industries.
- How labour trends are looking like for all Australian regions, as seen by our Regional Directors.
- A look at ING Direct's innovative Zero Touch Project, it's very own private cloud that leads all Australian banks.
- Laura Hanson, M&T's Account Manager in Queensland updates on her latest IT Healhcare Workshop which featured Patrick Lilwall, CIO of Blue Care and Dean Dimkim from Queensland Health.
- Labour trends in the past quarter, including most in-deamdn contract roles, permanent roles and highest paid permanent roles.
PSD Group IT & Business Change - 2013 Salary Survey & Employment Trends Report. For more information go to:
http://www.psdgroup.com/IT_Business_Change_Salary_Survey_Employment_Trends.aspx
Check out some great insights into technology and business employment market, along with some M&T Resources news.
A few highlights of this issue:
• Our Managing Director’s outlook on the new year, technology trends, encouraging uptake of IT, importance of culture for retention.
• Regional Directors in ACT, NSW, QLD and VIC talk about most actively hiring industries, exciting projects in each regions, typical hiring challenges, what to look forward to and more.
• Most in-demand contract and permanent roles.
• Highest paid permanent roles.
• Most actively hiring industries.
• Key senior hires.
• Industry news.
As demand for digital talent reaches a crescendo, CIOs are increasingly embracing an Uber-like approach to filling key technical roles throughout their organizations.
Together with our partners at KPMG, BC Tech Association released the latest installment of our BC Technology Report Card for 2016, a comprehensive analysis that compares the BC tech sector against other sectors in the province and against tech sectors in other jurisdictions.
Since 2012, BC Tech has teamed up with KPMG to assess the impact of the technology sector in BC, and with this 4th report card, BC’s tech economy takes its place as a clear Canadian leader. In 2018’s report card, the BC technology sector’s economic performance received an A compared to other BC industries, and—for the first time—an A compared to other Canadian provinces.
Together with our partners at KPMG, we have released the latest installment of our BC Technology Report Card for 2020, a comprehensive analysis that compares the BC tech sector against other sectors in the province and against tech sectors in other jurisdictions.
The document summarizes ICT trends over the past year. It finds that careers in ICT are in high demand globally and in New Zealand, with the ICT industry contributing $19.3 billion annually to New Zealand's economy. Roles such as business analysts, cloud specialists, and mobile app developers are among the most in-demand. While ICT job postings have declined slightly in recent months, the overall outlook remains positive with continued skills shortages expected.
The document summarizes the activities and achievements of the BC Technology Industry Association (BCTIA) in 2011-2012. It discusses the BCTIA's efforts to support the technology sector through initiatives like Centre4Growth, which helped over 285 tech companies and generated $57 million in new revenue and investment. It also notes that the technology sector employed over 83,000 people and is expected to add 3,000 new jobs in the coming year based on a BCTIA survey. The BCTIA hosted over 60 events that connected over 3,000 people and worked to advocate for the technology industry.
salary, a fundamental question
Knowing that the wages you are offering employees is
fair is intrinsic in your success. When you’re recruiting for a
new position does what you’re offering stack up with your
competitors in your own city, and what about companies
in other major Canadian cities?
It is a matter of perception; if offers are too low will strong
performers choose to work with you? If they are too high
can you afford to keep your staffing levels where they
need to be?
The question of what people are being paid so
fundamental that it is something we are asked about by
our friends and families, the media, our clients and it is a
discussion we have with job candidates literally tens of thousands of times a year.
Randstad technologies has commissioned a comprehensive analysis of our own
internal numbers and numbers from a valued external resource and have produced a
guide to the salaries of roles that matter to you, focused on the cities where you work.
The business intelligence of salary is a complex problem to address. Randstad Canada
places thousands of people a month, in cities across the country in every industry – but
that data, as strong as it is doesn’t comprise all of the data we use and should make
available. To help us fill in the gaps, we worked with the Economic Research Institute
to establish a more comprehensive view of salaries in Canada.
