- Advertised salaries in the UK were largely unchanged in Q3 2012, with permanent general staffing roles declining modestly by 0.21% on average. Advertised pay rates for temporary roles remained flat.
- Demand was highest for administrators, secretaries, sales, customer service, and telesales roles. Regional salary changes varied, with the East Midlands seeing the largest increases and declines in some areas like retail.
- Looking ahead, salaries are expected to remain stable in Q4 2012 with some potential for wage inflation as competition for talent increases around the holidays. Demand is forecast to grow for retail roles and Scotland is expected to see continued strong recruitment.
Building a Compensation Plan Part 2: Develop a Market-Based Pay StructurePayScale, Inc.
HR leaders aiming to develop and maintain pay ranges within their organizations face a Goldilocks problem. If too narrow, the pay ranges won’t allow an organization to reward long-tenured staff or high performers. Too broad, and the pay ranges won’t provide practical support for your compensation philosophy. But, worst of all, having no ranges at all can lead to a failure to attract top talent, or dramatically overpaying employees.
So, how can you get pay ranges just right?
Join us as Stacey Carroll, CCP, SPHR, reveals how to develop ranges from a market-centered midpoint.
You’ll learn:
How to use market data to update or create competitive pay ranges.
How to select a competitive market set for benchmarking against.
How to choose benchmark positions and slot non-benchmark positions into your structure.
This practical webinar will give you the information necessary to update or create market ranges in your organization.
Building a Compensation Plan Part 2: Develop a Market-Based Pay StructurePayScale, Inc.
HR leaders aiming to develop and maintain pay ranges within their organizations face a Goldilocks problem. If too narrow, the pay ranges won’t allow an organization to reward long-tenured staff or high performers. Too broad, and the pay ranges won’t provide practical support for your compensation philosophy. But, worst of all, having no ranges at all can lead to a failure to attract top talent, or dramatically overpaying employees.
So, how can you get pay ranges just right?
Join us as Stacey Carroll, CCP, SPHR, reveals how to develop ranges from a market-centered midpoint.
You’ll learn:
How to use market data to update or create competitive pay ranges.
How to select a competitive market set for benchmarking against.
How to choose benchmark positions and slot non-benchmark positions into your structure.
This practical webinar will give you the information necessary to update or create market ranges in your organization.
Actionable results to enhance Employee satisfaction score analysis via TableauShruti Nigam (CWM, AFP)
Use Tableau for following Analysis:
The management of this organization is concerned about their employees’
satisfaction index and has been constantly measuring the same. They somehow feel
that improving the satisfaction scores shall ensure longevity of their employees
preventing unhealthy attrition.
• Analyze this dataset by finding the key drivers for employee satisfaction scores.
Welcome to the 2021 Indigo’s C-Level Salary Guide. successful salary planning requires a thorough understanding of factors that influence the amount required to secure the appropriate talent.
The market for talent in the tech field is tighter than others, heightening the importance of proper compensation.
Welcome to the 2019 Indigo’s C-Level Salary Guide. Forming an effective compensation strategy is not as easy as it appears. Some managers habitually throw a dollar figure at an employment contract. However, successful salary planning requires a thorough understanding of factors that influence the amount required to secure the appropriate talent.
The market for talent in the tech field is tighter than others, heightening the importance of proper compensation. In addition to salary tables, this salary guide provides a high-level overview of hiring, a look at employment in IT, and several key hiring strategies for 2020.