We’ve separated our guide by industry and by region — providing you a focused look
on the jobs that matter to you.
We hope that this guide helps you plan your future growth.
Randstad Canada is the Canadian leader for staffing, recruitment and HR Services. As the only fully integrated staffing company in the country, we understand the recruitment needs and demands of employers and job seekers across all levels and industries. Through our insightful knowledge of local markets, employment trends and global network of recruitment experts, we are shaping the Canadian world of work.
Find out how Randstad Canada can help you find and manage the best talent to move your business forward.
Visit http://www.randstad.ca
The document discusses several topics:
1) Proposed changes to tax benefits for employee perks like meals and childcare could cost employees $3,000-$5,000 annually. Employers argue this will reduce their ability to motivate employees.
2) Demand for UI/UX designers has increased, with jobs doubling in 2013. Their salaries are expected to rise 7% in 2013, more than the industry average.
3) Electronic Arts is restructuring by laying off 10% of staff and shifting focus from console to mobile games. This has increased mobile gaming talent available to competitors.
Knowing that the wages you are offering employees is
fair is intrinsic in your success. When you’re recruiting for a
new position does what you’re offering stack up with your
competitors in your own city, and what about companies
in other major Canadian cities?
It is a matter of perception; if offers are too low will strong
performers choose to work with you? If they are too high
can you afford to keep your staffing levels where they
need to be?
The question of what people are being paid so
fundamental that it is something we are asked about by
our friends and families, the media, our clients and it is a
discussion we have with job candidates literally tens of thousands of times a year.
Randstad technologies has commissioned a comprehensive analysis of our own
internal numbers and numbers from a valued external resource and have produced a
guide to the salaries of roles that matter to you, focused on the cities where you work.
The business intelligence of salary is a complex problem to address. Randstad Canada
places thousands of people a month, in cities across the country in every industry – but
that data, as strong as it is doesn’t comprise all of the data we use and should make
available. To help us fill in the gaps, we worked with the Economic Research Institute
to establish a more comprehensive view of salaries in Canada.
We’ve separated our guide by industry and by region — providing you a focused look
on the jobs that matter to you.
We hope that this guide helps you plan your future growth.
about Randstad Canada
Randstad Canada is the Canadian leader for staffing, recruitment and HR Services. As the only fully integrated staffing company in the country, we understand the recruitment needs and demands of employers and job seekers across all levels and industries. Through our insightful knowledge of local markets, employment trends and global network of recruitment experts, we are shaping the Canadian world
of work.
To find out how Randstad can help you find and manage the best talent to move your business forward, visit http://www.randstad.ca
This document summarizes an analysis of emerging jobs and skills in the new economy. Key findings include:
- Seven professional clusters are emerging, reflecting both new digital technologies and continuing human interaction. These clusters include care, data/AI, engineering, green jobs, people/culture, product development, and sales/marketing.
- Growth in these clusters will create over 6 million new jobs globally from 2020-2022, with the largest growth in care roles and smallest in green jobs.
- The highest-growth individual jobs span all clusters, such as AI specialists, data scientists, and customer success specialists.
- In-demand skills for these jobs include both technical skills like data science as well as soft and business skills.
Over the past year the median salary in the NZ IT sector has seen a healthy rise in contrast with the wider economy. In January 2014 Absolute IT recorded the first notable increase in the national base median salary, now sitting at $80,000, since 2011.
ICT Trends Article March 2016: Contrasts in DemandGarry Roberton
1. Demand for ICT jobs in New Zealand has seen a slight downturn in early 2016, decreasing 7% year-on-year according to Seek job listings, while Australia has experienced 10% growth.
2. The skills shortage in Australia has led to international workers filling the majority of new ICT roles, with 23,000 added in the past year, as few as 3,000 were filled domestically.
3. Gender diversity in the technology sector remains an issue globally, with women making up only about 19% of software developers and engineers according to a survey of 84 companies. Initiatives in various countries aim to increase the number of women in technical fields.
India is the world's largest sourcing destination for the IT industry, accounting for 67% of the $124-130 billion global market. The industry employs 10 million people and has transformed the Indian economy. India has a competitive advantage due to its lower costs, which are 3-4 times cheaper than the US. The IT industry has driven growth in education. Key segments include IT services, BPM, software products, and hardware. The sector is expected to grow at a CAGR of 9.5% to $300 billion by 2020. India is also becoming a major player in areas like internet services, e-commerce, cloud computing, and startups. The government is undertaking initiatives like Digital India to further promote the
1) Miguel Carrasco discusses how technology is driving immense change but digital transformations by governments have been rare and transformative. Citizens are often unimpressed with current government technology efforts.
2) Carrasco argues that the focus needs to shift from technology to people and organizations. 70% of success is dependent on people, not algorithms or technology alone.
3) To build a "bionic future", governments need principles for digital talent, technology platforms, and new organizational models to better serve citizens and adapt to changing workforce needs and skills. Modular, scalable systems and boundary-less teams are important.
'Converge' Report - Shaping Artificial Intelligence for Southeast AsiaShu Jun Lim
This document provides an overview of artificial intelligence and how startups in Southeast Asia are applying AI. It discusses how startups are collecting local training data to build AI solutions that understand Southeast Asian contexts. It also explores how startups are developing natural language processing for local languages and building chatbots on popular regional messaging platforms. Additionally, it examines how other startups are using AI and automation to digitize field operations and business processes.
On March 22, 2017, the Government of Canada released its “Innovation Budget”, in which it proposed, “To invest up to $950 million over five years, starting in 2017–18, to be provided on a competitive basis in support of a small number of business-led innovation ‘superclusters’ that have the greatest potential to accelerate economic growth.”
It is in this context that leaders of industry, industry associations, research, and post-secondary education from across British Columbia have come together to discuss BC’s global positioning, competitive strengths, and cluster capabilities.
The objective of this document is to describe the existing set of strengths and capabilities in BC that are foundational to the growth of a digital technology supercluster in the province.
This document is intended to serve as a key input to the national discussion on creating world-leading clusters and partnerships in Canada.
It is a precursor to any formal letter of intent or proposal to the national supercluster competition announced by Canada in the March 2017 budget.
Read more on how BC is paving the way for Canada’s economic growth as a global supercluster in digital technology. http://bit.ly/BCsuperC
The document discusses India's business process outsourcing (BPO) industry. It notes that while other countries like China, Philippines, and Malaysia are gaining in the BPO industry, India remains the top outsourcing destination globally according to a recent report. This is due to factors like availability of English-speaking talent, lower costs, strong infrastructure, and high quality of services in India. Several Indian cities like Bangalore, Mumbai, and Delhi feature highly in the rankings of top outsourcing destinations worldwide. The document concludes that India is well-positioned to retain its leading position in the global outsourcing industry.
- Coverage of M&T's DIVERSITY event at the Sydney Opera House featuring the Hon. Anna Bligh.
- Hiring trends in the Business Intelligence and Information Management space, commentary by BI specialist, Tom Sweeney. Includes breakdown of most in-demand roles in the space, cotnract vs permanent, industries.
- How labour trends are looking like for all Australian regions, as seen by our Regional Directors.
- A look at ING Direct's innovative Zero Touch Project, it's very own private cloud that leads all Australian banks.
- Laura Hanson, M&T's Account Manager in Queensland updates on her latest IT Healhcare Workshop which featured Patrick Lilwall, CIO of Blue Care and Dean Dimkim from Queensland Health.
- Labour trends in the past quarter, including most in-deamdn contract roles, permanent roles and highest paid permanent roles.
PSD Group IT & Business Change - 2013 Salary Survey & Employment Trends Report. For more information go to:
http://www.psdgroup.com/IT_Business_Change_Salary_Survey_Employment_Trends.aspx
Check out some great insights into technology and business employment market, along with some M&T Resources news.