9 Salary Surveys A Snapshot Market data obtained from salary surv.docxsleeperharwell
9 Salary Surveys: A Snapshot Market data obtained from salary surveys create the foundation for a viable compensation strategy. When combined with economic statistics and business strategy, they create the infrastructure of an organization’s salary practices. Just as DNA provides information used to construct, identify, and operate the human body, market data obtained from salary surveys are used to construct and operate organizations’ pay programs. Market data evolve from salary surveys that are compiled and analyzed periodically to determine how well the company pays relative to the market. How the company statistically analyzes, charts, and uses the data is a function of its corporate compensation strategy. Then, pay is delivered to employees through base salary and bonus/commission programs and maintained using salary administration guidelines and other pay delivery systems. Critical to this effort is effective communication of all components of pay to earn the most satisfaction from employees, and, ultimately, high productivity and success for the company. THE BIG PICTURE Where do salary surveys fit in? Why do we use them? An organization has many resources to achieve its goals. Even though these resources include land, material, capital, and people, it is only people who make decisions about and do things with the land, material, capital, and the people. An organization’s goals are accomplished only through people. Hence, the major challenge of any organization is to attract, retain, motivate, and align the types and numbers of people it needs to achieve its goals. This is accomplished through a value exchange—a situation in which the company and the employee give value to the other in exchange for value received to achieve their respective self-interests. This notion can be summarized by the phrase, “Value given for value received.” Figure 9.1 shows some of the items involved in the exchange. FIGURE 9.1 Value exchange pie charts. Many items given by the employee to the employer are not quantitatively measurable, but they are present and are very important to the company. The items from the employer to the employee may differ from one employee to the next with regard to what is of value. Indeed, even the relative size of the pieces differs among employees and individuals during a lifetime. For example, a relatively new employee may value growth opportunities more than an employee near retirement. Likewise, an individual might feel pay is very important today but tomorrow, when a new baby joins the family, benefits become more important. This shows that pay is just one component of the exchange. When an employer decides how much to pay an employee, several factors usually are considered: Business strategy. Internal value of job/skill. Market pay. Individual factors. Experience. Education. Performance. Contribution. Skills. Balance with benefits, stock, work environment, etc. What the company can afford. Compensation philosophy. Desired m.
Forming an effective compensation strategy is not as easy as it appears. Some managers might use
their instinct to throw a dollar figure at an employment contract, but successful salary
planning requires a careful understanding of factors that influence the amount required to secure
appropriate talent.
The market for talent in the tech field is tighter than others, heightening the importance of proper
compensation. In addition to salary tables, this salary guide provides a high-level overview of hiring,
a look at employment in IT, and several key hiring strategies for 2019.
Over the past year, we have closed 30 top-level positions for IT companies and found that neither
candidates nor employers are confident in numbers. For instance, $ 5000 for the service station - is it a lot
or a little? Who should provide options? Is flexible scheduling motivating?
This prompted us to create a salary and compensation package survey for top managers.
167 top managers shared information about their income and other types of remuneration and motivation.
Our biggest thanks to our partner Vitaliy Luzhentsov for the competent help with statistical analysis
required for the report.
We hope the content herein will help you to make informed life and management decisions.
Best Performer PowerPoint Presentation SlidesSlideTeam
Best Performer PowerPoint Presentation Slides features a visually-rich format for the HR management to showcase their company’s staff recognition program. Using this employee motivation PPT theme you can easily explain all the fundamentals of a favorable recognition program. Our comprehensive performance recognition PowerPoint slideshow helps you to demonstrate overall employee productivity, as well as revenue per employee. Offer a glimpse of employee dissatisfaction level survey, and reasons using the reward management PPT template. The well-structured employee evaluation PowerPoint deck assists you in framing a step-by-step approach to devise a successful employee recognition program. With the help of employee performance assessment PPT slideshow, you can showcase best employee recognition ideas like luxury vacations. The employee rewards program PowerPoint theme is beneficial in elucidating factors to consider before implementing the employee recognition program. So, download the top performer PPT presentation to portray the implementation of employee recognition plan, and the employee performance measurement metrics.https://bit.ly/2H0Sa8v
The Realities of Pay Performance for Alignment in 2014Pearl Meyer
Recent media coverage on both sides of the Atlantic has focused on how executive pay fails to align with company performance. It even goes as far as saying that pay and performance are inversely aligned, in other words, higher pay gets in the way of improved performance. Today we’ll look at this thorny topic from both a UK and U.S. perspective.
The discussion will be lead by Simon Patterson, a Managing Director in Pearl Meyer & Partners’ London office. Simon is joined by Ryan Compaan a Vice President in the firms Chicago Office.
Whilst the prolonged period of uncertainty and upheaval isn’t quite over, the UK financial services industry appears to be returning to a sentiment of cautious optimism.
Forming an effective compensation strategy is not as easy as it appears. Some managers might use
their instinct to throw a dollar figure at an employment contract, but successful salary
planning requires a careful understanding of factors that influence the amount required to secure
appropriate talent.
The market for talent in the tech field is tighter than others, heightening the importance of proper
compensation. In addition to salary tables, this salary guide provides a high-level overview of hiring,
a look at employment in IT, and several key hiring strategies for 2019.
Executive Employment Trends Report Q3 2019BPI group
BPI group’s Executive Employment Trends Report offers visibility into the current executive job market. The findings of this report are based on landing data collected on our Executive Transition Services (ETS) clients who completed their job search between Q4 of 2018 and Q3 of 2019, compared to the same relative period a year ago.