A few highlights of this issue:
• Our Managing Director’s outlook on the new year, technology trends, encouraging uptake of IT, importance of culture for retention.
• Regional Directors in ACT, NSW, QLD and VIC talk about most actively hiring industries, exciting projects in each regions, typical hiring challenges, what to look forward to and more.
• Most in-demand contract and permanent roles.
• Highest paid permanent roles.
• Most actively hiring industries.
• Key senior hires.
• Industry news.
As demand for digital talent reaches a crescendo, CIOs are increasingly embracing an Uber-like approach to filling key technical roles throughout their organizations.
ICT Trends Article October 2014 - Tomorrow's InnovatorsGarry Roberton
The continuing demand for qualified and/or experienced coders is evidenced here in NZ by the number of online job vacancies posted throughout the year. The Seek ICT job website features comparatively high numbers of adverts for programmers, software developers, and testers.
Together with our partners at KPMG, BC Tech Association released the latest installment of our BC Technology Report Card for 2016, a comprehensive analysis that compares the BC tech sector against other sectors in the province and against tech sectors in other jurisdictions.
The document summarizes the response of The Business Cafe to two government reports on supporting small and medium enterprises (SMEs) through developing digital skills and communities. The Business Cafe aims to address SME needs for networking, digital skills training, and accessible workspaces. One report reviewed publicly-funded digital qualifications and emphasized the need for relevance, flexibility, and ensuring all individuals can develop digital skills for an increasingly digital economy and workforce. The Business Cafe's focus on the community and delivering digital skills training locally aligns with the reports' findings on supporting SMEs and digital inclusion.
The document summarizes the key findings of two government reports on digital skills for small and medium enterprises (SMEs). It discusses how the Business Cafe aims to address the need for accessible digital skills training and networking identified in the reports. The reports found that digital skills are required across all industries and job roles. They will continue growing in importance with technological changes. The Business Cafe's goals of providing local SMEs with digital skills training and a community space align well with the reports' recommendations to improve relevance, flexibility and inclusion of digital skills support.
Malaysia is seeing rapid growth in technology-related jobs as the country undergoes digital transformation. The top 5 emerging jobs according to LinkedIn's data are: 1) Data Scientist, 2) Full Stack Engineer, 3) Drive Test Engineer, 4) User Experience Designer, and 5) Content Writer. These roles are in high demand as more organizations look to analyze large amounts of data, develop digital products and services, and expand their online presence. The Malaysian government is working to develop the necessary skills in the workforce through education programs and certifications to capitalize on opportunities in these emerging fields.
Civil and construction projects will continue to drive recruitment in New Zealand in 2016, with a shortage of 21,000 tradespeople. Apprenticeships will also be in high demand, with an estimated need for 3,500 new apprentices per year. The tourism industry is expanding rapidly but struggling to find qualified candidates, with 50,000 extra workers needed over the next decade. Demand will also be high for accounting support, legal professionals, procurement specialists, marketing professionals with digital and analytics skills, big data experts, digital security professionals, and white collar jobs in Christchurch as the rebuild continues. Employers are also being encouraged to focus on diversity and inclusion across gender, disability, ethnicity and age.
ICT Trends Article July 2014: Cloud ComputingGarry Roberton
This document discusses trends in cloud computing and the ICT job market. It provides statistics on the growth of cloud-related jobs in New Zealand from 2012 to 2014 based on job listings. Specifically, it notes that cloud developer jobs have increased over 450% in under two years. The document also shares insights on ICT job trends and skills demand in various countries like Australia, Ireland, South Africa and the United States.
In February 2014, the Michael Page Technology team delivered a presentation to clients which included insights on the economy, current industry trends, salaries and the evolving labour market.
The document discusses the improving job market in India as the economy recovers from slowdown. It notes that while recruitment is picking up, companies are now more focused on finding candidates with the right specialized skills and experience for roles. HR experts indicate hiring volumes are increasing but companies are linking compensation more closely to performance. The job market is becoming more nuanced as employers prioritize productivity and skills over just filling positions.
Australian Enterprises for the Digital EconomyVishal Sharma
This document summarizes research conducted by the National Institute of Economic and Industry Research (NIEIR) on how digital technologies will impact seven key industry sectors in Australia by 2025. The research models two potential futures for enterprises in each sector: a "leader" that fully embraces digital transformation, and a "follower" that does not significantly change. It finds that large performance gaps will open up between leaders and followers, with leaders enjoying significant advantages in areas like revenue, market share, and productivity. By 2025, these gaps could be worth hundreds of billions of dollars in combined market capitalization across some sectors. The research underscores the importance of Australian enterprises urgently transforming their business models for the digital age.
The document provides salary ranges for various professional and technical occupations in Australia. Accounting and finance roles like accountants and auditors have salaries ranging from $40K to $180K. Banking and financial services roles such as relationship managers and corporate finance positions pay between $65K to $350K+. Engineering occupations in fields like civil, manufacturing and construction have salaries from $35K for cadets to over $250K for some senior managers. The document outlines the current state of the job market and demand across these industries in Australia.
The document provides an overview of technology trends globally and regionally with a focus on Central and Eastern Europe, the Middle East and North Africa regions. Key points include:
- Mobile internet and web usage continues to grow globally with 4.4 billion global web users in 2018.
- Software as a Service (SaaS) is becoming more popular for businesses due to benefits like flexible payments and scalability. The global SaaS market is estimated at $175 billion.
- In Central and Eastern Europe, fintech is growing and Poland, Russia and Czechia lead the region's fintech market. The Baltic states like Estonia have found success with startups like Skype and have high numbers of startups
Talent Acquisition For The Government of the FutureMichael Cirrito
1. Governments face significant skills gaps, especially in digital areas like cybersecurity and data analytics. Younger talent are also not attracted to government careers.
2. To compete for top talent, governments must transform their approach to talent acquisition. This includes emphasizing purpose over long-term careers, focusing recruitment on social media platforms, and using data to anticipate skills needs.
3. A new talent acquisition strategy should build the government brand on social media, use analytics to track skills gaps and campaign effectiveness, elevate talent acquisition as a strategic priority, and continually test and refine recruitment efforts.
Whilst the financial services market remained busy throughout 2022 - with both large and small firms looking to increase headcount, adding further capabilities to their Technology, Finance, Risk, Transformation, Product, and Sales functions – the year saw several overarching themes across the recruitment industry.
Whilst the financial services market remained busy throughout 2022 - with both large and small firms looking to increase headcount, adding further capabilities to their Technology, Finance, Risk, Transformation, Product, and Sales functions – the year saw several overarching themes across the recruitment industry.
Similar to Peoplebank ICT Salary Employment Index - Autumn 2016 (20)
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Market Update
NATIONAL
Following the Christmas and summer period, business confidence in Australia has shifted from cautious optimism to a real lift over the first quarter of 2016. Nationwide, we’ve seen
an increase in IT hiring, with the impact of digital transformation investments continuing to affect recruitment and staffing strategies.
We’re also seeing a shift away from part-time employment contracts to full-time employment commitments, as employers feel confident enough in the economy to back their
everyday and strategic IT hires. Specifically, we’re seeing unmet demand for data scientists and UX consultants, demonstrating the growing emphasis businesses are placing on
understanding their customer and optimising their customer’s digital experiences across multiple platforms.
With an upcoming election in the next quarter, we may see business confidence shift, depending on which party seems likely to be elected. A stable and unchanged Government
may allow for little disruption to the economy, whereas a change in Government or public agenda may see a delay in confidence resettling.
On a state-by-state level, NSW is the hottest jobs market at the moment, and the entire Eastern seaboard is enjoying positive employment conditions. IT employment in Perth
continues to lag with the decline of the mining industry, and we expect to see WA talent start to migrate, even if only temporarily, to Eastern states. We also see Canberra as a
particularly attractive market for IT talent, where the Government’s moves to digitally transform services continue to call for IT skills across various roles.