Best Employee Award PowerPoint Presentation SlidesSlideTeam
This complete deck can be used to present to your team. It has PPT slides on various topics highlighting all the core areas of your business needs. This complete deck focuses on Best Employee Award Powerpoint Presentation Slides and has professionally designed templates with suitable visuals and appropriate content. This deck consists of total of fifty slides. All the slides are completely customizable for your convenience. You can change the colour, text and font size of these templates. You can add or delete the content if needed. Get access to this professionally designed complete presentation by clicking the download button below. https://bit.ly/30Jfo9u
BREAKING THE SICKNESS CYCLE
When illness strikes your team, the knock-on effects can be significant.Over the coming weeks, we’ll talk you through the ABCs of absence, helping you build a healthier, more engaging work environment, battle the bugs (and the bunking off), and stay productive even when you’re an employee down.
Top tips guide in this series focuses on inspiring your team to be their best:
The value of effective inductions
Giving your employees a purpose
Achieving open communication
To plan your next induction, download our free induction checklist now.
Actionable results to enhance Employee satisfaction score analysis via TableauShruti Nigam (CWM, AFP)
Use Tableau for following Analysis:
The management of this organization is concerned about their employees’
satisfaction index and has been constantly measuring the same. They somehow feel
that improving the satisfaction scores shall ensure longevity of their employees
preventing unhealthy attrition.
• Analyze this dataset by finding the key drivers for employee satisfaction scores.
Welcome to the 2021 Indigo’s C-Level Salary Guide. successful salary planning requires a thorough understanding of factors that influence the amount required to secure the appropriate talent.
The market for talent in the tech field is tighter than others, heightening the importance of proper compensation.
Welcome to the 2019 Indigo’s C-Level Salary Guide. Forming an effective compensation strategy is not as easy as it appears. Some managers habitually throw a dollar figure at an employment contract. However, successful salary planning requires a thorough understanding of factors that influence the amount required to secure the appropriate talent.
The market for talent in the tech field is tighter than others, heightening the importance of proper compensation. In addition to salary tables, this salary guide provides a high-level overview of hiring, a look at employment in IT, and several key hiring strategies for 2020.
9 Salary Surveys A Snapshot Market data obtained from salary surv.docxsleeperharwell
9 Salary Surveys: A Snapshot Market data obtained from salary surveys create the foundation for a viable compensation strategy. When combined with economic statistics and business strategy, they create the infrastructure of an organization’s salary practices. Just as DNA provides information used to construct, identify, and operate the human body, market data obtained from salary surveys are used to construct and operate organizations’ pay programs. Market data evolve from salary surveys that are compiled and analyzed periodically to determine how well the company pays relative to the market. How the company statistically analyzes, charts, and uses the data is a function of its corporate compensation strategy. Then, pay is delivered to employees through base salary and bonus/commission programs and maintained using salary administration guidelines and other pay delivery systems. Critical to this effort is effective communication of all components of pay to earn the most satisfaction from employees, and, ultimately, high productivity and success for the company. THE BIG PICTURE Where do salary surveys fit in? Why do we use them? An organization has many resources to achieve its goals. Even though these resources include land, material, capital, and people, it is only people who make decisions about and do things with the land, material, capital, and the people. An organization’s goals are accomplished only through people. Hence, the major challenge of any organization is to attract, retain, motivate, and align the types and numbers of people it needs to achieve its goals. This is accomplished through a value exchange—a situation in which the company and the employee give value to the other in exchange for value received to achieve their respective self-interests. This notion can be summarized by the phrase, “Value given for value received.” Figure 9.1 shows some of the items involved in the exchange. FIGURE 9.1 Value exchange pie charts. Many items given by the employee to the employer are not quantitatively measurable, but they are present and are very important to the company. The items from the employer to the employee may differ from one employee to the next with regard to what is of value. Indeed, even the relative size of the pieces differs among employees and individuals during a lifetime. For example, a relatively new employee may value growth opportunities more than an employee near retirement. Likewise, an individual might feel pay is very important today but tomorrow, when a new baby joins the family, benefits become more important. This shows that pay is just one component of the exchange. When an employer decides how much to pay an employee, several factors usually are considered: Business strategy. Internal value of job/skill. Market pay. Individual factors. Experience. Education. Performance. Contribution. Skills. Balance with benefits, stock, work environment, etc. What the company can afford. Compensation philosophy. Desired m.