NSW
New South Wales has experienced a very strong and active market over the last quarter, with demand for the latest digital and technology skills steadily rising. IT professionals are
also becoming more aware of the growing range of career opportunities in this industry, and are steadily becoming more open and willing to job changes.
In particular, there have been high requirements for digital talent, including user experience (UX) professionals, customer experience (CX) consultants, front-end and back-end
developers, and visual designers. What these roles all have in common, is a tie to customer experience. We are seeing more and more businesses, particularly large enterprises,
invest in driving meaningful customer interactions. This leads to building large teams of experts who specialise in perfecting different parts of today’s expected customer
experience, whether that’s online, via a smartphone, or otherwise.
With this continuous growth in demand for digital and CX experts, it has been and will continue to become challenging for businesses to find the best talent as they need it. The
next quarter is expected to bring similarly strong growth and stability, though businesses should be planning ahead for the skills and talent they will need for projects at least six
months in advance. This will ensure they have the best teams on the ground, ready to execute digital projects as and when needed.
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Market Update
VIC
Victoria continues to be one of Australia’s strongest states, particularly around technology and technology vacancies. Unemployment is 2nd only to NSW and currently the lowest
it has been since 2011, current unemployment is 5.7 percent, the effects of this are already being noticed as we are seeing a shortage of candidates within specific skillsets along
with an increase in counteroffers and candidates with multiple job opportunities on the rise. Thanks to the government ‘tech start-up’ assistance program, we have witnessed an
increase in demand from small cap tech specialists who are competing in the same space of the medium sized SME’s and volume hirers, with high demand coming for Fullstack
developers / devops / Architects / Project services / B.I analytics and all things Digital.
In a recent ACS & Deliotte access economics paper, Victoria will see a rise in demand of IT workers by more than 40,000 by 2020. The data comes after the release of a recent
report commissioned by ACS titled ‘Australia’s Digital Pulse’ which found that an extra 100,000 workers will be needed within Australia over the next six years to meet demand
from companies hiring technology specialists. Victoria’s IT sector is set to grow by an additional 3.2 percent each year over the next six years – higher than the national average
found in the Australia’s Digital Pulsereport. Whilst demand is high across Tech, remuneration and contract rates have remained stable for the previous 18 months, and we don’t
predict a massive spike over the remainder of the current calendar year.
The leading in demand roles across Victoria in 2016/2017;
• Angular JS
• UX/UI developers & designers
• Cloud and Enterprise Architects
• Digital BA’s & PM’s
• Security Consultants
• B.I & data analytics
While there is high demand nationally, the ACS report has fundamentally identified that the root cause is Australia is doing nothing to promote the wide variety of roles available
across IT at a student level, and we we still are not creating enough graduates to meet the rising demand. Although showing small levels of growth since 2009, the number of
students enrolling in and completing their IT degrees are significantly lower than its peak during the “dot-com boom” of the early 2000’s.
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Market Update
QLD
It’s been a very encouraging quarter for the ICT recruitment sector in Queensland, with a general upward shift in salaries stemming from a steady increase in demand for IT talent.
The consistent growth in competitiveness for IT skills and staff is clearly a positive sign for job seekers, though should be a signal to employers of the growing ‘fight for talent’ state-
wide.
Amongst businesses and in the media, there have been a lot of discussions around the start-up scene, entrepreneurialism, and innovation in Queensland. For SMEs and large
enterprises, we are seeing more corporations looking to hire multiple roles in permanent digital, agile, and development roles than in previous months. While this has not led to a
sudden peak in competitiveness, it demonstrates corporate Australia’s initiative and investment in driving innovation and further adoption of digital technologies.
Over the next quarter, we expect this steady growth in IT recruitment to continue as Queensland-based digital and technology teams continue to grow their capabilities to address
the changing needs of today’s consumers and businesspeople.