Forming an effective compensation strategy is not as easy as it appears. Some managers might use
their instinct to throw a dollar figure at an employment contract, but successful salary
planning requires a careful understanding of factors that influence the amount required to secure
appropriate talent.
The market for talent in the tech field is tighter than others, heightening the importance of proper
compensation. In addition to salary tables, this salary guide provides a high-level overview of hiring,
a look at employment in IT, and several key hiring strategies for 2019.
Over the past year, we have closed 30 top-level positions for IT companies and found that neither
candidates nor employers are confident in numbers. For instance, $ 5000 for the service station - is it a lot
or a little? Who should provide options? Is flexible scheduling motivating?
This prompted us to create a salary and compensation package survey for top managers.
167 top managers shared information about their income and other types of remuneration and motivation.
Our biggest thanks to our partner Vitaliy Luzhentsov for the competent help with statistical analysis
required for the report.
We hope the content herein will help you to make informed life and management decisions.
Best Performer PowerPoint Presentation SlidesSlideTeam
Best Performer PowerPoint Presentation Slides features a visually-rich format for the HR management to showcase their company’s staff recognition program. Using this employee motivation PPT theme you can easily explain all the fundamentals of a favorable recognition program. Our comprehensive performance recognition PowerPoint slideshow helps you to demonstrate overall employee productivity, as well as revenue per employee. Offer a glimpse of employee dissatisfaction level survey, and reasons using the reward management PPT template. The well-structured employee evaluation PowerPoint deck assists you in framing a step-by-step approach to devise a successful employee recognition program. With the help of employee performance assessment PPT slideshow, you can showcase best employee recognition ideas like luxury vacations. The employee rewards program PowerPoint theme is beneficial in elucidating factors to consider before implementing the employee recognition program. So, download the top performer PPT presentation to portray the implementation of employee recognition plan, and the employee performance measurement metrics.https://bit.ly/2H0Sa8v
The Realities of Pay Performance for Alignment in 2014Pearl Meyer
Recent media coverage on both sides of the Atlantic has focused on how executive pay fails to align with company performance. It even goes as far as saying that pay and performance are inversely aligned, in other words, higher pay gets in the way of improved performance. Today we’ll look at this thorny topic from both a UK and U.S. perspective.
The discussion will be lead by Simon Patterson, a Managing Director in Pearl Meyer & Partners’ London office. Simon is joined by Ryan Compaan a Vice President in the firms Chicago Office.
Whilst the prolonged period of uncertainty and upheaval isn’t quite over, the UK financial services industry appears to be returning to a sentiment of cautious optimism.
Forming an effective compensation strategy is not as easy as it appears. Some managers might use
their instinct to throw a dollar figure at an employment contract, but successful salary
planning requires a careful understanding of factors that influence the amount required to secure
appropriate talent.
The market for talent in the tech field is tighter than others, heightening the importance of proper
compensation. In addition to salary tables, this salary guide provides a high-level overview of hiring,
a look at employment in IT, and several key hiring strategies for 2019.
Executive Employment Trends Report Q3 2019BPI group
BPI group’s Executive Employment Trends Report offers visibility into the current executive job market. The findings of this report are based on landing data collected on our Executive Transition Services (ETS) clients who completed their job search between Q4 of 2018 and Q3 of 2019, compared to the same relative period a year ago.
Best Employee Award PowerPoint Presentation SlidesSlideTeam
This complete deck can be used to present to your team. It has PPT slides on various topics highlighting all the core areas of your business needs. This complete deck focuses on Best Employee Award Powerpoint Presentation Slides and has professionally designed templates with suitable visuals and appropriate content. This deck consists of total of fifty slides. All the slides are completely customizable for your convenience. You can change the colour, text and font size of these templates. You can add or delete the content if needed. Get access to this professionally designed complete presentation by clicking the download button below. https://bit.ly/30Jfo9u
BREAKING THE SICKNESS CYCLE
When illness strikes your team, the knock-on effects can be significant.Over the coming weeks, we’ll talk you through the ABCs of absence, helping you build a healthier, more engaging work environment, battle the bugs (and the bunking off), and stay productive even when you’re an employee down.
Top tips guide in this series focuses on inspiring your team to be their best:
The value of effective inductions
Giving your employees a purpose
Achieving open communication
To plan your next induction, download our free induction checklist now.