WA
Western Australia is experiencing the impact of three major downturns – mining/resources, oil and gas, and a recruitment freeze by the state government. This has led to one of the
toughest job markets of recent times.
With many projects coming to completion, there is demand for project managers and testers in the ICT sector. However, with the challenges the local economy is facing as older
industries come to an end, many businesses are looking to embrace new technologies, which is resulting in an increased demand for particular digital roles. This includes business
analysts, user experience (UX) and user interface (UI) professionals, and Android and iOS developers.
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Market Update
SA
There has been a steady growth in confidence and hiring in the South Australia jobs market in the last 3 months, particularly among SMEs. A consistent uptake of permanent roles
is also demonstrative of the increase in business confidence as employers are looking to invest in attracting and maintaining the best talent for the long-term.
User interface (UI) and user experience (UX) professionals, specifically, represent an emerging and growing area in SA. Employers should recognise that demand is growing, while
supply is low, and the fight for talent will continue to increase in competitiveness in the coming months. Another area showing consistent growth is business intelligence and big
data roles, exemplifying the trend among businesses to invest in these technologies and more digital ways of running their business.
SA employers looking to attract the best talent in these fields, from within SA and interstate, will need to seriously consider the salaries, job satisfaction, work/life balance, and other
lifestyle perks they can offer candidates, as the talent pool is not expected to catch-up to the skills demand in the short-term.
ACT
The ACT jobs market is going through a significant growth phase. The federal government is preparing for the upcoming election in July, and the financial year is coming to a close.
It’s a highly competitive market with ACT roles, on average, offering higher salaries than other states for digital and IT positions.
In particular, business analysts, Java developers, security analysts, and network specialists are in high demand. Data-related roles, including business intelligence and data
analytics professionals are also in high demand and particularly difficult to fill. We’re seeing a trend among corporate enterprises to engage with students studying these skills early
on, or liaising directly with universities to attract this talent before their competitors.
The time is now for government departments to draw in the best talent for their post-election projects, and also for candidates looking to optimise their return in a competitive
market. It’s an exciting time to be in the IT industry in Canberra, and in this candidate short market, local employers will need to recognise the importance of offering competitive
salaries and other lifestyle options to attract and maintain the best talent.
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About the Peoplebank ICT Salary Tables
The Peoplebank ICT Salary Tables are based upon ICT job offers and employment activity in each location Peoplebank operates in during the past
three months.
Permanent Salaries
All permanent salaries listed are base salaries only and do not include bonuses,
superannuation, commissions or other benefits.
When formulating salary ranges, as a general rule...
Low: The lowest salary expectation. Usually less than 3 years of experience in the
role
Median: The middle salary expectation. This will tend to be the predominant
expectation with most candidates having 3 to 5 years in the role
High: The highest salary expectation. The best candidates available with most
candidates having more than 5 years in the role.
Contract Rates
Please note that all rates listed are the ‘Rate to the Contractor’ only and do not include
management fees, superannuation, bonus, commissions or any other benefits or fees.
When formulating Contractor ranges, as a general rule...
Low: the minimum daily rate achieved for that position
to
High: the maximum daily rate achieved for that position
Salary and Rate Movements
Salaries and rates shown in green indicate an increase over the past three months whilst those shown in red indicate a decrease.
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More Information
To learn more about the Peoplebank ICT Salary and Employment Index, please feel free to contact one of our recruitment specialists in the following locations:
NSW
phone: 02 9409 4700
email: sydney@peoplebank.com.au
ACT
phone: 02 6245 1700
email: canberra@peoplebank.com.au
VIC
phone: 03 8080 7200
email: melbourne@peoplebank.com.au
QLD
phone: 07 3319 7555
email: brisbane@peoplebank.com.au
WA
phone: 08 9423 1400
email: perth@peoplebank.com.au
SA
phone: 08 8112 7400
email: adelaide@peoplebank.com.au