Top tips guide focuses on thanking and appreciating your staff which boosts retention and increases motivation. The guide covers:
Giving praise where it’s due
Thanking your staff without blowing the budget
Building recognition into the workplace, and much more
To help you motivate your team through positive praise, we have created a template which you can download here.
1. Salary update - Q3 2012
Quarterly
salary update
Your very own quarterly review of advertised salaries across the UK
Q3
2012
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office-angels.com
2. Salary update - Q3 2012 Page 2 of 8 Salary update - Q3 2012 Page 3 of 8
Overall general staffing salaries Top 5 jobs in demand this quarter
2012 2011
-0.21%
►
Perm Administrator Secretary Sales
-0.44%
►
A word from Steven Kirkpatrick, Perm
Customer Service Telesales
Managing Director at Office Angels
How to earn what you deserve: Steven Kirkpatrick
“We tell job seekers that it is important to think about how much money they are worth when looking
“Welcome to our first quarterly report on salaries. This new report will look in detail for a new role. While salaries vary from job to job, our salary update is a useful indicator of what
at salaries across the country, assessing how salaries differ between different roles candidates can expect based on their role and location.
and across various UK regions. “While there are many factors to consider when going for a job – career potential, the company’s
reputation, culture, benefits and people – salary is still the most important thing for many people. If you
“Looking back over quarter three, advertised salaries have been largely holding firm feel you are worth a higher salary for an advertised role, there are a number of steps you should take.
according to mysalarychecker.com*. Advertised pay rates for temporary roles have
“First, you should take an honest look at your skills, experience, position and industry and – with these
hardly changed and there is some good news for job hunters as the numbers of factors in mind – how much you feel you should be taking home. It is important that you can show
permanent roles on offer are showing signs of increasing. how the skills and experience you offer corresponds with your desired salary.
“Average salaries for permanent general staffing roles declined modestly last “Thorough research of the company will give you an idea of how flexible you can expect your
prospective employer to be. Once you are in the interview room, you should take a balanced
month. We will get a better sense over the coming months if the slight decline approach – emphasise that your expectations are negotiable. This will show your employer that
in salaries is the start of a bigger trend.” you are ambitious but realistic and enthusiastic about the role.”
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3. Salary update - Q3 2012 Page 4 of 8 Salary update - Q3 2012 Page 5 of 8
Salary change by region Advertised salaries July - September 2012
Almost all areas of the UK have seen a modest increase in salaries across most roles. The East Midlands has
enjoyed a large increase in salaries for administrators (+3.4%), while the South West has seen the most convincing
increase in salaries for customer service roles. Salaries for sales advisors are up across the country, though with large Change in permanent salary by month across quarter July
variations: increases of +3.8% across the East Midlands and +2.9% in the South East, in contrast to just +0.1% in August
Yorkshire. The biggest negative change was in East Midlands, with salaries in retail down -0.7%. 30 September
25
Scotland North East 20
15
2.0% 1.7%
2.3% 1.8% 2.2% 2.4% 2.4%
1.6% 10
£20,014
£19,967
£19,966
£16,779
£16,750
£16,698
£16,515
£16,443
£16,412
£28,612
£28,583
£28,506
£21,380
£21,301
£21,250
£28,662
£28,607
£28,495
£14,892
£14,831
£14,830
£17,536
£17,476
£17,453
£19,239
£19,235
£19,211
1.1% 1.1%
0.1% 0.2%
5
Administrator Customer Receptionist Office Secretary PA Retail Sales Telesales
service manager advisor
North West Yorkshire
2.6% 2.5% 2.5% 2.9%
1.7% 1.7% 2.0%
0.4% 0.4% 0.6% 0.1%
Salaries across the UK
-0.1%
West Midlands East Midlands
3.4% 3.7%
2.2% “Over the past quarter, we have seen a steady increase of roles within the financial sectors,
1.5% 1.5% 1.2% 1.2% especially those working with payroll and accountancy firms, eg role of part-qualified
0.6% 1.1% 0.5% 0.4%
accountant.
“We are seeing roles within the insurance sector increasing.
-0.7%
“In our part of the South East, we are seeing a greater number of roles within technology,
Wales East especially a need for web designers, reflecting an increased investment in digital content.
“Roles that demand a language are on the up, as are supply chain roles within manufacturing.
2.9%
1.3% 0.9% 1.6% 1.3% 1.8% “Salaries are largely holding firm. In fact, salaries are broadly the same as they were in 2008”.
0.8% 0.7%
0.2%
0.0% Nicola Hamley - Principal Consultant at Office Angels, Ashford, Kent
-0.4% -0.4% South East
London
2.9% “The last three months have been a challenge in central London due to the Diamond Jubilee,
2.2% 2.7%
South West 1.6%
0.9% 2.2% Olympics and Paralympics. Many clients took advantage of the unique summer to enjoy the events
0.4%
3.3% 1.1% 0.7%
1.3% 0.9% or to take annual leave resulting in many clients putting their recruitment processes on hold.
2.0% “We have seen opportunities for job hunters starting later on in the year with many businesses
0.8%
0.2% 0.5% forward planning.
-0.1%
“Salaries have remained static. Following the end of the summer events, recruitment has picked
-0.4%
up significantly and the months ahead are shaping up to offer a variety of opportunities for job
hunters”.
Administrator Sales advisor Average salary by region is weighted according to the size of the region and Andrew Morris - Senior Branch Manager at Office Angels, Oxford Circus, London
Customer service Telesales number of roles available
Retail Receptionist
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4. Salary update - Q3 2012 Page 6 of 8 Salary update - Q3 2012 Page 7 of 8
Salaries across the UK Looking forward to the next quarter - how salaries and vacancies are
likely to change
“Aberdeen is a particularly healthy recruitment market, with companies in the oil and gas industries
advertising higher salaries for PA, secretarial and administrative roles than in previous years.
“Recruitment across Scotland declined slightly during the July – September quarter, but figures
“The high demand for candidates already being seen in Scotland is likely to spread
were higher than the same quarter in 2011.
throughout the UK in the next quarter. We are forecasting a positive outlook for
“We are already seeing recruitment pick up in the next quarter: we have handled retail roles in particular, as organisations will look to boost their staff around the
uncharacteristically advanced requests with candidates being offered permanent positions
starting in November and December.
busy Christmas period.
“Salaries across Scotland in 2012 have been consistent with those advertised in 2008.
“In line with this, we are likely to see wage inflation over the next quarter across all
sectors, as organisations battle it out for the best talent.
“We are seeing contractual work for large numbers of temporary workers – typically 30-40
workers – across Scotland, particularly in banking and financial services. We find these “To ensure candidates are adequately equipped to take advantage of all opportunities
organisations offer consistent pay rates.” available in 2013, during the next quarter we advise looking at what you can offer
to a potential employer, in terms of your skills and experience, and how this could
Siobhan Reilly - Senior Manager at Office Angels, Livingston, Scotland
be improved in the long term”.
Steven Kirkpatrick - Managing Director at Office Angels
“Yorkshire is a relatively healthy recruitment market, with Leeds benefitting from roles in finance,
media and property.
“Recruitment in Leeds and surrounding areas is on par with 2011 for quarter three in terms of
volume; however the average salary range for permanent roles has increased by £3-4k per
annum.
“We have seen a rise in adhoc requests that would generally be handled by more specialist
agencies – such as reprographic field sales executive and production supervisor.
“Temporary roles continue to be economy-led with assistance in legal, namely civil and family
sectors, along with property rental and facilities. Despite the new legislation on AWR (Agency
Worker Regulation), it’s pleasing to see a consistent demand for temporary workers”.
Pauline Emmott-Royston - Principal Manager at Office Angels, Leeds
“The recruitment landscape in Newport - and Wales more widely - is healthy, with businesses
showing a consistent demand for committed candidates.
“Advertised salaries for both temporary and permanent roles in Wales are holding firm,
indicating economic stability.
“During the last quarter – July to September – we witnessed a surge in demand for temporary
staff amongst our clients in Newport and Wales more widely, in contrast to the rest of the UK.
“The market for permanent candidates is also buoyant, particularly in the manufacturing sector.
manufacturing and logistics organisations are moving into Wales and looking to fill a variety of
roles from senior administration to logistics coordination”. *Using the latest technology available mysalarychecker.com gathers salary data from millions of job postings, which
have been listed on a range of job boards, recruitment agencies and corporate websites.
Kim Partridge - Branch Manager at Office Angels, Newport
mysalarychecker.com is operated by our parent brand Adecco Group UK & Ireland.
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5. Salary update - Q3 2012
Visit our website:: Download our app: Check out our useful guides:
office-angels.com/employers office-angels.com/app
How to interview Employee
Engagement
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